• Strategic Executive HR Partner to BU President and Executive Staff: Coach, Consultant and Business Change Leader on large scale org changes • Ownership of annual Org & Talent Strategy alignment with business objectives to meet BU ‘ Definition of Winning’; results include creating robust talent assessments, succession plans for leadership, critical technical talent and female talent; enhanced growth opportunity to include career ladders as well as career lattices. • Corporate HR Leadership: Selected by CHRO (three years running) to lead Global HR Strategic Planning Team with high visibility to CEO/CFO; Selected by CHRO to lead strategic project for US New College Grad program enhancement (analytics, build strategic framework for college recruiting and program elements) • Manage HRBP team of 14 across full silicon product segment with ownership for the full suite of core HR services delivery to enable exceptional employee experience & organizational effectiveness.• Driver of Culture of Inclusion strategy; results include increasing female representation in leadership by 400%, overall by 133%, ethnic diversity by 140%; launching 2 ERGs and secured funding for a Leadership D&I Workshop.• Redesigned HRBP support model with site HR staff to drive more effective and impactful support to business.• Partner with global HRBPs, Country Presidents, Global Rewards and CoEs on talent management, staffing, compensation, and other employee issues involving our global workforce. • Own relationship and contract terms with onsite managed service provider for Talent Acquisition of full-time and contingent workforce, including driving accountability for KPIs and developing strategy for key initiatives (e.g. strategy for recruiting diverse candidates); Workforce growth of 63%.

Strategic Thinker/Partner and Execution Guru:Strategic leader to business and HR executives, while also leading a team of two HRBPs I drive both strategy and execution for a $1B business, Outstanding execution of strategic objectives and HR Programs, and partnering closely with Global COEs.

• HRBP to Senior Commercial, Marketing, Quality, R&D and other functional leaders within AE to grow, develop and retain talent with the end goal of meeting business objectives, revenue targets and EBIT requirements. • Proactively consult on Organizational &Talent Planning strategy including succession planning, talent development programs and career development design. • Seek out, design and implement innovative programs and opportunities to engage employees, grow talent base for future leadership needs and provide “Employer of Choice” work environment (i.e. partnership with Southern NH University’s College for America degree program; consult on employee engagement initiatives from all employee survey to action planning and assessment - awarded Best Company to Work for in NH last 3 years by NH Business Magazine while HRBP). • HR lead on all M&A due diligence and integration initiatives post-acquisition to alignment with BU policies, HR process and our unique culture. • Strategic leadership sponsor to all site ERGs (expanded from 2 to 4 in last year) as well as all AAP planning and “Best in Class” Good Faith Effort design and execution. • Strong partner with Talent Acquisition to meet talent needs in fast-growing business and to ensure diverse candidates are sourced for every human capital decision. • Lead change strategies and initiatives for all HR related programs and policies. • Coach, counselor and advisor to Sr. Leadership, mid-level managers and direct reports.

(Self-owned) HR consulting services to small, VC backed tech company. Focused on providing counsel to executive leadership and compliance from start-up to acquisition.

Project Manager on Strategic Implementation Team, tasked with leading HR projects related to aligning both legacy organizations.• Lead project teams to analyze and compare existing policies and processes from legacy organizations, researched market practices and performed cost analyses as necessary to determine best strategy• Gained stakeholder support for harmonized policies and presented to Legal and HR Leadership Teams for approval• Corporate Lead Investigator for ER issues reported through company Compliance/ER hotline

Multi-site HR Business Partner to Specialty Pharmacy Operations, Senior Site Management and Sales and Marketing organization. Supported 700+ employees in eight states, Nation Sales Team and two direct reports in HR.• Supported each Business Partner’s unique needs by advising on strategic issues relating to human capital• HRBP for organizational development and design, workforce planning and succession planning• Promoted ESI’s high performance culture by advising people leaders and employees on effective performance management strategies, program adherence. Assisted in addressing performance gaps.• Key driver on helping people leaders identify and address ER issues; from determining root causes and recommending effective solutions, to conducting objective investigations from initial complaint through implementing the appropriate resolution• Identify and deliver training programs designed to meet the myriad needs of the business unit and employee base• Utilize HR related metrics such as turnover data and exit interview responses to identify key trends and advise Business Partners on implications and potential solutions in lowering turn and expense control, assisting with business goals of EBITDA improvement and margin growth• Led multiple post-acquisition integration programs simultaneously such as job mapping, RIF actions and mentor activities

Top HR Executive with direct reporting to President and CEO. Three direct reports. • Led needs analysis on existing human capital programs. Resulted in the development and implementation of robust leadership and employee training programs and performance management tools. • Influenced CEO & CFO to redesign organizational structure. Resulted in elimination of redundancies. Maximized cost savings and leadership effectiveness.• Maximized cost savings to employees and company by redesigning Employee Welfare Programs. Reduced overall cost of company sponsored health plan by 12% after total benefit RFP process completed. • Developed and implemented consistent corrective action process for addressing performance and behavioral issues. Decreased potential for legal action exposure. • Secured qualified employees for organization by developing and managing recruiting, incentive, and bonus programs. Managed the payroll function.• Designed and implemented RIF process to comply with state and federal laws during dissolution of company.

HR Business Partner to Senior Operations Management and Sales and Marketing organization for two divisions. Supported 400+ employees in multiple locations with two direct reports.• Planned, directed and delivered programs including performance management, career progression, employee relations, recruiting and leadership training. • Member of ESI Training Advisory Counsel, Corporate Policy Review Committee and Shared Services Value Enhancement Team.• Conducted wage surveys within labor market to determine competitive wage rate. Partnered with Compensation and business leadership for implementation. • Key driver of organizational and cultural changes with site leaders and employees through 2 acquisitions. • Champion for employee and community activities committees.• Lead investigations stemming from ER or compliance issues from complaint through resolution.