• Guide, grow and lead a team of dynamic recruitment professionals who attract and hire top talent, across multiple North American Business Segments, in support of DST’s growing organization.• Provide ongoing leadership to team of Talent Advisors and a Talent Coordinator, with 1,000+ hires annually and a $1.5m budget, including mentoring, professional/personal development, work allocation, goal setting and collaboration as they work through complex and dynamic situations..• Collaborate with senior leadership and business partners in our Healthcare and Financial Services Business Segments to gain a deep understanding of each business and to develop and execute targeted recruitment strategies in support current and future workforce talent needs.• Ensure team is organized and efficient with daily best practices including; Workday ATS, reporting, OFCCP compliance, active and closed requisitions, new requisition guidelines, interview procedures and training, workflow processes and other team responsibilities as necessary.

• Guide, grow and lead a team of dynamic recruitment professionals who attract and hire top talent, across multiple North American Business Segments, in support of DST’s growing organization.• Provide ongoing leadership to team of Talent Advisors and a Talent Coordinator, with 1,000+ hires annually and a $1.5m budget, including mentoring, professional/personal development, work allocation, goal setting and collaboration as they work through complex and dynamic situations..• Collaborate with senior leadership and business partners in our Healthcare and Financial Services Business Segments to gain a deep understanding of each business and to develop and execute targeted recruitment strategies in support current and future workforce talent needs.• Ensure team is organized and efficient with daily best practices including; Workday ATS, reporting, OFCCP compliance, active and closed requisitions, new requisition guidelines, interview procedures and training, workflow processes and other team responsibilities as necessary.

• Impact the execution of our business and people strategy by creating a global, integrated talent philosophy and strategy that focuses on the identification, development, and deployment of global talent. • Build and implement corporate –wide executive leadership development programs and activities to help leaders and the business realize new potential. o Lead the creation and implementation of Executive Leadership Development through a collaborative partnership with Washington University o Designed and implement a global 360 assessment and executive coaching practice for targeted executive leaders o Created targeted development experiences for high-potential executive leaders including self and multi-rater assessment, executive coaching, and programmatic opportunities.• Designed and implemented the DST Leadership behavioral model to establish a core foundation of expectations for leaders along with assessment and development resources.• Matured and lead the annual Strategic Talent and Succession Planning activities globally through collaboration with HR Leadership Team and Executive leaders incorporating targeted development planning for High-Potential leaders.• Strategic collaboration with HR Leadership Team in the integration of talent and leadership activities throughout DST’s people practices.

• Designed DST’s Talent Management framework and incrementally implemented components globally through collaboration and partnership with HR Business Partners (i.e. Group 9-box exercise, strategic 360 assessments). Facilitated multiple Talent Review exercises with various groups ranging in size from 1-30 participants.• Created DST’s Annual Strategic Talent Planning Process which included a redesign of the existing succession planning exercise. Directed the global succession planning efforts along with the implementation of Business Unit and Global Talent Review sessions.• Built strategic partnerships and provided thought leadership with HR and Business Unit Senior leaders along with HR Business Partners in order to implement various talent management, HR programs, and development activities.• Collaborated in the creation and facilitation of Performance Calibration (rating and goal setting) sessions in conjunction with the implementation of a standard performance management practice. Directed the implementation in some areas through strategic partnerships with HR Business Partners and business unit leaders.• Directed and completed HR’s evaluation, as Risk Owner at the direction of the CHRO, of our enterprise risk item by collaborating with HR Senior leaders, Internal Audit, External Audit, to be presented to the Enterprise Risk Management Committee and the Committee of Sponsoring Organizations of the Treadway Commission (COSO).• Provided thought leadership in collaboration with the Corporate Education and Development manager and designers in the creation of a performance management workshop, along with facilitating performance management and associate engagement workshops domestically.

• Certified Leadership Development Coach for Senior and Middle Managers, key talent and individual contributors • Developed, managed, and facilitated a corporate-wide learning & development series designed to enhance the coaching effectiveness of all levels of managers and leaders. • Developed Executive, Senior and Middle Manager Behavioral Competency Models utilized for Management and Key Talent selection and development opportunities. • Consulted and partnered with Senior Leaders to develop and facilitate customized, strategic development opportunities focusing on Management, Leadership, Teamwork, Behavioral Competencies and Emotional Intelligence. • Created behavioral competency models for all levels in the organization and conducted assessments (Behavioral Event Interviews and 360 multi-rater assessments) for selection and development. • Created and managed a corporate-wide 15-month Management Certification program. • Designed a corporate wide Competency Development Resource Guide for all managers and associate development.

• Managed a team of analysts responsible for the ongoing user support for over 300 sales executives and managers. • Managed corporate wide process centralization initiatives. • Consulted with Executive and Senior level leaders to provide recommendations during the corporate merger/acquisition process.