As a key member of the Regional Senior Leadership team, responsible for developing and executing a people and organization strategy for the Intercontinental Region especially in the areas of Talent Management, Organizational Design, Compensation and Benefits, Culture and People Services in close business partnership with Regional SVP. • Human Capital Planning: Created the Bold Challenges project, matching 100 HIPO talent across countries and functions with 15 strategic priorities aligned with the region’s vision. Created content and supported delivery for a state of the art 6 months long Authentic Leadership Journey to provide a virtual learning opportunity for all participants and sponsors. The initiative became a state-of-the-art project allowing functionless teams not only to work on high impact challenges but also develop themselves around connecting with self-teams and the broader organization all virtually. Resulted in higher employee engagement scores as compared to company overall and industry benchmarks (87), 103 annual internal promotions and tangible plans of action for project deliverables.• Employee Life-cycle Management: Continuous improvement and change management in the way we search for talent internally and externally, building capabilities across variety of geographies, lead performance, talent and compensation and benefits management processes as well as complex international staff relations issues within the region.• Leadership: Built a top performing HR team of 12, representing HR Business partners from countries/clusters as well as centers of expertise in Learning and Development, Talent Acquisition, Diversity & Inclusion, Staff Relations and Project Management across the region• Diversity and Inclusion: Executive Sponsor and speaker of WE2 (Women Empowered to be Exceptional) initiative in ICON. Co-ordinated creation of 12 Employee Resource Groups across Latin America, Canada and Middle East and Africa.

TMEA Region covers Turkey (both Commercial and Local Manufacturing), GCC (Kingdom of Saudi Arabia, Kuwait, Bahrain, Oman, Qatar, UAE), Maghreb (Algeria, Tunisia and Morocco), Egypt, Lebanon, Jordan, Iran, Iraq, Libya, Sub-Saharan Africa and South Africa. Managing an HR team of 9, based in countries; established the whole regional structure with a strategic aptitude as well as execution excellence around business priorities on: • Global Expansion and Organizational Design: Created the thorough organizational design of TMEA sub-region in the light of strategic commercial priorities, conversion of a distributor workforce to full-time employees, legal affiliate set up and employment law implications. The region currently delivers 300M USD in revenues with 450 staff members in 15+ countries in Middle East and Africa. • Change management: Created and executed a robust communication plan for all impacted personnel including Change Management workshops and action plans. The region now has the most diverse management team in the company with 20+ nationalities represented. • HR Infrastructure set up: Established a thorough HR Ecosystem from scratch including the launch of HRIS System – Workday implementation, Comp & Ben analysis, market benchmarks, salary structures, SOPs, Performance Management and Talent Management initiatives.

Established a holistic Global Talent Management approach to ensure previously “stand alone” Talent Acquisition, Performance Management, Succession Planning and Learning and Development processes are integrated in a high impact way. Supported organizational transformation via several Merger and Acquisitions, ensuring HIPO identification as well as engagement and retention in an ever-changing context. • Merger & Acquisitions: Global Talent Lead for 3 active mergers with Watson Pharmaceuticals, Warner Chilcott, Forest Labs. between 2012-2014. Excellent support for the executive team to plan and execute integration related strategy, organizational structure, talent identification and hiring, impacting 16,000 employees across geographies. Created the M&A playbook, focusing on the people and culture aspect of M&As linking the initiatives to the new strategic direction of the organization.• Global Talent Management: Established the newly created Talent Management function on a global scale, with a group of 18 HR Professionals based in US, Europe and Asia Pacific. o Global Talent Acquisition: Created the global processes and strategy for the function including the tools and latest technology. Introduced the global “Request for Recruitment” process, competency-based interviewing via different assessment tools available as well as actual recruitment of high-level positions. Flawless integration of the Applicant Tracking System on a global basis to the Workday HRIS System.o Global Performance and Talent Management: Created the global performance management, talent review and succession planning process design, competency and value mapping as well as the Workday implementation. o Global Learning and Development: Re-structured the department to serve the business priorities using a consultancy approach. Established the Leadership Development content and governance for different levels and specific programs for different business units.

Responsible for the HR initiatives of all commercial and manufacturing sites within 40 countries in Europe. Corporate responsibilities include global launches of several HR projects besides the overall HR co-ordination on a regional basis.• Global Corporate Project Leader for establishing Actavis Academy for Sales Force initiative. The project includes learning and development, performance management and coaching, career management and CRM implications for effective Field Force Management• Global Corporate Project Leader for the “Accountability” initiative as well as the idea generation system launched in February 2012• Global Corporate Project Leader for the launch of Corporate Talent Management System