Design, implement, and manage foundational and scalable HR solutions, including hiring practices and tools, performance management processes, engagement programs and strategies, benefit solutions, career framework, and compensation philosophy to enable organizational growth, high performance, and strong engagement. Build trusted relationships as business partner and HR leader at all levels of organization to deeply understand business, partnering closely with leadership and employees to achieve goals.• Doubled the organizational size in 14 months and attained a robust 88% retention rate by creating and implementing comprehensive and inclusive interview practices and robust people development and engagement programs; penetrating a second market; and fostering a positive culture. • Achieved 92% of employees positively responding about meaningful one-on-one coaching sessions with leaders on engagement surveys by designing continuous, lightweight growth conversations that enabled open, transparent communications focused on feedback, coaching, and support throughout year. • Created diversity, equity, inclusion, and belonging (DEIB) roadmap and structure to foster culture of belonging, collaboratively developing inclusive behaviors training, interview strategies, and performance management processes. Resulted in 89% average for DEIB engagement.

• Developed and refined team operations, including general HR operations, internal communications, and mergers and acquisitions (M&A). • Led geographically dispersed teams across several functions, including total rewards, HR operations, and business partnerships while serving in interim roles overseeing talent acquisition and learning & development. • Managed M&A from people-focused standpoint, taking on increased involvement level to seamlessly harmonize culture and people programs for 3 acquisitions with 400+ employees in 12 months. Evaluated the culture, operations, and people programs of companies during diligence processes. Advised on opportunities, risks, and points of challenge while creating synchronized practices, including flexible paid time-off policy, and leading team to execute.

• Co-led company-wide culture initiative with 30 professionals of all levels and areas of business while working with external consultant to codify, communicate, and embed company values throughout operations and practices.• Collaborated with Mercer to establish and implement a career framework and compensation structure, spanning all levels of employees across all departments.

• Led full RFP for HRIS and initiative to end PEO relationship and standup Workday as our comprehensive people platform• Served as instrumental leader in defining roles, structure, hiring and onboarding practices, performance management, and goals for operations teams. • Supported efforts to establish second Accolade site, thoughtfully identifying talent and capability needs for the new site, designing relocation package, and launching and growing site. • Sourced HR analytics specialist and built out people insights to inform decision-making.

Responsible for developing and implementing solutions that drive positive business results for the Annuity Sales and Sales Support teams through extensive collaboration with business partners, providing thought leadership and sound business recommendations.Accomplishments: • Key participant in building out our internal sales desk from 8 resources to 27 in 3 months • Instrumental in Recruiting and Talent Management work streams of Sales Effectiveness initiative to improve sales effectiveness and ultimately achieve goal to triple sales by 2015 and leverage best practices across the business unit • Selected by HR Leadership Team as having significant growth potential and invited to join Early Career Development Program. Program includes leadership training, as well as development and exposure at an enterprise level • Wealth Management Representative for Employee Relations initiative to define our ER model, processes, policies, and metrics

Responsible for leading and coordinating multiple HR projects in support of Hartford Life Distributors, The Hartford’s wholesale sales and marketing division. Role evolved over time to include basic HR generalist responsibilities, providing HR advice and counsel to various sales teams.Accomplishment: Training and Development • Coordinated and led training sessions (‘Leadership Chats’, ‘Present to Win’, Excel Trainings) • Developed and managed Intern Program – Assisted hiring managers and recruiter to recruit our summer interns and developed a 12-week intern program involving hands-on presentation training, mock interviews, and many other trainings to broaden our interns’ exposure to the corporate world. Supervise this program on a day-to day-basis to ensure both the interns and the managers are getting the most out of the program • Created and led an excel training session for employees • Conducted new hire orientation and administer all paperworkReduction in Force • Performed a thorough analysis of our sales force in preparation for a reduction in force, provided senior leaders with thought leadership to achieve our restructure strategy • Assisted with communication and worked closely with our legal team on approving all reductions, processed all impacted employees throughout our systems, and helped deliver the message to over 250 impacted employeesProject Lead • Project lead for many enterprise-wide programs, including Performance Planning, E-Verify, Rewards & Recognition, and our Employee Survey. Partner with senior leaders to gain their support of enterprise initiatives, draft communications to promote these programs, and manage all steps necessary to implement these projectsData Analytics/ Reporting • Performed all HR reporting needs on a daily basis through our HRIS Data Warehouse reporting tool • Produced and analyzed quarterly metrics report and present to senior management team

• Compensation analysis and redesign for Sales Assistants• Executed all onboarding activities for new hires • Supported payroll reviews and verification of monthly benefits bills

• Assisted bi-weekly payroll process & served at go-to resource for Benefits • Redesigned the Human Resources database• Conducted preliminary phone screens for internal and external positions • Recruited new sales team, including phone screens and coordinating a series of interviews• Created a new process to track external position interviews