• As a participant in University of California at Berkeley's SkyDeck, a start-up accelerator program, Taltrics is building AI tools in the resource management. As Alumna, I was able to partner up with the Taltrics team to offer guidance, encouragement and lots of energy from my lengthy career in HCM consulting and HR leadership as a volunteer Advisor. Go Bears!

• People & Practice Establishment - Recruit and develop foundational team for new HCM business unit. Review/develop implementation methodology and provide best practice guidance for partnering with client leaders in HR, IT, Finance. Collaboration and oversight with all internal pillar leaders (ERP, SCM, EPM, CX) to stay aligned and deliver consistently for all clients. Extreme focus on our “special sauce” of former HR practitioners providing consultative guidance to clients (HR leaders) for successful company-wide HCM transformations. Be the experts in our HCM technology (Oracle Fusion Cloud, EBS, PeopleSoft, any legacy HR) and build that partnership with our clients throughout our projects.• HCM Transformation Project Management – Partner with Oracle Center of Excellence (COE) for review of proposed and current client projects to ensure delivery honors best practices by industry, by client. Guide PMO, functional/technical team and HR clients on HCM software functionality strengths/limitations, clear barriers, alignment to scope. Guide HR clients on overall transformation strategy for managing and communicating change around current business processes in preparing the organization for launch.• Sales Strategy Management & Development – Relationship cultivating and collaboration with Oracle leadership on our mutual pursuits or with client leaders directly through the growth of Apex IT’s HCM pillar, leveraging our prior accomplishments and reputation in CX to parlay into pursuits within HCM, ERP, EPM, SCM pillars. Revenue generation tied to projects exceeding $10 million in HCM pillar globally. Sales enablement training to acclimate team to HCM client needs and approach.

• People & Practice Development – Build foundational start of the Oracle HCM Cloud practice at Perficient; organic growth of HCM team members with focus on HR practitioner expertise in addition to Cloud consulting; cultivate a Practice motto of “Work Hard, Be Nice;” build HCM-centric methodology and implementation documentation improvements; coach and enable sales team around HR culture and initiatives for more effective conversations with HR leaders• HCM Cloud Project Sales & Delivery Leadership – Executive oversight of all HCM Cloud projects, from sales pursuit through to delivery, including lead development, sales presentations, deal documentation, SOW development, pricing & resource planning/utilization, timeline and phasing guidance, steering committee and change request management; project blocker resolution with product or people coaching; client management and crucial conversations and additionally, key leadership role in internal Perficient multi-pillar transformation to Cloud, working with HR, Finance and IT teams and C-level leadership

• Cloud Delivery Leadership – architect level/project level guidance and hands-on configuration across all Oracle Cloud HCM modules with special focus in Core HR, Compensation, Cloud Recruiting, Cloud Security, Workflow Approvals, Reporting, Integrations, Data Conversion, Co-Exist (PeopleSoft/Cloud)• People Management – build and develop my team of 8 consultants/analysts, mentor several additional new and experienced hires, creating informal manager learning collaboration sessions to build consistent management styles, create consulting soft-skills learning environment for college hires/new analysts• Practice Development – Community of Practice Leader for Core HR (150+ members internally), driving a knowledge sharing culture among the practice, Oracle Product development and impact on methodology approach and assets• Sales pursuit collaboration with Oracle Sales as Subject Matter Expert to build trust and confidence with potential clients and provide knowledge and guidance to drive towards resource time/cost estimation

• Architect overall project solutions for global clients implementing full Oracle Cloud HCM suite - Global HR, Payroll, Workforce Compensation, Benefits, Talent Management, Recruiting, Time/Labor and beyond), Collaborate on sales pursuits, resourcing, practice leadership and project management. • Manage a team of Cloud HCM Functional Leads, both on-site and remotely across all time zones and diverse backgrounds• Grow implementation methodology framework in the theme of Agile, Waterfall and other PM methods along with Oracle best practices to create proprietary package utilized by the Practice for our client projects

• Functional Lead for Core HR, Benefits, Workforce Compensation, Security, OTBI and support for Payroll and Talent leads for client with 11,000 headcount and multiple industries represented under one Enterprise• Create foundational methodology materials as client deliverables for growing Cloud Practice

• Project Leadership – Project Lead for Global Core HR and Workforce Compensation client implementations, complex requirements and configuration for global clients, translation of complicated technical concepts or issues to an HR audience, additional but similar communication with highly technical team members, both internal and with client’s team• Practice Leadership – Manage to our internal methodology for project management, timelines, tracking of tasks/open items and working with clients and internal team to keep project scope and timing• Client Leadership – Manage on-site/remote client sessions with professionalism, approach all project challenges both as consultant AND as an HR mind to be a strong advocate for my clients and their adoption of their new system successfully

• HRIS Management – Lead Project Management of Global Implementation of Oracle Cloud Fusion HCM Core HR, Compensation, Benefits, Talent/Performance, Reporting & Analytics (OTBI), ADP Payroll integration, Benefits carrier feeds. General Project management for Global HR & Payroll teams, monthly/quarterly financial reporting for global requirements, large-scale RFP research for change of HRIS/Payroll system• Compensation Management – Global market analysis, structure build/maintenance, research and recommendations in compensation issues in our regions, including Philippines, Malaysia, Switzerland, Germany, Taiwan, Singapore and others • Benefits Management – Broker & Carrier management, Healthcare Reform knowledge, Wellness program implementation & management, vendor selection, service requirements/standards/legislation updates, utilization reporting, financial analysis and recommendations for US & Global programs

• HRIS Management – Re-managed/corrected UltiPro organization-wide integration – Core HR, Payroll, Time Management, Open Enrollment .NET, Employee Self-service, Performance Management, Recruiting, Applicant Tracking, Training, Clinician Credentialing; Process Improvements between HR and Finance; Completely end dual entry between old and new HRIS.• Benefits Management – Move company to online benefits enrollment; Manage company-wide Open Enrollment between broker, UltiPro and all communication materials and meetings for employees; Electronic feeds put in place for benefits carriers for all updates/changes; 403(b) plan compliance and audit• Compensation Management – Create practices and policies – comp survey management, job matching and data management to begin comp structure foundation for better market information and recommendations for clinician and employee increases• Facilitate an active program in LOA (FMLA, PDL, CFRA), Workers Compensation and Ergonomic Assessment program handling all safety/injury occurrence reports, claims management and follow-through on work status and accommodation

• HRIS Management – Global organization on Oracle EBS utilizing HR, employee self-service with employees US, Israel, China & HR team across time zones, Project management for all HR & IT/Oracle projects, TL9000/SOX compliance• Benefits Management – Manage US & Global Benefits - Annual renewal cycle and planning, Open Enrollment meetings, education to employees in change to Consumer-Driven health plans, broker RFP, changes in vendors/carriers, Wellness program implementation, annual compliance guidance, manage 401(k) plan administrator for audit/compliance, Global benefits research for guidance on new plans• Compensation Management – Planning compensation structure implementation, survey data participation & analysis, international salary market analysis as needed, Vendor Selection & Implementation planning of Compensation, Performance, Applicant Tracking Software• Created Global HR processes/policies for Leave Management, Payroll, Rewards/Recognition projects, Employee Relations

• HRIS Management – PowerSource ADP with direct interface to Payroll ProBusiness and eLabor ADP, Planning initial stages of company-wide SAP implementation impacting HR data, IT partnership projects - web applications planned/built/tested for Performance Review tool, PTO tracking tool, Golf Budget Admin/Reimbursement tool• Analytics Management – Reporting data via Crystal Reports interfacing with systems across all department (Oracle apps, Finance apps, Facilities apps, in-house web apps created within HR/IT), creation of golf industry specific KPIs• Compensation & Benefits Management – Sales Compensation plan education & communication of plans with remote sales force, liaison between sales team & Finance for comp plan issues, commission payment problems, work to help remote team feel connected with HQ, salary survey job matching, data submissions (Radford, ICR, Employers Group, CHiPS), EmployEase benefits self-service web application, direct interface with HR, management of all audit & procedures for payroll cycles

• Benefits Management – Client Account Service as Employee Benefits Broker, working on relationship between employers (our clients) and insurance carriers (our vendors) for all lines of benefits (medical, dental, vision, life, disability), Manage all areas of annual renewal cycle, marketing of plans, open enrollment process, employee education meetings, Financial analysis of carrier renewals and responses to quotes, compare to client's history, current market and carrier's history and recommendations made based on analysis, Maintain close relationships with many insurance carriers and keep involved and aware of all plan offerings, changes between carriers, legislative updates, current rules/regulations and help in advising clients with employee concerns. • HRIS Management – Manage client implementations of several online benefits management tools, either stand-alone products or carrier-specific web-based management tools.

• HRIS Management – Manage and maintain integrity of worldwide employee information in Oracle HR database—1000+ employees, Analytics for HR team, Executive team, Finance, Stock, Payroll and Benefits billing, data integrity and auditing, built integration HR database to drive a dynamic company directory, making some HR data accessible to all employees for faster updates and more consistent quality of data • Benefits Management – Manage all U.S. employee benefits: medical, dental, vision, life insurance, reimbursement accounts, COBRA administration, 401(k) administration, open enrollment communication and carry-through, all status changes

• Northern California Trainer for Management Services, created, managed, delivered, evaluated, market/communicate and track participation in training for our service employees in Customer Service, Management, Performance Management, Human Resources concerns, New Hire Orientation, and any ad-hoc training as needed

• Compensation Practices – Collect and submit data for salary surveys (Executive Alliance, Radford/Aon, etc), analyze and age data, manage job code table and Oracle HRDB creation/changes, create/deliver training for management on corporate compensation policies and web application developed for annual salary/bonus processing, manage data changes/problems during company-wide bonus/salary focal periods, audit data integrity between several web resources (OracleComp, Fidelity) and managers, create/maintain benefits web site • Program/Process Development – Compensation application testing and troubleshooting, coordinate release schedules, data refreshes, account management, communicate updates to managers, manage vendor and internal developers in maintaining, testing, enhancing current web modules, accurate reporting, mass data changes, communications of these events to other team members to maintain consistency internally, test quality of web data against existing compensation plans (sales, consulting, corporate, executive) for accuracy both before production and at time of mass loads with Fidelity for bonus/salary payouts, Manage Oracle benefit programs (Education Reimbursement, Sports Reimbursement, Vanpool Subsidies, Great America ticket program), Review and initiate changes to Education policy with Legal and Upper Management