• Serves as an advisor and Chief of Staff to the Chief Technology Officer of Operations, Network, and Employee Digital Experience and technology leadership team on strategy, organization, resource management, and other executive priorities.• Partners cross-functionally with ONE leadership team to drive the technology strategy and roadmaps ensuring the CTO ONE organization, talent, and capabilities are optimized and allocated most effectively. • Manages tracking and effective execution of the strategic plan, including partnering with senior leadership, Finance, Sourcing, Security and Human Resources to report on performance and success metrics in addition to rationalizing budget and headcount• Identifies continued improvement opportunities and execute plan to drive improvements to ensure alignment across technology areas and initiatives.• Develops clear and concise executive level communications, including presentations for high visibility projects, programs and initiatives, executive technology review briefings, and internal/external CTO engagements.• Facilitates regular team meetings, communications, and updates on the CTO ONE strategy, as well as plan, coordinate, and manage quarterly planning sessions. • Assess and build organizational functioning through an executable target operating model, business partnership model, as well as workforce planning (resource target skills, roles, location).• Collaborates with People Business Partners (HR) to deliver an employee engagement and development strategy for CTO ONE organization, including creating a culture of high-performance, accountability and recognition. • Promotes development and sharing of best practices and knowledge that build on the MasterCard’s abilities to proactively address risks and priorities.• Ensures the growth, efficiency, operation, and success of Programs and services so they are sustainable and meet the CTO’s and Mastercard’s vision and expectation of excellence.

• Partnered with the Chief Technology Officer of the Operations, Network, and Employee Digital Experience organization to lead the HR strategy and operations for a global workforce comprised of 1200+ FTE and contingent resources. • Proven learning agility and adaptability- continuously selected to take on new challenges with expanded scopes. Past partnerships include EVPs/CTOs within Global Customer Care, Enterprise Architecture, Business Operations, Enterprise Security Services, Data Warehouse, and Software Development organizations. • Managed all organizational design and development for Operations, Network, and Employee Digital Experience.• Served as a key advisor for senior management on all HR issues and builds and nurtures relationships with key internal stakeholders.• Provided in-depth market insight and advises on talent implications of external trends and necessary next steps to address potential workforce implications.• Accountable for ensuring HR processes and talent strategies are translated and implemented appropriately and effectively across markets and regions.• Drove change initatives for the business through cross-functional planning, identification and strategic implementation of HR strategies.• Collaborated cross-functionally with COEs, GBSC, and other HRBPs on the delivery and implementation of HR programs.• Responsible for cultural stewardship, leadership development and performance and change management of the organization.• Oversaw and evaluated day-to-day local HR delivery and operations for local HR functions and serves as the chief point of contact for all regional HR inquiries.• Served as subject matter expert for local labor and employment regulatory environment and reviews HR strategies to ensure compliance.

• Partnered with the Chief Technology Officer of Enterprise Architecture and the global organization comprised of 200+ full time and contingent employees.• Lead strategy discussions and developed plans to better align functions and assess talent through re-orgs, and resource management to ensure the needs of our business partners are being met.• Participated in the project team to expand global footprint to build out first Tech Hub in India with rapid growth to over 120+ FTE’s in under a year.• Developed an O&T Talent Sharing program that helped orchestrate several senior leader moves for further development and retention.• Managed Employee Relations activities from start to finish following the progressive discipline process working with managers on coaching and feedback up to termination as needed.• Partnered with Executives and Finance to ensure the accuracy and integrity of the budget and headcount planning and tracking process.• Enhanced leadership capabilities by strengthening communication and driving positive cultural changes and behaviors amongst the supported Executive and his leadership team.• Managed on-going succession planning, skills assessment, talent deployment, workforce planning, and organization design exercises.• Facilitated job evaluations and compensation assessments for internal moves, promotions, and new hires.• Oversaw and participated in the Talent Acquisition process while holding managers accountable for having a diverse and inclusive slate of candidates.• Developed a new 2015 President’s Awards program that coincides with the MC 3.0 philosophy including the development of a new digital platform that allowed an improved end user experience and more consistency in the nomination process.• Empowered managers through Manager Direct Access within the Workday HR system.

• Originated and lead Human Resources practices and objectives that provided an employee-oriented, high-performance culture which emphasized empowerment, quality, productivity, standards, goal attainment, and the recruitment and ongoing development of a superior workforce.• Developed and implemented a new pay-for-performance review process with a 100% manager/employee participation rate that tied to merit increases for 2012.• In lieu of Compensation Director, initiated merit and bonus process in 2012 for Executive level approval and payout.• Created and presented training programs for both manager and employee levels including Performance Management, Providing Effective Feedback, Mentoring, Coaching, and Objective Setting.• Project lead for implementation of new HRIS system.• Extracted, validated, and analyzed metrics from the HR systems in order to produce accurate reports and designs custom ad hoc requests and queries. • Responsible for researching, analyzing and assisting in the design, development and direction of compensation which supports the overall business objectives. • Developed and administered compensation programs including competitive salary structures, bonus programs, sales compensation plans, and compensation procedures/policies.• Responsible for the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and employment.

• Supported 250+ field sales employees and 350+ corporate employees located throughout the United States.• Developed and implemented Human Resources standard policies, processes, procedures and tools in accordance with state and federally regulated employment laws. • Completed FLSA restructuring of entire hourly workforce. • Provided customer service to employee population on systems training, policy education, payroll, benefits, tuition reimbursement and other HR related tools and resources.• Generated data and performed initial analysis, identified patterns and trends in HRIS KPIs using HR metrics such as headcount budget, retention, turnover, etc. for senior leadership to use in monthly business updates.• Maintained job description database, coordinated completion of job duty questionnaires/surveys with managers, participated in compensation analysis process and drafted job descriptions. • Drafted and published communications, organizational announcements, and developed communications plans for company wide distribution.• Key member of the project team that implemented a global rollout of new performance management system (Workday).

• Coordination of healthcare continuing education programs as well as planning and communication surrounding each course.• Lead presentation recruiter for all continuing education programs within legal, healthcare, and insurance fields. • Recruited and interviewed internal employees and assisted with new hire orientation and training.• Participated in company strategic planning to develop new systems and processes to enable future growth.• Established and maintained relationships with on-site managers, marketing coordinators, vendors and presenters while providing high level customer service.

• Full cycle recruitment• Managed 45+ contractors of various clients by processing payroll, administering benefits, maintaining attendance records, and behavioral career counseling as necessary.• Trained, mentored and developed new team members to assist in achieving their recruitment and sales goals. • Consistently ranked as one of the top 10 national aviation recruiters.