• Lead the separation from McDermott to a standalone privately held company owned by TCG/Rhone including setting up all HR systems, employee benefits, payroll, facilities and travel programs. • Partnered with President and Executive Team to set and roll out the Lummus Technology Vision and Values to employees to ensure our current employees and any new employees would understand where were going and what we wanted all employees to push towards. • Developed and implemented 2023 strategic people plan needed for growth and supporting projects and lead the HR Team in attracting and onboarding 175 new employees globally (21% population increase) while keeping our annual turnover rate at 4.0%.• Changed culture to focus on employee engagement/development and succession planning by implementing annual talent reviews identifying critical and key employees and documenting Career Development Plans for High Potential & Professional employees (during this time brought in LinkedIn Learning, PetroSkills, and Covey for learning).• Implemented monthly metrics to track employee turnover, new hire satisfaction (surveys 30 – 90 days), headcount, employees relations, and ensure the company was hitting our diversity targets. • Provide daily guidance and leadership to the Global HR Team (11 International & 4 US domestic offices/labs) while ensuring all locations are in compliance with local labor and reporting requirements. • Ensure travel provider is meeting SLA’s and employees are following global travel policy while following safety and security requirements• As part of separation from McDermott, completed office build-outs/leases/move-in’s for new facilities in Houston, TX, Damman, KSA, Seoul, Korea, Gurgaon, India and Moscow, Russia.

Senior Human Resources Director, Lummus Technology, Mobility, Employment/Expat Tax, and Immigration• Lead Mobility, Employment/Expat Tax, and Immigration Teams for newly combined company (CB&I and McDermott)• Provided day-to-day guidance for the three functions to insure coverage and consistency on interim processes• Implemented the use of ECA Assignment Data for use on all T’s & C’s globally• Completed company-wide roll-out of Global Mobility, Expat Tax, and Immigration policies/proceduresSenior Human Resources Director, Talent, HRIS, International and Lead for HR Portion of combination with CB&I• Completed role as the McDermott lead for HR for the combination with CB&I• Completed Oracle HCM implementation and company-wide roll out of Performance Goals, Compensation, Talent Reviews, and Performance Management Modules between January 2017 and December 2017• Worked with Executive Committee on Succession Planning and Development activities for direct reports • Implemented Korn Ferry 9 Box Methodology for all Talent Review processes• Worked across regions leading Talent Managers on developing training and development plans for all high potentials and high professionals• Responsible for Global Assignment Policy, Tax Equalization, and International Relocation administration

• Lead all decisions associated with the start-up of all Human Resources and Payroll related activities. • Implementation leader for ERP start-up of Sage 300 for Payroll, Time Keeping, and HRMS.• Completed Applicant Tracking System (ATS) set-up and implementation.• Created all policies and procedures associated Human Resources, Office/Facilities, and Payroll.• Set-up Anonymous Employee Hotline and Website.• Lead staffing effort to hire 200+ employees by end of 2014 (reached 220), and 250+ by end of 2015.• Developed comprehensive Benefits package for the new company.• Developed Performance Appraisal, Goal Planning, and Compensation strategies and processes.• Developed Learning Management and Training program/plan for the company.

• Overall responsibility for the development of current and futures leaders in the North America Region. • Worked globally within Technip to identify possible employees to staff key positions in North America. • Worked with Management to identify potential successors to key positions within Region and create development plans for those individuals identified on succession plans. • Lead program for internal mobility to identify positions for Technip USA HiPo’s to take assignments within other Technip locations globally and do the same for other HiPo’s coming from other locations worldwide.• Developed an all-inclusive program to help the “millennial” generation become better aware of the opportunities within the company and to help them brand themselves internally. • Lead annual People Review Process for Technip USA in which all High Potentials are identified with future development plans and positions.• Maintained Critical Position/Key People inventory and monitor employees on that list to verify they are satisfied with current development planning and identify areas of concern and work on development plans.• Met with employees on a daily basis to discuss their current position and future aspirations and work to counsel the employee to make sure they follow through with their individual development plans.

• Responsible for all aspects of Human Resources within the F&M group, including union and non-union domestic shops, international shops and Shaw Modular Solutions.• Lead team of HR Professionals located at 7 sites within the USA, also over HR Operations in Mexico, Bahrain, and Abu Dhabi.• Handled all union labor issues/disputes at our South Carolina site. • Created network for HR professionals at each site to share lessons learned within F&M to assist locations in better serving our managers and employees.

• Lead team working on revisions and rollout of Performance Management System.• Ensured consistency across organization with talent management reviews across business lines with Senior Mgmt. • Provided overall guidance and program management of Shaw-Wide succession planning.• Developed program to identify and continue internal talent development.• Guided company on strategy to have every employee creating performance related goals.• Worked with and identified Executive Recruitment Agencies to identify key placements within Shaw’s Senior Leadership Teams.• Guided company strategy and practices to insure effective and efficient staffing processes worldwide. • Responsible for setting strategy and implementation plans for Shaw-Wide learning initiatives.

• Responsible for managing all Human Resources activities related to global projects and expatriate assignments.• Developed Terms and Conditions for global projects in accordance with the Global Human Resources Assignment Policy using ERI, ECA data, and via onsite surveys.• Managed HR Operations Staff that handles all transactions for the E&C Business Line including transfers, promotions, salary increases, etc. • Employees Relations Manager responsible for investigating, coaching and counseling management with employee relations/discipline situations, including investigation of and documentation of EEOC Claims and Investigations. • Assisted employees with benefit problems and work as a liaison between employee and benefits department to resolve issues.• Assisted benefits department during open enrollment period with presentations.• Ensured consistency in presentation of Shaw E&C’s New Employee Orientation in all locations.• Assisted management and employees with the exit process including counseling for terms, paperwork, exit interviews, etc.• Assisted employees with various HR issues (benefits, compensation, 401(k) administration; FMLA, leaves administration; relocations administration, payroll, HR data administration, etc.). • Assisted in administration of E&C’s Management Incentive Program Bonus Plan and various salary planning activities related to compensation.• E&C Project Lead for creation and rollout of Shaw’s new Performance Management System.• As a member of the Senior Management Team, currently working with Management on Strategic 5 year E&C plan that encompasses E&C People Initiatives and Business Objectives.• Lead on Shaw Group worldwide Data Imaging plan to put in place an electronic data imaging system for all 25,000 current employees’ personnel files.

• Single point of contact for all Human Resource related issues for the Pipeline Organization.• Created International Assignment Conditions/Contracts and other documents/processes for projects located in Algeria, Trinidad, Thailand, and other locations.• Responsible for Residency/Work Permit/Visa’s requirements for all employee’s in Algeria.• Responsible for Bonus/Salary Planning and Administration for OG&C/Pipeline consisting of 3000+ employees.• Conducted, analyzed, administered, and participated in wage and salary surveys and present results with recommendations back to upper management to ensure equitable pay practices.• Consulted with managers on a daily basis on compensation strategies.• Analyzed salary surveys against current workforce to assist managers in following fair practices and to stay competitive in the world marketplace.• Provided various metric reporting (hires, terms, transfers, average wage) to management at all levels on a regular basis to better serve their needs.• Participated/conducted position analysis and questionnaires analysis and submitted documented results to management for final approval of recommendations.

FEMA Hurricane Relief Project• Coordinated and oversaw multiple HR staff members in executing the sourcing and urgent hiring of local hires in accordance with our Bechtel HRSAP processes (create, maintain, & post positions) and in compliance with BSII charging practices. • Additionally responsible for coordination of background checks utilizing a subcontractor, tracking project employee daily assignments and handling complex employee relations issues in a hectic, pressure filled environment. • Planned, created, and tracked the project Demobilization Plan while communicating directly to Bechtel Functional Management on release dates in order to insure employees having jobs after FEMA. • Investigated employee concerns and project issues and resolved in a thorough and timely matter while consulting with project management to insure their buyoff and understanding of the issues at hand. • Facilitated orientation for all new arrivals to the project and verify project required documents are turned in/meeting client requirements. • Provided daily project guidance on various issues to all levels of management and employees.

• Single point of contact for all Human Resource related issues for the Pipeline Organization.• Created International Assignment Conditions/Contracts and other documents/processes for projects located in Algeria, Trinidad, Thailand, and other locations.• Responsible for Residency/Work Permit/Visa’s requirements for all employee’s in Algeria.• Responsible for Bonus/Salary Planning and Administration for OG&C/Pipeline consisting of 3000+ employees.• Conducted, analyzed, administered, and participated in wage and salary surveys and present results with recommendations back to upper management to ensure equitable pay practices.• Consulted with managers on a daily basis on compensation strategies.• Analyzed salary surveys against current workforce to assist managers in following fair practices and to stay competitive in the world marketplace.• Provided various metric reporting (hires, terms, transfers, average wage) to management at all levels on a regular basis to better serve their needs.• Participated/conducted position analysis and questionnaires analysis and submitted documented results to management for final approval of recommendations.• Completed a three month training assignment in Baghdad, Iraq training a local HR Leader how to manage the site.

• Single point of contact for all Human Resource related issues on project. • Coordinated all Mobilizations/Terminations/Business Trips into and out of Algeria. This includes getting all Algerian Visa’s/Residencies/Desert Passes required for restricted zone.• Provided counsel and support to both Managers and Employees on aspects of Human Resources including Employee Relations related issues across our 6 camps.• Processed all Job Requisitions and made offers and coordinated all paperwork with our Houston and London Offices. • Planned and coordinated through Houston all Salary actions and Salary Planning for our Recital Employees on the project.• Managed and kept track of location of both Expat and Local population (2200+ Employees) between our 6 camps. • Produced weekly roster of all employees, staffing updates, and various other reports to Project Management on-site, BP Client, and Bechtel Corporate (SF, Houston, & London).

• HR single Point of Contact for all Licensing & Engineering Projects, Chief Science Office, Site Recommendation Projects, Repository Design Projects, Science and Analysis Projects, License Application Projects, and Quality Assurance Office positions. • Provided counsel to hiring managers regarding staffing-related policies and procedures. Analyzed and tracked all resumes received for minimum qualifications and distributes resumes against current openings to Hiring Managers.• Interviewed candidates for current openings to assist hiring managers during the candidate selection process. Coordinated and confirmed interviewee travel with Hiring Managers and Interviewees. • Performed and analyzed salary surveys against current workforce to assist managers in following BSC’s Compensation Policy. Prepared & distributed offers to selected candidates.• Lead trainer/speaker for New Hire Orientation each week. Input all New Hire information into PeopleSoft weekly. • Participated/represented BSC at career/job fairs when needed. • Served as Community Partnering Review Board Member. Lead in charge of organizing, coordinating, budgeting, locating, and managing BSC's End of the Year Party. • Information liaison between Bechtel Corporate (BSII) Policies/Procedures and BSC Human Resources.

• Developed and provided interpretation to Bechtel relocation policy and project employment conditions while addressing domestic assignment relocation allowances.• Prepared relocation personnel action notices using HRIS for new hires and transfers. • Consulted with and wrote policy exceptions for employees.• Coordinated with Bechtel Relocation Center on employee relocation issues.• Annual Talent Review Coach to various organizations within BSII.

• Sourced and recruited externally to fill BSII vacancies, through innovative recruiting sources and programs.• Collected, reviewed, selected, scheduled, and interviewed candidates for BSII vacancies. • Gave verbal offers, created Offer Letters & send out New Hire Packet/Drug Test Info.• Researched & implemented program bringing BSII into compliance with state & government mandates requiring posting of openings with local EDD’s and DOL’s.• Posted, updated, and closed all job requisitions on BSII internal web and set-up and participated in Career Fairs/On-Campus Recruiting Interviews at numerous Universities throughout the country.