As the Sr. Manager-Employee Experience/HR Technology and Operations, I am responsible for the short and long-term strategy, implementation, quality and performance of Premera's Employee Experience/HR technology solutions, systems, and for tracking and assessing progress on Employee Experience/HR project execution. This role leads a team of HRIS professionals to design, implement, maintain and continuously improve systems and processes and a team of Operations Representatives to support Employee Experience/HR in the effective operation and delivery of Employee Experience/HR services to the organization. I am also responsible for large-scale delivery of technology solutions partnering with Employee Experience, Human Resources, IT, Payroll and third-party vendors to understand business processes, requirements and system capabilities as well as directing implementation, configuration and testing activities while providing effective communication to leadership and end users. Example includes leading the Employee Experience/HR transition from the PeopleSoft HCM and the highly successful implementation of the Workday HCM.

• Successfully implemented automated changes and operational efficiencies across the Global Benefits M&A infrastructure – resulting in a significant reduction of role responsibility and thus re-purposing my position at the end of Fiscal Year 2014.• Responsible for plan level migration of all corporate benefit plans, programs and services related acquisition, divestiture, joint venture, and activities. • Provide consult to Venture Integration, includingo Integration Strategy Planning & Consultationo Integration Executiono Tier 2 & 3 communications and issue resolutiono Employee On-Boardingo Operational Follow-Through: Transition & Shut-downo Acquisition Readinesso Benefits GovernanceRetail Benefits:• Single point of contact for Retail HR for the Global Benefits Organization• Responsible for benefit plan:o Strategy Planning and Consultationo Design globally, aligning with the Global Benefits Philosophy and Framework o Operationso Changes such as new Benefits, Compensation plans, Performance Management, and terminating plans/programs as necessaryo Analysis and benchmarking of existing plan performance, participationo Budgeting and analysiso Industry research and analysiso Marketing/evangelizing efforts for existing and/or new Benefit offeringso Systems:• Partner with Benefits Business Partners (BBP’s), Benefits Program Owners, Compensation Analysts, Performance Program Owners, and the HR Retail team who support Retail on quarterly release change management, benefit plan information, and tier 2/3 customer support• Responsible for Benefits New Employee Orientation strategy, materials, and presentations

• Senior Product Manager/Solution Manager III for Microsoft’s HR Solutions Delivery team, focusing on the US Benefits, 401K, Relocation, Microsoft Global Resources, and M&A organizations (referred to collectively below as Compensation & Benefits) • Responsible for partnering with business owners and vendors on strategy and direction for Microsoft’s Compensation & Benefits systems• Partner with HRIT Program Management, Developers, and Testers to implement initiatives and projects• Manage budget and prioritization of resources for fiscal year project work across four quarterly releases • Facilitate fiscal year planning process for Compensations & Benefits with IT and Business partners • Manage the software development lifecycle (SDLC) for all initiatives related to the Microsoft Compensation & Benefits systems • Privacy Champion-Point of contact for Privacy and Security compliance for all Compensation and Benefits systems • Coordinate cross-cultural resources for all projects

• Product Manager for Microsoft’s Staffing Systems and Solutions team, focusing on the Internal and External Career Websites and large-scale conversion of Candidate Tracking Systems • Responsible for partnering with business owners and vendors on strategy and direction for Microsoft’s Career Websites • Partner with Program Management, Developers, and Testers to implement initiatives and projects • Responsible for budget and prioritization of resources for fiscal year project work • Facilitate fiscal year planning process with IT and Business partners • Manage the software development lifecycle (SDLC) for all initiatives related to the Microsoft Career Websites

8/02-1/03 Sr. Account Management Recruiter 10/00-7/02 Account Management Recruiter • Primary point of contact for recruiting/staffing process for entire World Wide Operations (WWOPs) organization • Consistent communication with VP and General Managers on recruiting status and strategies • Consult all levels of hiring managers, including group VP, on properly staffing their respective organizations • Managed recruiting process including: requisition review, interview, offer/decline, negotiation, and reference checking • Project Manager for Global Customer Satisfaction Survey Project Team • Project Manager for Professional Staffing Website Team • Successfully partnered with direct and virtual partners including CGR’s, RC’s, Recruiting Managers, HR, Contingent Staffing Group, Internal Recruiting, and International Recruiting • Deliver presentations and facilitated trainings to the highest levels of WWOPs • Managed, supported, and assisted in development of Recruiting Coordinator direct reports3/00-10/00 Candidate Generation Recruiter • Project Manager of World Wide Operations Morale Budget, Operations Group Sourcing Strategies, World Wide Operations Affirmative Action Plan, and Operations Group Legal Training, • Drove VP level Quarterly Business Reviews, weekly meetings, and requisition meetings• Source, screen, and recruit candidates of all levels for Operations and IT • Manage visa approval, eligibility feedback, diversity, employee referrals processes • Consistently exceeded Monthly phone screen and hire goals • Represented Microsoft at trade shows, conferences, and external recruiting events

• Source, screen, and recruit candidates of all levels and backgrounds within WWOPs • Manage additional recruiting processes such as visa approval, eligibility feedback, diversity, and employee referrals • Committed to success working cross-functionally • Consistently exceeded monthly phone screen and hire goals

• Source and recruit high-level candidates for technical positions • Responsible for entire recruiting cycle, i.e. sourcing, screening, interviewing (behavioral, situational, and technical), reference checking, offer negotiation, offer letter, and visa processing • Worked closely with other recruiters and senior management to consistently exceed overall goals