• Identify trends and create and implement people strategies by partnering with Operations business leaders to increase employee engagement and organizational effectiveness. • Develop and implement practices that drive an appropriate level of consistency across the division (approximately 550 associates). • Coach Operations management through various employee and management issues while mitigating risk to the organization. • Diagnose needs of the organization and once a solution is agreed upon, communicate, implement, and manage plans for change. • Support and facilitate associates’ ability to reach their career and development goals.

• Partnered with business leaders at all levels to provide HR support for several groups with various geographical scope that included global CNS (Consumer Network Solutions), Americas Aftersales, and US Corporate Functions. Duties included but not limited to: • Developing and implementing employee engagement strategies; • Coaching managers through people strategies to increase organizational efficiencies; • Managing through various employee situations using my strong working knowledge of employment law. • Developed a headcount management tool to provide accurate and timely information to better access staffing needs and strategy through recruitment, reductions, succession planning, etc. • Created and facilitated workshops based on the needs of the business that included Performance Management workshop for all Indianapolis site managers and Marketing YOU workshop for long-tenured, displaced employees.

HSBC is the world’s largest banking and financial services company, ranked 5th largest company in the world with assets of $1.738 trillion and over 10,000 offices in 83 countries. • Areas of strength include: strategic planning, employee relations, coaching and development, performance management, talent management and succession planning, hiring of professional and salaried staff, training and development, initial compensation determination, compensation analysis and plan implementation, change management and operations management • Developed the objectives, philosophy and strategic plan for HR programs and trends of a site with 700+ employees • Established and implemented the long-range programs in the areas of staffing and organizational planning (including talent management and succession planning) for respective departments / business units • Grew start-up collections, sales, underwriting, and customer service center from 150 employees to over 800 employees while managing and reducing turnover to less than 20%. • Managed and executed on daily tactical duties which included: employee relations, performance management, FMLA and short-term disability management, EEOC replies, Worker’s Compensation claims, policy interpretation and enforcement, unemployment claims, and working with business partner to optimize business results • Prepared and managed $1 million annual department budget • Analyzed trends, identified areas of improvement, and recommended solutions to increase engagement and efficiencies. • Director Select winner

• Responsibilities included many facets of the Human Resources function including: recruiting, training, facilitating the new hire process, policing the termination process, coordinating employee events and various administrative duties • Managed benefit program (medical, life, short and long term disability) by evaluating comparable programs and benefit options and assisting employees with enrollment forms, claim questions and COBRA regulations • Implemented new programs such as succession planning, compensation matrix design and creation of an employee database