Neiman Marcus Private Label Credit Card• Completed a profitability analysis to determine the product’s most valuable segments and made recommendations for better targeting those segments through offers and val prop improvements • Identified KPIs for determining portfolio success then created a Tableau dashboard for monitoring resilience and identifying opportunities for future portfolio growth strategies• Identified and sized opportunities for improving web experience for applicants and cardholders and presented the story to partner to gain buy-in for resource prioritization Financial Services• Using market research and internal data, collaborated with Product Managers to identify new opportunities and contributed to the GTM strategy by monitoring test performance and providing recommendations based on results• Awarded the Clutch award for the creation of a Tableau dashboard that allows for always-on test performance monitoring for the Auto Navigator product. The dashboard is now being used as a template for four other tests currently in market (used by other BAs across multiple LOBs)• Identified an opportunity to improve the customer experience by prefilling fields on a customer application that currently requires manual entry from the customer, providing the opportunity to reduce mid-application drop-off by up to 50%Supply Chain Solutions (SCS)• Utilizing operational data, identified opportunities to reduce costs by upwards of $20M annually; collaborated with operations partners to refine and prioritize recommendations based on impact and ease of implementation• Circle of Excellence award winner (Capital One’s highest award) for a project maximizing efficiency of paper utilization for direct mail, saving 17,000 trees and $2.0M annually and diminishing the negative impact of paper shortages• Created a multivariate model for estimating headcount and budgetary requirements associated with the onboarding of any new retail partner for SCS

• Identified an overtime pay issue affecting 1800+ employees and created policy and procedures to correct the problem, preventing millions of dollars lost to unnecessary overtime pay and avoiding significant legal risk.• Acted as a Human Resources Business Partner, providing advice and guidance to executives and managers, conducting investigations, facilitating the disciplinary process (up to and including termination), coaching new supervisors, and recruiting supervisory positions. • Conducted recruiting activities for management positions and facilitated training to ensure new and veteran managers were equipped with the skills for effectively managing employees.

• Designed business plans with relevant KPIs to drive operational growth and profitability.• Conducted in-depth market research and data analysis to determine pricing strategy maximizing client profits. • Developed and produced non-traditional and innovative marketing plans designed to sell homes and simultaneously build our brand, attracting new clients.• Recognized as an industry leader in client service (featured as keynote speaker at Banff Western Connection conference for industry members in Western Canada). • Acted as a human resources consultant, providing advice and guidance to brokerage management regarding performance management and employee relations concerns.

• Responsible for employee relations activities including resolving employee concerns, conducting investigations and implementing the disciplinary process, up to & including termination.• Created policy and procedures governing the creation and evaluation of all new in-scope jobs.• Led a committee responsible for creating and implementing a job evaluation system for determining pay grades for 300 middle management employees.• Performed HRBP activities including recruiting activities for management, conducting training, and advising managers on issues including performance management, the disciplinary process, organizational restructuring, and compensation.

• Worked collaboratively with union representatives and management to facilitate the performance management and corrective disciplinary processes up to & including termination.• Implemented a new salary and bonus system for management and non-unionized employees.• Performed the full scope of HR Business Partner responsibilities for over 1000 employees, including: recruitment, succession planning, investigating employee complaints (including sexual harassment, assault, and theft), and facilitating training.• Using data from employee survey, implemented employee retention strategies resulting in a 21% reduction in employee turnover rate.

• Guided applicants through the recruiting process, which could take an applicant a year to complete.• Facilitated the early resolution process for ~140 participants, advancing unresolved cases to adjudication.