• Member of Motiva’s PMO Group.• Utilize a spectrum of personal and technical skills to manage the requirements life cycle: identify, interpret and document business needs, define the scope of work, structure functional and non-functional requirements, write user stories, use-cases to a testable level and interact with team members to support the delivery of the project. • Work closely with your business counterparts to identify IT solutions in business functional areas. • Discuss requirements with business team members, development, and infrastructure teams to support the delivery of the requirements throughout the life cycle of the project.• Communicating detailed functional & non-functional requirements and business rules through user stories, use cases, software specifications and other supporting artifacts.• Facilitating the communication between the various business and technology stakeholders to review and align the business needs with the capabilities that will be offered by the proposed solutions while being thoughtful in suggesting changes and innovation to the business.

• Supported Shell Trading and Supply from Front-office systems, Mid-office system, and Back-office system• Creation of specialized learning path for domain (functional area) upskilling, cross-skilling and reskilling across business disciplines with crude, products or LPS.• Setup kickoff meeting to establish timeline, resources and document owners.• Configure and document software and processes, using agreed standards and tools.• Create acceptance criteria and validate those solutions meet business needs through defining and coordinating validation through Azure DevOps. • Translate business requirements into functionality and assess the risks, feasibility, opportunities, and business impacts of various solution options. • Ability to link technical solutions with business strategy when working with SMEs such as Segment and Solutions Architects.• Create clear documentation to communicate requirements and related information; keep updated to align with the solution over the project lifecycle.• Ensure traceability of requirements from business needs and requirements, through testing and scope changes, to final solution.• Supported decommissioning of Shell Legacy Middleware application

• Responsible for development and monitoring business performance, reporting and analysis of key metrics and facilitating improvement to support operations.• Partner with leadership across the organization to gain context on business performance, identify potential business improvements and participate in defining & executing new initiatives.• Analyze and develop understanding of business problems, evaluate alternatives and propose solutions to execute.Key Areas of focus• Strategic Planning & Implementation : Development of strategic plans that advance market leadership and achieve profitable growth.• Execution Management : Collaborate with internal stakeholders to ensure operational alignment and execution of business initiatives.• Leadership/Influence – Demonstrate through root cause analysis problems and an approach for responding to them• Change Management – Driving change across the organization.

• Schedule and conduct internal audits across the region • Manage process of assessment reporting, follow-up review and monitoring to assure continuous improvements. • Coordinate activities in support of external audits • Follow-up and monitoring effective corrective actions • Identify and implement local improvement projects with support from regional BAM, ABAMs and Global Business Assurance across all countries and business streams. • Project management including monitoring project progress and spend against budget / contract requirements.• Coordination of country level reviews of legislation to ensure Group compliance.• Perform regional level management review process and guidance to business managers.

Strategic Management• Development of Career Pathway to increase employee engagement, including communications, identification of high potential employees and succession planning • Drive change management activities.• Development of inspection competency matrix to identify breadth of services, capabilities and engagement. • Coach, develop and lead team members• Creates work environment where people can realize their full potential, thus allowing the organization to meet current and future business challenges.• Lead and manage projects by identifying project objectives and deliverables; setting timetables and schedules; and delivering results on-time, with high quality and within scope.Human Capital / Talent Management • Performance Management o Build and maintain strong collaborative partnerships with LR Inspection. o Provide strategic consultation and advice on leveraging talent management resources and employee talent management programs for surveyors and inspectors. o Management of all data to facilitate cyclical talent management programs including talent reviews, internships pipelines and succession planning. o Train and coach managers in support of career development discussions• Learning & Development o Collaborate with Inspection Operations Manager to respond to Human Capital-related issues from the business. o Development of Surveyor Authorization process o Development of employee development process to work in conjunction with LR PPP.

• Lead Integration work group to integrate several entities into a streamline process• Lead the Global Resource Committee to standardize the company's global recruitment process• Lead Global Resource talent pipeline project to develop talent pool address staff shortages• Establishing Competency Matrix, GAP Analysis, Skills Matrix for Retention, Succession Planning and Talent Pipeline. • Developed database to allow resource sharing throughout the Americas Region. • Supported Business in development of GAP analysis, Task Analysis and Skills Matrix• Member of the Global Energy Committee to develop strategy to address candidate sourcing, attrition and retention.• Development of a Technical Recruiting team to support the Oil and Gas business• Provide strategic consultation and advice on leveraging talent management resources and employee talent management programs including career development training.• Developed metrics to assure compliance with DOL’s EEO audits• Developed Global employee referral program and will be utilized across regions and entities• Created a technical interview book for Recruiters to use to identify candidates globally.

• Establish and maintain relationships with hiring managers to stay abreast of current and future hiring and business needs• Pre-qualified Technical positions by discussing candidates technical background.• Interview applicants to obtain information on work history, training, education, and job skills• Created matrixes to educate hiring managers regarding the diversity inclusion requirements for OFCCP• Maintain current knowledge of Equal Employment Opportunity (EEO), and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA)• Decreased time to fill for hard to fill position under 50 days• Subject matter expert in processing non-US Citizens to legally work in the United States• Advise managers and employees on staffing policies and procedures

• Created annual Incentive Compensation Plans, promotions/demotions and retention plans• Developed Performance Management and provide strategic consultation and advice on leveraging talent management resources and employee talent management programs including career development training.• Create AAP Plan for OFCCP compliance• Successful in streamlining processes and procedures with any policy changes• Assess skill sets of internal workforce and external labor market to determine the availability of qualified candidates, utilizing third party vendors when appropriate• Evaluate recruitment methods and sources for effective ROI, cost per hire and Time to fill• Lead Organizations Recruitment strategy• Created and maintain Recruiting metrics and time to fill under 50 days• Management of all data to facilitate cyclical talent management programs including performance roundtables, talent reviews and succession planning.• Created Salary analysis and trends for supported market• Gather, organize and analyze information regarding the impact of learning solutions against key business drivers using metrics and analytics to inform organizational decision making • Handled organizations departmental labor budgets relating to promotions, merit increases and retention bonuses/salary adjustments• Wrote and distributing PIP's (Performance Improvement Plan)