• Provide HR leadership for Global Supply Chain organization of 1,400+ professional employees, including leading a team of 6 HR Business Partners/Field HR employees, who provide regional and functional HR support to the SC regional and functional capability groups• Support the SVP – Global Supply Chain and GSC leadership team (8 direct, 3 indirect members)• Lead HR elements of recent functional reorganization, including archetype and headcount governance and reporting, and ensuring compliance with broader company archetype and headcount protocol and processes• Lead and drive global and regional voluntary attrition targets as a top 10 GSC KPI; establish pro-active regional action planning to reduce attrition • Lead and execute leadership and learning & development efforts, including new career pathing resource, along with internal and external partnerships to enhance and develop leadership capability • Lead HR aspects of Business Unit integration for multiple regions, including change management, communication, and reporting relationship changes• Lead annual HR talent & performance cycle processes, including performance review process, executive compensation, identification of, and succession planning for key positions

• Implement and lead the new North America HR Delivery Center, through change management with HR stakeholders, execution of regional and site readiness plans, augmented staffing and resource allocation, planning of country and COE knowledge migration, and MyHR Portal case management and metrics/KPIs• Lead NA HRDC (3 direct reports, 30+ team members in total), comprised of regional Payroll, Tier1, Total Rewards Tier2, and Talent Acquisition teams; create culture of inclusion through recognition, team events, and monthly meetings• Partner with regional operational excellence (OPEX) team to gather and prioritize MyHR portal enhancements and defect resolution in order to create optimal user experience• Strategically plan and provide oversight of Total Reward COE, country (Canada/Puerto Rico), and Lifestyles Business Unit work and knowledge transfer to the NA HRDC• Collaborate with regional and functional HRBPs (all levels) and Field HR teams on ways of working within HR Delivery Model, process efficiencies, MyHR portal enhancements and SLAs, role clarity, and support needed for key business priorities• Lead migration of SCJ COVID-19 Hotline to the NA/Manila HRDCs, assigning a project lead/resources, providing oversight of phone system reconfiguration, new MyHR portal COVID service, in addition to ensuring effective and sustainable training and knowledge transfer documentation• Co-lead regional Talent Acquisition team migration into regional HRDCs from the TA COE, developing change management plan including rationale for consistency with the HR Delivery Model structure, key messages, timing and communication plan, and FAQs

- HR Business Partner support to Global Finance, Legal and New Business Venture organizations, supporting all levels within each organization, including close partnership with one Executive VP, and 4 Senior VPs; business and HR strategy alignment, talent strategy development, staffing, employee relations, compensation, annual talent management processes- Serve on Merger & Acquisition team as co-HR lead, including due diligence, talent evaluation, and compensation and benefit analysis-Partner with Corporate Learning & Development lead to build engagement and L/D strategies for respective clientele, including framework for career conversations, promotional process revision, and applying corporate L/D strategies into functional-specific tools and actions

•Support global Talent & Development processes, including developing and standardizing leader/employee tools and resources, assisting in communication content/cadence, providing consultation to HR Business Partners / Regional OTD managers•Partner with NA regional HR Business Partners to execute global Talent & Development processes across region, assist in assessing regional talent landscape and action planning to address talent gaps, and liaise with other OTD CoE's to deploy and activate their respective programs•Lead global Onboarding initiative by collecting and reviewing current onboarding activities, building framework for multi-tiered onboarding approach, and facilitating the enablement of onboarding content through technology and other delivery methods

• Provide HR generalist services and support to RD&E Executive Committee and broader RD&E community including staffing, employee relations, compensation, annual HR processes, strategy alignment• Support RD&E re-organization through helping business with new archetype design and staffing, communication and execution plan, and pre/post re-org organizational job leveling and structure exercise• Create and support infrastructure elements of RD&E HR team, including establishing roles and responsibilities, HR metrics template and tracking, and assisting RD&E team members with individual project strategies and focus• Create and deploy New Manager Training for new RD&E people managers new to SCJ / people management role

• Provide HR generalist services and support for: North America Supply Chain, Strategy, and Commercialization (employee relations, employee and management support, strategy alignment, revise and administer existing HR processes)• Team member for the NA Shared Service Center startup; assist in building rollout strategy, communication plan, and best practice documentation from existing non-US Shared Service Center

• Provide HR Generalist support to GBS organization, including staffing, employee relations, compensation, annual HR processes, strategy alignment• Support GBS Transformation through involuntary and voluntary separation programs by creating communication plans and building knowledge transfer plans and templates; establish people principles and align MS&D process to support post-Transformation archetype; work with CIO and CIO Leadership Team on engagement and capability discussions for their respective teams• Support CIO and CIO Leadership team in executive (M+) staffing, including working with recruiters on both retained and contingent agreements, interviewing viable candidates, creating and presenting competitive executive compensation offers, assisting with onboarding plans • Own redesign of BPT global job framework; project manage work to modify and add to existing subfamilies; work with CIOLT to write preliminary activity codes; create comprehensive employee list of existing data and any data changes; build communication plan for managers to relay any personal data changes to individual employees

• Manage GPS people inventory: Data verification & cleansing, title harmonization, monthly headcount reports to EC, establish data review/tracking process with global business/HR partners• Project manage the design, implementation, and rollout of the GPS Career Development Guide; lead design team (executive level and above), external consultants; train global audience (managers/HR partners/employees) via webinars/onsite workshops; lead CDG assessment pilot with NA Supply Chain team; map CDG to existing PS selection and development tools• Key lead for GPS infrastructure: establish GPS job family structure for job evaluation initiative; analysis of Sr Manager and above equivalent job levels; support creation of Global Manufacturing & Technical Services and Procurement organizations (job pricing/organizational structure map); coordinate Global and Regional announcements for people moves and structure• HR generalist support for Lean Transformation Architects: build resource allocation tool and succession plan for future site rollouts; coordinate visa and international assignment administrative process for new Lean Architects; build performance and potential assessment tool for Lean Architects• Provide HR generalist services and support for global clientele: Global Procurement, Global Manufacturing & Technical Services, and Global Strategy & Growth (employee relations staffing, strategy alignment, employee advocacy, administer annual HR processes, executive compensation)

• Provide HR generalist support to North America Product Supply clientele: Customer Service & Logistics, Quality Assurance, Procurement, Contract Manufacturing, and Component Manufacturing (employee relations, staffing, strategy alignment, employee advocacy, lead and administer annual HR processes) • Provided HR generalist support to Fresno, CA plant from 10/08 – 1/09: job postings/staffing needs, employee relations, projects include: compensation analysis detailing local market pricing process, creating new hourly timecard template to comply with state law, revising site policies, building skill progression template for Production employees • Coordinate North America Product Supply 07/08 Merit Process: establish milestones & timeline, conduct department and Product Supply Executive Committee merit calibration meetings, ensure overall allocation meet budget goals• HR support for Customer Service reorganization: assist in evaluating current/new position descriptions, develop organizational structure that fosters cross-training and leadership opportunities for existing talent, create Change Management communication for Customer Service management and employees• Support Product Supply Job Revalidation: Develop communication timeline/plan, conduct employee/departmental meetings, build individual pay level adjustment plans• Assisted in redesign and implementation of new hire Performance Management Process used for Production workforce: modify existing PMP template, align with site technical and behavior aspirations• Design new strategy for and execute High School and new Skill Trade Work-Study Programs

• Manage content and revision process for internal Leadership Enablement Website: Migrate and quality check content pages transition to new Data Capture Templates• Create new Human Capital Metrics templates, improving data gathering and preparation to reduce manual entry and error risk• Generate and analyze proficiency distribution Competency Model Tool reports