Responsible for Global Compensation Strategy, Administration, Communication, Executive Compensation, Equity Compensation, HR Related M&A Due Diligence and Integration, Divestitures and Separations.

• Strategically lead team in the design, implementation and communication of compensation programs for top executives, the Board or Directors, and all long-term incentive participants globally.• Recommend topics, manage the planning, preparation and materials for the quarterly Compensation Committee meetings• Design and implement competitive compensation and equity programs that align with 3M’s purpose and strategy, attract and retain top talent and drive business value while mitigating risk • Assess external landscape and engage with peers in the industry to understand competitor, business, and regulatory trends that will inform long term road-map of executive compensation priorities. • Prepare the Compensation component of Company’s annual proxy statement (CD&A, Compensation tables, etc.)• Oversee the general executive compensation processes, such as merit planning, market pricing

• Led team responsible for development of the global strategies, processes and tools for strategic workforce planning, workforce reporting, analysis and analytics, succession planning and performance management to influence Executive Committee and HR leaders on all aspect of human capital strategy, planning and execution utilizing, WorkDay, PeopleSoft, SAP and custom build solutions as primary tools.• Expanded analytics team capabilities to deliver insightful workforce analysis and analytics that provided innovative insights to business issues or questions through the combination of both traditional HR and non-traditional data. • Responsible for leading the overall development of the annual global human resources strategic plan and budget which impacts the entire 90,000 employee workforce.

• Developed and implemented global human capital reporting methodologies, metrics and analytics for the global 26,000 employee workforce resulting in consistent monitoring, improved workforce management and talent acquisition planning across the company. Monthly analytics now requested by Executive Committee (CEO, COO, CFO and business leads) giving insights on $2.8B of annual human capital spend. Analytics include headcount, retention/attrition, diversity, and predictive attrition models.• Key team member in the integration of the two largest business units, (78% of revenue) resulting in $100M of annual savings. Led team that created span of control analysis for global workforce in use for comparison with external benchmarks, modeled severance estimates for restructuring charge, and developed the methodology used for skill-set based workforce realignment.• Designed and implemented strategic workforce planning for international businesses. Recommended organizational design changes to increase focus on workforce analysis and recruiting, resulting better candidate pipelines, shortened time to fill and decreased revenue risk.• Led team that developed global processes and tools to support flexible workforce arrangement initiatives resulting in increased employee satisfaction, engagement and reduced international workforce litigation. • Led global HR and Finance teams that developed the processes & tools utilized to identify and strategically re-align the company’s global talent pool of 28,000 employees resulting in $300 million in annual savings.

• Led team responsible for bi-annual creation, rollout and analysis of global surveys for management effectiveness and employee satisfaction. Analysis identified key areas of concern and drove actionable insights enabling global retention rates greater than 97%.• Created first business unit workforce plan to meet external advisory board recommendations. Areas of analysis included: Monitoring, Reporting, HR Strategies and Plans, Business Strategies & Workforce Implications, and External Environmental Assessment. • Participated on a team that developed the business case for continued investment in diversity initiatives to fuel business growth to the Boston Scientific Executive Committee and Board of Directors.• Re-aligned global MBA and undergraduate campus recruiting strategies and execution to better reflect business needs by utilizing supply/demand analytics to target specific skill sets and determine hiring requirements. Program continued a strong MBA offer to acceptance ratio for interns of 73% vs. industry best of 60%.

• Evaluated internal control systems and recommended improvements to company’s controls to reduce business risk. Departments audited included foreign affiliates, equity grant process, supplier development, and revenue recognition• Led and participated in business process improvement projects to identify opportunities for increased efficiency and effectiveness.• Managed and worked with consultants to plan projects and budgets, execute fieldwork, and deliver project reports to executive management. Activities included conducting interviews, process flow determination, critical activity analysis, financial analysis, and transaction testing.