Stepping in as Interim Chief People Officer on a consulting basis. Will be driving long term HR Leader hire, implementation of performance management and pay structure cost analysis in high growth, recently formed and PE backed, organization. Provide consulting people process and transformation recommendations for future to ensure company is positioned well for continued high growth.

Provides end-to-end technology and consulting services to create a digital workplace for enterprise-level businesses. Helps clients in all industries leverage the power of technology to maximize productivity and facilitate collaboration. In addition, eXcell Staffing is owned by Compucom as a full service IT Staffing Solution empowering clients in the new normal.Assumed position of CHRO with sale of CompuCom from publicly traded Office Depot to Variant Equity Partners. Strategic head of Global HR across four countries including US, Canada, Mexico and India. An active member of the Executive Leadership Team responsible for managing a $10M annual budget. In addition to SVP responsibilities:• Re-design global HR organization to drive further optimization through new COE model and more strategically defined HRBP roles creating growth opportunities within the team.• Seamlessly in-source Contingent Workforce MSP with no impact to delivery by building internal Vendor Management team using eXcell Staffing business leadership and oversight.• Develop and deliver on HR Transition plan to standalone organization while being cost conscious and agile.• Coach and advise CEO through change management of organizational design changes from most senior leadership levels down to front line levels.• Lead culture, purpose and value development as a standalone organization.• Review and re-design of Annual Incentive and Compensation plans for leadership roles based on new Private Equity focused financial targets.• Assess, select and implement standalone vendors for Health & Welfare, 401(k)/Canadian Pension Plans, Compensation, HRIS, and Talent Acquisition tools.

• Responsible for the development and leadership of the HR function of approximately 80 global team members supporting 7,000 global employees and contractors. • Drove creation of three year HR strategy in support of three year business objectives to ensure HR initiatives are developed for successful implementation and adoption.• Assess HR talent to ensure right skills in right roles with the creation of a new HR operating model allowing for growth opportunities within the team as well as areas for new top talent to join.• Lead change management efforts to develop a global culture mindset across HR and the business thus driving further efficiencies of scale and allowing for broader sharing of best practices. • Oversee strategic direction of eXcell business, an IT staffing organization owned by CompuCom.• Executive level management in sale of organization requiring discreet data requests across the HR organization. Representing HR/people in buyer meetings.

In addition to Group Human Resources Business Partner responsibilities, accountable for creating and implementing the Change Management strategy and plan for organization wide, multi-year, multi-phase business transformation which includes designing and implementing process and change interventions that integrate strategy, technology and people to enable improvements associated with the transformation. Responsible for driving change to maximize employee adoption of key initiatives and operating model change to increase value realization. Responsible for the development and leadership of the 14 person Training & Development and Communications teams. Received Prosci Change Management certification.

As the Vice President of Human Resources, I serve as the strategic head of HR, employee champion, and talent driver in the alignment of business and HR strategies and service delivery across five office locations, including remote locations. I collaborate with business leaders to drive the HR strategy. I am responsible for the development and leadership of a team of 15 HR business professionals supporting 4,000 employees. I am an active member of the Executive Leadership Team responsible for managing a $3M annual budget. I also assess the needs of the business and HR team to help identify gaps in service delivery. I implement bi-annual Talent Review/Succession Planning and annual Performance Management calibration processes driving a culture of high performance accountability from front line manager through senior executive levels. I develop standardized, repeatable associate processes and metrics such as competencies, PIP, Organization Design & Selection, and HR Scorecard to support business needs.Highlights of my achievements include:► Devised new talent reviews and succession planning reviews on all managers and above (~400) mapping to 9 box allowing for career progression placing the right people in the right roles at the right time.► Led initiative to close west coast office, moving work and associates to other delivery centers successfully retaining 50% of employee base.► Developed a 12-month, change management organization-wide plan during challenging business conditions.► Collaborated with new senior leadership to develop and implement coaching and communication strategies.► Supported turned-around business successfully within 18 months retaining HIPOs, lower than anticipated attrition as well as implementation of successful on going communication forums.► Maximized employee participation by 50% through re-designing the structure and format of Townhall meetings.

Strategically define and implement HR account goals while partnering with global account senior leadership as a strategic member of the account Executive Leadership team. Collaborate across the Accenture HR organization to evaluate business needs and propose solutions. Lead global coordination and delivery of HR activities, including training, recruiting, employee relations, performance management, succession planning and on-boarding across the account, within the US with 1000 team members and India with 2000 team members.Selected Achievements:• Streamline account sub-contractor agency usage reducing compliance risk with realized cost savings of approximately $250k.• Initiate design and implementation of global account Innovation program in order to illustrate differentiated and tangible program designed to reward the sharing of innovative ideas.• Develop and deliver comprehensive Talent Development plan increasing employee capabilities.• Drive strategic development, implementation and delivery of global account Social Collaboration initiative in order to increase account communication in response to employee engagement input.• Leverage in-depth understanding in oversight of account wide engagement programs to sustain and improve employee engagement while maximizing retention.• Tactically advise account leadership in understanding HR aspects of key business strategies, employee relations issues and decisions and potential problem areas.• Lead incentive compensation design and implementation in order to align with Industry practices.

Actively mobilized newly acquired global groups into current HR processes as a key liaison with Mergers & Acquisitions. Collaborated cross functionally with Mergers & Acquisitions, Recruiting, Procurement and HR, to create standard processes and toolkits to move HR Delivery, for global groups, into a shared services organization.Selected Achievements:• Successfully defined criteria and processes to move global groups HR Delivery into a specific geography and out of the Global Groups organization.• Drove HR specific initiatives across the various global groups.

Oversaw Talent Architecture, Total Rewards, Mergers & Acquisitions, Strategy & Enablement and External & Global Reporting while working with a team across multiple geographies. Delivered analytic insight of multiple HR metric trends utilized by senior leadership in making decisions affecting the company’s bottom line. Directly responsible for HR metric preparation of quarterly Earnings Announcements and Board of Director meeting data. Acted as primary human resources data contact of the Chief Human Resources Director who reports directly to the CEO. Selected Achievements:• Created high performance team and coached team members to support individual growth.• Drove new CoE business strategy within the Business Support team.• Adeptly designed, implemented and delivered Global Accenture and divisional HR scorecards. • Utilized strong ability to handle multiple demands with focus, a sense of urgency, drive, positive energy all while managing expectations and delivering on time results.

Led and provided strategic leadership over the Global HR Shared Services reporting function supporting 8 global divisions while simultaneously supervising a diverse team of 27 individuals in remote locations throughout US, Argentina and China. Co-led the successful design, sizing and implementation of the 8 Reporting & Analytics teams into one new Global HR Shared Services team. Delivered improvements in order to mitigate risk and contain cost while improving timeliness and ease of use by leading teams to gather requirements, document processes and identify positive changes. Teamed with stakeholders to negotiate report delivery service level agreements in order to move reports to lower cost locations.Selected Achievements:• Partnered with leadership in Buenos Aires and China Service Centers to ensure the correct number of talent with appropriate skill-levels were engaged to support reporting.• Recognized as a Subject Matter Expert in HR Reporting by team members, peers and leadership.• Created, maintained and managed global reporting of headcount, attrition, recruiting and productivity for 20 business areas representing employees in 13 geographies.• Effectively designed, standardized and delivered external reporting requirements for Earnings and Board of Director meetings.• Leveraged extensive experience in influencing business users, leaders and other functional stakeholders regarding process and tool improvement initiatives.

Led the Outsourcing business unit Reporting and Analytics team for 4 years prior to moving into a Shared Services environment. Key stakeholder in defining, designing and implementing the need for a new people management structure in the SAP reporting system.

• Supervised a team of four individuals in remote locations.• Supported two global entities in Resource Planning and Reporting & Analysis.• Responsible for salary administration and banding of global executives.• Co-led promotion processes for Senior Executive promotions of approximately 250 global candidates.• Participated on design and build team of two global HR reporting systems.• Provided forward thinking analysis and recommendations to business leadership based on current market trends.• Responsible for fiscal year Resource Planning of approximately 10,000 global individuals.• Responsible for all Resource industry global reports – attrition, recruiting, headcount, productivity.• Provided historical analysis of trend data and business recommendations.• Initiated and monitor annual processes: salary banding, performance appraisals, annual reviews and promotions.• EEOC compliance audit and review • Assisted with staffing and tracking reports of North American senior executives.