Kate Muller Email and Phone Number

• Responsible for partnering and strategizing with the Chief Technology Officer and Chief Product Officer in supporting 715 employees across the US and Europe, providing support to leadership on people-related issues.• Develop and implement employee experience strategies to promote inclusion and positive engagement and play an integral role in talent management, employee relations, performance management, conflict resolution, and organizational development.• Lead core HR processes across product performance calibration, compensation cycle, promotions, analyzing • Various types of employee reports (compensation, job levels, and attrition) to guide decision-making and provide proactive solutions.• Partner with leaders to align organizational leveling to each department’s individual needs based on core competencies, technical skills, and role-critical experience.• Foster a high-performance culture through support and training programs for a diverse employee population, including Managers, Engineers, Program Managers, Product Managers, Scientists, Researchers, Analysts, and Designers. • Conducted complex employee investigations, conflict resolution meetings, and employee performance management, partnering with Managers on methods to handle team issues through effective coaching, progressive discipline, and team member improvement plans.• Minimize liability in employee-related matters, mitigate risk, ensure employees comply with EEOC and OSHA regulations, and conduct escalated investigations to include discrimination, EEOC, and harassment charges.𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬• Led a cross-functional team to document and optimize the workplace accommodation process returning 90% of impacted employees to working essential functions of the role• Partnered with Sr. Leadership to leverage creative compensation solutions to retain the key talent of 100+ employees and stabilize the workforce

• Partnered closely with the Customer Operations leadership team to provide strategic HR and people management support to ~365 employees throughout the US, including managers and staff specializing in customer support, analytics, product support, and training.• Facilitated daily employee relations and talent management strategies by creating meaningful and effective processes in organizational development, learning and development, compensation leveling, and performance management.• Managed employee inquiries, time and attendance, and records documentation through UltiPro and ADP to improve overall productivity within the HR team and provide timely responses to issues.• Provided employee relations consultation to staff and management, mediated disputes and complaints, investigated employee issues, and assured compliance with federal, state, and organizational policies, including EEOC and OSHA.𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬• Co-created and co-facilitated leadership training on engaging difficult conversations achieving 95% leadership participation and immediate reduction of employee escalations• Led the cross-functional project team to deliver the 2021-2022 annual performance review and compensation planning cycle for the entire company

• Managed the regional mobility program directing a team of Mobility Specialists spearheading 500 Domestic US and 100 Global to/from NA moves, including domestic relocation, international assignments, immigration, and business travel throughout the US, Canada, Mexico, and Central America.• Responsible for ensuring compliance with tax regulations, preparing delegation cost estimates, working with the outside counsel to arrange for immigration and work permits, and processing personnel transfers during the employee's assignment.• Led a cross-functional team (Procurement, Finance, HR, Shared Service Center) to evaluate current business travel and expense technology, offering simplified and innovative technology to enhance the user experience, increase transparency to compliance in the US, and reduce backend reconciliation needs.• Built relationships with vendors and suppliers, providing each family with ‘Best in Class’ services to guarantee a smooth transition, including Regional POC for Global Mobility Vendor, Global Business Travel, External Immigration Counsel, Global Tax Provider, and all major travel carriers.𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭• Provided expatriate services for 100+ employees working in 15+ countries• Integrated domestic relocation data into HR analytics tool allowing for increased visibility in employee mobility and cost transparency

• Provided talent management and development strategies to commercial and manufacturing leaders delivering new programs and initiatives supporting organizational effectiveness to increase worker productivity, professional development, and employee engagement.• Partnered with executive leaders in 5 Business Units across North America (1 Global and 4 West Coast Region) to achieve business strategies in talent reviews, performance calibrations, progression promotions, new leader assimilations, and enhanced the talent pipeline for the business units.• Designed and implemented talent development programs for emerging talent as part of the global talent development strategy facilitating talent identification, assessment, development, and succession planning.• Spearheaded several initiatives, including employee interviews on empowerment, development, and leadership impact, customized new leader onboarding, and employee development planning workshops.• Supported HR Transformation efforts, training the Talent Solution's team of HRBP's on employee development and performance philosophy, performance management tools, and analytics; ensure the team is a trusted HR resource for business leaders regionally and globally. 𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬• Delivered performance calibrations and talent reviews for 1,500+ employees across multiple sites and business units regionally and globally • Led employee and leader webinars on Performance & Development and Feedback & Coaching via; audiences approximate 100+ per webinar

Managed the Employee Relations, Processes, and Human Resources Initiatives for recently acquired 24-hour three shift research and development facility comprised of 130 exempt, non-exempt, and temporary employees.• Championed business objectives in multiple functional areas, including employee relations, training, performance management, onboarding, policy implementation, time management and attendance, recruitment/employment, and organizational development.• Served as a trusted source for compliance with employment laws and policies, including California State law, OSHA, and EAP.• Created culture strategy to leverage NA Corporate HR recognition and benefits programs to reduce duplicate efforts and continue acquisition integration efforts. • Championed diversity as part of human resources initiatives and managed employment, placement, transfer, promotions, and staffing levels consistent with company policies under EEO/AAP guidelines.• Completed the transition of 20+ employees out of the organization, both voluntary and involuntary, and managed three Performance Improvement Plans (PIP).𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭• Facilitated the transition to a 24/7 manufacturing workforce operation leveraging internal resources for a $100K+ cost savings for the site

• Provided employee relations support for 800+ Vice Presidents, Directors, Mortgage Bankers, and support staff across MI, OH, AZ, and CA, facilitating activities including new hire onboarding, performance management, training, and benefits administration.• Served as a confidential resource to business leaders on organization and team member issues conducting effective investigations to provide expedient and ethical outcomes.• Counseled leaders and team members at all levels of the organization on job performance, training, and succession planning.𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬• Overhauled and led leadership training covering anti-harassment, workplace sensitivity, leave of absence, workforce awareness, bullying, and social media with 50+ leaders participating and completing the six-week training course. • Introduced workplace commitment to diversity presentations with audiences ranging from 15 – 450

• Responsible for interpreting the Master Labor Agreement to 1K+ bargaining and non-bargaining unit personnel serving as an intermediary to support HR policies and procedures in daily dealings across multiple offices across metro and downtown Detroit.• Provided guidance for all organizational HR disciplines including, but not limited to, Policy Interpretation, Employee.𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬• Fostered productive management and union relations while representing the company in daily negotiations with union leaders, reducing the number of open union grievances by 45%• Achieved the goal of answering 90% of all inquiries on the HR intranet within 12 hours,; resulting in a prompt resolution to inquiries and an increased focus on customer service• Supported and finalized three workforce reductions in 2013, implementing a smooth transition for 22 bargaining-unit employees. • Provided consultation on corporate attendance and leave benefit programs to the entire state-wide organization (July 2011 – August 2012), resulting in an overall 1% reduction in reported absenteeism.

• Established and maintained the departmental employee and labor relations SharePoint site and administratively supported the regional employee and labor relations representatives in the grievance investigation process.

Coordinated locating physicians for customers from across the United States who received healthcare coverage through Medicare Advantage (Summer 2007); participated in organizing informational fairs for healthcare providers throughout Michigan (Summer 2006) and developed a measure and to survey participating physicians in regard to their satisfaction with BCBSM service(s) (Summer 2005)