Serve as the Global HR Business Partner for our Operations Teams as well as the head of HR for all US, Australia, and Canadian employees.

Responsible for the strategic leadership of HR for the Cardiac, eCOA, Software Solutions and Precision Motion Product Management & Science teams along with Project Management, and Client Success Management. I partner with Executives and key business leaders on opportunities to leverage people to meet corporate strategic plans. Understand Clario’s and the business unit strategy; partner with the leadership team to create and implement business strategy that complements and drives Clario’s overall strategy. Advise and influence management on all aspects of people management and leadership focusing on performance management, organization design, development and effectiveness. Design and implement retention plans and workforce planning/strategies, and partner with Centers of Expertise when needed for equity and consistency. Develop organizational capability for the business unit. Lead talent review/succession plan program and drive to ensure that follow up actions are implemented to develop leaders and upgrade talent. Proactively identifies key business issues and the related people, organizational and cultural implications.

• Worked with our senior leaders to design and implement a comprehensive global engagement strategy, providing senior leads with data and insights to determine links between engagement and outcomes. • Work with vendors, other members of the HR Team, and various departments across ERT to design, deploy, and evaluate effective and efficient engagement surveys. • Created tools, training materials, and resources to help management successfully build action plans based on survey results. • Partner with our Chief Diversity Officer to create a Global Diversity Council, implemented 3 ERG’s, and create our first 3 year strategy for DEI.• Developed and implemented ERT’s internal communication framework to drive employee engagement and reinforce the Company brand.• Partnered with the Marketing team to identify opportunities to bring the social media and internal communications strategies in closer alignment; develop and share relevant content across platforms to increase employee usage and engagement with our social media channels; effectiveness of programs, using metrics data to evolve future execution and improve outcomes.

Support day to day leadership across Operations including Solution Delivery (which touches all Product Lines), Technical Project Management, Logistics, Procurement, Ops Readiness, and Customer Care Depts. by promoting, communicating and implementing human resources strategies and initiatives. I worked to build and maintain influential relationships by being a strategic partner to the leadership team. I worked across my groups to create 5 career pathing models, talent review/succession planning processes, onboarding programs, and sessions/materials for managers on conducting career development conversations and action planning. I was also the Lead on our Employee Engagement Team, focusing on HR and Manager Enablement & Communication. I have a proven ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company. I acted as a coach and mentor to company management and leaders and have proven success in creating and driving effective development, employee relations, retention and reward programs.

• Provided human resource leadership, expertise and counsel to the Global Merchandising Organization, including an office in Hong Kong. Translate and execute business strategy into functional human resources strategy; develop and execute talent strategies; and execute human resource strategy by implementing programs, processes and tools.• Served as a business partner to the functional leaders, building relationships with key decision makers to ensure the alignment and support of business needs, objectives, goals, and operating priorities with Human Resource policies, procedures, and initiatives. • Partnered with business leaders to develop high potential employees, building bench strength and succession planning for future Managers, Directors and VP level positions. • Facilitated talent and performance management review sessions, merit planning, goal setting, mentoring programs and long term incentive programs.• Led and facilitated change efforts and organizational design/restructuring to streamline processes, reduce costs, enhance process efficiency and increase organizational effectiveness. Drive change management practices to enable organizational effectiveness.• Developed strategies to foster employee engagement and commitment, creating and implemented a work from home pilot for the Global Merchandising organization• In partnership with the CMO, created a Career Development Panel Series across the Marketing Department, addressing development gaps (functional and business acumen) and career guidance & support.• Developed and implemented a career path program within the Global Merchandising organization focused on clear role definition, key experiences to build leadership bench, and cross-functional movement.

• Provided human resource leadership, expertise and counsel to the Global Merchandising, Marketing, and Product Development Organizations.• Served as a business partner to the functional units, building relationships with key decision makers to ensure the alignment and support of business needs, objectives, goals, and operating priorities with Human Resource policies, procedures, and initiatives. • Partnered with business leaders to develop high potential employees in order to build bench strength and succession plan for future Managers, Directors and VP level positions. • Led and facilitate change efforts and organization restructuring to streamline processes, reduce costs, enhance process efficiency and increase organizational effectiveness. • Implemented and supported Corporate Human Resource initiatives and programs by working closely with all Human Resource functional groups, such as Staffing, Compensation, Benefits, and T&OD. • Conducted and supervised investigations and make resolution recommendations to include ethics complaints, Dispute Resolution Policy complaints, unemployment compensation claims, disciplinary issues, performance management issues, EEOC complaints, and other compliance related issues.

• Conducted workforce planning meetings monthly to determine inbound/outbound transfers, promotions, new hires, and turnover, and research and recommend elements of the transfer offer package where applicable. • Participated in on-boarding of new hires, transferees and international secondees. Provided career development coaching and facilitate coaching conversations with staff and management.• Planned and execute connectivity events.• Worked with Market Team leaders and staff to understand people issues, mitigating potential legal risks and highlighting Market Team trends. • Facilitated Market Team Annual Review Committee (ARC) meetings and activities. Ensure that File Reviewers complete comments in ARC Summary and conduct/monitor post-ARC coaching session. • Assist Market HR manager in implementing our total rewards strategy; Market Team turnover %, Market Team Pulse Survey results, Market Team Performance Coaching & Development (PC&D) metrics.• Identified technical expertise needed to deploy market Tax staff on client engagements, applying a working knowledge of the Tax line of service, yearly business goals and Firmwide talent management strategies.• Identified Market Team interviewers for open positions, interview campus and experienced candidates, and attend campus recruiting activities.

• Provided Employee Relations support to several business units across the organization. • Developed and coached managers and employees on various human resources topics. • Conducted confidential investigations as needed (claims of discrimination, harassment, etc.).• Conducted new hire orientation and on-boarding for Shared Services and Sales professionals. • Coordinated and facilitated Achieve Global, Ethics, and Performance Management training modules for employees and Management personnel. • Conducted termination discussions and exit interviews. Assembled termination packets (severance agreements, termination letters, outplacement coordination, COBRA).• Administrator of the company Education Assistance program.• Coordinated company Charity activities "Community Support Team" and all Employees activities. • Assisted in company-wide and college recruiting efforts by screening resumes, organizing candidate phone screens and office visits. • Entered and maintained employee records in Oracle HR system, including bi-weekly review of terminated employees to determine if proper protocol was followed. • Researched and processed unemployment claims. • Answered general benefits questions (i.e.; FMLA, STD, LTD, medical coverage).

Responsible for various payroll functions including processing employee time slips, calculating and processing employee sick time and vacation accrual for employeesDetermine employee eligibility and enrollment for health, dental, long-term disability and life insuranceProcess employment verification forms Research and process unemployment claimsAssist in conducting new employee orientations Data entry of patient information and medical authorizations into various computer systems