Leading the transformation of HR as the company prepares for new growth and investment.

• Lead strategic HR planning for global team of >1000 employees centered around consistent practices for retention and development• Understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of talent within the company• Scope and execute large people projects (e.g., workforce planning, career pathing, leader/employee development, performance management, compensation strategy design, diversity and inclusion, etc.).• Coach managers and leaders, supporting them on their own growth and development and on the growth and development of their team. Act as the trusted advisor.

* Serve as thought leader and counsel to CEO and first team of Vice Presidents guiding strategic direction of company future* Led a multi-state team of HR professionals who are responsible for the development and implementation of HR policies and programs as well as Agile Services team focusing on transforming the company into an Agile organization* Develop and manage key cultural initiatives such as diversity and inclusion, talent acquisition, and talent management* Shape total rewards philosophy and procedures to ensure high-performing, motivated workforce* Govern policy and manage risk through non-traditional merger transaction* Spearhead the design of new organizational structure post-transaction* Promote open and effective communication at all levels of the business* Created new performance management process focused on promoting strong relationships between manager and employee* Direct employee growth of over 250% and implementation of new HRIS* Own all compliance and employee relations outcomes to assess and mitigate potential risk* Translate strategic company plans into operational People plans

• Partner with business leaders and executives to develop strategic human capital solutions to business challenges• Lead HR planning in the US for 2 of 3 business units encompassing 300 employees• Oversee performance management cycles and ad hoc instances• Boost manager enablement through learning sessions• Conduct investigations and resolve employee relations situations• Create new initiatives in recognition, diversity & inclusion, onboarding, and talent• Advance engagement objectives of Site Leadership Group by driving roll out of new programs• Act as point of contact for HR CoE’s (Benefits, Payroll, L&D, etc)• Create reports to uncover actionable trends• Develop and document policies, processes, and procedures

• Lead strategic workforce planning to support business goals for team of managers and executives• Counsel managers through changes in Performance Management tools and philosophy• Give direction in documenting and motivating issues of low performance• Analyze salaries across organization to identify outliers and ensure pay equity in salary bands and job families• Guide management team through annual salary planning exercise• Identify openings and candidates for monthly succession planning meeting• Prepare promotion documents and advise managers on promotion process• Work closely with Operations to ensure budget compliance• Manage budget allocation for employee recognition programs• Liaise with Mobility to develop relocation offers for internal job changes and new employees onboarding• Team with company Counsel and Employee Relations when needed• Use data to identify areas of workforce that need programmatic attention• Plan and execute special RTP site projects• Use Agile methodology where possible to improve processes

• Drive the efforts of the US Hispanic Executive Council to identify and realize goals. • Work closely with internal stakeholders to prioritize and execute programs aligned with those goals. • Create programs based on gaps identified by metrics/reports. • Collaborate with performance management and succession planning groups to ensure constituency representation across lines of business. • Organize participation in special internal and external programs for high-performing constituency members as well as award nomination process. • Forecast and allocate annual budget.

• Maintain strategic relationships with external organizations to ensure IBM’s pipeline includes qualified diverse candidates. • Support business unit goals by understanding needs and recommending changes. • Evaluate new programs and partners for potential success• Streamlined paperless resume collection process and internal candidate review, which has lead to an increase in hiring activity from diversity career fairs.

PharmaLinkFHI, the first U.S.-based eCRO, acquired Matrix Clinical and their therapeutic and in-country expertise. Together with eReady Monitors, our strengths have created Novella Clinical – the first global CRO to integrate clinical and technological expertise to completely manage your clinical program.

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