• Serve as an HR thought partner for officers and senior leaders. • Proactively anticipates needs and develops HR solutions to meet key business objectives• Proactively introduces HR-related solutions. Manages relationships with strategic internal clients and acts as their business partner while typically leveraging various HR teams.• Provides framework for the business to effectively manage performance • Works with senior leaders on performance issues with director level and above• Leads HR and client transformational projects that align HR strategy to PGE’s strategy• Collaborates with workforce analytics to identify a long-term (two- to five-year) strategy and plan

I support Advanced Energy Delivery, which includes Engineering, Enterprise Security (Cybersecurity and Physical Security), Grid Operations, and Interconnection Services. My duties include but are not limited to: • Successfully transitioned to new HRIS system, Workday, and launched new HR processes • Provide strategic support to senior leaders and approx. 90 managers • Launched new performance review process and trained managers on new rating system• Developed and pioneered a new employee rotation program to help meet retention goals• Investigate and coach managers through complex employee relations situations• Partner with COE’s to execute re-organization efforts and targeted strategies on organizational challenges• Assist company with driving organizational programs focused on employee performance• Consult leaders on succession plans and work closely with managers on retention efforts • Work closely with leaders and Compensation team on job description changes• Advise and produce Compensation analysis for equity increases and promotions

I provided regional HR support to 850 employees across the Pacific Northwest, but also occasionally traveled and provided HR support to our offices in Petaluma, San Jose and Orange, CA; as well as a satellite office in Destin, FL. I had a diverse workforce portfolio, primarily consisting of software engineers, but also smaller groups in IT, customer support and supply chain. Supporting each region required having a wide range of knowledge on state and federal employment laws as well as practical knowledge of exempt/non-exempt wage rules. After CDK acquired ELEAD, I also traveled to the new offices to complete large scale onboarding presentations.• Partnered with VP of Diversity & Engagement to launch new recognition program companywide • Assisted with acquisitions, traveled to newly acquired sites and delivered onboarding training • Successfully transitioned to new HRIS platform, Successfactors, using strong change management • Coached leaders through disciplinary actions such as written warnings and terminations • Worked with management on complex employee relations and Leave of Absence • Approved offers to candidates and advised on salary grade guidelines• Delivered training on performance management, new manager orientation, and other HR programs • Worked closely with Compensation to create job descriptions, new job families, career architecture• Resolved employee issues by conducting thorough investigations, interviewing employees, and delivering final assessments to managers • Conducted mediation sessions between employees and managers

I managed the HR operations for three major departments on the UC Berkeley campus; a total of 400 employees. My portfolio comprised of 80% exempt employees primarily in engineering, research, and data science and 20% non-exempt union represented employees (technicians). As a business partner, I partnered with leaders in each department and provided guidance and counseling regarding personnel and workforce needs. I also was involved in visa administration, merits and promotions, labor union mediation sessions, and employment relations issues.• Became the first to adopt and implement new HR model for UC Berkeley, helped construct and influence how HR model would be implemented campus wide• Launched new HR ticketing software, strong change management applied for client adoption • Consulted and influenced senior management to develop and implement HR plans and solutions• Counseled on benefits; including FMLA, workers comp, disability, and retirement benefits• Tracked and processed FMLA applications • Partnered with departments to assess talent needs • Worked with leaders on setting expectations for employees • Coached managers on performance evaluation, skills assessment, and compensation • Communicated with management regarding union employees covered by CBA’s• Coached managers on handling low performance issues and implemented Performance Action Plans • Facilitated investigations by site supervisors, reviewed investigation findings and provided feedback • Worked with Compensation specialists to create new job positions and salary grades • Worked with Accounting personnel on workforce planning to ensure headcount budget was correct• Coordinated onboarding, counseled new employee’s on work duties, lead new hire orientations

• Drafted offer, promotion, and salary change letters • Edited communications and public memos, drafted responses to public inquiries • Managed all personnel actions in HRIS including hiring, merits and promotions • Counseled senior management on exceptional circumstances for merits and promotions • Oversaw all recruitments from search to offer, posted positions, scheduled candidate interviews• Provided training on complex performance management and recruitment systems • Created a comprehensive toolkit on internal HR processes which was later recognized and adopted across all departments at UC Berkeley• Tracked and reported staffing, retention, attrition and produced reports • Responsible for all academic recruitments and appointments, from search to offer• Reconciled inaccurate records in Peoplesoft, processed retroactive salary payments • Maintained and audited salary, promotion and merit spreadsheets for accuracy• Acted as interim HR Manager from Dec 2012 – Dec 2013