Provided strategic HR support for Workiva's customer-facing Global Services, Customer Success and Support teams (500+ employees). Demonstrated strong collaboration with client groups around org development, change, talent management and employee engagement in alignment with org philosophy and strategic direction. Led development and implementation of employee engagement surveys, as well as execution of the Great Place to Work certification and award recognition process. In April 2021, Workiva was ranked #58 of the Top 100 Best Companies to Work For, along with numerous other recognitions through Great Place to Work, such as Best Places for Parents, Millenials, and Best Places to Work in Chicago, for example.

Managed a team of 3 geographically dispersed team members onHR Compliance and Audit initiatives, such as immigration,internal and external audits.● Served as Subject Matter Expert on HR policy, process, andemployment law development impacts for a global organizationof 8,000 employees.● Conducted on-the-spot and routine auditing of HR policies,process● Identified gaps and legal risks with several processes, includingReasonable Accommodation, Employee Termination,Confidentiality Agreements, and Personnel Files.● Created sustainable audit processes.● Developed new Severance policy guidance, updated Sick Timepolicy to maintain state and jurisdictional requirements, as wellas a non-exempt WFH and Canada WFH policy and advised onprogram development.● Developed a new non-accrual time off program for USemployees, replacing the company’s accrual Time Off program.Reviewed compliance implications with FLSA, LOA and otherfederal/state legal considerations and developed program withthose in mind.● Led RFP vendor selection process to acquire a new, paperless EmployeeDocument Management system across the organization.

Serve as the Benefits guru for all employees by managing global benefits administration, Open Enrollment, insurance renewals, and flu shot clinics. Manage employee leave of absence and Workers Compensation process.● Match new jobs to Radford Survey and level them. Provide company data to Radford for benchmarking. Support off-cycle and focal process for Sales and Non-Sales teams. Complete FLSA assessments for new and existing roles and address reconcile errors in classification.● Manage compliance, develop affirmative action plans and submit annual EEO-1 filings.● Develop HR policies and processes as needed.● Developed two first iteration modules (three hours total) for Manager Fundamentals training on Managing Performance and Legal & Ethical Standards. Delivered training on Legal & Ethical Standards.

•Provide HR support for NetApp’s federal business (US Public Sector). US Public Sector has 650+ employees located all over the U.S. Also provide HR support for NetApp’s OEM business, which was acquired from LSI in 2011. The OEM business includes nearly 150 employees globally.•Completed a compensation project for the OEM business shortly after acquisition to re-align acquired employees into NetApp jobs and comp plans. This included the creation of new levels in certain job families, review of compensation and pay split (base+TI) against NetApp peer group, and for international employees, review of country specific employment laws and pay standards to determine the changes for alignment that could occur. •Implement HR initiatives such as talent management, salary planning and performance management.•Support management on the implementation of performance improvement plans and coaching letters.•Investigate Employee Relations concerns and work with appropriate functional resources (i.e. Security, Legal) as well as management to resolve concerns, including disciplinary action up to and including termination. •Coach and provide guidance to managers and employees.•Team with HR centers of excellence such as Compensation, Benefits, HRIS and HR Operations (based in Sunnyvale) to gather and analyze data to identify solutions to various issues across client groups. •Conduct training for managers and employees on various topics.

• Provide HR support for the MS2 Ship and Aviation Systems (SAS) line of business Quality organization as well as program offices within the SAS - Integrated Defense Technologies (IDT) market segment, both spanning across multiple domestic locations. • Implement HR initiatives such as talent management, salary planning, and performance management across client organizations. • Investigate Employee Relations concerns and work with appropriate disciplines (EEO, Security, Ethics, and Legal) as well as management to resolve, including disciplinary action up to and including termination.• Serve as a trusted HR advisor to leadership.• Lead talent management efforts by serving as lead talent planner for the SAS line of business, ensuring program implementation across multiple locations (including domestic and international) and coordinating talent reviews and candid discussion across the line of business between program offices and functional leadership as it relates to talent. • Coach and provide guidance to employees. • Serve as back-up to labor lead for UAW Local 738 (Baltimore) contract and manage Labor Relations issues as they arise. Co-led preparation and negotiation of Local 738 effects bargaining agreement in March 2011.• Support several separate MS2 layoff activities

• Provided HR support for multiple functions within the MS2 Radar Systems line of business, spanning multiple MS2 domestic locations.• Implemented HR initiatives such as talent management, salary planning, performance management• Investigated Employee Relations concerns and worked with appropriate disciplines (EEO, Security, Ethics, and Legal) as well as management to resolve, including disciplinary action up to and including termination.• Served as trusted advisor for leadership.• Coached and provided guidance to employees.• Served as HR Deputy for MS2 and corporate employee survey. Led team of 7 employees across multiple locations in completion of comment analysis of over 1,800 HR-related survey comments in less than a month.• Led logistics for site Voice of the Employee (VOE) activities and resultant employee tiger teams to address major employee concerns. Trained VOE facilitator for the corporation and facilitated a VOE for other businesses in the corporation. Also led VOE actions to improve the Syracuse site cafeteria, resulting in functionality of the cafeteria in accepting credit/debit cards and improving the food quality and selection. • HR representative on a team consisting of Director level employees for an OD activity focused on re-structuring MS2 Capture Support Services organization to reduce redundancy and conflicts as a result of the previous organization structure.

January - June 2008, Salaried Compensation• Coordinated the AeroStar Achievement Awards nomination and selection process, the largest award within Aeronautics Company• Developed salary recommendations for intern and experienced professional job offers.June - December 2007, Organization & Leadership Development• Facilitated multiple courses, including Cultural Awareness training (provided to all employees), 360 degree feedback sessions for senior leaders.• Designed and developed detailed design plans for education/training course on Diversity for Aeronautics leadership.• Pulled together video modules for management to use in staff meetings based on Bruce Tulgan leadership principles.

• Provided EEO and diversity programs support and training to HRBP Directors and HRBPs.• Analyzed AAP quarterly monitoring reports and SAFE reports. Investigated issues as needed. • Utilized availability modeling for AAP preparation and development.• Coordinated and managed external diversity awards program and all employee nominations for submission, including call for nominations, package development and package submission on behalf of the company.• Administered internal Diversity recognition programs.• Served as the Affinity Group Liaison, ensured compliance with corporate policy, monitored budgets, and handled questions related to the affinity groups program. Developed an affinity group guide on the roles and responsibilities of the Liaison and the expectations of affinity groups.• Conducted and assisted in EEO investigations.

• Managed the intern program (36 interns across five US locations), including budget responsibility, professional development and social activity planning and implementation. Conducted intern staffing forecasting for the following year and managed the process to identify intern candidates, interviews and offer letter creation (returning interns and entry level conversions), and exit interviews.• Coordinated entry level interview events with manager supervision, and assisted in managing site University Relations (UR) activities, including staffing and training participants to attend UR events, and participated as a company representative in UR events.• Facilitated New Employee Orientation training sessions, conducted intern manager training.• Served on Diversity Council, New Employee Assimilation Committee.