AiVante is a leading-edge analytics and decision-support technology company for employee benefits plans. AiVante provides an integrated suite of advanced analytics engines that simplify and automate benefits plan analysis, cost projections, and selection decisions. AiVante utilizes the massive U.S. "All-Payers" healthcare claims data banks, artificial intelligence methods, and highly refined healthcare consumption algorithms. AiVante analyzes millions of healthcare records per participant and constructs the best-fitting and personalized benefits plans recommendations for companies, individuals and families. My responsibilities include: • Key contributor to the build-out of the company’s technology software products for employee benefits including product design, functionality, workflows, features and user experience. I was also a principle author of the company's key marketing & communications materials used in a wide array of venues.• Lead a portfolio of client engagements and deliver employee healthcare program results that achieve a company’s financial & benefiting goals. • Apply AiVante’s advanced scientific methods to determine the best-fitting healthcare plans for the health status of covered populations, and while securing attractive insurance rates & coverage terms.• Working with clients and in partnership with technology & insurance product subject matter experts, deliver high-value employee benefits programs for industry market segments that include employee benefits consultants, healthcare insurance brokers, benefits technology providers, and HR outsourcing services companies.• Additionally, I periodically teach leadership development programs to executive teams at Ministries of Health and hospital systems (most recently at King Saud Medical City in Riyadh, Saudi Arabia, and Hennepin County Medical Center in Minneapolis), and I am also an adjunct faculty member at University of Minnesota for the College of Continuing Education.

Responsible for building and implementing learning/development strategy and aligning with talent development goals for the University of Minnesota’s healthcare specialty group practice (1,000 physicians, 1,600 healthcare practitioners for 100 specialties and subspecialties). Working with clinical and business leaders, assessed learning needs, set strategy, and implemented talent and leadership development programs. Key accomplishments include: • Directed the assessment, development and delivery of enterprise-wide curriculum content, instructional materials, and learning programs including: classroom, eLearning & coaching services for the total workforce.• Developed university-style certification program that supported both management level and total workforce populations. Delivered nearly 2,000 hours of structured classroom training in years 2011-2015, and obtained average participant satisfaction scores of 4.6 on a 5-point scale.• Redesigned a company-wide Employee Engagement program that assessed more than 100 clinical units and reported on both local micro-cultures as well as consolidated total company results. Implemented an online “work-out program” with a website that provided structured problem-solving, action planning and results tracking processes. Obtained participation rates averaging 80% over a 5-year period, and helped engagement become one of three organizational “pillars” used for championing a patient-centered care culture. • Built and launched succession planning program using custom built tools and process that incorporates four elements: (1) performance, (2) potential, (3) readiness, and (4) risk. • Partnered with HR Business Partners to support OD-related interventions and coaching support at individual, team and department level for physician and non-physician staff members. • Responsible for oversight of learning management system (LMS) platform, tools and offerings. Compiled and deployed a library of 6,000 online classes.

Responsible for the development of key HR programs for the physician specialty group practice at the University of Minnesota including: Compensation & Benefits, Performance Management, Payroll, Organizational development, Leadership Development, Learning Management Systems, and Human Resource Information Systems. • Implemented major ground-breaking programs and infrastructure systems including: new compensation architectures, physician compensation programs and migration to RVU productivity designs, online performance appraisal systems, merit pay programs, employee career development reviews, 360-degree review programs, learning management system, career development paths. • Directed HRIS systems and tools development, integration and application support for HR operations. • Implemented consumer-based healthcare plans, employee medical savings plans and a VEBA trust• Managed all employee benefits programs and coordinated benefits administration for physician faculty members of the University.

HR leader for the Sales, Marketing, Product Management, Finance, and Customer Service groups of Microsoft’s Business Solutions Division, headquartered in Fargo, ND (services staff) and Redmond, WA (development staff). • Responsible for supporting the integration of the acquired Great Plains Software Company (Fargo, ND) into the Corporate Microsoft organization. • Responsible for integrating Solomon (Ohio), Navision (Copenhagen) and FXb (Denver) acquisitions into the Microsoft Business Solutions Division. • Responsible for the application of all corporate Microsoft HR programs, tools and philosophies for a population of 3,000 employees including compensation & benefits, recruiting, performance management, employee relations, HRIS, training & development, leadership development, executive coaching, and strategic workforce planning.• HR Leadership team member for strategic company-wide projects (60,000 employees) including: (1) Competencies based job analysis & targeted employee development process, (2) Recruiting process and systems, and (3) Diversity programs for field organization.

Joined at startup stage an information technology company that architects, builds and deploys complex, enterprise-wide IT systems for Fortune 500 & Global 1,000 companies. Accomplishments include:• Raised $65,000,000 in a very successful IPO conducted by Credit Suisse-First Boston, and became a publicly traded company on the NASDAQ stock exchange. • Client list included such prominent companies: as E*trade, FedEx, Quest, CSX, United Airlines, Fidelity, McKesson, Kaiser Permanente, The Hartford, and Equifax. • Grew company from startup to a multi-national public traded corporation with 700+ full-time employees in 2000. Recognized by Forrester Research as “tops in technology” (systems architecture & systems development) among 152 global eCommerce companies (August, 2000), created comprehensive and progressive HR function including: merit based compensation and incentives, employee benefits plans, stock options, performance management, HR policies, employee relations processes. leadership development, and new employee orientation. • Actively supported project teams at client sites (70% travel). Developed internal recruiting organization and hired in excess of 50 high-demand IT employees per month in San Jose, Denver, Boston, London and New York City markets.

• Responsible for the worldwide organizational development function (employee engagement, leadership development, international HR, and global profit sharing reward plans for 36 countries). • Directed a globally centralized benefits function overseeing strategies, designs, administration, funding and asset management processes for Fuller’s 36 country worldwide organization.• Responsible for all employee relations programs including labor relations, employee communications, policies and handbook, disputes resolution, employee attitude surveys, and new employee orientation.

• Responsible for the startup and development of comprehensive human resources programs for 18 countries, 3,000 employee operation encompassing Mexico, Central America, South America, the Caribbean and Florida. • Supervised a staff of 20 (as leader of HR, Safety, Industrial Hygiene and Community Affairs).