Designing organizations, developing leaders and managing talent that are building the road to space, for the benefit of earth. Gradatim Ferociter. HR Leader in Blue Origin’s New Glenn Orbital Launch Services business. Completing extensive organizational design work to transform the business from 1st article rocket production to a scaled system for producing, launching, landing, refurbishing, and repeating multiple times per year. Working closely with engineering leaders and rocket scientists to drive change initiatives across the 1800-person business with highly technical talent.• Trusted partner to senior executives coaching and advising on both strategic talent planning and tactical execution challenges. • Develop and implement a talent strategy focused on organization design, talent mobility and growing manager capabilities. • Engage collaboratively with colleagues in Recruiting, Talent Management, Mobility, Leadership Learning & Development, and Compensation to deliver comprehensive and coordinated HR Services addressing urgent business needs quickly and effectively.• Consult on workforce planning efforts to proactively align growth & hiring with business objectives. • Introduce high performance practices including performance management workshops & manager development programs to resolve employee relations issues, mitigate legal liabilities, promote employee engagement, & improve team effectiveness.

• First dedicated HR Leader for Microsoft's low-code Power Platform (Power Apps, Power Automate, Power Pages, Power Virtual Agent and Dataverse); products grew dramatically in usage (up to 75%+ Y/Y) & revenue (up to 40%+ Y/Y) with plans to become a $1Billion+ portfolio• Coached senior leaders through a wide range of talent management, leadership & org design/development strategies to address unique needs in each business• Designed and implemented Talent Plans with 7 product groups covering 2500 engineers and product managers in multiple countries working collaboratively with colleagues in Recruiting, Learning/Development and Compensation• Championed Diversity & Inclusion initiatives across all client groups raising awareness about under-represented minority talent through growth oriented talent discussions, career conversations and allyship to foster a more inclusive work environment for all.• Addressed leadership gaps and facilitated leadership team learning using the Microsoft Leadership Team Performance tools to increase team cohesion, unlock potential and help leaders create clarity | generate energy | deliver success• Applied Microsoft’s Systems Model Diagnostic and InsightsHR analytic tools to evaluate strategy, systems, leadership and people, help restructure organizations and drive change including three corporate acquisitions ranging from 15 to 150 people along with workforce reductions and talent redeployment across the US, Asia, Europe and Africa• Cultivated an extensive network of influential managers to shape and drive growth for 900+ managers in the Business Applications & Platform group and advance Microsoft’s renowned Model | Coach | Care framework to develop manager capabilities at scale• Contributed to Microsoft’s emerging HRBP Community of Practice introducing Organization Network Analysis to drive viral engagement and activate the aspirational HRBP framework centered on Talent Management, Leadership & organization design/development

• Built and led the 15 person HR/Talent function while serving as a trusted thought partner and advisor to the CEO, Executive Team and leaders throughout the organization• Designed & delivered HR/Talent programs to align inclusion, diversity, equity & access with PSC’s mission, guiding principles, & strategy while ensuring compliance with federal state & city requirements as a government grant recipient• Attracted talent: recruited a diverse workforce of full time, part time & 
seasonal volunteers & employees with a clearly articulated employment value proposition, effective sourcing, hiring & onboarding processes • Developed talent: created access to learning opportunities at all levels while delivering new training options for both volunteers & employees addressing need for increased career growth & mobility• Engaged & aligned talent: developed & implemented an integrated growth oriented performance management system that establishes and sustains a focus on timely effective 
feedback & pay for performance using defined competencies and a 9-box leadership capability review in combination with forums for staff input and bi-annual engagement surveys• Rewarded talent: worked with senior leaders to create comprehensive job & pay structures across the organization that enable PSC’s commitment to equity while being grounded in the reality of market-based pay• Created operational disciplines for consistent reliable operations including metrics that provide visibility to the performance of the HR/Talent function & ensure accurate data throughout the employee/volunteer lifecycle

• Partnered with Executive Team colleagues across engineering, product marketing, finance, sales & support to assess needs & gaps, up-level capabilities, & deliver comprehensive services with a team of 10 HR & facilities professionals• Established forward looking hiring plans, documented & rationalized recruiting allocations & drove recruiting projects to increase efficiencies • Drove international talent expansion & recruiting strategy for the U.K. - identified a search firm & employer of record, recruited & completed candidate negotiation to hire the company’s first U.K. employees • Mobilized internal teams to create a New Hire Orientation including sales & software developer training bootcamps • Designed & rolled out a company-wide quarterly Progress Review aligning individual contribution with business goals – recognized by parent company, Vista Equity Partners, as a best-practice among it’s portfolio companies• Oversaw facilities; space configurations, new real-estate site search, safety & security plan & on-site food budgets to meet expanding workforce needs - created an on-line facilities service desk to manage multiple sites• Managed all internal communication including company-wide multi-point remote video conference following CEO’s unexpected departure

• Identified strategic imperatives making process and program improvements grounded in realistic zero-based budgeting to resolve compliance problems across 8 disparate businesses; this work enabled the organization to implement a part time central HR leadership role• Developed/implemented a scalable recruiting capability by bolstering internal recruiters with external contract agencies to flex with business needs using modern recruiting tools for targeted strategic sourcing• Designed and implemented a company-wide year-end Progress Review to align individual contribution with multiple business strategies• Created from scratch a compensation planning process with reliable market reference data for all employees, individual compensation statements & an improved bonus planning capability• Overhauled health benefits, simplified administration, prepared the first ACA filings across multiple payroll platforms & moved to electronic benefits management reducing insurance carriers from 15 to 2 while saving $300,000

• Partnered with client executives in IT/software development, emerging technologies, engineering/research, private equity & start-ups to design & deliver comprehensive and highly configurable HR services• Introduced scenario driven strategic business planning, organization design & workforce planning to proactively align growth & hiring with business objectives (created a highly focused hiring plan to minimize cost)• Designed & implemented a performance enhancing ecosystem; programatically integrated goal-setting & reviews, engagement surveys, recognition & total rewards including unlimited time-off• Developed & deployed compensation & career paths (job structures) for multiple client groups• Resolved employee relations issues & conducted investigations while introducing proactive organizational & manager development to mitigate legal liabilities, promote employee engagement, & improve team effectiveness

• Established the global HR Program Management Office for the Chief Human Resources Officer to plan, prioritize & manage the $25 Million HR budget across 9 departments reaching employees in 76 offices around the world• Worked globally to design, develop & deploy project management disciplines (personally rolled-out program in EMEA, APAC & the Americas) – recognized by The Corporate Executive Board as an HR industry best-practice• Led a 94 member project team on company-wide system restructuring/alignment impacting 70% of employees • Created a Global Location & Workplace Strategy to drive informed & coordinated executive level investment decisions in new offices that resulted in expanding access to global talent markets• Designed, developed & deployed global policies & procedures associated with every aspect of HR: recruiting, compensation, benefits, learning & development, employee/data management, & internal communications• Taught values-based manager development programs with participants from all levels of management• Convened action teams to address employee survey learnings, promote engagement, & improve productivity• Designed/managed a web-based HR toolkit used globally to share diagnostic tools, templates & best-practices