Mary Lee Sharp, Jd, Sphr Email & Phone Number

California, United States

Reston, Virginia, Us

NextNav (NASDAQ: NN) is a leader in 3D geolocation technology serving diverse clients from NASA to first responders.Recruited to take the global HR organization to the next level for this 2-year, post-IPO company, I drafted culture and values statements, defined the employee experience aligned to our corporate brand and partnered cross-functionally to lead a revamp of corporate MBOs and an organizational redesign. Priorities included establishing and supporting a cohesive, strategy-aligned culture, as well as managing all global human resources functions for North America, Europe and Asia. Under my leadership, the team I built accomplished the following:  Benefits plans enhancements at reduced company expense  Improved 401(k) enrollment Introduced new quarterly "pulse surveys" and reward and recognition programs  Launched equity compensation plan in Paris office  Implemented company’s first workforce education platform

San Francisco, California, Us

The GLIDE Foundation is a nationally recognized philanthropic and social services center providing comprehensive support and advocacy initiatives to address poverty, food insecurity, and homelessness. GLIDE is the largest provider of social services in San Francisco, serving over one thousand meals a day. GLIDE’s integrated and comprehensive services model meets basic needs and supports people along pathways toward stabilization and self-sufficiency.Contracted by Korn Ferry to serve as interim Chief People Officer for this 200-Employee nonprofit, I represented the organization in discussions and grievance resolution with the Service Employee's Union and wrote and gained Board buy-in for “Return to Community” guidelines to safely and compliantly return all employees to on-site work after the pandemic. In addition to facilitating the search for key executives and onboarding several department leaders, I investigated/resolved complaints and compliance issues, authored HR policy in response to new pay transparency regulations and deployed department-wide training to drive adherence.

Emeryville, Ca, Us

A subsidiary of NASDAQ-listed NMI Holdings, Inc., National Mortgage Insurance, (NMIH), is a private mortgage insurance company, enabling low down-payment borrowers to realize home ownership while protecting lenders and investors. Promoted from VP to SVP,CHRO within 18 months at this mortgage insurance provider, I built an HR team and supported a fast-growing company with HR strategies that kept employees engaged and loyal to the brand during acceleration from 100 to 300 members. Recruited and retained high-potential talent to support ongoing growth and succession planning at the top.I directed a multiyear HR strategy yielding Fortune’s “Great Places to Work” recognition for 7 consecutive years and single-digit attrition both during and post-pandemic. I was proud to be on the forefront of DEI and ESG initiatives, and to launch our Corporate Giving & Philanthropy Committee that welcomed dozens of employee volunteers to support the underserved in communities across the US. Our efforts focused on staffing, succession planning, performance management, compensation, benefits enhancements and culture enrichment were key to my being named a “Woman of Impact” in 2017 by MReport, where I was honored to be recognized for “taking the mortgage industry by storm.”

Sunnyvale, Ca, Us

Fortune 500 organization, (NASDAQ: FNGN), with workforce solutions to help employees with personal financial guidance.I drove HR department maturation, hired key compensation and talent aquisition leaders and supported this provider of workforce financial planning and investment management services just one year post-IPO. Converted HR department into one of the best in the company and earned top rankings as a leader on employee surveys. In addition to steering priority Board work focused on compensation and executive succession planning, I built a team and mitigated risk by defining HR strategy, operations and policy, ensuring SOX and FSLA compliance and introduced company-first HR metrics, surveys and compensation structures. On the talent acquisition front, we expanded the talent pool through education and training that equipped the recruiting team to cast a wider net and attract candidates from new organizations and universities.

Fort Worth, Texas, Us

Omnicell (NASDAQ:OMCL) is a leading supplier of comprehensive automation and business analytics software for medication and supply management across the entire health care continuum. 4,000 customers worldwide. After leaving employment law, moving up the HR ranks and proving my ability to succeed in different industries (Sheraton/Hospitality, Matson Navigation and Panalpina, Logistics/Transportation), I jumped at the opportunity to serve as the most senior HR leader for this global MedTech manufacturer.As the Board Compensation Committee's HR expert, I advised them on everything from labor dynamics, employee stock purchase plans, market salary trends, global succession planning to employee benefits.When the Financial Crisis of 2008 hit, I helmed an HR strategy that ensured our CEO achieved ambitious growth goals – by providing M&A due diligence, people and culture integrations and more – moves that set the stage for the company's status today as a global powerhouse. By the end of my 4-year tenure, I’d introduced executive succession planning, improved benefits, a recognition program and a structured approach that transformed sales staff recruiting.

Juris Doctorate, Law

Bachelor’S Degree, Political Science And Government