Provide a range of HR Consulting & Services to the Executive Team, to include, but not limited to:► Provide Executive Coaching services to the Executives and Managers.► Provide "Work/Life Balance" coaching assistance to employees.► Assist in Health & Benefits Programs and provider selection.

Consultant to Line Executive & HR Executives in both the Private and Public business arenas by designing, developing and delivering:► Organization Effectiveness and Corporate Goals Alignment► Executive Team Work and Executive / Key Employee Coaching► Organizational / Performance Management Programs Design and Delivery► HR Programs / Practices Design and DeliveryWork with Corporations to:► Design/implement Performance Management Systems► Design/facilitate Executive & Team business planning offsites► Design organization alignment strategies within / between divisions► Consult in general HR programs, polices & practicesWork with Community College, High School & Elementary Districts to:► Design Educational Strategies & Alignment Models► Facilitate Governing Board, Superintendent & Staff Retreats: Strategy, Goals, Organization and Programs Alignment.

Worked with Fitbit Sr Executives to develop and enhance various:► HR Programs for scalability and enhancing the Fitbit employee life-cycle programs and services delivery.► Developed and implemented a comprehensive Total Rewards Program.► Provided support to Recruiting with more effective recruiting tools and processes.► Provided suggestions on overall Performance Management.

Consulted and responsible for working with the Senior Leadership Team and Board of Trustees to re-establish the Human Resources functions to more effectively navigate the business and technology changes to continue growing the business for Goodwill of Silicon Valley.► Conducted an Organizational & HR Audit to determine issues and/or areas of excellence. Presented comprehensive data and Organizational and HR results and detailed Plan recommendations to the Sr Leadership Team and Board.► Effectively transitioned many HR Programs & Practices that were assumed by other internal organizations back to HR.► Better aligned the HR Programs, Services and Practices with Mission Services.► Developed a semi-final Total Compensation Program that included first career ladders for both the Core and Mission Services employees.► Developed the GWSV Management Development Program for all levels of Managers and Assistant Managers to provide foundational Management and Business Skills focus.► Remodeled the New Employee Orientation (NEO) Program to be more informative and interactive for a more effective New Hire experience.► Revised the weekly Goodwill Information Session (GIS) to be more interactive and to better assist in New Hire and/or Mission Services Program selection processes.► Revamped the Background Check process and vendor for greater accuracy and cost savings.► Worked with Business Unit Leaders on a variety of business and employee relation issues.► Hired and expanded the HR Staff to more effectively meet the needs of the organization to include: Sr Manager of L&D, Employee L&D, Recruiting, HR Administration, HRIS and the Front Lobby coverage. As well as effectively integrating a number of Program participants.► Part of the HRIS Team to complete the implementation of the HRIS System by finding unfinished work from initial implementation and implementing newer program elements.

As a Board Member, I worked with various Committees for Fund Raising Events as well as on Board Committees for Technology, Board Development and Sky's the Limit Partner Programs. In the new role of Advisory Board Member, provide additional support for Programs and Services for the Organizations.

Worked with the VP & GM of Worldwide Particle Therapy and the Sr HR Director to design and deliver their two-day Executive Team Business Operations Offsite to uncover and maximize various organizational and business opportunities.

Worked with the Executive Team and Sr HR Director to develop company-wide Performance Management & Total Rewards philosophies, materials and training for the A10 Performance Management and Total Rewards Programs prior to IPO.► Conducted extensive interviews and a selected online employee survey of nominated HiPo's to determine key facets of the programs. ► Produced key summary reports on HiPo vs. Control Group and aligned final Performance Ratings to nominations for the initial HiPo Talent Pool for A10.► Developed and delivered Performance Management, Performance Appraisal and Salary Review training to entire A10 Management.► Developed and delivered the companion Performance Appraisal training to all participating A10 \​ Region Employees

Provided various Coaching Services to a Key Executive and Key Employees that included:► Individual Assessments for areas of strengths and development. ► Group/Team Assessments for areas of agreement and disagreement.► Designed, developed and facilitated various "Work Planning & Agreement" Meetings.

Provided consulting services to gather operational and delivery improvements from the Phoenix Advisor Center and Corporate SME's.. Completed the following client initiatives:► Conducted Corporate and Advisor Center interviews that resulted in a detailed report of key observations / recommendations, draft training and career strategies, program delivery options► Provided recommendations for increased involvement of Corporate SME's► Provided a set of formal presentations for the Financial Engines Advisor Center to Executives and Advisor Center Management..► Provided a first pass key company initiative Advisor Product Training.► Provided Advisor Career Development and Program Strategies and a "Road map" for all levels of Advisors.

Worked with the Executive Team to design and develop their first Strategic Planning meeting:Designed and conducted in depth interviews of the Executive Team and subsequent Team Direction & Effectiveness Report. Designed the 3 Day Offsite activities and materials to include: ► Organization Vision, Mission & Values, Cross-functional Dependencies ► Overall Planning & Operations effectiveness ► Individual and Team interpersonal effectiveness

Worked with [24]7 Executives to facilitate recent Company Acquisitions to begin the integration process for people and products more effectively.► Conducted in depth interviews of over 40 Executives from all three companies locally and internationally to assess "Current State & Integration Observations/Recommendations.► Developed and presented a detailed report to the Company Key Executives.► Designed and provided the Global Executive Team Offsite Development (~ 60 people) as well as Employee Team Activities (~75 people) from the California sites as a means of bringing the three Companies together (Acquisitions).

Provided the Annual Sexual Harassment & General Harassment Training for the Company for all Management & Employees.► Worked with the Executive Management and HR Leader to design the critical development focus for Luxim as well as the training Case Studies.► Designed and delivered the "Sexual & General Harassment" training to all Management and Employees.

Provided Equity Partner Strategic Planning services and Firm's Attorney Team Work Offsite program to better align the Firm and employee goals to the evolving economic climate. Designed, developed and delivered:► Team Effectiveness Assessments► Team and individual activities to promote cross-division relationships► Individual Capabilities Assessment and promotion of skills ► Road Map for Attorneys to maximize their skills to clients and business development► Overall Firm Planning for client approaches and business development

Provided the San Francisco Inside Sales and Business Development/Sales Departments the following services:► Executive Coaching► Designed and delivered an "Active Listening4 Business" Workshop

Provided Executive Coaching services to Sr. Management as well as 360 diagnostics to other R&D Group Managers for key employees.

Worked with the Executive Team to develop and deliver key learning programs to identified Directors and Sr Managers. The interactive Program consisted of eight Modules over a period of eight weeks to address the Company's development strategies for the participants.► Management & Leadership Style Assessment ► Manager's Team Effectiveness Assessment ► Cultural Awareness Assessment ► Communication & Feedback Assessment ► Bring On & Keeping Talent► Participant's Action Plan Executive Team Presentation

Worked with the lead Sr HR Director of the Company and her HR Team to provided HR Business Planning and Workshop Services for the HR Team.► Interviewed Executive Team for areas of HR Strengths & Development.► Team overall Self Assessment discussion.► Worked with HR Team to conduct an overall assessment of HR Programs, Services & Support► Worked with HR Team to forecast areas of organizational requirements and needs► Finalized all content into a Current & Future Accomplishments and Areas of Fucus.

Worked at Atmel as a HR Director-level Contractor from June 16, 2008 and hired as Sr HR Director September 16, 2008. My HR and Development responsibilites included managing 6 remote HR specialist and a Site Director of HR:► Corporate Headquarters► Colorado Manufacturing Organization► PANAM and their global organizations in APAC and EMEA► PANAM Payroll► APAC HR (acting) as the Region built up capabilities for Atmel► Atmel Global University & Organization Development► HR for HR

Provided Equity Partners advanced workshop on Partner Development with:► Full 360 Degree Assessment & Report► Methods for Productive Dialogue► Strategies to Deal with Conflict & Voting for Agreement► Personal Roadmaps and Group Assessments on Progress

Consult to Line/HR executives in the areas of Organization Effectiveness & Alignment; Executive Teams & Coaching; Organizational Performance Management Program Design and general HR Programs and Practices.Sample of Corporations worked with: VeriSign, National Semi, Adaptec, Apple, Synopsys, Auspex, Sun, IBM/Apple, Solectron, Turin Networks, Epson Electronics, NetIQ, Netscape.Consult to BOD of Trustees and Superintendent/Presidents at Community College, High School & Elementary School Districts to design Educational Strategies & Alignment Models and to facilitate BOD, Superintendent & Staff workshops on Strategy, Goals, Organizational/Programs Alignment.

Provided the Equity Partners & Attorneys with Annual Retreat Business Workshop that:► Reviewed the Business Planning Execution Update► Coordinated Attorney CEU Programs► Provided Experiential Exercises & Road Map for Business Development for Attorneys

Worked with the Equity Partners on the following strategic areas for them and the Firm:► Team Strengths & Development Areas► Business Assessment & Strategic Directions► Initial Business Plan Goals & Objectives

Responsible for SST's Learning and Develpment strategy and programs for key: Talent Acquisition, Talent Development and Retention. Managed 7 employees and 3 contractors in both the L&D and Staffing Functions. Managed a budget of $500K and developed a range of learning programs as well as conducted Executive and Team Strategic Planning meetings. [As business conditions worsened, the Training Department was affected by lay-offs and later other HR positions]

Established Global Yahoo!Versity responsible for Worldwide Talent Development Strategy and Programs. Directly managed 15 trainers locally and matixed managed 18 employees globally. Had a budget of $2.5M to consolidate, develop and deliver all programs. Worked with the other internal training organizations to form a "Virtual Yahoo!Versity".Introduced comprehensive learning and development programs for engineering, employees, management and leadership programs via online learning options and onsite training programs. Was the OD lead in designing and delivering a number of Business Strategy & Planning Meetings with various Executives and their Teams as the business conditions dictated. Provided a full Coaching Program for HR Generalists to enhance their skills to provided a "stable" of Internal Coaches for Executives to work with the External Coaches that I instituted.

Responsible for establishing the worldwide HR Programs and Services for this start-up that eventually was closed down due to the "2001 Financial Bubble". Stayed on to the end with the CEO and CFO to ensure the employees were able to receive a modest severance and Cobra Benefits Coverage.

Responsible for developing the worlwide HR programs and services for this mature start-upin the Medical software industry:► Established the HR Function and Business Partner relationships.► Hired a number of Executive positions.► Established the Salary and Stock Programs.

Directly managed 15 trainers locally and matixed managed 35 employees globally. Had an orginal budget of $2.5M and garned an additional $4.5M through a series of State Grants for Education and Training. Responsible for creating, developing and implementing the first Global Training & Development organization across 40+ global locations with over 65K employees. Introduced comprehensive learnning and development programs for technical, manufacturing, employee, management and leadership programs as well as Executvie Succession Planning Programs.Additionally, responsible for the Headquarters site responsibilities to create,develop and deliver similar programs for the 6.5K local employees. Further duties included the Senior HR Business Partner for the W/W Sales and Warranty & Repair organizatons.

Provided Organizational Consulting, Business Planning Offsites & Coaching to Sun Organizations to include the following:► SunSoft CEO and his Executive Staff and Their Staffs.► SunSoft Software VP and her Staff.► SunSoft Marketing Group VP and his Staff.► SunSoft HR Director and her HR team.► Sun Engineering CEO and his Staff.► Sun Engineering HR Director and her HR team.► Sun Sr HR Group VP and her Staff and Their Staff.► Provided Learning & Development services for 1st Line Managers for Sun University Sr. Team.► Provided Executive Coaching services to various Sun Directors and/or Key Employees.

► Provided Management Training - "Making Meetings Work".► Provided Management Training - Blessing-White's: "Helping Others Succeed"

Responsible for a number of Sr. HR and Training areas over the course of employment: ► Organizational Consultant for the Research & Development Group - Developed the line of Supervisor and Management development programs► Sr. HR Manager for the Customer Service & Support - Established all HR services for the new organization to Apple► Apple University, Sr. Organization Trainer & Consultant - Developed the first Quality Programs and the first Career Development Programs► HR Development for HR - Provide HR for HR services and development programs► Created, co-developed and delivered "Coaching for HR Business Partners" training program

Served both as an HR Generalist and Training Specialist to the Engineering and Manufacturing organizations. During that time, assisted in bringing in major programs for both organizations relating to Problem Solving and HR Best Practices that included HR presence for all shifts on a rotating basis and executing customer service and support to all employees and management.Later, moved to the Field HR Organization and reported to Regional VP of HR. Managed five Regional Headquarters human resources professionals and six satellite human resource representatives for the design and delivery of HR services. Finally, was asked to lead the ROLM Corporate Technical Training Center. Customer Satisfaction Scores were "dead last" against all the other ROLM Technical Training Centers and expenses were higher. Within the first year of leadership, the Corporate Technical Training Center was at #1, expenses were reduced by 21%. Accomplished a lot this improvement by instituting the "Field Tech Career Training Program" and a complete reconfiguration of the Learning Lab.

Conducted 3-Day Open Workshops Nationally or for School Districts for all grade levels of the Magic Circle and/or Innerchange programs to train Administrators or Teachers to be able to conduct Social, Emotional & Mastery curriculum and skills with their students on a daily or weekly basis.Additionally, served as a National Trainer that provided a 5-Day Train-the-Trainer Magic Circle or Innerchange Workshops for those Administrators or Teachers who would be qualified to train others in their School District.