Waterfall Asset Management is a global alternative investment manager focused on specialty finance opportunities within asset-backed credit, whole loans, real assets, and private equity. Waterfall is also the external manager to Ready Capital Corporation (NYSE: RC), a multi-strategy real estate finance company and small business lender. Waterfall is headquartered in New York City, with additional offices in London, and Dublin.. As of September 1, 2023, Waterfall manages approximately $12.5 billion in assets under management.• Provide oversight and strategic direction for all aspects of human resources and administration at the firm, including but not limited to compensation, recruiting, performance management, workforce planning, succession, organizational structure, benefits, payroll (US and Non-US) as well as all employee matters. Manage eleven people in total.• Established a new performance management framework, process and promotions parameters to bring consistency of criteria across the firm. • Instituted a formal recruitment process that significantly reduced cost but over $1MM in the first year while creating efficiencies. • Executed a global compensation strategy ensuring market competitiveness and internal equity and currently implementing a full compensation system to capture all aspects of employee’s compensation including total cash, deferred compensation, carry awards and Restricted Stock Options where applicable.• Focused on benefits optimization to ensure firm is completive in all countries while reducing costs where possible.• Member of the firm’s Management Committee.

Siris Capital is a middle market private equity firm that invests in mission-critical, mature tech & telecom businesses at strategic crossroads that has approximately 50 employees in New York and West Palm Beach. As of June 2023, Siris manages approximately 5.9 billion dollars of assets under management. • Responsible for all aspects of human resources and administration at the firm. Manage eight people.• Established a transparent Career Architecture Framework to bring consistency of criteria among values and skills across the firm. This framework brings greater discipline to employee evaluation, compensation, and promotion and informs employee development and staffing decisions.• Instituted a formal recruitment process that significantly reduced the time to hire. It notably improved the efficiency of associate hiring, which is conducted in a very compressed time frame.• Improved the efficiency of the onboarding process for both lateral and associate hires. Standardized the workflow of gathering employee information. Improved associate training by strengthening the curriculum and the onboarding process by teaming new hires well before their start date with existing personnel.• Reduced firm risk by institutionalizing important policies such as a formalized severance plan and an updated employee handbook• Reduced costs and improved the likelihood of making good hiring matches by instituting an employee referral program

Cognizant is an American multinational information technology services and consulting company with over 300,000 employee worldwide• HR lead for the Cognizant Consulting North America consulting practice, which includes seven industry-focused groups (Healthcare, Life Sciences, Banking and Financial Services, Insurance, Energy and Utilities, Media and Telecommunications, and Retail and Consumer Goods)• Cut costs by working with corporate function teams to reduce headcount and reorganize teams to improve efficiency. Partnered with top executives as a trusted advisor during a transformational period in the company’s evolution. Helped the consulting industry groups work productively with their respective execution counterparts.• Fostered a culture of performance, positivity, and exemplary behavior among employees. Presented, with the head of the consulting practice, at town halls on all people-related matters. Worked with the chief of staff to formalize metrics for executives subject to sales goals.• Improved employee performance by creating greater structure and process for talent reviews at the industry group and overall consulting practice levels. Supported the resiliency of the firm through succession planning.• Improved the compensation and promotion processes by instituting greater structure and standardization. Trained colleagues on how to propagate these processes throughout the organization. Collaborated with leadership on setting annual compensation, incorporating data from the firm’s compensation team. Ensured equity of pay and promotions through rigorous data analysis.• Encouraged diversity by creating a sponsorship program to boost representation by women in the upper ranks.• Established flexible work schedules as geographically appropriate to address the needs of 250,000 people globally

• Focused on enterprise leadership talent as part of the Global Talent Management team• Helped develop 280,000+ associates by creating a digital presence for Global Leadership Development. Designed and assembled award-winning content, including Understanding our Talent Strategy, Unconscious Bias, & Feedback • Helped launch Cognizant’s first global women’s leadership development initiative across India, North America, and Europe

• Department Head responsible for all onboarding experiences for lateral hires, transfers, associates, and acquisitions and all outreach efforts for North America, Canada and LATAM• Reduced the new hire dropout rate by 35% and reduced the time to complete new hire formalities by 17 days by automating and digitizing onboarding processes• Increased onboarding compliance by new hires by 58%• Increased volunteerism in North America by over 300% in my first nine months and over 32% the following year• Developed 60 Outreach Councils in the US in the first year and a half

(Joined through the acquisition of Rothstein Kass)KPMG is a global network of professional firms providing Audit, Tax and Advisory services. with over 250,000 employees• Improved corporate social responsibility (CSR) by assisting in implementing key initiatives that support an inclusive and diverse work environment, volunteerism, and the environment. Actively engaged in the Special Olympics partnership.• Linked business objectives to CSR projects and embedded CSR considerations into decision-making at all levels

Rothstein Kass was a privately held accounting firm with a focus around hedge fund accounting• Responsible for the strategic direction, oversight, and daily management of key initiatives for the Office of LIFE, the women’s initiative. Advised, coached, and managed 50 team members firmwide, including diversity affinity groups. Selected for a high-potential senior manager development program.• Generated $6.5M by developing an initiative in which high-potential women developed business plans as a prelude for potentially becoming partners. Developed results-driven training programs.• Oversaw a mentoring program, yielding a 43% higher retention rate, a 20% higher promotion rate among participants, and a 7% increase in female representation at the manager/senior manager level• Burnished the firm’s brand, raising its ranking among Working Mother’s 100 Best Companies to 43 from 150 in just three years. Supported the MOVE project, which ranks accounting firms’ women’s initiatives. The firm has placed at the top of this list since its inception. Raised the firm’s visibility in the press.• Helped overhaul the performance management process, instituting firmwide standards for promotion and supporting succession planning

BASF is a European multinational chemical company and the largest chemical producer in the world with approximately 100,000 employees. • Responsible for attracting and recruiting diverse labor and professional candidates

KPMG is a global network of professional firms providing Audit, Tax and Advisory services with over 250,000 employees• Created and implemented strategies that increased work/life benefits utilization by about 10%. Reduced vendor contract costs by an average of 18%.

Healthcare companies includes a large NYC hospital, a start-up Employee Assistance Program and clinical private practice