• Compensation lead for Global Quality and Cell Therapy Development & Operations (~5000 global employees), serving as primary liaison for HRBPs and senior leadership through focused stakeholder management• Managed comprehensive compensation analyses and offers, developed and implemented retention strategies, performed rigorous job evaluations, led annual compensation planning, and drove reorganization efforts• Ensured alignment of compensation strategies with business priorities and workforce plans, providing insights into job architecture and compensation simplification, including transitioning employees into new job profiles• Significantly improved partnership with talent acquisition (TA) and People Services (PS), resulting in expedited delivery for the business and streamlining of processes• Led market data reviews, engaging with TA during process for first time to ensure fit-for-purpose data and minimizing need for mid-year changes, with additional analyses performed for geographic and therapeutic area differentials• Provided strategic TR guidance and storytelling to site HRBPs and senior leadership, mitigating competition concerns by focusing on the entire TR value proposition, without resorting to cash or LTI retention programs• Driving design of stand-alone compensation framework for RayzeBio and supporting direct report to CEO• Support of HR Leadership Development Program, guiding early career talent, driving connection with PS resulting in first Australia-based PS rotation, and initiated the program’s inaugural internal hire

• Led the harmonization and redesign of all of U.S. and Puerto Rico Work Life programs including but not limited to Parental Leave, Vacation, Adoption and Surrogacy, and Bereavement following the acquisition of Celgene in less than 12 months• Completed successful integration of 300 employees into work life programs in 6 months following an M&A deal. • Drove redesign of work life programs in 8 countries as part of company wide harmonization efforts following acquisition of Celgene• Managed and supported the Work Life programs in the U.S. and Puerto Rico, including leaves, vacation, adoption and surrogacy reimbursement, and vendor management of our parent and dependent care resources• Led and managed the global recognition and service award programs through vendor partnership. • Supported compensation efforts, offers, and design for Research and Early Development as well as ad-hoc harmonization projects such as job mapping and creating a career ladder for Product Development.• Supported Global Biometrics and Data Science and Global Quality business units for compensation efforts, offers, and design as well as broader support for ad-hoc compensation projects in Global Drug Development and Global Product Supply.• Oversee and manage the operating expense budget for all of Total Rewards.• Support the HR Leadership Development Program as the Alumni lead for internal and external branding, recruitment, and program design.

• Spearheaded design, coordination, and implementation of industry-leading Military Leave policy • Initiated, formalized, and ensured on-time delivery of offer letters to ~100 CEO - 2 candidates as part of acquisition• Orchestrated several global market-based compensation and retention reviews resulting in pay equity to market and increased retention of critical talent during acquisition• Reconciled inaccuracies and increased speed of compensation analyses by maintaining accurate data in compensation software tool• Improved culture and education around Family Care Leave through partnership with Employee Resource Group to ensure best experience for employees and business

• Drove connection and partnership between Total Rewards Operations, HR Advisors, and Total Rewards Center of Excellence to improve relationships across HR function• Performed ongoing market compensation analyses, job grading, and job matching as compensation analyst for R&D business unit• Initiated knowledge transfer and process documentation of Total Rewards processes which resulted in ability for caseloads to be shared across team members and new hires• Standardized and transitioned separations process from HRBPs to managers and Employee Relations for 44 countries in 5 months to eliminate inaccuracies and align to HR Operating Model• Implemented continuous improvement to drive increase in employee direct access information and decrease caseload as Human Resource Advisor

• Designed recognition program to span BMS and our external Contract Research Organization, which resulted in overall Partnership Behaviors• Managed Talent Review and Performance Calibration Process during pilot testing of rating-less performance reviews for ~130 employees• Improved and implemented new organizational structure to combine early and late development which resulted in increased speed of drug development• Supported 12 senior leaders through change management, budget & hiring plans, talent selection

• Evaluated required training through stakeholder analysis and focus group with 15+ training content owners to design best principles guide for key stakeholder use and improvements• Designed and executed 4-day high potential leadership development program for ~30 participants and received net promoter score of 3.84/4 as part of matrixed team