Natalie R. Brown, Sphr Email and Phone Number

• Proven track record of success as a strategic and results-oriented Vice President of Human Resources within the pre-hospital healthcare industry.• Expertise in developing and implementing HR strategies, policies, and programs to drive organizational growth, employee engagement, and talent retention.• Strong leadership skills with the ability to effectively manage HR teams, build high-performing cultures, and foster collaboration across departments.• Extensive knowledge of employment law, regulatory compliance, and best practices in the healthcare industry, ensuring legal and ethical HR practices.• Demonstrated experience in talent acquisition, including sourcing, recruiting, and onboarding top talent in high-demand healthcare roles.• Implemented comprehensive performance management systems, including goal setting, performance evaluations, and employee development plans.• Led initiatives to enhance employee engagement, including designing and implementing wellness initiatives, and professional development opportunities.• Successfully managed complex employee relations matters, conducting investigations, and resolving conflicts in a fair and timely manner.• Implemented diversity and inclusion initiatives, fostering a culture of respect, belonging, and equity across the organization.• Proven expertise in compensation and benefits management, including designing competitive compensation structures, overseeing employee benefits programs, and ensuring compliance.• Strong communication and interpersonal skills, adept at building relationships with internal stakeholders, external partners, and community organizations.• Led HR technology implementations, streamlining HR processes and enhancing data analytics capabilities for data-driven decision-making.• Active involvement in professional HR associations, staying up-to-date with industry trends, and sharing knowledge through speaking engagements and publications.

• Provide Strategic HR Leadership for the School of Dentistry and the HR Service Center• Lead a team of HR Generalist to become high performing HR Business Partners• Plan and ensure alignment of HR Strategy with the school’s strategic plan as it relates to attracting, recruiting, and retaining a diverse faculty and staff• Serve as the internal senior HR advisor to the Dean, Associate Deans and other members of the school’s leadership team regarding sensitive and confidential matters involving faculty, appointments, contracts, and salary recommendations• Advise, train, coach, and partner with managers and supervisors regarding faculty and staff. Created a manager training series with over 15 trainings servicing more than 90 supervisors• Manage all compensation changes and responsible for designing a complex salary system impacting over 400 adjunct faculty. Administer the annual salary increase program for over 450 regular faculty and staff• Recommend interpret, and administer University personnel policies and advise unit management to ensure uniform compliance. Develop and update school HR policies and procedures• Lead investigations and resolutions of employee relation complaints and grievances. Coach managers and supervisors through employee relation issues including discipline through termination• Leverage HR analytic data and reports to apprise workforce planning strategies. Implemented strategies resulting in a reduction of turnover and increase in filled positions• Serve as a Diversity, Equity, Inclusion Co-Lead and implemented over 5 events per year, two employee engagement surveys, and a special series dedicated to race and racial healing• Provide HR Leadership of bargained for staff including meetings with union staff, contract interpretations and implementation, grievances, special conferences, and discipline• COVID-19 case and mandate management

• Directed all corporate HR department activities and company-wide HR projects and initiatives for over 10 offices nationwide and employees with global assignments• Handled all employee relation issues, negotiations, and resolution of confidential matters• Decreased time to hire by implementing an applicant tracking system, updating recruiting processes, resulting in an increased number of annual hires and a reduction of over $15,000 annually • Improved the first impression of new hires by updating technology and customer service aspects of NEO, resulting in increased retention rates• Oversaw all immigration including Green Cards, H-1B visas, OPT/CPT, and other complex visa issues ensuring compliance with company policy and federal laws. • Remained knowledgeable with federal, state, and local employment laws and regulations affecting all areas of HR for multiple states and ensured compliance with policies, procedures, and reporting• Lead executive strategic teams such as onboarding, retention, performance reviews, and compensation based on the Office of the CEO’s 5-year strategic plan• Implemented and designed a new performance management system including company-wide trainings, and change management efforts visiting all US locations to discuss the benefits and capabilities of the new system• Implemented and administered FMLA for a portion of the company while maintaining a separate leave policy for those who do not meet FMLA requirements• Administered the benefits program resulting in controlled benefit costs. Implemented an online benefit enrollment system with employee self service, which resulted in an increase of employee satisfaction, a decrease in administrative errors, and decrease in time to administer benefit changes. • Participated in the pre-due diligence of determining if the CEO moved forward with a M&A, which included assessing HR impacts within the company and legal aspects of the location (i.e., employment and benefit laws in Canada)

o Administer corporate HR department activities and company wide HR projects and initiatives for 16 offices nationwide and employees with global assignmentso Implement, and administer policies and procedures aligned to recruiting, compensation and benefits; employee relations, employee communications and all areas of HR managemento Accountable for all employee relations issues, negotiation and resolution of highly confidential matters, and managing the change processo Responsible for entire recruitment and on boarding process, from sourcing to new employee orientationo Administration, annual review, and recommendations, of employee benefits packages resulting in reduced renewals and increased employee satisfactiono Advises leadership on policy and procedures, coaching on current and anticipated needs including recruitment and hiring process, anti-harassment, team building, conflict resolution, terminations, etc. o Partner with all members of the Office of the CEO on new initiatives, policy changes, ad hoc reports, and strategic brainstormingo Remains up to date with legal regulations and government requirements affecting all areas of HR for multiple states and ensures compliance with policies, procedures, and reportingo Working with a strategic team to develop performance review program to ensure effectiveness and equity within the companyo Benefit administrator for all benefit programs in the states and separate benefit program in Puerto Rico, including leave of absenceso Implemented and administers FMLA for portion of company while maintaining a separate leave policy for those who do not meet the requirements of FMLAo Works with legal counsel and management to investigate, document, and resolve accusations of violations of employment policies, discrimination, and harassment. Reports findings and recommendations for corrective action to Office of the CEOo Works with legal counsel and management during litigation including collecting discovery

o Designated first line of contact for all employee relations issues, responsible for the negotiation and resolution of highly confidential matters, and managing the change processo Responsible for entire recruitment and on boarding process, from advertising to new employee orientation for 16 offices nationwideo Administration, annual review, and recommendations, of employee benefits packages resulting in reduced renewals and increased employee satisfactiono Responsible for leadership training and coaching consistent with current and anticipated needs including recruitment and hiring process, anti-harassment, team building and group dynamics, conflict resolution, etc.

Consulting assignment with a local non-profit cooperative involving updating and formalizing job descriptions.

o Manage the selection and hiring process, staff leave of absence process, reinstatement and credit for prior service and background checks o Provide consultation and advice to University units/ departments and applicants who are using the Deploy applicant management system. Including correspondence through email, mail and phone o Supply one-on-one or group consultations on Deploy (eMploy) and/or M-Pathways (Peoplesoft) trainingo Provide consultation on employment policies, procedures and guidelines to University units/ departments and employeeso Participate in New Employee Orientation and special project teams as appointed

o Collaborated with team members on Presidential change management initiative that affected the University-wide communityo Wrote a business case for approval of two new facilities and renovations on University campuso Produced oral and written communications for project team to University constituentso Coordinated faculty, executive, and special committees by preparing agendas, attending meetings, taking minutes and completing follow up activities