▪ Managing a team of 10 supporting Design, Hardware Engineering, Software Engineering, Program Management Office, Supply Chain, Strategy, Finance, Legal, Sales, Marketing, and Services comprising of 5,000 employees, includes 1 COO, 4 SVPs, and 7VPs.▪ Provide Executive Coaching, Performance Management, influencing behaviors and values to provide role modeling for employees across the enterprise. ▪ Create team strategy (OKRs and KPIs), leading org designs to drive effective and efficient teams, champion the employee experience.▪ Partner with our COE groups to execute Talent Management programming, Compensation Strategy, and Talent Recruitment Strategy weaving in Diversity, Equity, and Inclusion with everything we deliver.

▪ Managed team of 4 to support Design, Hardware Engineering, Software Engineering, and the Program Management Office comprising globally of 2,000 employees (salaried and hourly).▪ Partnered with leaders to complete organization design, implement key talent programming including criteria and evaluation, created succession planning.▪ Provided Executive coaching to Senior Vice Presidents, Vice Presidents, and Senior Directors. Worked with the teams to create action plans connected to employee feedback surveys.

-Currently interim Vice President HR for Ford Credit while search for backfill is completed-Leading 14 direct reports, 6 indirect reports-Supporting Ford Credit CEO and Executive Team in addition to the Director of HRBO and Talent responsibilities listed below

-Responsible for creating and managing team who execute the Ford Credit People Strategy-onboarding, employee development, employee experience, performance management, DEI strategy, succession planning, and retention -Strategic planning and Consulting Partner to Executive Team (comprised of CEO and 10 Direct Reports)-Provide facilitation and support for Organization Design and Change Management-Manage team of 7 direct reports, 6 indirect reports for North America-US, Canada, and Mexico

-Managed team of seven (7) employees, 5 direct and 2 indirect reports; report into Chief Talent Officer at Ford Motor Company -Created and implemented DEI strategies, including but not limited to: Ford Credit DEI Board, 12 employee resource groups, advocacy programming, mentorship circles, and internal mobility -Created Talent Management strategies in partnership with the L&D and Compensation Team, examples-Accelerated Development, Talent Reviews, Performance Management, Succession Planning, Re-recruitment strategy

-Provided HR service for 275 employees-Business partner to the operations team and Corporate Strategy-Lead recruiting for multiple colleges/universities-Responsible for Succession Planning, Talent Management, Employee Development-Reviewed of all written coaching/counseling/terminations-Developed and delivered anti-harassment training for Ford Credit North America-Led RTW facilities updates, safety protocols around Covid-19 for Ford Credit North America-Socialized and implemented organization design/change/effectiveness-Continuously improved the employee experience by supporting health and wellness programs and creating employee resource groups.

-Compensation planning SME-Provided training on policies, procedures, coaching, employee profile updates, competency assessment, and Individual Development Plans-Represented Ford Credit in unemployment hearings-Reviewed and approved Performance Enhancement Plans, written disciplinary action, and terminations-Updated and enforce local policies and procedures-Interviewed internal and external job candidates-Conducted Investigations-Wrote responses to EEOC claims-Founded two Employee Resource Groups-Chaired the Human Resources Ford College Graduate Steering Committee-Recipient of the 2017 Ford Global Diversity and Inclusion Award

-Served as a Labor Relations Representative for 1,700 Hourly and Skilled Trades employees at the Sharonville Transmission Plant in Cincinnati, Ohio-Built and maintained a positive working relationship with both the local UAW and Management while enforcing the Collective Bargaining Agreement-Participated in contract negotiations, tracking language, updating, passing language for new local contract-Investigated employee/management complaints, concerns, resolved payroll issues-Responsible for manpower planning, reduction in force, handled seniority recall rights back to the plant-Conducted disciplinary hearings in accordance with the Ford UAW National Contract-Enforced plant safety rules-Facilitated interviews for internal hourly leadership positions-Earned Lean-Greenbelt Certification-Took minutes during an Arbitration Hearing-Served on the Human Resources Ford College Graduate Steering Committee-Nominated the Sharonville team for a Ford Diversity and Inclusion Award which the team went on to win based on the nomination submitted