• Drove innovation and engagement across the global HR department, including the future of work, global ways of working, digital transformation, employee tools, and benefits.• Created and maintained influential relationships with leadership across the different business lines to understand their strategies, priorities, and goals. Bring forward business knowledge to shape HR strategy and priorities and ensure HR services meet or exceed expectations.• Leveraged extensive HR acumen to review, refine and/or implement formal procedures, processes, and workflows that support the Global HR function.• Established HR as a trusted business partner and ensure HR initiatives, programs, and policies are fully understood and thoughtfully implemented throughout North America.• Acted as a change agent by proactively identifying organizational issues which limit effectiveness and collaboration between HR colleagues. Developed and deliver appropriate solutions.• Oversaw management, investigation, and resolution of complex employee complaints, grievances, and workplace concerns in an efficient, effective, and timely manner.• Ensured that company policies and procedures incorporated best practices and were consistently and equitably applied while meeting legal requirements.• Provided perspective, guidance, coaching, and management to the North America HR team regarding business challenges and opportunities, enhancing capabilities, driving engagement and retention, increasing effectiveness, and optimizing department performance.

• Oversaw all People Experience initiatives and functions, including Human Resources, Learning + Development, and Quality Assurance.• Member of Executive Team, thinking strategically and partnering with peers to help Company stay competitive as an Employer of Choice.• Ensured employment law compliance in a medium-sized, multi-state organization, maintaining knowledge of applicable regulations and staying current on pending legislation• Performed comprehensive compensation analysis and equipped my team to evaluate salary ranges for every position in each Company geography, utilizing appropriate market analytics• Created and conducted training for all managers including Compensation Conversations, Successful Interviewing Techniques, and general Leadership• Spearheaded implementation of Company's first Learning Management System• Overhauled total rewards program, implementing cost-neutral employee discount programs that increased employee engagement and satisfaction• Managed and developed human resources generalists and trainers• HR and Learning + Development team roles were outsourced in May 2023

• Hired to elevate the Human Resources function to company’s desired standards• Identified key performance indicators for the human resource and talent management functions; assessed the organization’s success and market competitiveness based on these metrics.• Built and trained a lean and well-rounded HR team to support more than a dozen behavioral health facilities in 8 states• Collaborated with the executive leadership team of peers to define long-term goals and ways to support through talent management• Oversaw the creation of key standard operating procedures such as the payroll manual, onboarding process, HR best practices, and provider license compliance (under Joint Commission guidelines)• Implemented the company’s custom, proprietary Applicant Tracking System with connectivity to existing HRMS, and ensures training and proper use. Used data analytics to create stories and share information with Executive Team. • Researched, developed, and implemented competitive compensation, benefits, performance appraisals, and employee incentive programs• Key member of the acquisition team, performing HR and operational due diligence, identifying synergies and redundancies, and focusing on technical and cultural integration of new teams• Left company to pursue opportunities outside the healthcare industry

• Consulting role in which I provided expertise to Executive Leadership in staff planning, performance coaching, and employee relations in compliance with domestic and international laws for this global tech start-up• Engaged in process implementation and improvement, recruitment and onboarding, employee relations, compensation, and conducting audits of current policies and practices• Implemented company’s first Human Resources Management System (HRMS, BambooHR)• Created process, structure, and system for annual performance reviews and merit increases• Worked with Compliance executive on implementing Diversity + Inclusion program. Presented EEO statistics to Executive Team to current workforce demographics and proposed talent acquisition strategies to become a more diverse employer• Built formal Recruitment Strategy and on- and off-boarding processes

• Part of leadership team that brought EZShield from a $12M start-up to a $45M key player in the identity fraud protection space. Led culture, talent management initiatives, benefits build-out, and integration of EZShield + IdentityForce • Led Business Continuity Planning team through operational business challenges such as COVID-19• Advanced company to win the Greater Baltimore Better Business Bureau’s coveted Torch Award for Ethics• Provided consultation to all departments including coaching, counseling, career development, and disciplinary actions by analyzing situations and recommending solutions, in keeping with our corporate goals and core values• Maintained strong focus on employee engagement by incorporating teambuilding, external learning opportunities, and community-involvement initiatives into Sontiq’s corporate culture• Implemented company’s first applicant tracking system (ATS), resulting in more effective tracking during and after the recruitment process and reduced time to fill each open role by 40%• Slashed benefits administration costs 17% by negotiating pricing and fees and bringing Open Enrollment online, while ensuring continuation and enhancement of services. • Launched orientation program that emphasized the critical importance and value of welcoming and integrating new employees into the corporate culture • Reduced and maintained company-wide turnover to under 8% • Upgraded HRIS through thorough RFP process to a better-suited and more efficient solution • Oversaw 45% organic headcount growth strategies, and ensured ongoing compliance with all reporting requirements; Facilitated staff integration post-acquisition and inorganic headcount growth of 60%• Implemented company’s first Affirmative Action Program, required of government contractors• Downsized by new CEO along with most of the leadership team. Sontiq is now owned by TransUnion.

• Served as a business partner to develop programs, policies, and best practices that supported the demands and values of the company• Managed HR activities in Corporate Offices and remote locations, including recruiting, succession planning, employee relations, compensation plans, annual performance reviews, rewards and recognition, employee development, and training• Developed, organized and operated legally-sound and successful internship program, including recruitment, on-boarding, and orientation/training of over 150 interns each summer, across 5 locations• Assisted in planning the Cal Ripken World Series; specifically lending expertise to the Volunteer program, focus groups, and event-coordination. Organized and co-managed volunteers, ensuring training and execution of volunteer duties matched or exceeded company expectations. • Established, implemented and managed successful community outreach program• Monitored safety of operations and made recommendations/took action as needed to keep locations free from accidents or injury. Conducted OSHA-inspired training with input from Business Operations and Facilities departments• Conducted orientation and training for all interns and seasonal staff at all sites, including customer experience, resume-writing and interviewing skills, and company history• Started as Recruitment Manager and was promoted to HR Manager in 2010; then Sr. Manager in 2013