• Indirectly leads cross-functional teams to improve business planning methods. Executes key business initiatives, growth strategies, & programs that will drive business objectives. • Understands business direction and needs, and develops solutions, roadmaps, & assessment of potential business impacts. Identified and executes opportunities that add significant value to the business and to achieve business goals.• Consults and influences key decision makers to ensure cross-business and cross-functional alignment and synergy.• Serves as subject matter resource and advocate that influences the implementation of best practices and learning plans that meet business objectives.

Having served as a central HR liaison to 1,500 employees and managers, I consulted on the design, implementation, and integration of PNC Private Bank’s organization-wide staffing, employee development, organizational design, and performance and change management programs/initiatives. In partnership with senior business leaders, I developed solutions for employee-related issues to drive business results and an engaged workforce.

• Oversaw the design, development, and execution of PNC’s 11 early career development programs for approximately 1,000 analysts across all PNC Lines of Business (LOBs)• Managed an HR organization of 21 employees spread across three teams focused on proactively developing talent pipelines to fill key short-term and long-term talent needs• Partnered and consulted with senior and executive-level HR & business leaders to align program strategies to PNC’s broader HR & enterprise objectives, including expanding nationally• Implemented targeted talent strategies that led to an increase in overall cohort diversity, retention, performance, and career progression• Launched a scalable discipline-based development program strategy to deliver early career learning to a wide swath of PNC LOBs• Converted all in-person development program experiences to a virtual format due to the pandemic, including the virtual hiring of ~700 new analysts throughout 2020 and 2021

• Oversaw the design, development, and execution of PNC's early career development programs for approximately 400 analysts across PNC business segments including Asset & Liability Management, Asset Management Group, Corporate/Institutional Banking, and Capital Markets• Managed a team of seven Human Resources employees and a $20+ million program budget• Developed and implemented various talent strategies and program frameworks that includeperformance management, talent management, compensation, and learning/development

• Oversaw the design, development, and execution of PNC's Asset Management Group (AMG) early career development program in collaboration with LOB leadership and HR partners• Served as the manager-of-record for program analysts until they were placed into permanentsales positions after successful completion of the program• Increased program headcount by 50% over two years to support planned business growth• Redesigned the legacy 6-month program and implemented a new, comprehensive 36-monthprogram with the goal of producing higher-performing advisors & driving business results• Improved retention of AMG Development Program associates and alumni resulting in the best 5-year retention rate among PNC’s sales-based development programs at the time

• Managed corporate volunteerism for PNC’s primary philanthropic initiative, Grow Up Great, across 19 markets within the PNC footprint• Partnered with internal employee populations to increase volunteerism participation including EBRG groups, diversity councils, and various departments across the organization• Functioned as a liaison to community non-profit groups and schools that focus on early childhood education to ensure a strong relationship with Grow Up Great• Overhauled the metrics and reporting process where Grow Up Great volunteering statistics were tracked; corrected identified data errors leading to more accurate reporting• Created project plans, workflows, and other structural frameworks to enable and support PNC teams in advancing the strategic priorities of Grow Up Great volunteerism• Migrated all historical Grow Up Great volunteerism data to a new volunteerism database purchased through a 3rd party vendor that was identified through an RFP processGrow Up Great's focus is on early childhood education and school readiness for preschoolers moving into kindergarten. For more information, please go to http://www.pncgrowupgreat.com

• Provided coaching, advice, and guidance to employees and managers regarding issues that included performance management, interpersonal conflicts, code of conduct violations, ethics concerns, and legal issues• Chosen as the only HR representative to represent PNC at the international 2011 One Young World Summit in Zurich, Switzerland. Also served on the host committee for the planning of the 2012 summit held in Pittsburgh, PA

• Functioned as a main point of coordination to the Shared Services HR Business Partners• Supported activities including year-end processing of compensation, performance reviews, work-restructuring plan creation, job description creation/updating, HR data analysis/metrics, 360° reviews, general project planning, and “Take Your Child to Work Day” events

• Consulted with HR leaders and provided recommendations for solving various HR-related issues through the identification and implementation of relevant technology tools or resources• Supported the HR Mergers & Acquisitions Team throughout four major acquisitions to prepare for employee conversion• Coordinated other various HR initiatives including the annual Employee Appreciation Week, as well as the implementation of an online “green transportation” resource center meant to encourage ride sharing and other energy efficient transportation options for employees

Intern with the Audit, Reporting, and Metrics team of the Network Solutions group; Cleaned up a database that organized information of 3000+ servers in preparation for a migration to a new system; Consolidated fields used in the old server database from 1000 to 370 based on PNC’s needs so that the new system was cleaner and simpler to use; Verified servers and application candidates for server virtualization project in conjunction with Hewlett-Packard

Created a Microsoft Access database of title insurance information; Created run books for the company’s 13 servers so that in the event of an emergency or disaster, the servers could easily be brought back up using the run book information; Documented purposes of stored server procedures used for the corporate website.