• Builds strong partnership with Leadership to align people strategies and workforce priorities to ensure business growth and revenue generation. • Lead site HR teams, providing HR leadership for multiple business lines, across multiple sites. • HR Business Partner, providing strategic planning, counseling, consulting, and coaching to senior leadership. • Drives workforce planning, aligning HR initiatives to long term business objectives and strategies. • Implement workforce metrics and analytics, leverage data to understand business needs and priorities. • Manage compensation & benefits budgets, understanding compensation impacts on recruiting and retention. • Manage talent reviews, identify high potential talent, succession planning, development plans, and talent pipelines. • Reduced time to hire by 30% through streamlining the interviewing process and prioritizing key hires.• Facilitate strategic goal deployment across multiple functions and sites.• Collaborate with Centers of Excellence (COE) to ensure seamless implementation of programs and initiatives. • Lead organization change management initiatives. I.e. During COVID, transitioned 50% of the workforce to work from home. Provided tools, communication, and support to maintain employee engagement and reduce attrition. Returned workforce back to facility. • Increase diversity and inclusion. Increase representation, implement Employee Resource Groups (ERG), and mentor female engineers to drive engagement and retention. • Positively impact culture and employee engagement through communications and relationship building such as Leadership Lunch, ERG lead activities, and events.

• Human Capital Planning to align with strategic business needs • Partner with business on strategic goal planning • Oversee Human Resources operations including Learning and Development• Supervise, advise, mentor, and train HR staff• Implement succession program identifying and developing high potential employees• Key member in business merger team representing Human Resources • Counsel all levels of employees and managers in areas of the employee life cycle, employment law and employee relations across multiple states. • Oversee market compensation program. Including designing short and long-term incentive programs. • Implemented a Human Resources Management System, Cornerstone on Demand for on-line Performance and Development Reviews, Succession Planning, Learning and Compensation • Redesigned Performance Review, Development & Goal Planning process to ensure an interactive, development focused program • Utilize HR metrics in workforce planning. • Designed and managed a Reduction in Force and Early Retirement Program.

• Manage Human Resources team.• Resource for employees and management providing advice and counsel.• Analyzed and Maintained Affirmative Action Program and EEO-1 reporting• Coordinated Summer Internship Program –including recruitment, selection process and orientation• Managed Recruitment Process including Analysis and Assessment tools. • Prepared Management Reports – Quarterly Reports, HR Metrics, Turnover• Researched and Implemented various programs including: Childcare reimbursement program, Background Check Program, On-Line Harassment Training, Alternative Workweek Schedules• Developed, Administered and Analyzed Employee Engagement Surveys• Develop and Maintain Employee Handbook, Supervisor Guidelines, HR Department Procedures and Payroll Procedures