Total Rewards leadership team member responsible for compensation programs across all divisions, project development and execution plus the global career framework across job functions impacting 19,000 employees ($5B USD annual revenue)• Accountable to the HR Leadership Team for leading the largest global project in the HR portfolio, the annual compensation cycle, for all eligible employees (base, bonus & equity). Leverage understanding of business needs while partnering with HRIS on enhancements and collaborating with a diverse core team across workstreams• Broad-based compensation consultant and project leader for 8 of 11 executive team leaders and their respective global HR Business Partners across all divisions at headquarters• Designed and delivered on special projects including the removal of degree requirements for select highly skilled roles through collaboration with BU leaders, HRBPs, Talent Acquisition, Legal and Communications teams resulting in an expanded external talent pool and increased talent mobility within the organization• Team leader of senior-level compensation professionals to execute the annual compensation cycle and the global career framework across all functions in collaboration with Talent Acquisition, broader Comp team, Executive Comp, HRBPs, Legal, Communications and the broader HR community with a focus on short and long-term strategies that support competitive pay practices and policies. Coached team to deliver off-cycle corporate adjustments • Drove the development of data analytics to optimize time to analyze our structures, the impact on employees’ range penetration, and financial impact. Developed consulting skills of the team while effectively engaging with client groups• US lead partnering with HR Compliance lead & Legal to ensure compliance with Federal and state legislation & audits

Global HR business partner and member of the Global Regulatory Affairs and Strategy executive leadership team while partnering with regional HR leaders and HR centers of excellence to deliver strategic business results while enhancing team cohesion (Amgen produces $26B in annual revenue with 25,000 employees across multiple therapeutic areas)• Influential global HR leader responsible for the organization design of regulatory affairs while collaborating with subject matter experts, the human resources community, and external consultants to realize $5M in savings for the company• Facilitated global talent review processes, cross-functional succession planning, and talent development action planning using virtual, asynchronous tools for senior leaders. Partnered with regional HRBP leaders to deliver align timely results• Designed and delivered new leader assimilations at executive levels. Enhanced programs to include team commitments to break down barriers among executive leadership team members. HR lead for global all-staff meetings quarterly• Facilitated and coached the executive leadership team through multiple scenarios including DEI, career management, global engagement and the future of work principles and activation plans post-COVID. Provided consultation while leveraging asynchronous communication tools to enhance manager effectiveness• Prepared business case using attrition data, competitive pay analysis, and market insights to deliver $800K in off-cycle pay for performance adjustments contributing to a reduction in staff attrition rates to fall below industry standards• Solicited sponsorship from ELT to design a global Engagement Council to empower staff to share and execute ideas that enhance belonging & retention

Compensation leader responsible for consultation on programs for 4,500 staff members across global R&D representing a $4.5B (USD) investment and 1,500 staff across Europe, Middle East, Canada, & Latin America affiliates ($5B revenue)• R&D compensation workstream leader for the global organization design project. Consulted across R&D functions to re-structure jobs, conduct market analysis, and communication strategies. Designed annual pay for performance trends and recommendations for the R&D leadership teams• Developed senior leadership team training & communication strategies for pay equity, broad-based/variable/equity levers, and collaborated directly with business unit/exec leaders plus HR community to improve talent retention by 20% • Led the compensation workstream to design the scientific & technical career framework. Created competitive market analysis, owned salary structure design, and developed collaborative tools for team members. Partnered with HR & Corporate Communications to design and execute a communication strategy for R&D leadership and staff. 30% of jobs were re-aligned resulting in below-market attrition rates and enhanced career progression and talent attraction • Provided total rewards consultation for global HR leadership teams, General Managers, and senior management teams for affiliates (including all functions) to design competitive compensation & benefits programs. Partnered with AON and 3rd party survey providers plus local HR to ensure country-specific benefits were competitive• Consult on acquisitions as needed for global benefits. Compensation workstream lead in support of global HR talent initiatives to ensure alignment between country salary structures, hot jobs, and globally consistent talent framework• Coached and trained new compensation team members to develop them as trusted advisors to the HR community and business leaders while enhancing the overall reputation of the department and attracting new talent to the team

Interim compensation leader responsible for the design, implementation and administration of broad-based compensation, executive compensation and total rewards programs that align with our business strategy while remaining compliant with federal/state/local laws in support of business needs. Drove and supported broad-based compensation programs and executive compensation administration including required CD&A disclosures with partnerships across legal and Finance. Partnered with the HR community as a subject matter expert and led a talented team to meet short and long-term customer need while developing and managing a team to expand their skill set.

C-Suite Co-op opportunity as part of MBA program. Partnered with global product management teams on the EMEA Voice Complete business case by driving projects in support of the 2015 product launch with projected revenues of $200M within 5 years

Provided strategic alignment between the business and human resources to create and implement company-wide value-added total rewards programs and solutions to support 3,500 associates in 40 countries and $6 B(USD) sales revenues. Global client groups included Commercial and Manufacturing across all divisions. Developed global compensation operating model through multi-function collaboration and by leveraging DMAIC/SIX Sigma and the APQC methodology while extending our HRIS capabilities to better serve our associates. Delivered global compensation education training programs while developing team and educating business clients. Re-designed compensation structures for client groups in support of global business strategy. Designed and delivered compensation program tools to enable globally consistent communications while supporting ad hoc reporting needs. Pro-actively identified and delivered on compensation strategies globally in support of customer needs. Coached and trained existing and new compensation and operations team members on fundamentals, establishing global relationships and process improvements.

Provided compensation consulting and project management for multiple business units covering 14,000 employees. Provided compensation consulting and project management for multiple business units covering 14,000 employees globally.

Strategic leader on talent acquisition team. Drove optimization of applicant tracking system through the six sigma framework resulting in improved metric/data analytics and balanced scorecard reporting of HR's success story, opportunities, progress against Diversity & Inclusion goals, succession planning, workforce management, talent sourcing and mobility. Partnered with business leaders across JPMC on diversity recruitment efforts and their results.

Oversaw the operating model design, publication and training for corporate finance operations as a leader of a global merger integration team with 11 directs. Leveraged methodologies such as DMAIC/Six Sigma and value stream mapping to effectively build and communicate a global operating model in support of a $90MM merger/integration project for JPMorgan Chase & Bank One.

Project and program manager for multiple rotations in Asset Management, Private Bank, Investment Bank and Human Resources Service Delivery. Obtained stretch opportunities for development through leadership roles within employee networking groups resulting in innovative programs, marketing and adding to the business case for diversity to ensure the culture at JPMC maintained it's competitive edge in the war for talent.

Designed and delivered new on-boarding training materials for Customer Contract Management department at Merck.