Executive leader for the Enterprise-wide Human Resources, Talent/Organizational Effectiveness and Corporate Communications supporting 30,000 North American employees, driving sales in partnership with retailers and recognizable brands.-Leadership role in business transformation, including development of new organizational design, identification of key skills & competencies, creation of incentive plans to drive behaviors for growth and training associates in new roles. -Developed solutions to increase retention, enhance engagement and drive productivity, including communication strategies, career development toolkits and alignment of individual goals with business priorities. -Enhanced talent pipeline by revamping and redeploying the Leadership Development Program, Manager Readiness Program, and talent review/succession planning. -Designed and implemented an integrated compensation review process, saving $672K in the first year. -Led multi-phase $200M cost reduction through spans and layers analysis of senior level synergies and executed redundancy plans for US and Canada business units -Transitioned HR for the Sales and Marketing organization from geography-based to business-based, aligned with operating channels -Led labor optimization programs for field operations, improving value and consolidating teams throughout the country-Led Internal Communications team driving increased employee engagement, Executive level transparency, Brand Innovation, and Transformational Change Management

Executive leader for the human resources function leading 235 HR professionals, responsibilities include: -Served on Executive Leadership Team for all business decisions, new business, acquisitions, and client transactions -Led multiple acquisitions adding $30M+ in revenue and international expansion -Led implementation of a new Human Capital Management system -Developed staffing plans for corporate human resources functions, provided focused leadership to Compensation and Benefits teams during period of vacancy for VP, Total Rewards-Added sourcing capabilities to Acosta’s Talent Acquisition and Deployment function

Responsible for the deployment and operations of the Samsung Field Sales Team through a team of 5 Regional Managers, 33 District Managers and 330 Field Sales Managers in 45,000 stores nationwide • Worked cross functionally to design the corporate and field operational processes, IT systems and infrastructure for organizational effectiveness• Conducted C-level business reviews internally as well as with partners and vendors• Generated the business development initiatives for our field sales team of over 300 Samsung reps responsible for driving sales and marketing in 45,000 points of distribution across the US.• Created and implemented standard operating procedures for Field Sales Team• Implemented Merchandising and Compliance process and key success factors • Implemented a virtual experience online where customers and sales reps can interact with Samsung products via an interactive tutorial, live chat, webcast and content libraryKey Accomplishment: Global best practice award for sales and operationsExpanded the Field Sales Team from 55 reps to 330 reps and implemented local demand generationprograms. Implemented a new Learning Management System and Global Certification Program with 60,000+ internal and external users

Leader of the Organizational Effectiveness and Learning division. Responsible for the design and implementation of organizational design tools and strategies that increase employee and organizational productivity, team effectiveness, and strategic alignment at all levels of a $10B North American Samsung Subsidiary. • Responsible for workforce planning programs including performance management, leadership development, succession planning, and organizational development • Oversaw Global Organizational Effectiveness and Learning functions to develop and implement processes that identify organizational leadership and professional capability gaps• Developed partnerships with key stakeholders in order to drive the implementation of organizational wide transformation strategies and prioritization of development opportunities subsidiary wide through performance management, coaching, and competency model initiatives

Responsible for employee relations, performance management, program development and implementation for over 1,400 employees, supporting a $10B North American Samsung Subsidiary. Managed a team of 5 Human Resources Business Partners. • Designed and implemented organizational structures that supported company strategy, goals and objectives • Managed Business Partner team to drive and implement on organizational wide strategies, talent development programs and performance management processes• Managed development and implementation of employee engagement surveys, succession planning and strategies, workforce planning and organizational effectiveness• Developed and managed programs related to compensation plans and key leadership retention strategies• Lead strategic program implementation related to Talent Management, Workforce Planning and Leadership Development• Effectively managed executive level relationships in order to negotiate and leverage key decisions• Provide Executive and Leadership development related to cultural engagement, management and leadership skills and development

Managed On-site partnerships with Mary Kay Cosmetics, CUNA Mutual, and Samsung Telecommunications with primary responsibility for HR outsourcing, on-site management, contingent labor management, performance management, vendor management, talent and client consulting, workforce planning, measuring success and implementing solutions. • Managed employee relations; assisted with multiple RIF’s, counseled employees and coached managers on performance issues, including Unemployment Claims and Compliance• Conducted market based salary surveys, created salary guidelines and interview design • Partnered with all levels of management, establishing key relationships related to Human Resources and staffing solutions• Provided quarterly and annual HR metrics to Sr. Management detailing employee relations issues, turnover, tenure, and recruiting statistics• Actively researched each client’s company history, industry position and procedures, to better consult on challenges and goals• Developed a Manager Training Handbook providing standard processes for employee issues such as Absenteeism, Benefits management, Co-employment, Accidents, Sexual Harassment, Counseling, Security Policies• Conducted client needs assessments, and partnered to implement recommendations• Initiated internal recruiting efforts in preparation for major hiring initiatives to meet new business needs