Strategic people partner to the Global Cubic Defense business unit leading talent strategy and execution.At Cubic Defense (CD) we provide networked Command, Control, Communications, Computers, Cyber, Intelligence, Surveillance and Reconnaissance (C5ISR) capabilities for defense, intelligence, security and commercial missions and is a leading provider of live, virtual, constructive and game-based (LVC-G) training solutions for the U.S. and allied forces.

Electronics Solutions commercial division, R&D, Finance & IT• Strategic Leader: Key contributor on the senior management team responsible to understand business strategies and translate them into human resource requirements. Responsible for developing and implementing a performance-based culture of accountability to help us achieve our “Must Do Results” and to propagate the Cultural Behaviors of Rogers. Provide strong business acumen, global cultural awareness, ability to learn, understand and converse around significant business issues with senior leadership.• Trusted Advisor: Provide senior level organizational consultation to executives and leaders. Work with senior staff to insure optimum team performance. Provide coaching to senior leaders and managers through change management and cultural change initiatives to support the goals of the corporation.• Organizational Alignment: Develop and implement initiatives and plans to build required organization capabilities that support outstanding business performance. Lead talent management and succession planning initiatives to ensure risks are mitigated and goals are achieved. Led reduction in force in 2023 resulting in over $10M in cost savings for the organization. • Talent Acquisition: Focus on hiring high potential employees to strengthen succession bench. Hired consultative technical recruiting expertise to avoid high-cost agency fees; resulted in several critical key direct hires with approximately $200K agency cost avoidance. • HR Systems and Shared Services: Partner with corporate HR departments to ensure the delivery of global programs and initiatives in the areas of compensation, benefits, HRIS, and employee engagement. Participate in the continual improvement of the organization’s policies, procedures and customer satisfaction levels. Hands on leadership role with the ERP HRIS SAP integration resulting in removing ancillary systems to one global ERP with YOY cost savings of 200K.

Responsible for all aspects of talent management, and human resources operations for provider of employment drug testing, previous employment, and education verifications.• Reduced turnover in operations roles by 70% in five months. o Hired over 300 employees in six months. Improved time-to-fill average from weeks to days. Eliminated multiple interview steps to increase velocity. Initiated hiring accuracy technology and analytics to improve retention.• Developed skills matrices as a foundation for career path clarity, training, performance management and pay. • Developed a geographic and industry based total rewards approach. o Analyzed competitor and market research data. Developed a compensation plan to compete with local and industry market and reflect increasing value-based skill. o Harmonized three separate benefit policies and programs into one company-wide, industry competitive, cost effective offering.• Selected and managed migration to one HRIS and Payroll system from two separate systems. o Saved $75,000 annually in delivery costs. Enhanced HR capacity and efficiency. Created employee, and manager self-service capability. Documented operating procedures and delivered training.• Collaborated with operations leaders to understand staffing needs, opportunities for productivity lifts through technology enhancements, and pro-actively address staffing capacity. • Developed Employer Brand differentiators. o Met with focus group to understand and develop Employee Value Propositions (EVPs). • Collaborated with CEO on company values. Integrated into talent selection, performance management and communication.

Dental Services Organization operating dental clinics in the Southwest. Lead HR strategy and delivery• Optimized Paylocity HRIS and payroll system to reduce errors, improve data quality and increase engagement• Integrated multiple state benefits into company-wide, industry competitive, cost effective offering• Implemented employee information intranet portal to increase employee self service • Developed data insights into turnover. Implemented related retention programs • Developed market-based compensation strategy tied to performance

Healthcare client engagement SaaS company. Responsible for all aspects of talent management, learning and development, organization design, change management, employee communication and human resources administration• Developed Employee Value Proposition (EVP) programs designed to attract critical-skill employees, retain and engage proven performers and develop employer brand awareness. • Analyzed new hire cohort decay curves to understand when and where turnover was occurring. Set approaches to improve new hire selection, on-boarding and training• Developed an employee flight risk model to predict turnover. Strategized and implemented remediation approaches• Designed market-driven base and incentive compensation plans for sales and non-sales• Enhanced managerial competence through development of an emerging leaders and management training program • Managed company downsizing effort including severance agreements and transition playbook for managers• Overhauled benefit plan offerings to increase competitiveness• Evaluated and selected Human Capital Management (HCM) system replacement• Lead the annual month of charity benefitting the Leukemia and Lymphoma Society. Raised over $43,000 by mobilizing the employees to organize tournaments, sales, talent shows and tons of activities. The month culminated with The Gauntlet - an extreme obstacle course where teams competed for the most company donations and for bragging rights of course! • Improved employee satisfaction survey results. Increased Glassdoor rating from 3.0 average to 3.5

Deliver leading solutions to clients that achieve organization goals, increase capability and effectiveness. I utilize freshest methodologies, data, analytics and technology to enable enhanced performance of human capital.• Designed HR service delivery frameworks. Evaluated cost, service quality and governance, process improvement• Lead the integrated transformation of functions and organizations including target operating model development, process definition, competency alignment, controls framework alignment and implementation activities• Evaluated HR and payroll processes for national and international corporations. Identified control points and control needs, implemented changes to produce greater governance, control and efficiency• Developed workforce transition plans for newly acquired businesses to integrate into the acquirer’s business model. Evaluation and migration included HCM evaluation and selection, case management system evaluation and selection, benefits migration, employee communication, process documentation and training• Key clients included BNPParibas Bank, New York, NY/ Paris, France; J.M. Smucker, Orrville, OH; Societe Generale Group, New York, NY/Paris, France; National Grid Brooklyn, NY/London, United Kingdom, Guangzhou Auto Group, Beijing, China

Responsible for Human Resources, Information Technology, Information Security, Internal Audit, Facilities and Purchasing for the Office of the Commissioner of Higher Education• Organizational change manager during acquisition. Integrated total rewards programs for all companies in the portfolio• Lead an evaluation process on a Human Capital Management (HCM) solution to be used across all subsidiaries and the holding company. Leveraged the Human Capital Management (HCM) investment plan by saving $700,000 in one year• Assessed readiness and ensured compliance with Healthcare Affordability Act implementation across organization• Developed and communicated total compensation programs

Advisor to the President and CEO and the Board of Directors on key business initiatives and strategy for HR, Customer Service and Collections. Key people leader.• Designed and documented all HR, customer service and collections policies for board approval and FDIC compliance• Project Manager on major migrations of credit card processors• Redesigned and implemented collections strategy; reduced delinquency charge-offs to 10% from 15.9% annualized

Responsible for all aspects of organization design, change management, employment, employee relations, compensation, benefits, and risk and facilities management globally. Locations included US, Canada, UK, Netherlands, France, and Australia