Steve focuses on developing a best-in-class culture that attracts, retains, develops, and inspires world class talent to achieve SNP’s mission. He oversees all aspects of Human Resources and partners across all corporate and field organizations. With global experience, he drives synergy and alignment with worldwide locations.

Consult in various areas of Human Resources including Talent Management, Strategic HR Alignment, Organization Design and Development, Change Management, Performance Management, Communication, Employee Engagement, Legal Compliance, Staffing and Selection, Employee Relations, Talent Development and Compensation and Benefits. Various consulting partnerships with Private Equity firms. *Current Assignment - Partnering with General Atlantic on a start-up company in healthcare/technology. Drove initial work in Health and Welfare, Retirement, Policies and Procedures, and Culture integration.

Lead all HR initiatives for the Operations team at Santander Consumer USA. Operations includes Servicing, Originations, Fraud, Quality, Governance, First Line of Defense (FLOD), Sales and Marketing, the Chrysler relationship, Pricing, Modeling, and Statistical Analysis, and represents the largest organization in Santander Consumer. Initiatives include but are not limited to Leadership Coaching, Organization Design and Development, Talent Management, Succession Planning, Employee Engagement, Regulatory requirements, Talent Assessment and Acquisition, Compensation and Benefits, Performance Management, Employee Relations, and Learning and Development. Partner to the COO and Direct Reports.

Santander Consumer USA Holdings Inc. (NYSE: SC) is a full-service, technology-driven consumer finance company focused on vehicle finance and unsecured consumer lending products.As Vice President Human Resources Business Partners, Steve led and developed a team of functionally and geographically-aligned HR Business Partners and Generalists to deliver a broad range of HR services to all areas of the business across multiple locations. Partner with key business leaders and HR Centers of Expertise to deliver commercially focused HR services that enable achievement Santander Consumer USA's business goals, whilst simultaneously driving HR best practices across the organization.

Retained as a Consultant to select firms. Responsibilities include Management Consulting, Coaching, Employee Relations, Selection and Staffing, Training and Development, Legal Issues, Compensation and Benefits, as well as Organizational Design and Development. Currently recruited for and considering Corporate VP and Senior Director roles.

Solera Holdings, Inc. (NYSE: SLH) is a leading provider of risk and asset management software and services to the automotive and property marketplace. With 180,000 customers across more than 70 countries, Solera processes over 200 million transactions annually. As Vice President Human Resources, Stephen led HR for both the Desktop Analytics and Services (DaaS) team, (R&D organization) globally, and he also led the USA HR team. Responsibilities included Talent Management, Executive Coaching, Employee Relations, Learning and Develoment, Organization Development, Compensation, Benefits, Business Strategy, Talent Reviews, and Organizational Design. Stephen drove the HR Strategy and Execution for multiple global locations through a matrix HR organization including Switzerland, Spain, Germany, Brazil, Mexico, China, and the USA. He partnered with the GM and the CFO to restructure the organization improving effectiveness. Steve executed the Solera Organization Review for both the DaaS team and the Global Finance teams identifying organization issues, structure needs, key talent, and succession planning. Steve later drove the qualification of the US HR team and was the interim business partner to the Managing Directors in Minneapolis. Steve led the staffing efforts aligning talent to opportunities, and selecting qualified talent to build the HR function. The results were:• Strategic positions were quickly filled with quality candidates. • Time to fill was improved an average of 50% in less than 4 months. • Staffing practices were restructured improving the selection strategy and communications.• Qualification of the HR Talent in the USA was improved. In the USA, Steve also championed and executed changes in compensation to better align total rewards with the corporate philosophy, as well as change management, communications, employee engagement, and executive coaching which resulted in organization change and structure to better suit the business needs.

Microsoft Corporation is an American multinational corporation that develops, manufactures, licenses, supports and sells computer software, consumer electronics and personal computers and services. Its best known software products are the Microsoft Windows line of operating systems, Microsoft Office Suite, and Internet Explorer web browser. Its flagship hardware products are the Xbox game consoles and the Microsoft Surface tablet lineup. It is the world's largest software maker measured by revenues. It is also one of the world's most valuable companies.Stephen was responsible for the Human Resources function for Microsoft's Windows Development and Internet Explorer teams. In parallel he was the People and Organizational Development Director driving Organization Development for the Windows and Windows Live Division. Steve was the Windows and Windows Live Partner for Windows' India Development business involving frequent travel to India, and championing cross-collaboration with Indian HR and Senior Business Leaders. Among his accomplishments were the following:• Oversaw and implemented the Annual Performance Review Process on a global basis• Led a team of HR professionals covering all aspects of HR including Organizational Development, Organization Design, Performance Management, Team Development, Team Communications, Leadership Coaching, Employee Engagement, Succession Planning,and Talent Management.• Collaborated with and influenced the Staffing Organization to set the talent acquisition strategy• Drove the People Review process from end to end. Ensured that key changes were reviewed and implemented and that key talent was noted for future roles or new challenges. This process led to several future VP’s being identified and promoted.

As HR Director for the Core Operating System Division (COSD) Stephen oversaw all aspects of Human Resources and Talent Management including but not limited to HR Strategy, Business Alignment, Performance Management, Leadership Coaching and Development, Organizational Development and Design, Performance Review, and Compensation, and consulting on staffing. Accomplishments include:• In partnership with the Senior VP, led the restructuring of the Core Operating System Division resulting in the first timely shipment in six years• Built the HR Team resulting in recognition as a high performance team• Through a talent review process identified new leaders and those ready to move to new challenges, as well as a focus on employee retention.• Built a partnership with campus recruiting resulting in a record number of hires and interns• Designed metrics and process identifying staffing priorities and partnered with staffing to fill key roles• COSD HR and OD designed a program that identified and encouraged collaboration skills between Development, Test, and Program Management improving product development and team interaction

Steve was responsible for all Organizational Development activities in the Microsoft Business Division (Information Worker) including driving and developing the People Review, building a competency model, and consulting and implementing development activities. This resulted in identification of key employees, promotions to senior levels, succession planning, and organization structure. The People Review accomplishments include:• Designed, created and participated in the presentation to the CEO of Microsoft.• Recognized by the President of the Microsoft Business Division for outstanding work.• Recognized by the Senior Vice-President of HR for an excellent People ReviewCompetency development led to identification and selection of areas of development for future identified leaders strengthening the company's and division's bench for the executive levels.

Stephen's responsibilities covered various teams including the Desktop Applications Division, the Office Product Group, the Business Product Group (BPG) Finance team, the BPG Marketing Team, and the Project Development Team. During this time was the HR Leader on the $150M acquisition of Groove Technologies. Led the HR role in revamping the application of FLSA guidelines for the Microsoft Test Function greatly reducing the company's legal risk, and Steve was the HR Leader on companywide Marketing reorganization. Drove much of this work through teams of HR professionals, or partnering with cross-organizational HR teams to meet overall objectives.

Extended Systems provided the expertise, strategy and solutions to help enterprise organizations streamline their business processes through mobile technology. Extended Systems' OneBridge mobile solutions suite enabled companies to mobilize critical enterprise applications such as e-mail, field service, sales force automation (SFA), enterprise resource planning (ERP) and customer relationship management (CRM). Extended Systems has more than 2,500 enterprise customers worldwide and key alliance relationships. Founded in 1984, Extended Systems has offices and subsidiaries in the United States and worldwide. Stephen reported to the CEO and the Board and was responsible for all aspects of Human Resources for the company. Conceived and implemented several projects to facilitate cultural change, as well as KPI's and metrics to measure success. Designed and managed an Employee Engagement survey improving employee satisfaction, and implemented changes that led to employee satisfaction increasing by over 30%. Drove and implemented talent management changes that reduced undesired turnover, and improved time to fill by over 35%. Introduced benefit cost sharing while improving overall coverage and reducing cost. Reviewed and redesigned the 401(k) plan to meet 404c guidelines, and reducing potential legal risk. Accountable and presented to the Board of Directors on Compensation and Benefits. Conceived employee communications and programs that improved morale and built cross-group information sharing. HR Business Partner to the call center in Bozeman, Montana managing employee engagement, staffing, and reinforced a campus partnership with Montana State University.

Responsible for all Organizational Design and Development activities in the Operations group which was the largest organization in Compaq. Evaluated and validated the manufacturing team talent testing process for direct labor to ensure it met with all Federal and State regulations. Developed a succession plan, competencies, and development plans for the VP and staff. Led the communications team in partnership with McKinsey & Co. associates during the corporate reengineering process. Led the redesign of all manufacturing supervisor line training. Drove HR Partnership for Manufacturing lines while covering HR personnel shortages.

Responsible for conceiving and driving the HR strategy and programs for a 17 state area. Reduced the size of the HR team and improved coverage and support. Through my team, we designed and implemented a development catalog that became the prototype for other field sales teams. Conceived and partnered with the Finance Manager to implement a succession planning and workforce planning tool that was widely recognized as impactful and effective. Business partner to the Vice-President of Sales and his staff, and HR Partner to the Operations Director and his staff. Partnered with external consultants to develop management training that reduced employee turnover and improved employee satisfaction. Led organizational efforts that resulted in key changes in sales management roles upgrading performance, and focusing leadership. Recognized as Apple Sales Operations Group of the Year.

Responsible for efforts of the HR team covering a 10 state area. HR team included an administrator, two HR Generalists, a Benefits Administrator, and Staffing. The Business Partner to the Area Sales Director and staff. Responsible for all HR functions including talent management, talent acquisition, performance management, employee relations, compensation, benefits, and leadership coaching and development.

Held various positions supporting Manufacturing, Operations, Distribution, and Research and Development. Responsibilities included Talent Management, Organizational Design, Training, Leadership coaching, Compensation, Benefits, Staffing, Performance Management, and Employee Relations.