Wealth & Investment Management, Private Wealth Brokerage and Wealth Management Investments Enterprise Staff Groups, Law Department • Provide strategic HR consultation and human capital solutions to senior executives, Operating Committee members and leaders throughout complex and matrixed lines of business (LOB) in all aspects of HR, aligning business and operations needs to deliver human capital effectiveness• Change leader in Wells Fargo’s Efficiency and Effectiveness 2020 (E&E) strategic initiative, effecting 2019 cost saves of $9.6 million in 2 separate LOBs to drive effectiveness, innovation and risk management to streamline operating models, increase agility, increase speed to market, strengthen operational controls, redesign organization structures, align manager spans of control, review location optimization, ensure regulatory compliance, and lower expense ratios• Drive business results through human capital planning, providing nimble HR consulting expertise aligned with business needs and corporate strategy, informed by workforce analytics, HR operating model and risk management • Design and implement innovative human capital solutions and related decisions amid regulatory pressures impacting G-SIB banks, provide credible challenge, collaborate and leverage partnerships with HR Center of Excellence (COE) teams to bring holistic approach to solving human capital needs spanning the talent management lifecycle• Manager for HR team associates, focus on individual growth and team development opportunities • Mitigate risk by providing proactive risk management leadership and representing the HR seat at the table as a voting committee member for regulatory oversight meetings and required reporting • Led or partnered in the implementation of projects and initiatives as the HR consulting subject matter expert, collaborating with cross-functional and cross-LOB business leaders, HR COEs, and key stakeholders (WIM, Consumer, Wholesale Investment Bank)

Consultant role for enterprise-wide initiative: Talent Acquisition Management Services (TAMS) • Interacted with talent acquisition senior leadership on redefined processes and workflows aligned with vendor Applicant Tracking System utilizing Kenexa/IBM Brass Ring technology• Defined standardized and realigned roles, swim lanes, compensation models and redefined business practice process• Directed process modifications, workflows and staffing realignments to instill consistent client support model across the enterprise and increase efficiencies by realigning resources, reducing risk and automating process

Business operations director responsible for HR, accounting, systems and operational integration, practice area analysis, workflows and integration, facilities and vendor management, efficiency improvements, budgeting and financial analysis

Senior leader accountable for directing human resource, talent acquisition and leadership development initiatives for the largest account in the global corporate real estate firm. Led a multi-regional and international team of eight (8) human resource direct reports. Advised, partnered with and integrated multiple, complex business service lines, including multi-state union environments. Key accomplishments:• Improved talent acquisition strategy and ROI through metric-based performance measurements: • Effected cost saves in excess of $2 million;• Decreased voluntary turnover by more than 50%• Decreased vacancy rate by 75%; • Reduced time to fill by an average of 24 days;• Drove initiatives resulting in a 15+% improvement in voice of customer talent scores • Delivered 100% results on client Price of Admission staffing metric, achieved a $1 million incentive premium opportunity for accountHR Project/Change Management – Project SME providing sponsorship, leadership and oversight; established best practices in achieving high performing teams through Leadership Development strategic objectives, including establishing a learning and development council, diversity and inclusion council, introducing and embedding programs such as Top Grading, Situational Leadership, Grow coaching, the Leadership Pipeline, enhanced onboarding, reward/recognition programs, compensation modeling, recruiting efficiencies, virtual work environments, sustainability initiatives and talent review processes.

Human Resources Manager, Senior Vice President – Global Wealth & Investment Management Group (GWIM) Asset Management Group, Banc of America Capital Management (BACAP); Asset Management Group – Retirement and Trust; Banc of America Investment Services, Inc. (BAISI) – Brokerage GWIM line of business HR support inclusive of Institutional Retirement, Trust, Sales, Estate Planning, Fiduciary Services, Real Estate, Tax, Charitable Gifts, Compliance/Risk, CAO, Marketing Training, Program Office and Strategic Process, Brokerage, Mutual Funds (Proprietary and Affiliated Fund Families), Presidents of Private Bank Regions and the Credit/Banking Executive for the Private Bank. • Responsible for providing strategic input to, and driving the implementation of, Human Resources strategies for enhanced human capital program aligned with corporate and line of business efficiency and effectiveness needs.• Provided ongoing coaching, advice, counsel and feedback to Senior Executives and business leaders to enhance effectiveness on both a personal and organization level• Facilitated the development of enhanced compensation strategies and measurement scorecards for sales roles• Mobilized project management teams and support for projects and initiatives, provided business partner communication and change leadership through business realignments, strategic transitions and efficiency initiatives• Effected several multi-million dollar cost saves by providing HR leadership through downsizings and strategic re-alignments due to mergers, acquisitions, efficiency exercises and/or changes in strategy