Promoted to Chief Human Resources Officer for Kushner Companies, a diversified real estate organization headquartered in New York City. • Partner to the leadership team in managing the company’s ongoing evolution and growth. • Oversee human resources management, set the agenda for workplace culture, provide an appropriate emphasis on employee experience, and allow our organization to approach HR from a more strategic, long-term perspective.• Partner to create a best in class, solution-oriented, accountable and caring culture.• Grew from 500 employees to 800 employees via hiring, development and acquisitions. • Consolidated multiple benefit plans, 401k programs and payroll systems for greater efficiency and significant cost save. Implemented Ceridian DayForce Human Capital Management systems.• Implemented management training and the Predictive Index assessment platform to improve hiring quality and employee retention. • Manage a geographically dispersed team of 12 human resource professionals.

Interim Global Head of HR supporting Thomson Reuters Financial & Risk - Customer Proposition (Product Strategy organization) Serve as the strategic HR leader supporting this 1,500 person global organization. Responsible for change management work with Blackstone in a partnership to spin-off the Financial Market Data organization that became Refinitiv, as well as business as usual HR operations. Consulting assignment to end August 2018.

Served as advisor and resource on all related organizational development and human resource matters, including organizational design and employee development, recruiting and retaining talent, compensation and benefits, and employee relations. Direct report to the Chief Executive Officer, strategic partner to the leadership team and report to the board of directors as needed.• Lead full service Human Resource department consisting of four staff members supporting 150 -200 full-time employees, at a publicly traded company with 380 million in revenue and a 4.5 billion market cap. • Strategic yet able to roll up sleeves and execute implementation of engaging programs, processes and policies to include re-design of all benefit plans resulting in significant cost savings and higher employee satisfaction; redesign recruiting & retention resulting in lowering overall turnover by half; design and execute leadership & management development; increase focus on performance management, employee relations and a pay for performance compensation structure. Manage continuous organizational change and redesign. • Responsible for all Marketing, Communications and Office Services. Manage website, brochures, presentations, marketing materials and all internal communications.

Served as a strategic partner on a range of business solutions related to people and organizational effectiveness. Contributed to the company’s strategic and operational goals in cooperation with the executive team and the board of directors. Responsible for human capital management across Publishing, TV, Radio, Merchandising, Sales and all corporate functions. Direct report to the Chief Executive Officer.• Lead, motivated and developed a fully integrated and customer service focused human resources organization of ten staff members supporting 600 full-time and 350 contingent employees, at a publicly traded company with 250 million in revenue.• Identify and drive talent and organizational strategies to support MSLO's rapidly evolving digital, publishing and retail businesses. Implemented management training; increased focus on performance management and implemented a pay for performance compensation strategy. Responsible for payroll and benefits.

Senior Vice President, Human Resources – Global Markets Research Technology (3/2008 - 4/2010) Provided counsel to Chief Technology Officers on global HR initiatives, including strategic planning, talent and succession planning, organizational design, performance management and change management to ensure the Commodities, Credit and Operations technology organizations attain short and long range business goals. These teams supported a business generating 5.8 Billion in revenue for the bank. Heavy focus on integration of Merrill Lynch acquisition. Lead a team of two direct reports and five indirect reports.Senior Vice President, Human Resources – Global Treasury Operations (7/2006 - 9/2007) Accountable for driving end-to-end HR processes including, recruiting, compensation management, and employee relations. Focused on succession planning and development for 3,500 Bank of America treasury and cash management operation Associates operating across the globe in 24 countries.

Global HR business partner for staff functions; responsible for compensation, employee relations, performance management, cost savings and talent planning for 700 employees globally. Lead reduction in force resulting in 10% cost savings. Managed 1 direct report. Reported to Executive Director, HR.

Senior Manager, Corporate Human Resources (1/2002 – 6/2006) Supported global enterprise-wide, large-scale organizational change initiatives for Warner Lambert and Pharmacia acquisitions, and the divestiture of the Consumer Group to Johnson & Johnson. Responsible for staffing and development of HR high potential Leadership Development & Internship Program. Accountable for $400,000 budget. Managed 5 direct reports. Reported to SVP HR Strategy.Global Human Resource Manager (7/1999 – 8/2000) Business partner supporting the Pfizer Health Solutions business, Finance, Business Development, and Technology organizations; Managed talent planning processes at all levels for 2000 associates globally.HR Management Associate (6/1997 – 6/1999) Participated in two-year Leadership Development Program for high potential individuals. Focused on communications, compensation, training & development and support for the international pharmaceuticals businesses.

Supported the Service Provider Line of Business as a generalist focused on performance management and analytics; also assist in a reduction in force of over 8000 Cisco employees.

Served as the first point of contact for the business on all people related issues, focus was on talent acquisition.