Provided strategic organizational structure and practices to support a mission centric second chance employment ethos. Highlights of these activities include:• Developed and implemented an intentional Pallet culture by codifying behavioral expectations of all employees, imbedding culture into recruitment and selection activities, performance, and company wide recognition. • Created and implemented a custom workforce development model that supported our second chance employee unique needs in a whole person approach. Created measurement tools, career, and personal maps to support the stabilization and then growth of all team members.• Strategically addressed financial barriers facing our workforce by updating the employee benefit offerings including sourcing M/D/V policies with clauses unique to our population needs, adding an employer sponsored savings program, creating a safe harbor 401(k) plan, and becoming a certified Living Wage employer. • Selected and implemented HRIS to meet multiple strategic initiatives including:- Driving performance throughout the organization through mandatory position descriptions for all employees, annual goal setting, bi-annual reviews, feedback loops, employee pulse surveys and recognition opportunities.- Create transparency for internal promotional opportunities and external new hire practices.- Create transparency for pay practices by developing and posting pay grades for all positions.- Combine payroll and HR into one system to simplify the employee experience, improve data hygiene and create significant time and cost savings.• Created and implemented policies and procedures to support our team in understanding the way to conduct themselves at work and ensure compliance with labor laws, industry regulations, and internal policies, reducing legal risks and potential penalties.

Providing Director level HR leadership in organizational development, succession planning, employee relations, compensation, performance management, training and development for employees in the US, Canada, UK, EU, Israel, and Australia. Analyze developing strategies and report organizational and cultural impact. Strengthened corporate employee relations philosophy, models, and templates for business partners. Collaborated with senior leadership on Global Operations, Quality, and Vascular Commercial groups at BTG. Designed cultural initiatives and strategies to optimize employee engagement as a member of the Global Culture Team.• Partnered with HR counterparts to integrate BTG vascular commercial, operations and quality intoBSC. Awarded PI Raising the Bar recognition for site closure plan and maintained a 92% professionalstaff and 98% manufacturing staff Bothell site employee retention from closure announcement to siteclosure. Maintained Varithena sales growth 7% YOY post integration with COVID19 headwinds.• Overhauled the hiring process to close positions unfilled for over 200 days with high qualitycandidates.• Restructured the organization to maximize sales attainment with growth curve of 300% YOY sales as amember of the Commercial Leadership Team.• Directed HR due diligence on multiple companies leading to two purchases.• Oversaw HR integration for purchased companies, one CA based company and one Ireland basedcompany.

● I managed HR operations for 900 employees in multiple New Mexico and Washington State locations including employee relations, performance management, learning and development, compensation, and performance evaluations.● I increased productivity by 8.62% and employee engagement scores by 15% while reducing annual turnover by 14.4% with improved KPIs within all categories. ● I designed and implemented a formal investigation process utilizing EEOC best practices and developed training programs delivering company-wide reductions third party claims with 70% reductions in New Mexico and Michigan. ● I planned and managed large scale employee meetings and events while leading initiatives to increased employee engagement and approval ratings with participation increases between 60% to 95%.● I consulted with the legal department to ensure compliance with all relevant laws and regulations while overseeing compliance activities. ● I developed strategic planning strategies, large scale cultural change initiatives, and key accountability initiatives, and productivity enhancing policies in collaboration with the Senior Leadership Team. ● I consulting with the legal department while investigating and managing complaint resolution. ● I represented the company at unemployment hearings and drafted DOL and EEOC responses for the company. ● I supported over 10K employees by recruiting, training, and coaching junior HR partners.

● I oversaw key HR operations for two client groups and over 300 FTEs with in office and remote positions. ● I developed and facilitated a “Leadership 101” ongoing new leader program to develop a foundation of leadership and management. ● I established floating clerical positions that yielded $25K in annual savings. ● I managed employee relations in coordination with managers and employees. ● I improved talent acquisition through resume sourcing, job fair networking, applicant screening, interviewing, and developing key recommendations. ● I trained employees on corporate ethics, performance management, communication, and harassment awareness.● I investigated complaints and compliance issues, maintained detailed documentation, and facilitated conflict resolutions. ● I trained managers on conflict management and alternative dispute resolution techniques.