Collaborate with executive leadership to develop and execute HR strategies that support business objectives and drive growth.• Provide guidance and support to the Leadership team and employees on HR-related matters, fostering a positive and inclusive work environment.• Created and implemented effective recruitment strategies to support rapid growth. Efforts led to direct sourcing of 70% new hires (31/44), resulting in a savings of approx. $900K in recruitment fees.• Implemented performance management programs and guided managers on performance evaluations, goal setting, and career development, enhancing employee performance and retention.• Established competitive employee benefits and welfare programs, ensuring compliance with relevant laws and regulations while optimizing employee satisfaction and retention.

Provided hands-on guidance in revamping the performance management program for Clean Beauty during the 12-week assignment

Introduced framework for Workforce Planning (WFP) capability.• Interviewed 20+ senior leaders to inform the 2020 Strategic Workforce Plan, identifying 4 critical future capabilities to which each function was to prioritize. • Leveraged 2020 workforce plan to re-design Technical Operations function, supporting global manufacturing needs. Roll-out included detailed change management and staffing plans. • Delivered skills, capabilities, and talent development plans for Finance, Legal Affairs, and Technical Operations functions, providing development roadmaps to 200 employees.

Transformed Global HR Operations service delivery. Implemented core HR Operations capabilities (Process Operations, Employee Services, HR Technology, Reporting, and Analytics) as a global hub-spoke model. Led Americas HR Operations, Payroll, and Employee Services team: 22 employees supporting over 5K employees in the US, Canada, Mexico, and Brazil. Accountable for the global Workday platform.• Built functional HR Technology team to support HR COE leads (Talent, Recruitment, Benefits, Compensation) in translating functional requirements into technical requirements across all HR systems.• Consolidated HRBP transactional tasks under HR Operations team, opening up HRBP bandwidth by 20% (onboarding, promotions, leaves, exits, and organization changes).• Designed reporting capability to deliver reliable data for workforce plan reporting, providing leaders with the ability to make data-driven business decisions.• Launched post-implementation Workday stabilization project after 6-month of user experience, ensuring platform was optimized to deliver the desired ROI.• Spearheaded HR Operations and payroll activities for JUNO acquisition (March/April 2018), integrating 800 employees to Workday in 5 weeks.

Led Global HR Transformation project. Directed core project team of 20 workstream pilots / co-pilots across HCM, recruiting, talent, advanced compensation, benefits, payroll, absence, time tracking, reporting, integrations. • Implemented and launched Workday HCM across more than 35 countries (over 7.5K employees) and launch of employee and manager support center (MyHR) within 10 months and on budget.

Served as HR Business Partner to Human Resources (HR4HR), Legal, Corporate Services and Facilities, and LATAM Region: Mexico and Brazil. Selected for development/hybrid role to lead Americas / Asia Pacific HR Operations and Payroll teams (Americas only). • Laid foundation for Global HR Transformation project by rolling out 4 strategic pillars (Plan, Acquire, Develop, and Perform) and designing HR Operating Model (Roles and Responsibilities).• Completed alignment and process mapping of 4 key employee processes (On-boarding/Off-boarding, Promotions, Leaves), improving employee experience and meeting business needs.

Provided hands-on guidance in revamping the HR recruiting process for Aptalis Pharmaceuticals during the 15-week assignment.• Optimized Taleo platform, improving 3 key areas of the hiring process: sourcing, pre-employment, and onboarding.

Established HR function for 110-person company. Linked corporate vision and values to HR programs and policies. Negotiated competitive benefits broker offering.Utilized a point-evaluation system to evaluate approximately 100 positions, established internal pay equity, and delivered a pay-for-performance model.• Authored job evaluation (JE) manual and position analysis questionnaire (PAQ).• Analyzed approximately 100 PAQ’s to assign salary ranges and grades to each position.• Worked collaboratively with function heads to develop clear and uniform job descriptions.• Built profit-sharing model to align performance management ratings to position grades introducing a pay-for-performance model.Reduced HR department cost by 55% through automation and streamlining of major transactional HR activities.• Launched an online benefits enrollment and administration tool (Plansource).• Developed data interfaces between Plansource and HRSource and also between HRSource and ADP Payroll. • Upgraded 401K plan sponsor website for all new enrollments, contribution changes, loans, and rollover requests.• Provided greater benefits value for same commission by onboarding a new broker that offers greater benefits expertise, a member advocacy program to answer employee benefits questions, and an online benefits portal for access to current benefits information.• Automated new hire onboarding process at no cost by using external DropBox and Email TemplatesIntroduced benefits package and PTO policy to better serve the workforce population, increasing employee satisfaction.• Managed the delivery of a comprehensive and competitive healthcare program that is in compliance with the 2014 Healthcare Reform provisions. Administer all benefits programs including leaves of absence. Ensure accuracy of carrier bills and timely settlement of all charges.• Updated vacation and training reimbursement policies to ensure practices are aligned with business needs and culture.

Functioned as HR Business Partner to drive programs and initiatives for multiple client groups. Provided strategic Human Resources support to Valeant's US Specialty Pharmaceutical and Corporate divisions. • Leveraged iCIMS and HRIS technology to onboard 15 acquisitions, streamlining the process and ensuring a positive experience.

Project Managed the HR integration of 3 companies (Aton Pharma, Biovail, and Valeant), working closely with HR leads to harmonize policies, benefits, compensation, and performance/talent management programs.• Determined critical day-1 policies. Co-authored and implemented critical policies (including vacation, sick time, holiday schedule, employee referral, and continuing education). • Ensured off-boarding of displaced employees was tracked closely by developing trackers/checklists to verify asset recovery, severance payout, and COBRA subsidy.• Utilized coaching skills to communicate with and motivate employees during uncertain times effectively.

Directed marketing lifecycle activities for Zovirax Ointment and Cream.

Executed full marketing communication campaigns (HCP & Patient) for 4 of Merck Oncology products.

Implemented and managed Phase III MK-869 Depression Program across 31 countries outside the US (4 protocols).

Led data management activities for 1 Phase III Invanz Pediatric Study leading to FDA filing.