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Message Sapna Welsh +1 614 563 5757  sapna@leveragehr.com  linkedin.com/in/sapnawelsh/ EXECUTIVE SUMMARY Entrepreneurial leader and founding partner of a boutique consultancy, known for delivering tailored, high-impact solutions in leadership and organizational effectiveness. Proven success driving business growth, expanding a loyal client base, and building a trusted brand recognized for results and lasting partnerships. PROFESSIONAL EXPERIENCE Leverage Leadership (formerly Leverage HR) 2006 – present Partner - Columbus, Ohio; Bonn, Germany Established and grew Leverage Leadership, a leadership development and organizational effectiveness firm serving clients across the U.S. and globally. Built and scaled the business over two decades delivering high-impact solutions in leadership, inclusion, and organizational effectiveness. Known for driving measurable results, fostering long-term client relationships, and creating a trusted brand recognized for its personal touch and strategic insight. ● Consult directly with CEOs and top executives of client organizations, aiding in developing leaders, improving leadership team dynamics, and architecting strategies and solutions to craft inclusive cultures and promote organizational effectiveness to better meet the demands of the 21st-century landscape. ● Designed and launched three core service lines—Leadership Excellence, Inclusive Excellence, and Organizational Effectiveness—delivering customized programs that address evolving workforce challenges through data- and AI-driven insights. ● Oversee a team of 30 consultants, and staff, achieving a consultant retention rate of 95% over five years and winning the "Enterprising Women of the Year" award in 2023. ● Increased firm revenue by an average of 20% year-over-year, resulting in Leverage HR being featured in HR Magazine in 2022. ● Published “Women Leaders – The Power of Working Abroad” (2019), a university course supplemental that explores how to elevate women in leadership pipelines by working and living abroad, a powerful development approach. Published Worldly Women – The New Leadership Profile (2013), endorsed by global business leaders and recognized by Get Abstracts for research on breaking the glass border. ● Recognized thought leader in women’s leadership development with multiple articles published in Huffington Post, SHRM Global HR Trends, and T&D Magazine. Published the Women’s Transition Barriers study with JUMP, EU women’s organization, which highlighted the unique challenges women across 20+ nations faced when pursuing next level roles and offers concrete solutions. ● Designed and launched the "GPS" Global Parity Spotlight survey in 2018, which reinvigorated D&I initiatives by using survey results to identify action steps leaders could drive to build psychologically safe cultures. ● Secured keynote speaking engagements at prominent venues, including OSU working professional MBA Keynote, AIG Keynote (Japan), TEDx (GM), AIESEC global conference, and Dialogin European conference. JPMorgan Chase 2002 – 2006 Director Talent Management – Columbus, Ohio Led strategic portfolio of talent and diversity projects to bolster Technology & Operations divisions in the US market. • Designed and implemented a 12-month rotational program aimed at growing key technical, business and leadership skills of recent college graduates to grow talent pipelines. o Over 100 hires completed the development program and were placed into positions typically staffed by candidates with 3+ years of experience. • Led an executive steering team to establish an integrated diversity initiative including defining targets, facilitating training, and analyzing metrics to track progress. The initiative was highlighted in Diversity Careers magazine. • Architected and administered the Balanced Scorecard for the division, aligning strategic objectives with performance metrics to drive execution and accountability. Led data collection, analysis, and reporting processes, ensuring timely updates and actionable insights for senior leadership. Supported goal-setting, monitored key performance indicators (KPIs), and facilitated quarterly performance reviews to inform strategic decisions.

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e-Bank 2001 - 2002 Director of Human Resources – Columbus, Ohio Served as a core member of the executive leadership team, reporting directly to the CEO, for a high-growth CRM software start-up backed by leading technology and financial services partners. Spearheaded the creation and execution of the Human Resources function, aligning talent strategy with aggressive business growth goals. • Built the HR function from the ground up, including recruiting, HR operations, employee onboarding, development, and performance strategy. • Designed and implemented comprehensive HR programs, including employee benefits, organizational pay bands, a company-wide incentive plan, and a performance-integrated stock option program to attract and retain top talent. • Scaled the organization from 5 to 100 employees in under 12 months, supporting rapid expansion in a highly competitive tech market. • Oversaw HR operations, led a team of HR professionals, and managed a $1M annual budget with a focus on strategic workforce planning and organizational effectiveness. Nationwide Financial 1998 – 2001 Organizational Development Consultant – Columbus, Ohio Advised senior leadership on aligning talent development strategies with business objectives, focusing on succession planning, workforce development, and building critical business skills . • Served as Project Director for a large-scale skills inventory initiative, impacting over 1,000 users in its first year. Developed a workforce readiness plan that defined career progression competencies, enhanced talent utilization, and enabled targeted development and resource redeployment. • Launched a mentor pool program using assessment tools to strategically pair high-potential employees with mentors, accelerating the development of key leadership competencies. • Founded and led an IT Women’s Leadership Forum to advance gender diversity and increase the representation of women across the IT function. Deloitte & Touche 1994 – 1998 Human Resources Manager – Columbus, Ohio Managed key HR functions including talent acquisition, retention, compensation, benefits, training, coaching, and compliance with affirmative action policies. Partnered with leadership to drive people initiatives. • Re-engineered the College Relations Program to elevate employer branding, strengthen alumni engagement, and increase conversion rates of top-tier student hires. This included support to business students at regional universities through mock interviews and resume workshops, contributing to a strong talent pipeline. • Played a key role on the Diversity and Women’s Initiative (WIN) Committee, helping drive a firm-wide strategy that resulted in a nearly 30% increase in women leaders over several years. • Designed and launched a comprehensive Onboarding Program for the Columbus office, which was later adopted across the Midwest Division to accelerate new hire integration and engagement. EDUCATION The Ohio State University – Max Fisher College of Business Master of Labor and Human Resources George Washington University B.B.A. in International Business PROFESSIONAL ACCOLADES Certifications: Registered Corporate Coach (WABC Accredited | Level 2 - CBC), Professional in Human Resources (PHR); Hogan, DiSC, EQ, Workplace Big5, Business Chemistry, Career Architect, StrengthsFinder, 4 Stages, Intercultural Development Inventory Boards: NC4K (exec committee); Leadership Westerville. Formerly with Family Mentor Foundation (exec committee); WELD (national exec committee); New Directions Career Center; Key4Women; Franklin University HR Curriculum Advisory

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BOB WELSH +1 (614) 563 - 8779 | bob@leveragehr.com Leverage HR July 2018 to present Partner Columbus, OH One of two partners leading sales, solution development, and delivery of leadership development and organizational effective solutions for domestic and international clients. Co-led the evolution from a solopreneur practice to an on-demand firm achieving 40% CAGR over the last 4 years. The firm currently has 28 senior consultants and a 3-person operational team. ● won Inc Magazine's Best in Business for Coaching (2023) and HR Manger Magazine, Best in for DEI (2022) awards ● increased penetration into to public power space by 40% through a new strategic partnership with HCI ● reduced administrative activity by 15% through the creation and sales, operational and financial SOP’s, migration of financials to QBO, and outsourcing accounting, staffing procurement and operational roles IQVIA August 2017 to July 2018 Senior Vice President, Talent Management Philadelphia, PA Led Talent, Learning and OD functions for this Fortune 500 Technology and Healthcare company. Led team of 30 and $6M outsourced training team of 100. Responsible for Talent Strategy, Performance Management, Succession Planning, Leadership Development, Sales, Technology & Clinical training, and Change Management. Fortune Most Admired Company 2018. ♦ co-sponsored Organizational Network Analysis (ONA) pilots in twenty countries with CEO of Consulting to enable integration, work team design, and innovation of new service offerings ♦ increased outsourced training utilization by 15% and reapplied savings to deploy next-gen CRA training for clinical trials ♦ increased Sales Training coverage by 50% for same spend by leveraging MOOCS and simulation solutions ♦ co-sponsored enterprise AGILE and Machine Learning bootcamps with CIO & CEOs of Applications & Consulting ♦ executive sponsor for Workday HCM deployment to 60K global user replacing 4 HCM and 3 LMS systems DeutschePost DHL February 2005 to January 2017 Group Vice President, Learning & Development Bonn, Germany August 2009 to January 2017 Appointed to key expat assignment and HR Board to establish an enterprise Learning and OD function for DPDHL, the Global Mail and Logistics leader. Led a team of 30 directs and ~250 indirect reports supporting 550K employees in 220 countries. Responsible for integrating Executive & Leadership Development, Performance Management, D&I, Culture, and all Talent and Learning systems. Awarded Best Workplace by Great Place to Work, Top Global Employer by Top Employers Institute and awarded Most Admired Company by Fortune. ♦ deployed the first cross divisional executive development program for top 2000 leaders to introduce Strategy 2015, focus on individual development and increase collaboration & networks. Redesigned and launched for Strategy 2020 ♦ led Diversity & Inclusion council implementing BRG’s and global slate commitments to increase leadership gender parity ♦ created new Core Competencies and aligned new performance management process and STI rewards program ♦ led 5M€ project to deploy HCM (CSOD) system and launched competencies, performance, and rewards programs ♦ consolidated ~ 80 LMS’s and 15 content providers increasing employee access from 35K to 425K users ♦ implemented an HR certified program that included 1.5-day re-orientation of 5K HR staff globally, Leading Transformation, Talent Reviews / Succession Planning, Employee Relations, Global Recruiting and Job Architecture/ IPE modules.

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DHL Regional Vice President, Organizational Capability Columbus, OH February 2005 to December 2009 Recruited to rebuild Organizational Capability function for the Americas region of this global logistics leader (#1 Warehousing, #3 Air / Ocean). Built and led a team of ten across 19 countries in the Americas. Responsible for HR Strategy, Workforce Planning, Performance Management, Succession Planning, Leadership Development, and Employee Engagement. ♦ redesigned all Talent Processes (recruiting, on boarding, performance, development, succession) and implemented through a new HCM which was deployed in 18 countries and four languages ♦ led succession planning from the Board to the site level. Aligned bottoms-up calendar, tools, and analytics to identify talent and feed new workforce planning approach. Increased cross sector moves by 30% and internal staffing of general managers from 20% to 70% in 9 key markets. Increased overall bench strength (back fills) by ~25% ♦ established Leadership Development Council which sponsored High Potential and Women's mentoring program ♦ implemented the first employee opinion process and deployed for 50K users in four languages. Annual process of survey, feedback and action planning was integrated into quarterly BRM's, Succession Planning and Performance Management processes Scotts Miracle-Gro July 2000 to February 2005 Manager, Organizational Development / Manager, OCM Marysville, OH Held various roles for this global leader of Fortune 1000 Consumer Goods and Services company. Roles included Change Management (OCM) lead, HRIS lead, HRBP for Lawncare division and OD lead. Teams varied in size from one to thirty directs. ♦ led OCM (Org Design, Communications, Training) for 4 SAP ERP implementations across NA and Europe ♦ led $5.5M project and team of 30 to convert PeopleSoft to SAP HR including manager and employee self service ♦ led transformation of Lawncare division including structure, roles, systems, and incentives leading to 15% revenue growth ♦ personally developed 32 functional competency models and introduced competency-based tools and processes including 360-degree feedback, performance management and succession planning Cap Gemini August 1995 to July 2000 Manager, HR Columbus, OH Held various roles for this Global Technology and Management Consulting firm. Various roles included Sr. Recruiter, HR Generalist and Manager of Training & Technology for Columbus Branch. During this period, the branch grew from 60 to over 400 employees and staff turnover decreased from 35% to 12%. Established the largest training center in the US. Assigned to America's team by Group CTO to launch Knowledge Management. Assigned by CLO as initial faculty / presenter for Corporate University established in Paris, France and as team member to fully launch the new corporate university in Europe. EDUCATION, CERTIFICATIONS & BOARDS MBA, Otterbein University, Westerville, OH (2003) BA, George Washington University, Washington, DC (1993) ICF Credentialed Coach (PCC) / Prosci Certified Change Practitioner / First Choice (Six Sigma) / PERFORM (project management) / various assessment tools including DISC, Hogan, FIRO*B, MBTI, 360’s. ICF - Chair, Nominating Committee for Global CIO Board: Member, Nominating Committee, for Global Board / Columbus Chamber, Membership Engagement and DEIA Committees / City of Westerville – Personnel Board / ACMP – Membership Engagement Committee

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C h r i s t a L y o n s 680 E. Lakeland Drive  Allyn, WA 98524  (360) 204-2578  cjlyons@wavecable.com PROFILE Pragmatic, empathetic, and organized professional with more than 20 years experience in Human Resources working with Leadership Teams to drive high performance. Highly effective leadership coach supporting clients by providing alternative perspectives, brainstorming options, and recognizing progress as they try out new ideas and observe the results. Compassionate partner, assisting clients in creating and organizing a plan to accomplish their personal and professional goals. SKILLS  Leadership Coaching  Org. Change Mgmt.  Skill & Capability Assessment  Communication  HR Program/Project Management  Organization Restructuring  Training & Development  Performance Management  Acquisitions/Mergers  Client Consultation  Thought Leadership PROFESSIONAL EXPERIENCE SOUND COACHING SOLUTIONS, LLC Owner, Leadership Coach Sept 2017 - present Create the space that my clients need to define their goals and build the roadmap to accomplish them. An important part of my job, as a coach, is to listen. I ask powerful questions that enable clients to explore ideas and options that move them towards achieving their goals. I strive to understand clients' unique goals, motivations and values and tailor my approach, accordingly, utilizing strategies, tools, and resources to assist clients in maximizing their potential. BETTERUP Leadership Skills Coach (Contractor) May 2017 - present Partner with emerging leaders in prominent organizations using the latest evidence-based approaches and behavior tools to drive meaningful change in clients’ growth and development, personal relationships, and self-care. JP MORGAN CHASE Strategy & Transformation Manager, Executive Director, July 2016 - May 2017 Responsible for defining and driving the organization and operating model strategy to support and deliver on the organizational vision. Created, implemented, and led the change management effort around the multi-year organization plan. Leadership Development Coach, Executive Director, Aug. 2014 - July 2016 Provided 1:1 leadership development and coaching to senior technology leaders in the areas of: communication, team dynamics, executive presence, and time management. Coaching increased performance specifically through streamlining work, upper management visibility, stronger communication leading to faster solutions and results, improved partnerships, productivity and efficiency increase, more control, less stress and overall higher satisfaction. Senior HR Business Partner, Executive Director, Feb. 2012 - Aug. 2014 HR Business Partner, April 2002 - Feb. 2012 Promoted to senior HR support for Technology Infrastructure organization. Served as primary HR relationship manager for line of business with global population approx 7,000 resources.  Partnered with executives to create and drive HR strategic plan in the areas of organizational design, talent and performance management, organizational development, compensation, and policies & procedures. Collaborated with global HR team to execute all people practices.

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 Partnered with senior managers continually on large-scale reorganizations. Work included providing thought leadership on design of new organizations, defining new roles, creating, and leading resource placement process, and ensuring clear communication across the organization.  Led HR workstream to integrate technology functions and resources through iCTO Integration Program including constructing new organizations, assessment of roles/skills/capabilities, realignment of titles/grades, communication, overall change management.  Created and facilitated training for managers in the areas of: FLSA, Objective Setting, Writing Resumes, New Manager Training, Performance Management, ECS Mgmt. Development Series.  Played a key role in launching and running the GTI Mobility Forum as a means of mobilizing senior level talent across the organization.  Led compensation practices including annual year-end compensation process, new hire compensation analysis, mid-year cohort analysis, and expat / relocation process.  Played a key role in three mergers/acquisitions over a 6-year period, integrating full time and contract resources into client organization - organization and role design, role assessment, resource placement, restructuring, communication. EC OUTLOOK Resource Manager / Corporate Recruiter October 2001 - April 2002 HR Generalist / Corporate Recruiter February 2001 - October 2001 Fulfilled a broad range of HR functions, including recruiting and sourcing, salary administration, personnel management, vendor management, employee relations, labor market research, compensation planning, overseeing disciplinary action, maintaining job descriptions, creating new hire training plans and creating/delivering new employee orientation and interviewing/employment law training. THE LIMITED, INC. HR Coordinator August 1999 - February 2001 Intermediary between search partners and candidates with responsibilities including: open job report/data analysis, creation of job descriptions for management & exec level positions, developed cycle time standards, process, and reporting, assisted in creating new hiring web site for stores, hiring reporting metrics, competitive analysis of hiring standards, creation & implementation of exit interview survey process, trained associates on leadership review process software package, and trained sales force on Root Learning Maps. SELECTIVE STAFFING, INC. (SSI) / AON CONSULTING, OSD Programs Account Leader December 1998 - August 1999 Project Associate June 1997 - December 1998 Consulted with Fortune 500 companies to provide end-to-end hiring process including: process design, sourcing, resume screening, assessment (testing, behavior screening), interviewing, candidate, and client communication. In addition, managed 13 field staff across the US who were fulfilling client contracts. Also responsible for developing contract requirements, interpreting contracts, fulfilling contract obligations. EDUCATION & CERTIFICATIONS MIAMI UNVERSITY — Oxford, Ohio Bachelor of Arts (BA) in Psychology, Organizational Behavior Management Minor - 1997 Certifications:  iPEC Certified Professional Coach (CPC), 2014  iPEC Energy Leadership Index, Master Practitioner, 2013  PHR (Professional in Human Resources), 2003

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ANITHA REDDYExecutive Coach | Leadership Development | Product Leadership Executive19723587823 reddytocoach@gmail.com http://linkedin.com/in/reddyak Dallas, TX US CitizenSUMMARYTransformative Executive Coach, Leadership Development Expert, and Senior Product Leader with over 15 years of experience empowering senior leaders across finance, healthcare, technology, and professional services industries. ICF PCC-certified with a proven track record of delivering measurable leadership development, organizational effectiveness, and business transformation. Partner with executives to enhance clarity, agility, and impact through inquiry-based coaching, strategic leadership development programs, and group coaching engagements. Adept at driving product vision and execution in large-scale organizations while building coaching cultures and enabling sustainable growth through leadership mastery.EXPERIENCEExecutive CoachBravely01/2019  Present New York, NY Remote)Partnered with over 100 corporate leaders including Vice Presidents, Directors, and Senior Managers across Fortune 500 and mid-market companies to strengthen leadership presence, decision-making, influence, and resilience.Coached clients through promotion readiness, resulting in over 60 client promotions to Director and VP-level roles across industries.Conducted over 3,000 coaching sessions with a 77% repeat engagement rate, driven by tailored coaching frameworks focused on career progression, stakeholder management, and leadership effectiveness.Delivered coaching focused on strategic communication, change leadership, and team effectiveness, contributing to up to 25% improvement in client-reported leadership competency scores.Model ICF PCC ethics and competencies, and contribute to Bravely’s coaching methodology, peer development, and program design.Vice President, Product Management & Leadership DevelopmentFidelity Investments04/2013  04/2025 Westlake, TXProgressive leadership roles: Senior Project Manager  Director, Product Manager  Director, Product Analysis People Leader  Vice PresidentIncreased customer engagement and satisfaction scores NPS by 20% by defining strategic product vision, leading cross-functional delivery teams, and aligning product roadmaps to evolving customer needs.Accelerated team delivery by 15% by building high-performing, agile teams and aligning talent resources with business priorities to enhance focus and velocity.Strengthened internal leadership pipeline by 25% by coaching and mentoring over 200 emerging and senior leaders across divisions, focusing on succession planning, stakeholder management, and leadership readiness.Embedded a sustainable coaching culture impacting over 500 employees by designing and facilitating internal coaching, leadership labs, and scalable learning experiences across business units.Elevated manager and senior leader effectiveness by serving as a leader of people leaders, directly coaching and developing frontline managers and mid-level executives to drive team performance and organizational outcomes.IT Project Manager | Certified Scrum Master | Technical Account ManagerExcentus Corporation (acquired by PDI Technologies)11/2006  10/2011 Addison, TXImproved client satisfaction and system reliability across 22 retail sites through enterprise data migration and platform upgrades.Increased customer engagement for Fortune 500 retail and oil & gas clients by leading customized loyalty program implementations.Boosted operational efficiency and reporting accuracy by launching an enterprise customer portal across multiple client systems.LEADERSHIP & COMMUNITY IMPACTPhilanthropy & Charity Event OrganizerRaised over $50,000 through community fundraising, including a recent $10,000 Mental Health Awareness Benefit. Led planning, sponsorships, and event execution to drive awareness and donor engagement.Executive Board Member & Speaker Coach  TEDx SouthlakeProvide strategic leadership for TEDx Southlake, leading speaker selection, coaching, event design, and program delivery.KEY ACHIEVEMENTS Coached 100 Senior Leaders GloballyAccelerated leadership growth, career advancement, and measurable skill improvements across Fortune 500 and mid-market organizations through targeted 11 and group coaching engagements. Increased Leadership Pipeline by 25%Designed and delivered leadership development programs that strengthened internal succession pipelines and helped underrepresented talent advance into key leadership roles Conducted Over 3,000 Coaching SessionsSuccessfully coached executives and teams globally across finance, healthcare, technology, and consulting industries with consistent positive impact metrics. Recognized Global Thought Partner & MentorTrusted by senior executives and industry organizations to build coaching cultures, create leadership development frameworks, and mentor emerging leaders.SKILLSCore Executive Leadership & Coaching Competencies Executive Coaching & Leadership Development Building Coaching Culture & High Performing Teams Product Strategy, Innovation & Stakeholder Mgmt. Leadership Agility & Resilience Building Change Management & Organizational Design Emotional Intelligence & Psychological Safety Communication, Influence Executive Presence Organizational Effectiveness & Strategic Thinking Talent Development & Succession Planning DEI, Inclusive Leadership & Cultural IntelligenceEDUCATIONExecutive Masters of ScienceUniversity of Texas at DallasConcentration in Executive Coaching and Organizational BehaviorBachelors of ScienceBloomsburg UniversityConcentration in Computer Information SystemsCERTIFICATIONSProfessional Certified Coach PCCInternational Coaching FederationDiversity, Equity & Inclusion DEI in the WorkplaceUniversity of South FloridaPositive Intelligence Coach CertificationPositive Intelligence PQ ProgramAspire to Lead  Executive Leadership Development ProgramFidelity InvestmentsCertified SAFe AgilistScaled Agile, Inc.Registered Yoga Teacher RYT 200Yoga Alliance•••••••••••••••E  q  s

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BARBARA COLEMAN OTEY 5631 Fox Chase Trail, Galena, Ohio 43021 740-549-1887 (Home) 325-5518 (Cell) beotey@gmail.com SUMMARY Extensive human resources experience in the healthcare industry with 20 plus years of increasing responsibility. Scope of responsibility included strategy development, program administration, process and policy implementation and effective communication with a focus on delivering high levels of associate trust, commitment and engagement. _______________________________________________________________________________________ PROFESSIONAL EXPERIENCE Otey Coaching and Consulting, LLC Present OhioHealth. Columbus, Ohio 1999 – February, 2018 $3.6 billion healthcare system serving 46 counties in Ohio. Named among the “Top 100 Integrated Healthcare Systems.” OhioHealth includes more than 22,000 associates, 3000 physicians, and 5500 volunteers at 8 wholly-owned and managed not for profit acute care hospitals, 7 affiliate hospitals, outpatient care centers and a home health care business. OhioHealth has been recognized for ten consecutive years by FORTUNE Magazine as one of “The 100 Best Companies to Work For”. System Vice President, Human Resources Responsible for implementing and supporting a wide variety of system-wide human resources programs to position OhioHealth as a leader in workforce strategies, and establish and maintain its position as one of the Best Places to Work in the nation. Past positions included leadership of talent acquisition, HRIS, HR resource center, and diversity and inclusion. Most recent responsibilities included: · Executive establisher and leader of OH internal Advice and Counsel Center · Providing strategic leadership concerning associate relations, labor relations/union avoidance, and workforce culture. · Responsibility for development of system-wide HR policies and practices, and HR compliance programs. · Providing direction and facilitation of system responses to HR legal and ethics and compliance issues. · Providing leadership guidance and facilitation of staff right sizing/down sizing efforts. Orchestrating realignment steps and outplacement services. · Facilitating executive on-boarding and exiting. · Providing support of system-wide process improvement efforts. · Facilitating support for placement efforts involving the disabled. · Providing leadership coaching and counseling for executives and leaders in assigned positions. · Providing executive coaching and mentoring for associates identified as future candidates for internal executive positions. ·

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BRYAN A MILLER 6050 Medallion Dr. W. Westerville, OH • bryan@bshTalentConsulting.com 330-840-8272 • https://www.linkedin.com/in/bryan-miller-83886114 bsh TALENT CONSULTING, Westerville, OH Jan 2019 – PRESENT We believe strong relationships are at the center of great cultures. Strong relationships take the focus off self-serving behaviors and shift focus to meaningful work, a desire to change, and organizational success. Our Focused Talent Management creates an environment where strong relationships are valued and prioritized. Our talent work focuses on integrated talent processes, executive & team coaching, change management, and coaching culture. Sample Work Accomplishments: Executive Coaching - • Coached Organization Development & Effectiveness team members on all talent management/OD efforts • Coached executives to lead multiple simultaneous changes • Coached CHRO and Organizational Effectiveness leader to implement change management office Learning - • Created training, user guides, and job aids for technology implementation • Designed, developed and delivered change management training to build change capability BATTELLE MEMORIAL INSTITUTE, Columbus, OH Sep 2016 – Oct 2018 Senior Director Organization Effectiveness and Talent Management, Columbus, OH Led a team of 6 professionals to build the talent function. Initial focus implemented foundational processes including performance mgmt., competencies, succession, leadership development, functional development, and change management. • Recreated performance management process. Repositioned as a business tool with coaching and forward-looking foundation. Increased frequency of conversations. • Built succession planning tools and processes as well as an overall talent review cadence. • Mentored Employee Resource Groups and Affinity Board to create an inclusive workplace. • Integrated diversity and inclusion into talent management processes and learning programs. • Built change capability through training and coaching. Implemented change management methodology and applied it to enterprise projects resulting in improved adoption. Introduced change portfolio concept. Led all major changes. • Conceived an innovative manager learning experience that minimized impact to learners’ schedules and maximized impact to skill levels. Resulted in closing the gap in leadership practices. • Elevated the skillsets of HRBPs and shifted their interaction with the business. • Created a three-phase multiyear strategy to build talent function and improve connection to the business. • Established a team performance improvement process with standard tools that were applied in unique ways. In first test case, improved trust and results focus of leadership team. GOODYEAR TIRE & RUBBER COMPANY, Akron, OH Nov 2008 to Mar 2016 Director Global Talent Management & OD (Head of Talent RDE&Q and Global Ops), (2011 to 2016) Led team of professionals to deliver value added talent solutions. Provided global solutions for 50k employees that drove engagement, increased skills, and created ready now successors. Managed 4 direct and 2 indirect reports. • Created change management methodology and applied it to plant optimization initiative. • Standardized global tire development processes and implemented a project management system. Designed and led collaborative workshops. Resulted in standard, simplified processes/increased visibility to project data and portfolio.

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BRYAN MILLER Page 2 • Designed, developed, and implemented first global manufacturing leadership development program building ready now successors for senior global roles through regional collaboration resulting in positive feedback from senior leadership. Additional benefits included increased collaborative problem solving across plants. • Redesigned Tech Ladder. Assembled global, cross functional team to evaluate process and analyze feedback from associates. Resulted in streamlined process focused on competencies and development and equal to Mgmt Ladder. • Trained and coached on change management capability. Created and managed a change network within the regions and plants. Overcame resistance and improved adoption. Global Talent Management Program Manager (Enterprise Project- Perf Mgmt), (2010 to 2011) Provided global program management to improve Performance Management Process. Led a global team of two and collaborated with regional and functional business leaders and talent managers and directors to design process improvements, improve data management, select a talent management system to automate process, design and implement the system. • Led the change management and technical aspects to improve processes and implement SuccessFactors. • Defined current state of performance management through global focus groups, collaborated with regions to define desired state. Resulted in standardized process, increased conversations, focus on learning and removing barriers. • Led team of regional representatives to design SuccessFactors solution. Leveraged opportunity to impact culture. Increased transparency and focus on career development and coaching. Resulted in improved engagement scores. Global Talent Management & OD (Head of Talent RDE&Q), (2008 to 2010) Created role in partnership with Chief Technical Officer to join Goodyear. Built Talent function for RDE&Q. Transformed culture, provided technical and professional development, succession planning, and coaching for 3,000 global employees. • Built change capability through introduction of model, training and coaching. Resulted in raising awareness and desire for structured change management approach. • Designed custom global training curriculum to develop tire engineers and scientists. Decreased time to productivity. • Assessed Sr. Leadership Team utilizing a cultural assessment. Identified team and individual improvement opportunities resulting in improved team performance and satisfaction. • Transformed culture from autocratic leadership to servant leadership. Implemented leadership development to educate, action learning to reinforce, and vignette learning to inspire. • Designed and implemented project management office. Standardized and built capability for project management. HARLEY-DAVIDSON MOTOR COMPANY, Various jobs w/increasing responsibility Oct 1988 to Nov 2008 Sr. Manager Organization Development and Learning – Active OD&L leader in the journey to High Performance Work Organization with self-directed teams. EDUCATION Case Western Reserve University, Cleveland, OH Master of Science, Positive Organizational Development and Change Pennsylvania State University, York, PA Bachelor of Science, Business Administration: Management/Marketing EXECUTIVE DEVELOPMENT / TRAINING Baldwin Wallace University, Guest lecturer on Change Management LaMarsh Global, Led global webinar on unique application of change management MIT – Leading Change in Complex Organization Harvard University – Strategic Human Resource Management CERTIFICATIONS LaMarsh: Managed Change | Prosci Change Management | Influencer | Marshall Goldsmith Executive and Team Coaching InsideOut Coaching | Emotional Intelligence | Appreciative Inquiry | Vital Smarts | MBTI | DDI | Instructional Design

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Carmel Avegnon Sanders 1120 Fishermans Drive Westerville, Ohio avegsan@gmail.com ________________________________________________________________________ Professional Accomplishments Program Management & Administration Wrote grants for foundation and corporate support in the area of arts in youth and community development Wrote final reports for foundation and corporate support in the area of arts in youth and community development Projected program outcomes and developed timelines and budgets for grants and proposals Conducted grant-research and developed fundraising strategies Led linguistic-based research project in the United Kingdom with girls ages 14-19 Developed and implemented strategic plan for long-term organizational development Designed, coordinated and directed events/workshops/showcases and visiting artists programs for community-based organizations Facilitated partnerships between artists, community-based organizations and higher education institutions Implemented the collaborative partnership-building process with higher education and community-based youth arts organizations Managed promotional publications Developed and implemented strategies, policies and procedures for restructuring and revitalizing arts organizations through staff led initiatives, governing council and teacher talkback sessions Designed the application process for Community-based Arts Organizations to participate in the new Master of Arts Management with a concentration in Arts in Youth and Community Development Hired, trained and managed employees Hired, trained and managed student interns Acted as a liaison between Board of Directors and Youth Board Council Acted as a liaison between Executive Director and Artist/Teachers Acted as a liaison between Casting Director and Agents and Actors Hired artists to facilitate and/or teach workshops/events/seminars Presented International and National youth-based initiatives to the general public Produced an Annual Youth Theater Festival that showcased national and international youth theatre companies Conducted research for Audience Development initiatives Proficient in Microsoft Word and Excel, QuarkExpress, Filemaker Pro and Internet

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Curriculum Development & Teaching Adjunct Professor at Columbia College Chicago in the Liberal Arts and Sciences School, Cultural Studies Department, taught Community Development Adjunct Professor at Columbia College Chicago in the Liberal Arts and Sciences School, taught Senior Seminar Program: Arts and Community Designed and taught theatre and dance curricula to youth Conducted Linguistic research workshops for youth Coached High School and College students in audition skills Co-facilitated the College/Community Advisory Committee meetings for the creation of a new Master of Arts Management degree with a concentration in Arts in Youth and Community Development at Columbia College Chicago Conducted interviews of prospective Graduate students for the new Master of Arts Management degree with a concentration in Arts in Youth and Community Development Created and led training workshops to prepare artists to teach in community-based organizations Implemented new teaching strategies for children and youth in diverse settings Led teacher-training workshops and guided artists in lesson planning Led teacher-training arts integration workshops with Chicago Public Schools teachers Work Experience 2004-2005 Director of Programs Chicago, IL Little Black Pearl 2003-2004 Assistant Director of Community Partnerships Chicago, IL Office of Community Arts Partnerships/Columbia College Chicago 2002-2003 Co-Artistic Director Chicago, IL City at Peace-Chicago 2002-2003 Program Manager of Community Partnerships Chicago, IL Office of Community Arts Partnerships/Columbia College Chicago 2000-2002 Managing Director of the Youth Theater Coalition of Chicago/Office of Chicago, IL Community Arts Partnerships/Columbia College Chicago 1998-2000 Artist/Teacher for Fine Arts for Kids of Logan Square Chicago, IL AurorARTS Alliance 1998-2000 Teaching Artist for Arts Literacy Program/ Lead Artist Chicago, IL Free Street Programs/Gallery 37 in the Parks

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1998-1999 Office Assistant Chicago, IL onShore, Inc. 1998-2001 Founding Member/Vice President of the Board of Directors Chicago, IL Treehouse Theatre Company 1994-1997 Executive Administrative Assistant Stamford, CT United Negro College Fund Education 1997 BFA, Otterbein College, Westerville Ohio 1997 Winter Semester, Internship with Fox Television, Casting Department Residencies 2003-2005 Chicago Park District, Chicago, IL 2003-2004 Creative Partnerships-London South, London, England 2003 Brown University, Providence, RI 2001-2002 Chicago Public Library, Chicago, IL 2001-2002 Columbia College Chicago, Chicago, IL Professional Affiliations: Community Arts Partnerships-Advisory Council (Represented Columbia College Chicago) African American Arts Alliance-Board of Directors (Secretary) Free Street Programs- Board of Directors Kuumba Lynx-Board of Directors (Vice President) International Enquiry Network (headed up by Linguist Cultural Anthropologist Shirley Brice Heath)- Field Site Researcher Congresswoman Jan Schakowsky’s Artistic Discovery Competition Grants & Awards 2002 Strathmore’s Who’s Who in America 1999 Best Lead Actress Award, Corn Productions 1997 NAACP Young Scholar Award 1997 New Canaan Baptist Church College Scholarship 1997 Highest GPA among African-American Students at Otterbein College 1996-1997 National Teleiotes Mortar Board Honor Society 1995 Zora Neale Hurston Academic Excellence Award 1994-1997 Dean’s List Otterbein College 1993-1997 Otterbein College Musical Theatre Talent Grant 1993 Outstanding Female Vocalist Award

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Camila Reis Phone (+351) 924 483 205 Brazilian, Lives in Lisbon, Portugal (valid residence permit) E-mail: mmcamila@hotmail.com | LinkedIn: linkedin.com/in/camila-reis-8666704 Sr. Human Resources professional. Career developed in multinationals companies at various business segments of manufacturing and services. Experience working as regional responsibility and part of Global HR teams, Project Management, CoE leader and Career Coach. Education Background: MBA/Pos Graduation HR Management with emphasis in HR Strategies Bachelor’s in Business Administration Languages:  Portuguese – native  English – Advanced Level (Written and Spoken)  Spanish – Intermediate Level (Written and Spoken) Professional Experience: CR2H – Human Resources Consulting – Lisbon/Portugal *Owner and Sr. Consultant | Period: Sep/20 to actual Helping customers to reach their results through HR projects and partnership. -Areas of consultancy projects: Learning and Development Strategy and Management, Talent Management and Succession, Gamification, Leadership development, Teams effectiveness and self-aware assessment tool, HR Business Partner function, HR Mentoring, Career Coaching -Insights Discovery Practioner & Partner (instructor part of global team) -Business Development for SER Iberia region (Software company focused on HR Talent Management and Sales Platform) WestRock Brasil | Packaging and Paper Mill – Campinas/Brazil *Position: Corporate Learning and Organizational Development Coordinator Period: Sep/2013 to Jan/20  Development of L&OD Strategy in alignment with global guidance and local business demand  Management of Training Programs and Learning Academy (planning, delivery, result analysis) focusing on gap management for leaders, and promote internal development for leadership in general  Lead of HR Projects such as Performance Management training to leaders, Sales Academy, Business English for Leaders, D&I Gamification, Onboarding of new hired employees and others.  Insights Discovery Practioner, Facilitator and Project Leader  Learning System key user (LMS)  Leader of PEx (Performance Excellence) Training Pillar for Brazil  Support to Performance Management process and annual cycle and High Potential mapping, Succession Planning, critical positions and action plan  Development and Management of HR Polices and Processes  Coordination of the Global Employee Engagement Survey in Brazil  Training Budget management  Lead L&OD Corporate team (2 analysts) – part of global L&OD Team representing LATAM region. Position: HR Business Partner for Functional Areas | Period: Oct/2018 to May/2019  Attending 20 functional areas at Corporate Office such as IT, Finance, Procurement, Commercial, HR and others; total of 250 employees for all HR needs, such as performance management, change management, Learning and Development, Talent management Process (9box, Succession Planning), Talent Acquisition focusing on internal and external talent pipeline,

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Employee Relations; Compensation & Benefits and HR Services. Conduct of Coaching sessions with employees. DHL Supply Chain | Logistics – Campinas/Brazil Position: Corporate HR Supervisor | Period: Aug, 2007 – Aug, 2013 In charge of L&OD CoE department that support all business.  Performance Management process coordination, goals and competences evaluation, Career Panel, calibration of performance results for entire leadership population. Key-User for performance management system and internal instructor for these topics.  Talent Management global project member (map and develop key talent to maintain retention and development) including 360° evaluation coach session with Leaders  Mentoring Program management, Assessments and Potential Identification  Development and Coordination of Executive Coaching to leaders and key talents  Management of Organizational Development Career Panels and Succession Planning with leaders  Management and deployment of corporate leadership global programs to the region  Support to all functional areas to cover development gaps and needs. Part of Global L&OD Team representing Southern Cone Region.  International Experiences: Responsible for Career Panel process and annual meetings in Brazil, Argentina and Chile. Development and support leadership programs in Brazil, Argentina and Chile. Global Executives performance meeting at Headquarter, Germany Huawei Technologies | Telecommunications – Campinas/Brazil Position: Training Coordinator Period: Feb, 2005 – Aug, 2007  Training team coordination (support, planning and delivery of Technical Training Center LATAM)  Elaboration and management of process and controls  Department resources management (Budget, Purchases, HR Benefits, Compensation and Recruitment)  Strategy Training Planning (sales of service)  Monthly Report about department results and team performance  International Experience: Provided Training and support to other regional office about training process and Training Center start-ups in Bogotá - Colombia - 2005 | Training in Huawei Headquarter – Shenzhen, China - 2005 Tetra Pak | Packaging – Monte Mor/Brazil Position: HR Intern (Learning & Org Development) Extras Courses and Certifications:  Insights Discovery Certification for Practioner  Talent Review and Succession Planning Strategy - certified by HRCI/SHRM (by Talent BenchStrenght Solutions - EUA)  International Executive Coaching Certification (ICF certified by ICI Sao Paulo)  Executive Presentation Skills  Leadership Enrichment Program & Management Tools  Project Management (Depict) HR Congress Participation as Speaker:  Global Talent Day 2022 | Promoted by IIRH/HR Magazine, Lisbon (official speaker)  ICARe Alumni Congress 2022 | Promoted by Politécnico do Porto University, Online International Congress (Key Speaker)  Master Class to HR students at Politécnico do Porto University – 2021/2022 (invited speaker)  CBTD (L&OD Online International Congress) | Promoted by ABTD, Brazil – 2022 (invited speaker) / 2021 (official speaker)  National Talent Management Congress | Promoted by IQPC Brazil – 2012 (official speaker)

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David Frink ICF-PCC, Gallup Certified Strengths Coach, Certified Executive Coach 432 Seasons Dr., Raleigh, NC 27614, 919-368-2506, david@dfrink.com I am an executive coach, keynote speaker, and facilitator with deep product and technology experience. I help executives and leadership teams have crucial conversations, focus on their top priorities, unlock the potential of their teams, and increase the performance of their organizations. I partner with clients to provide an objective and neutral perspective, ask tough questions to challenge leaders to broaden their thinking, become an accountability partner to ensure continuous improvement, and design and facilitate offsites, workshops, and other crucial conversations. Aug 2024 - Present Executive Coach – Workplace Investing Fidelity Investments Coach and support executives and leadership teams to help them gain clarity, prioritize opportunities, reduce overwhelm, and succeed in new roles. ● Coached and facilitated leaders through setting purpose/vision, prioritizing outcomes, and managing conflict ● Coached executives and leaders navigating new assignments or new roles ● Designed and facilitated multi-day offsites for CIOs and other senior focused on leading with strengths, productive conflict, and improving associate engagement ● Delivered several ‘leading with strengths’ sessions for leadership teams, focused on improving awareness of individual and group strengths to increase performance Aug 2020 - Present Executive Coaching Coordinator (Volunteer) NC State Caldwell Fellows Program Organize a team of ~20 volunteer executive coaches to support the students in the Caldwell Fellows program at NC State University. The coaches volunteer their time and experience to support the students in this unique servant-leadership development program. Jan 2024 - Present Cohort Coach (Volunteer) The Honor Foundation Coach and support Special Forces soldiers from Fort Liberty as they complete a holistic program focused on values, purpose, storytelling, networking, and interview skills to help them transition out of the military Aug 2021- Aug 2024 Lead Coach – Enterprise Technology Fidelity Investments Coach and support a CIO and their Senior Leadership Team (SLT). Coach and support the senior leadership team for Fidelity Charitable. Establish the first holistic product management structure within Fidelity Charitable. Fidelity Charitable ● Increased candor, decision making, and team effectiveness within the SLT through coaching, teaching, and facilitating on topics such as: productive conflict, effective prioritization, Gallup CliftonStrengths, and The 5 Dysfunctions of a Team ● Improved organization effectiveness by consulting on talent and helping redesign and relaunch an improved org structure with clearer accountability and alignment to organization strategy ● Helped delivery teams create strategic direction, feasible roadmaps, and delivery plans by coaching leaders and facilitating initiative kickoffs, ideation sessions, and quarterly planning sessions

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David Frink ICF-PCC, Gallup Certified Strengths Coach, Certified Executive Coach ● Repaired the working relationship between functional groups through empathy interviews, exposing shared interests, and facilitating realignment sessions Enterprise Technology - Software Engineering ● In coordination with HR, coached a CIO’s leadership team through forming/storming/norming, creating psychological safety, and effective communication and planning ● Designed and facilitated multiple virtual and in-person quarterly offsites ● Coached and supported leaders through rapid growth and organizational change, providing thought partnership and counsel on ensuring work gets done while creating and supporting a thriving culture ● Taught, mentored, and coached technology leaders in understanding their role, developing exceptional people management skills, and addressing associate challenges Other Engagements ● Consulted on a large at-risk project by performing empathy interviews, facilitating an onsite, and having candid conversations with senior leaders challenging them to take accountability for creating an environment where ineffective management leads to associate disengagement and conflict ● Delivered Gallup CliftonStrengths workshops for teams in technology, HR, and Fidelity Charitable ● Designed and facilitated a 2 day offsite for HR executives focusing on strategic planning and leadership effectiveness ● Delivered 75 career coaching sessions over this period Nov 2018- Aug 2021 Lead Agile Coach – Workplace Investing Fidelity Investments Support executives and leaders through coaching, teaching, facilitation, and thought partnership. Lead, coach, and mentor a team of coaches in multiple locations and time zones. ● Coached, mentored, led, and supported a team of ~15 coaches responsible for approximately half of the Workplace Investing portfolio (~125 scrum teams) ● Designed and facilitated in-person and virtual sessions for multiple executive leadership teams on topics such as Digital Strategy, Year-end Retrospectives, Organizational Restructuring, Quarterly and Annual Planning, Influencing Effectively, Agile Strategy, and SLT Teambuilding and Effectiveness ● At the request of the HR partner, successfully led executives through discussions on how to decommission and reorganize two departments while not missing any deliverables ● Ensured successful kickoff to the agile transformation by holding multiple leadership mindset sessions for domain, product area and squad leaders. This included developing new material and leveraging existing material. Apr 2018 – Nov 2018 Agile Coach – Contract at Fidelity Investments Eliassen Group Coach scrum teams in agile adoption, self-organization and continuous improvement.

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David Frink ICF-PCC, Gallup Certified Strengths Coach, Certified Executive Coach Jun 2016 – April 2018 Agile Coach/Release Train Engineer Ipreo LLC Coach a program of 6 highly-distributed scrum teams in agile adoption, self-organization and continuous improvement. Coach and mentor agile coaches, scrum masters, product owners and managers. ● Increased scrum master and coach effectiveness through coaching and mentoring in communication, soft skills, asking powerful questions and how to influence without authority ● Supported communities of practice by co-leading scrum master guild and coaching fishbowls ● Facilitated multi-day on-site meetings for leaders to discuss strategy, debate priorities and to identify and manage risks and impediments to program success ● Increased effectiveness by splitting large teams (~18 person) into smaller teams while optimizing teams for collaboration using co-location and time zone alignment ● Helped program leaders make data-driven decisions for setting expected project milestone dates Sep 2014 – Jun 2016 Agile Coach/Software Engineering Manager Teradata Inc. Coach and manage software developers and automation engineers across multiple locations through successful scrum adoption and delivery of full-stack enterprise web application features. Lead departmental transformation and improvement initiatives. ● Coached and trained developers, agile testers and scrum masters through first agile projects and reinforced community through guilds and COEs ● Successfully coached overseas team to resolve personnel and process issues ● Delivered major release on time by coordinating final two months of development activities and release closedown for 6 scrum teams Sep 1999 – Sep 2014 Various Leadership and Developer Roles SciQuest Inc. Product Development Manager ● Coached and managed developers, product owners and testers across multiple teams in effective software delivery ● Delivered 24 projects across 10 major releases on time and on budget through active coaching, involvement with feature design, feature prioritization, project management and scope management Production Support Manager ● Coached and managed a team providing 24/7 uptime and maintenance for a multi-tenant SaaS application. Performed biweekly maintenance updates. Resolved and prevented application emergencies. ● Delivered 99.9479% uptime on an application with 50k users/day. Reduced downtime during releases by 50%. Delivered 48% increase in on-time issue resolution. Software Developer ● Designed and implemented full-stack features on a multi-tenant SaaS enterprise web application B.A. Multidisciplinary Studies, North Carolina State University; Caldwell Fellow

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KARI SHOEMAKER 7991 Hickory Ridge Court Lewis Center, OH 43035 Email: karishoemaker@ymail.com 614-753-9012 Dynamic HR leader with a proven track record in building award-winning workplace cultures, driving employee engagement, and leading strategic HR initiatives. Passionate about fostering professional growth, well-being, and high-performance teams. Experienced in talent development, organizational strategy, and creating inclusive, people-first environments. One of my passion is being a yoga instructor, bringing mindfulness and movement to both personal and professional spaces. Employment: Director of People & Culture- Julian & Grube March 2020- current  Built a culture recognized as a Best Place to Work in Columbus (2023, 2024).  Developed and implemented remote work policies during the pandemic.  Lead HR operations, guiding long-term strategy and daily execution on employee relations, performance management, and compliance.  Design and facilitate training programs to drive professional development.  Execute employee recognition programs that enhance engagement. Yoga Instructor: GoYoga Westerville and Yoga Factory December 2022 – current  Lead engaging and dynamic yoga classes focused on movement, breathwork, and mindfulness.  Foster a welcoming community, helping students build strength, flexibility, and self-awareness.  Create customized playlists and sequences to enhance the student experience.  Guide meditation and visualization practices to promote mental clarity and relaxation. Director of Human Resources- Renaissance Westerville February 2018- June 2020  Executive Member of Opening Team! Recruited and onboarded 150 employees for pre-opening operations.  Led HR team in daily operations, talent development, and culture-building.  Managed disciplinary processes and employee relations strategy.  Designed and delivered leadership and associate training programs.  Created and executed employee reward and recognition initiatives. Director of Human Resources- Marriott Columbus Northwest May 2014- February 2018  Achieved highest employee satisfaction scores in hotel history.  Developed coaching, development, and mentoring programs.  Led recruitment, onboarding, and benefits administration.  Managed compliance, payroll, and performance management Senior Human Resources Consultant- Simplifi, ESO May 2013– May 2014  Led HR initiatives including organizational restructuring, downsizing, and compliance audits.  Conducted employee investigations, training programs, and strategic hiring efforts.

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Kyle Christopher Norton 320 W. 38th Street, Apt. 516, New York, NY 100018 | 215.834.7138 | kcnorton530@gmail.com EDUCATION Drexel University Philadelphia, PA Master of Science in Higher Education Administration & Leadership December 2017 Concentration in Student Affairs Drexel University Philadelphia, PA Bachelor of Science in Business Administration June 2013 Concentration in Marketing EXPERIENCE Leverage HR, LLC Remote Freelance Consultant September 2021 to Present • Provide expertise related to consulting, change management, coaching, training, designing, and/or research in the area of leadership development Pedago, LLC (Quantic School of Business & Technology) Remote Part-Time Admissions Counselor August 2021 to Present • Offer individualized service to each prospective student throughout the admissions interview process, thoroughly answer all questions, and recommend acceptance or non-acceptance • Cultivate, grow, and maintain a positive rapport with high-achieving academic and professional applicants • Ensure all prospective candidates have needed information encompassing program offerings, financial options, academic prerequisites, minimum qualifications, and more Cozen O’Connor Remote Consultant, Margolis Healy April 2019 to Present • Manage large-scale data audit projects at institutions nationwide as part of larger compliance assessment in order to identify risk and pinpoint specific training opportunities • Analyze & interpret data to assist clients with a multitude of project requests • Collaborate with all institution partner offices, including C-Suite, to understand current functions and working relationships to analyze for gaps and improvement opportunities, as well as develop best-in-class practices • Support clients by serving in interim, on-site roles and through various projects with a specialty in internal audit, risk, and compliance • Teach and support national Clery Act compliance seminars and trainings Institutional Response Coordinator, Chief of Staff February 2017 to July 2018 • Support the nation’s leading expert attorneys as project manager with investigations of institutional response to sexual and gender-based misconduct • Assist with development of policy, procedure, and protocol best practices, in accordance with federal, state, and local law, as they relate to: Title IX, VAWA, the Clery Act, Greek Life, student life, athletics, counseling, equity and diversity, disability services, diversity, and public safety, among others • Audit and analyze thousands of student conduct case files to ensure appropriate procedures, remedies, and outcomes were followed, as well as verify Clery reportable statistics • Conduct regular, relevant research into critical higher education issues to guarantee institutions are incorporating most up-to-date information into everyday practice • Provide logistical support relating to training, document collection, organization, review, and synthesis for use in reports and other client deliverables • Develop and manage client relationships by serving as the clients’ practice group point person, ensuring timely submission of deliverables and thorough follow-up on all client-facing matters Drexel University Philadelphia, PA Managing Director, Assistant Clinical Professor, & Dept. Head, Division for Exploring Students July 2018 to March 2019 • Hired and supervised team of 13, including ten faculty members, two academic advisors, and one work-study student • Served as academic department head for division, which included full-time teaching course load, as well as hiring & evaluating faculty, and researching & updating curriculum based on student & faculty feedback, resulting in 40% increase in student satisfaction, faculty ratings, and course evaluation completion rates

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• Designed and implemented full-cycle recruitment strategy in conjunction with communications and admissions teams, including re-branding of division mission, re-development of marketing materials, and delivering presentations at large-scale campus events, which resulted in exceeding recruitment goal by 25% • Oversaw academic advising unit, served on university advising leadership team, and established close partnerships with academic advising counterparts across the university • Established Peer Mentor program for upperclassmen to assist first-year students with transitioning from high school to college, choosing a major, and identifying critical campus resources • Identified and executed critical co-curricular and social programming to increase student engagement and retention, including industry site visits, academic department panel events, and social networking events • Developed division operating plans and strategic goals, and worked with college leadership to manage $400,000 budget and additional resources Adjunct Instructor, Division for Exploring Students September 2017 to March 2018 • Instructor for First Year Exploratory Studies Program course sequence, including UNIV G101 freshman university seminar course, GSTD T180 Academic Exploration & Planning course, and GSTD T180 Career Exploration & Planning Course Assistant Director of Undergraduate Programs & Recruitment July 2014 to February 2017 • Developed and delivered formal presentations to prospective students and families in groups of up to 700, most recently contributing to the 22% increase in yield for students who attended on-campus programming • Yielded 75% of directly engaged prospective students through formal programming and development of more effective marketing materials, including print media and integrated use of social media • Enhanced campus visitation programs, including the re-development of an overnight program, resulting in a yield of 86% for participants matriculating into the college • Contributing partner in achieving record high freshman to sophomore retention rate of almost 90% • Collaborated with the Office of Enrollment Management & Student Success to strengthen LeBow’s reputation by leveraging the University’s brand strength and by focusing on strategic differentiation from competing business programs, which partly accounted for our highest rank ever in the 2016 Bloomberg rankings at #78 • Utilized Slate, Hyperion, & Banner databases to retrieve and analyze application, enrollment, and current student academic quality reports • Organized, recruited for, & executed $100,000, three-week summer camp for high school students with purposes of recruitment and exposure to college for underrepresented students • Trained, managed, and mentored 10+ work-study employees Bridgeforce Inc. Newark, DE Business Analyst June 2013 to July 2014 • Assisted in continued development of HR practices, including training, new hire orientation, onboarding, internship program, and HR systems • Managed project dashboard to track all aspects of projects, including involved parties, timelines, statuses, and approvals • Utilized Microsoft Visio to create process maps based on published business procedures to analyze risk, identify gaps, and improve automation • Developed new business procedure format to simplify and improve understanding of policies Sunoco Inc. Philadelphia, PA Category Management & HR Assistant March 2011 to April 2013 • Documented and analyzed operational process flow of HR recruiting and hiring practices • Conducted primary internal research to create a comprehensive report regarding Drexel Co-op/internship program operations, strengths, weaknesses, and strategic opportunity areas • Developed professional development workshops and social networking series to further engage and support Drexel Co-op/internship program to help maintain top-tier talent post-graduation • Collaborated with regional career service centers and internal partners to post positions for new jobs • Created New Benefits Orientation presentation for all 13,000+ Sunoco employees • Led category management and marketing efforts at physical retail locations nation-wide HOBBIES & PERSONAL INTERESTS • Traveling (31 countries and counting) • Aviation (started pilot’s license courses) • Music (can sing and play piano & clarinet; also enjoy concerts, musicals) • Photography (shoot on a Nikon D3100)

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Kimberly Andrade, MS, SPHR 1262 Coast Oak Solvang, CA 93463 Phone: 805.350.8310 Email: kim_andrade@yahoo.com PROFESSIONAL SUMMARY Human Resources business partner with expertise in aligning HR strategy to the business strategy through operational and talent development functions. Demonstrated success in implementing HR programs and initiatives in a variety of environments with excellent communication and influencing skills. Outstanding relationship-building skills with an executive brand of integrity, team-playing and results-orientation. Trusted advisor to C-level leadership and senior management with a passion for Diversity & Inclusion and talent development. WORK EXPERIENCE 2002 - 2019 IMERYS California / Georgia / France World-leading industrial minerals company HQ in Paris, France ($5B revenue) Talent Development Director, Filtration & Performance Additives Business Group (4,000 EEs) 2013 – Present Division HR Director, North America Filtration Minerals (550 EEs) 2009 – 2013 Senior HR Manager, North America Filtration Minerals (550 EEs) 2007 – 2009 HR Manager, World Minerals (1,800 EEs) 2002 – 2007 • Formed collaborative relationships with division executives and HR leadership across all business units globally to execute talent strategies and efforts to support the growth objectives of the company • Partnered with business leaders and HR business partners to identify and develop ‘high potential’ employees, developed & executed action plans for critical roles linked to future business needs and to bridge succession gaps • Coordinated, promoted and stimulated the succession planning process as a dynamic and strategic tool with focus on building bench strength to meet current and future business needs (including oversight and enhancement of the global succession-planning process) • Enhanced the employee coaching & management development culture by providing support and coaching to key leaders and operational HR teams in the creation of robust employee development plans that meet succession and development needs • Managed the global internal mobility process to increase internal mobility for the benefit of the employee population and the business • Designed and lead the implementation and life-cycle of the Graduates Program (25 Graduates hired in 11 countries in its first year), a global early-career acceleration program aimed at high potential recent graduates • Developed and lead the Imerys branding strategy with targeted USA universities (7) and managed University Relations (directed and enhanced the Internship Program globally (approx. 200 interns/year) to continually review and refresh the approach to attract, recruit and integrate graduates, providing a future pipeline of talent for key positions • Developed and enhanced the existing Scholarship program to ensure consistent quality and quantity of Scholars to attract and recruit high-calibre talent (improved 0% to 20% conversion rate, 20% to 80% retention rate) • Developed the global comprehensive Imerys Leadership Program for mid-level managers (“emerging leaders”) • Led the North America Diversity & Inclusion working group from inception through execution of leadership proposals & building an inclusive culture • Created global Imerys Mentoring Program framework for implementation with existing and future mentoring cohorts 2009 – 2013: HR Director, North America Filtration Division ($230M revenue business with 550 Employees), Managing a team of 8 HR staff in the US & Mexico • Developed and facilitated organizational development initiatives to include: o Drove succession planning initiative, advising senior managers on quarterly review and leading semi-annual succession planning summit with management team o Lead career development plan efforts, conducting career development discussions, driving the process for all “high potentials” and “strong performers” o Lead annual performance management and merit planning exercise – driving culture of performance and feedback, training and counseling managers, leading calibration sessions • Working with senior management, assessed business needs and goals to direct HR strategy • Served as HR business partner with senior managers, guiding operational strategy where human resources are involved • Guided organization in business decisions that impact company culture and employee morale, operating with conviction across difficult situations and decisions • Directed recruiting activities to ensure recruitment strategy of attracting high potentials is realized

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• Evaluated organizational effectiveness by function and department, partnering with department managers to assess resources, skill sets, performance levels and organization needs • Managed Labor Relations function (three union sites in the US) to include oversight of negotiations, grievance management and arbitrations • Guided and trained managers on employee relations issues (such as performance improvement plans, disciplinary actions, interpersonal conflicts) to improve performance and reduce risk of litigation • Developed and implemented company policies and employee handbook, conduct training and manage to policies (including decisions to make exceptions to policies) 2002 – 2009 Sr. HR Manager (previously HR Manager) – Business Unit with 550 EEs in US & Mexico • Managed Compensation Plans and Annual Incentive and Sales Incentive Plans for US employees • Managed Wage & Hour audit for all US locations in conjunction with outside counsel & implemented action planning • Developed and administered training programs (new hire, performance management, legal compliance) • Managed all investigations into employee relations and HR compliance issues • Developed and managed headcount reduction initiatives, with intense focus on details such as the communication plan, reorganization strategy and after-effects such as morale concerns • Served as HR Lead for global Oracle ERP implementation • Managed Affirmative Action plans and EEO policy to maintain federal compliance and manage successful audits 2000 – 2002 Qualex, Photo-finishing division of KODAK Long Beach, CA HR Supervisor, customer service call center (75 employees) 2000-2001 HR Administrator, manufacturing facility (200 employees) 2001-2002 EDUCATION Master of Science, Clinical Psychology, San Diego State University 2000 • Phi Kappa Phi Honor Society, GPA: 4.0 • Completed additional courses in Industrial/Organizational Psychology B.A., Psychology and Sociology, University of California, Santa Barbara 1997 • Magna Cum Laude, Highest Honors • Honor Societies - Sociology, Psychology and College of Science ADDITIONAL INFORMATION • Conversant in Spanish language • HR Certification: SPHR (Senior Professional Human Resources) • Cornell University Diversity & Inclusion certificate • Familiarity with a variety of people assessment tools (ASSESS, Business Motivators, DISC, COA) • Proficient in Microsoft Office suite programs (Word, Excel, PowerPoint, Access), Google platform, ERPs (Dynamics, Oracle), and HR-related software programs (Payroll/ADP/ Kronos, ATS/Taleo, HRMS/PeopleSoft, Workday, HC Reporting/Enablon, LMS/CrossKnowledge)

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John A DMaxwellwww.linkedin.com/in/jadm/ john@scotunlimited.comValencia, SpainWorking globallySummaryI have been fortunate to live and work around the world for the past 30 years. As a CEO for global industrialbusinesses, my common theme has been taking “mature” industrial businesses and growing them by applying anentrepreneurial mindset. This approach drove sales growth using strategies including acquisition in key marketsthought to be difﬁcult to enter, adding value-adding services to product-only offerings, and driving innovation tocreate a ”play to win” scenario in growth segments. This growth focus along with strategic investments in productionassets delivered a step change in proﬁtability. Creating a culture where people are encouraged to speak up andexplore their ideas has been key to my success as a leader. I am exploring this further in my portfolio career where Iam particularly interested in how a culture of inclusivity can set the stage for business success. Having qualiﬁed as abusiness coach, today I work with leaders on exploring and developing their leadership and understanding theimpact it can have.ExperienceAs a CEO, Board Director, and NED, I have led business transformations across multiple sectors and geographies. Ilead with inclusion at the centre, bringing people’s ideas together and applying entrepreneurial drive, strategicinsight, and ﬁnancial acumen to move forward quickly.Current RolesDirector, Scot Unlimited Ltd - Coaching, Mentoring, and Advisorywww.scotunlimited.com● I coach and mentor senior individuals and teams, across all sectors, to build a picture of how they can drivesuccessful business performance. Through the process of assessments, discussion, and exploration, theydevelop a picture of how changes in their style, behaviour, skills, and self-belief can make a positive impacton their business.● I work as an advisor to private equity and corporates on their business growth plans, speciﬁcally to uncovernew opportunities in the manufacturing, advanced materials, ceramics, and industrial services markets.Co-founder, Path2Leadership Ltd - Leadership Developmentwww.path2leadership.com● Concieved and established during the pandemic to meet the leadership needs of new partners in theprofessional servies sector.● To date we have completed 8 cohorts, over 50 Partners from Law, Accountancy, Strategy Consulting,Architecture, Asset Management and Investment Banking have been completed the 12 week programmesince mid 2020.Previous RoleCEO, Calderys, a division of Imerys SAFull P&L responsibility for a business with 3500 employees across 18 industrial sites with entities in 29 countries, aturnover of €550M, safety performance below 1 lost time accident / million hours worked and EBITDA >€65M.

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Key Career Achievements● Uniﬁed a decentralized industrial products and services business around ﬁve key elements against whichsuccess can be measured - sales growth, people development, competitiveness, customer satisfaction, andinnovation.● Sourced and executed 8 acquisitions (€100M) in 4 years in Indonesia, Japan, Sweden, Finland, Netherlands,Germany, the UK, and the USA to drive sales growth.● Increased sales by growing service offerings over a traditional product-only approach. Achieved this byinvesting in digital marketing, total design concepts, and project management skills to grow the top line inboth mature markets and developing markets.● Led a commercial excellence transformation across Europe (1500 staff) co-developed and supported byMcKinsey.● Led green ﬁeld investment in new facilities in APAC and India.● Doubled proﬁtability in Morgan Advanced Materials (Europe) through entering new markets such as solar,semiconductor, and wind energy, and realigned cost base to lower-cost regions.Key Competencies● Critical thinker, enjoys complex challenges and coaching and leading ambitious teams.● Global experience, having lived and worked in China, USA, UK, Germany, and Belgium, and operated in abroad range of industrial markets, including advanced materials and services across multiple segmentsincluding mining, metal casting, electrical equipment, power generation, rail, construction, and aerospace.● Open communicator, quick to establish positive relationships with stakeholders, employees, customers, andindustry peers.Career History SummaryCompanyRoleDatesLocationScot Unlimited LtdDirector2018 - currentEdinburgh, UKPath2Leadership LtdCo-Founder and Director2020 - currentLondon, UKImerys SACEO, Calderys Division2013 - 2018Brussels, BelgiumMorgan Advanced Materials plcPresident, Advanced Materials Europe2011 - 2013Munich, GermanyMorgan Advanced Materials plcPresident, Morgan MMS2009 - 2011Connecticut, USAMorgan Advanced Materials plcGeneral Manager, Morgan MMS2006 - 2009Shanghai, ChinaMorgan Advanced Materials plcVice President, Sales and Marketing1996 - 2006Connecticut, USAMorgan Advanced Materials plcProduct Manager, Thermal Ceramics1992 - 1996Georgia, USAMorgan Advanced Materials plcGroup Graduate (Engineer)1990 - 1992Worcester, UK

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Qualiﬁcations / AfﬁliationsMastered Program, Business Coaching Certiﬁcation 2019 (EMCC Accredited)Meyler Campbell, LondonAdvanced Management Program (AMP 179) 2010Harvard Business School, Cambridge, Massachusetts, USAAsian Executive Program (AEP) 2007INSEAD, SingaporeBachelors in Engineering (B Eng Hons), 1989Napier University, Edinburgh, UKNon-Executive Director (NED) and Volunteer rolesDirector and board member of PRE (European Refractory Association 2013-2017) www.pre.eu/Director and board member of WRA (World Refractory Association 2014-2017) www.worldrefractories.org/Director and President 2011 – CISA (Casting Industry Supplier Association 2006 - 2011) www.cisa.org/Non-executive roles, including Chairman, on Imerys SA and Morgan PLC subsidiary boards in Sweden, India, US,India, Germany, and FranceVolunteer at Changing the Chemistry, bringing diversity on boards www.changingthechemistry.org/InterestsI enjoy hiking, biking, skiing, and occasionally sailing with my family and friends. I also enjoy coaching and mentoringpeople who are in the early stages of their careers, especially those from developing economies. I maintain a keeninterest in how technology will continue to change the world and our daily experiences.Full Career HistoryCEO, Calderys, a Division of Imerys SA,Germany / Belgium(2013 – 2018)Full P&L responsibility for a division with 3500 employees across 18 industrial sites with entities in 29 countries, aturnover of €550M, safety performance below 1 lost time accident / million hours worked and ebitda >€65M.● Completed 8 acquisitions, adding €100M sales in adjacent service sectors and entering the key markets ofUSA and Indonesia.● Implemented a commercial excellence program impacting 150 commercial staff, focused on transactionalpricing, sales force effectiveness, and sales management. The €1.5M program had a commercial payback ofless than 12 months through improved gross margins and additional sales.● Transformed the European region from a country management model to a regional model with fourcommercial segment teams.● Restructured the central functions and European region to lower ﬁxed and overhead costs by €10M annually.● Actively participated as a director in industry associations both at European and global level.● Attracted new talent to the divisional executive team, increasing diversity and building successionpossibilities.

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CEO, Advanced Materials and Technology - Division of Morgan Advanced Materials plcGermany(2011 - 2013)Full P&L responsibility for a business with 1900 employees across 16 manufacturing sites globally, delivering£150M revenues and on track to double proﬁts in 3 years.● Built and executed a plan to move the European business from 8% EBIT in 2011 to 15% 2013.● Focused on industrial realignment to Hungary and sales growth driven by global mega-trends in windenergy, lithium battery, water pump efﬁciency, body armour, and railway electriﬁcation markets.● Established a new leadership team with a "play to win" attitude to drive results.● Increased innovation budget and talent to support growth in mega-trend opportunities.President / CEO, Morgan MMS - Division of Morgan Advanced Materials plcUSA(2009 - 2011)● Global business with plants in Germany, Brazil, India, and China.● Increased sales from £28M to £42M by establishing a global management structure focused on proﬁtablegrowth. Proﬁts increased from single digits to >15%.● Realigned cost footprint by investing in faster growing markets in India and China.● Sold French entity to a third party and maintained sales revenue stream but reduced ﬁxed costs.● Recruited talent into operations and sales, and established a succession framework.General Manager - APAC, Morgan MMS - Division of Morgan Advanced Materials plcChina(2006 - 2009)● Planned and executed a WOFE investment in a new factory / company for crucible production - £5Minvestment. Full project scope included sourcing land, establishing business license, hiring and trainingemployees, building and equipping factory, and overseeing start up.● Sponsored and implemented investment in global CRM (Salesforce.com).Vice President, Sales & Marketing, Morgan MMS - Division of Morgan Advanced Materials plcUSA(2003 - 2006)● Implemented marketing plan to integrate business to create a global trading platform - USA, Germany, andBrazil, with distribution facilities in Australia, Japan, Mexico, and South Africa.● Introduced the Morgan MMS brand globally, replacing multiple trading entities’ company brands whilemaintaining product brands.● Continued concurrently in President (P&L accountability) role for USA subsidiary.President, Morganite Crucible Inc - Division of Morgan Advanced Materials plcUSA(1996 - 2003)● Full P&L responsibility.● Closed manufacturing facility and established distribution center on separate premises. Managed plantclosure and union negotiations, including disposal of property.Product / Market Manager, Thermal Ceramics - Division of Morgan Advanced Materials plcUSA(1990 - 1996)● Established product mix and pricing strategy, determined direction for product development for ﬁreprotection and converted ﬁber product ranges.● Developed and implemented integration strategies for a £5M acquisition.

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ETHAN RAATH, ThD.2443 S Holland StreetLakewood CO 80227303-261-2841drethanraath@gmail.comPROFILEInspiring, dedicated, and personable professional highly regarded as an effective leader, coach, consultant,communicator, educator, administrator. Experienced in business, non-profit, academic, religious, andcommunity organizations. Enjoys collaborative work environment that includes variety, creativity, andproblem solving. Open to travel.PROFESSIONAL EXPERIENCECoaching & Consulting● Applied distinctive Whole Brain coaching to empower leaders and teams. Supported leaders throughpersonal and professional coaching that empowered leadership practice.● Consulted with organizations and groups to enhance effectiveness through team building, leadershipdevelopment, mission and vision design, strategic planning.● Provided conflict management through mediation and training, successfully leading organizations andgroups through times of crisis, change, conflict, and transition.● Coached leaders in transition with career assessment, resume development, and job-search strategies,enabling successful transition to new employment.Management● Directed organizations, working in team setting to provide administrative oversight of projects, staff,volunteers, finance, facilities, client service, community relations, and fund raising.● Supervised, evaluated and interviewed professionals, support staff, and volunteers.● Trained staff and volunteers through seminars, workshops, and individual mentoring.● Guided development of internal and external communications including newsletters, press releases, andmarketing projects.● Directed long range planning programs, including design and implementation of mission, vision, andstrategic planning.● Coordinated information gathering through town meetings, focus groups, and surveys.● Designed, planned and implemented projects including local and national events.● Chaired numerous organizational boards.● Achieved success in grant writing and fund raising campaigns.Education & Training● Led and designed seminars, workshops and retreats in leadership development, team building, personalenrichment, career transition and conflict resolution.● Professor: Interpersonal Communication, Conflict Management, Public Speaking, Leadership Ethics.Communication● Presented motivational and inspirational speeches on various topics to conventions, businesses,community groups, churches, colleges, and schools.● Published author of inspirational articles for magazines and newspapers.Ethan Raath, Page 2.

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LILLIAN MORALES-LASTER 614-378-1824 • mrslilymorales@gmail.comColumbus, Ohio • linkedin.com/in/lillian-moralesDRIVING HR STRATEGY & WORKFORCE EMPOWERMENTDirector / VP-Level HR Leader with broad generalist experience in public and private environments. Shape bestpractices-based HR policies, programs, processes, and workplace cultures to improve talent, engagement, empowerment, andaccountability. Commit to the field beyond the construct of the 8-5 workday, engaging in community forums with the goal offacilitating conversations that break down implicit bias; disrupt gender, race, and ethnicity norms; close pay gaps forminorities; and inspire social change. A passionate advocate for all individuals reaching their potential through thedevelopment, facilitation, and promotion of supportive working environments where each team member feels valued andheard.StrengthsFinder ThemesCommunication • Restorative • Futuristic • Deliberative • ResponsibilityPROFESSIONAL EXPERIENCEUnited Midwest Savings Bank | VP, Human Resources Director, 2018-presentRecruited to replace a retiring HR leader and to bring formality and best practices to the organization’s human resourcesprograms, processes, and overarching infrastructure serving over 150 team members. Direct all generalist functions includingtalent acquisition, onboarding and training, employee relations, performance management, benefits and compensationadministration, regulatory compliance, and personnel administration. Assist with facilitating quarterly all-staff meetings as aforum for discussing topics of interest, building camaraderie, and shaping culture. Represent the organization duringcommunity events including NAWBO, Junior Achievement, and the Thrive Business Summit.LeadershipDevelopment★ Serve as a member of the Leadership Council and assisted with creating a CulturePlaybook, fueling career-pathing and succession planning of team members by offeringleadership training, coordinating DiSC assessments, and sharing insight into workforcedevelopment.TalentAcquisition★ Reengineered the recruitment, interview, and selection process; created first-time toolsfor hiring managers; expanded opportunity awareness with internal candidates; andensured 100% compliance in all hiring, onboarding, and promotion selection processes.CultureShaping★ Revamped job descriptions to ensure alignment of talent with organizational needs,processed hundreds of new hires and promotions and worked diligently to create a culturewhere expectations are known and accountability and empowerment are the norms.Benefits Review★ Performed a comprehensive benefits analysis and facilitated open enrollment processes,updating STD policy during the process (100% paid leave) and working to improve FMLApolicy. Organized a UBS webinar to train employees on Empower-driven 401(k)administration.Employee Relations★ Facilitate and manage employee relations on behalf of the company, advise and trainleadership in best employee relations practices and strategies for managing supervisorproblems and employee grievances.PerformanceManagement★ Instituted processes to track and trend performance, identifying and facilitating employeeterminations, conducting exit interviews, and sharing lessons learned during the process.Developed and socialized performance evaluation timelines for all management personnel.AssociateCounsel★ Serve as a trusted HR business partner to all team members, being looked to for soundguidance on performance management, employee counseling, and hiring decisions.SupplierDiversity★ Spearheaded a supplier diversity initiative—creating a form that has since been completedby hundreds of vendors—and revising the Diversity Statement to better reflect core valuesand vision.HR PolicyDesign★ Developed several first-time policies critical to the cultural health and integrity of thebusiness, addressing such areas as FMLA, STL, PTO, Dress Code and Grooming, andNepotism.

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LILLIAN MORALES-LASTER 614-378-1824 • mrslilymorales@gmail.comColumbus, Ohio • linkedin.com/in/lillian-moralesEEO & AA Officer★ Design and conduct a continuing audit to identify possible problem areas, monitor theoverall effectiveness of the Program and implementation thereof; follow through withadvice and recommendation where appropriate, and ensure necessary remedial actions aretaken.DEI Officer★ Experience in developing and implementing successful diversity and inclusion strategies,for leadership accountability and development of employee engagement and retentionefforts.City of Columbus, Department of Public Utilities | Performance Management Specialist, 2006-2018 | Payroll & BenefitsClerk, 2002-2006Oversaw performance management systems and processes impacting 1,200 City of Columbus team members (100-200personnel reviews each month), developing a database to track appraisal completion, performance-based compensationchanges, and process and procedure compliance. Tracked and trended employee metrics and produced monthly JOLTS reportsof labor activities. Managed personnel administration functions to ensure verification of special licensures, coordination ofbackground checks, and completion of all pre-employment activities. Played a key role in recruitment and selection processes,representing the City of Columbus during job fairs and applicant screening processes. Processed payroll, PTO, and claims.Equality, Diversity,and Inclusion★ Engaged as a Founding Member of the Diversity & Inclusion Committee, working tirelesslyto impact employee engagement as well as cultural awareness and sensitivity, and topromote inclusive work culture offering opportunities allowing employees to reach theirfull potential.Next-GenerationTalent Engagement★ Developed and coordinated the Summer Youth Program—employing 80 high school andcollege students annually —working with supervisors and managers to match students’interests with the needs of City of Columbus Department of Public Utilities sections.Recruitment &Engagement★ Facilitated the recruitment, selection, onboarding, and training lifecycle, authoring jobpostings, screening applicants, conducting interviews, recommending hires, coordinatingthe new hire orientation and paperwork process, and overseeing performancemanagement.Labor Relations★ Researched and evaluated employees on extended leave to determine if they fit thecriteria for a Fitness for Duty hearing, coordinating the entire process from investigatingand attending grievance proceedings to ensuring union contract compliance.EDUCATION & DEVELOPMENTSouthern New Hampshire University, Manchester, New HampshireBachelor of Science in Business Administration (BSBA) • Concentration in Human Resource Management, pendingWomen for Economic and Leadership Development (WELD) • Government Boards & Commissions Skills Training, 2019AAUW Work SmartCertified Salary Negotiation Facilitator, 2018Hispanics in Philanthropy (HIP)Next Generation Latino Leadership Program, 2017— Recent Training Snapshot —OBL HR Forums • OBL HR Conference • Veterans Recruiting Summit • Developing People • WELD Leadership ConferencePage 2 of 4

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LILLIAN MORALES-LASTER 614-378-1824 • mrslilymorales@gmail.comColumbus, Ohio • linkedin.com/in/lillian-moralesRECOGNITION & AWARDSWELD's 2022 Women WELDing the Way® Calendar HonoreesWomen for Economic and Leadership DevelopmentBOARD INVOLVEMENTZora’s HouseBoard Member, 2022Women for Economic and Leadership Development: WELDBoard Member / External Affairs Committee, 2023Mission: Provide women of color with the clarity,confidence, and connections they need to amplify theirauthentic voices; grow and contribute their talents, andpowerfully transform their lives, careers, and communities!Mission: WELD's mission is to develop and advance women'sleadership to strengthen the economic prosperity of thecommunities it serves.Governance Committee, 2022Previous Board Service:● League of United Latin American Citizens (LULAC), Board Member / Treasurer, 2019-2020TRAINING SESSIONSTrainer, • “Salary Negotiation” • Latina Mentoring Academy, 2019, 2020 (2 sessions)Facilitator • “Gender By Us” • City of Columbus, 2018 (2 sessions)Trainer • “Performance Reviews” • City of Columbus, 2017-2018 (8 sessions)Trainer • “Coaching” • City of Columbus, 2017-2018 (2 sessions)SPEAKING ENGAGEMENTSPanelist • Executive Leadership Panel • OBL Women in Banking Conference, 2022Panelist • “The Socially Responsible Leader” • WELD Pathway to Management Program for Women of Color, 2022Panelist • Empower Her Virtual Series " SQUAD GOALS" • Dress For Success Columbus, 2022Panelist • “Intersectional Leader” • WELD Pathway to Management Program for Women of Color, 2022Panelist • “Loving the Skin You Are In” • The DIVA Movement, 2022Panelist • “Taking Initiative: Be True to Yourself” • WELD Emerging Professionals’ Series, 2022Panelist • “Run after What You Want Early in Your Career: Setting Big Goals and Pursuing Them with Audacity” • WELDLeadership Series, 2020Co-Presenter • “Lift Every Voice and Lead: Harnessing the Power of Your Voice” • WELD Conference, 2018ADVOCACY INITIATIVESModerator • Latina Equal Pay Day Panel • Columbus Women’s Commission, 2022Panelist • “COVID-19 & Women Inequalities in the Workforce” • COATD D&I SIG Event, 2020Organizer • Latina Equal Pay Day National Forum, 2020Participant • Ready To Run – Campaign Training for Women, 2017Roundtable Participant • Latina Equal Pay Day, 2017Roundtable Participant • National Black Women’s Equal Pay Day, 2017Page 3 of 4

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Pamela R. Hardy, SPHR, SHRM-SCP Facilitating Organizational Excellence LEARNING & ORGANIZATION DEVELOPMENT EXECUTIVE Leadership Development • Talent Management • Employee Engagement • Experience Design Succession Planning • Change Management • Diversity & Inclusion • Organizational Effectiveness • Coaching Adept at managing multi-disciplined teams and acknowledged as an agent for organizational transformation. Specialized expertise includes marketing and technical support management. Skilled at standing up new departments and functions. CAREER TRACK THE HARDY GROUP Charlotte, North Carolina MANAGING DIRECTOR A woman owned organization and talent development consulting firm committed to empowering people to achieve their highest self professionally and personally. NOVANT HEALTH Charlotte, North Carolina VICE PRESIDENT, LEARNING & DEVELOPMENT 2018-2021 Responsible for the creation and implementation of the learning and education strategy to drive the strategic plan and align the development of team members (employees) at all levels, within all disciplines and functions—including physicians. Successfully launched an accelerated leadership development program for high performing/high-potential managers and directors to equip them to take on greater responsibility and promotional opportunities. Also launched a physician and advanced practice provider leadership development program to increase their efficectiveness at the institute/service line and market level. PRISMA HEALTH (PALMETTO HEALTH) Columbia, South Carolina CORPORATE LEARNING OFFICER 2013 - 2018 Responsible for the creation and implementation of the learning and education strategy to drive the strategic plan and align the development of team members (employees) at all levels, within all disciplines and functions—including physicians. Developed a holistic framework for leadership development—includes a competency model with behavioral anchors and descriptors for each level of leadership as well as individual contributors, learning maps outlining required and optional programs, the “why” for each and timelines for expected completion. INOVA HEALTH SYSTEM Falls Church, Virginia ASSISTANT VICE PRESIDENT, ORGANIZATION & TALENT DEVELOPMENT 2009 - 2013 Responsible for leading the Organization & Talent Development function and providing comprehensive enterprise-wide strategy and execution of leadership development, organization development, employee engagement, talent management, change management, training and professional development for employees at all levels and physicians in support of the organization’s values, mission, vision and strategic plan. Successfully launched a new department at Inova and chartered a new team integrating organization development, learning & development and talent management—leveraging resources across the enterprise to ensure service excellence and enhance the patient experience. Constructed a teaming methodology to coach and educate groups on ways to enhance individual, workgroup and organizational effectiveness—included Crucial Conversation training.

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MARRIOTT INTERNATIONAL, INC. Bethesda, Maryland SENIOR DIRECTOR, HUMAN RESOURCES 2008 - 2009 GLOBAL BRAND MANAGEMENT & ORGANIZATIONAL CAPABILITY Provided comprehensive leadership assisting the select services and extended stay operations in optimizing efficiencies, improving business performance, and successfully identifying and securing top talent to maximize revenue and profitability in a challenging economic and industry landscape. Within 6 months, managed planning and change processes resulting in refined brand management structure. Chartered new team and recruited talented brand managers. In addition, conducted an HR compliance analysis and developed an effective risk management process. SAIC MCLEAN, VIRGINIA ASSISTANT VICE PRESIDENT, ORGANIZATION & LEADERSHIP DEVELOPMENT 2006 - 2008 Successfully developed and implemented policies, approaches, and procedures to create a leadership pipeline strategy, as well as the creation of training and retention program to ensure organizational needs met. Directly managed personnel in areas of training planning and execution, e-learning, executive coaching, and organizational develop, and personally interfaced and managed vendors and contractors. Successfully increased organization’s ability to retain high-potential and high-performance managements to the C-level. Accomplishments included a leadership competency model, redesigning an entry-level leadership course, a 360° feedback and coaching program, and an improved change management structure. FANNIE MAE Washington, DC TALENT DEVELOPMENT – HR PRACTICE LEAD 2001 - 2006 Proactively and effectively developed and implemented a world-class Performance Management System to improve leadership development efforts across the corporation and ensured alignment with both short and long-term business goals. XEROX CORPORATION McLean, Virginia MANAGER, HUMAN RESOURCE CONSULTING 1997 - 1999 MANAGER, QUALITY & LEADERSHIP DEVELOPMENT 1996 - 1997 Served as performance coach to Global Accounts senior executives and management personnel, as well as managing general HR functions. Led efforts sourcing and hiring employees, supervisors, and managers, designed succession planning strategies, created effective workforce development programs, and spearheaded retention efforts. Served as subject matter expert and facilitator for new management hires at the Xerox Management Institute, with subject matter including performance management, diversity, employee relations, and the company’s harassment investigation process. Between 1996 and 1997, trained over 1,000 VPs, GMs, and other high-level managers in leadership skills and other critical managerial functions. Previous positions include: Manager, Training Communications – Xerox Corporation Manager, Customer Education – Xerox Corporation District Systems Support Manager – Xerox Corporation LEARNING CREDENTIALS MASTER OF SCIENCE – ORGANIZATION DEVELOPMENT The American University Washington, DC BACHELOR OF SCIENCE – BUSINESS ADMINISTRATION Fordham University (Marymount College) Tarrytown, New York

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Margaret K. Marshall, Ph.D. 2138 E. Cathedral Rock Dr. | Phoenix, AZ 85048 614-429-7036 peggymarshall@imagoperformance.com PROFESSIONAL PROFILE Experienced executive coach, educator, and global coaching strategist with over two decades of leadership in building internal coaching cultures, certifying global coaches, and facilitating sustainable organizational transformation. Recognized for integrating neuroscience, emotional intelligence, and leadership development into scalable, evidence-based coaching frameworks. Founder of two coaching enterprises and a trusted advisor to Fortune 500 companies, international universities, and emerging leaders worldwide. EDUCATION Master of Arts, Middlesex University, London | 2015-2016 Graduated with High Distinction Thesis: Impact of Coaching on Motivation Doctor of Philosophy, Antioch University, Yellow Springs, OH | 2002–2006 Focus: Coaching, Leadership Development, Emotional Intelligence, and Change Management Strategies Master of Education, University of Cincinnati, Cincinnati, OH | 1977–1978 Emphasis: Community Health Promotion Bachelor of Science in Education, University of Dayton, Dayton, OH | 1972–1976 Major: Health Education | Minor: Physical Education PROFESSIONAL EXPERIENCE Founder and CEO, Global Institute of Organizational Coaching, LLC | Phoenix, AZ | April 2018–Present Established a global coach development institute providing ICF-aligned certification programs. Designed proprietary curriculum from foundational to master level, with specialty tracks in Peak Performance, Resilience, Career Coaching, Compassionate Coaching, and Leader as Coach. Built a faculty network across three continents. Facilitated Communities of Practice and certification pathways for over 300 coaches in 6+ countries. President and CEO, The Imago Performance Consulting Group, LLC | July 2000–Present Founder of a leadership consulting firm focused on coaching-based change

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interventions. Developed assessment-based team and leadership development initiatives for private and public sector clients. Led internal coaching integration for mid-sized companies and national nonprofits. Supported executives and senior leadership teams through strategic alignment and cultural transformation initiatives. Director of Coaching Strategy, Nationwide Financial Services | Columbus, OH | August 2007–2018 Designed and led a coaching culture strategy that certified over 250 internal leaders. Developed a coaching curriculum accredited as the first year of a Master’s degree program at Middlesex University. Provided one-to-one coaching for over 50 senior leaders, including SVPs and national sales executives. Led KPIs and impact evaluation, demonstrating increased engagement and performance outcomes. Designed and produced an annual coaching conference attended by 200+ leaders. Adjunct Instructor, University of Dayton | Dayton, OH | 1980–2001 Designed and taught undergraduate and graduate courses in health education, behavioral science, and community health. Created applied learning experiences tied to leadership, service, and coaching principles. CERTIFICATIONS • Certified Hogan Assessment Suite Practitioner • Certified Personalysis Facilitator • Certified Behavioral Analyst (DISC & PIAV Assessments) • Certified Myers-Briggs Type Indicator (MBTI) Practitioner • Level Two Certification in Multiple Psychological Instruments AWARDS & RECOGNITION • Nationwide CEO Award for Engagement | 2013 (One of twenty-five awarded annually across the enterprise) • Selected Research Fellow, University of Wales Trinity Saint David and Middlesex University PUBLICATIONS • Sustaining Impact: Inspiration Meets Perspiration (2025) • Detach from Drama: The Art of Emotional Reset (2025) • Chapter Contributor, The Role of Coaching in Belonging at Work (forthcoming academic volume) SELECTED SPEAKING ENGAGEMENTS • “Researching Your Practice,” ICF Global Conference | 2006

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RHONDA BERNARD 1, rue d’Anjou 75008 Paris, France +33 6 89 39 68 66 rhondabernard@thebeaconoflight.com www.thebeaconoflight.com CAREER SUMMARY Passionate, collaborative Diversity and Inclusion, Learning and Talent Development leader Coach with nearly 20 years of international strategic human resources responsibility. Expert in leadership and team development, diversity, equity and inclusion, transformation, change management, talent planning, with integrated learning and development. Beacon of Light Owner of Beacon of Light, a consulting company specializing in working with 01/2021 to Present companies on people and organizational transformation. Owner Extensive work in leadership and team development, focusing on programs and policies that transform the culture and systems of the company and integration of Diversity, Equity, Inclusion and Belonging Providing design, delivery and coaching programs, for leadership development, both individually and to teams, that boosts their capacity to bring about transformation. Providing coaching and training programs for teams to gain personal insight, and to understand their strengths for them to become more engaged, higher performing teams. THE ESTÉE Leader in Prestige Beauty, with over 25 brands in make-up, skin care, hair care and LAUDER fragrances, and present in over 150 countries. ELC has total annual sales of over $ 35 COMPANIES, billion and more than 80 000 employees. The EMEA Region covers 3 continents, 18 EMEA affiliates and is a mix of emerging markets and mature markets, with over 9 000 employees. 08/14 TO 07/20 LEARNING & TALENT ELC, EMEA DEVELOPMENT Reporting directly to the VP, Human Resources, EMEA and Matrix to SVP, Global DIRECTOR, EMEA Learning and Talent Development, responsible for implementing the Learning and Talent Development Strategy across the EMEA region, and ensuring optimization of talent and learning processes. Responsibilities and Key Accomplishments: ❑ Principal Member of Digital Task Force responsible to design, partner and rollout High Touch Digital Program to entire region to contribute to Digital Transformation of ELC EMEA with mandate to dramatically change the way we do marketing in 1 year. ❑ Strategic learning partner within EMEA to use learning as one of the solutions to reach strategic objectives. Key stakeholders are GMs, HRBPs, and Region and Global Leadership. ❑ Regional Lead for Inclusion and Diversity, and facilitated numerous workshops in Inclusion and Diversity, including cultural awareness, cultural differences, conflict management, inclusive leadership and unconscious bias. ❑ Facilitated numerous workshops on Change Management, Everyday Change, using agile methodology, and Mind Gym courses, including Courageous Conversations, Confidence, Influence & Persuade. ❑ Facilitated teambuilding activities using Myers-Briggs Type Indicator, including individual coaching. ❑ Use learning solutions to increase peer learning and sharing through technology, such as sharing platforms, for example Slack! and leverage broad learning tools, such as LinkedInLearning. ❑ Lead change in Store Design and Visual Merchandising Organization to ensure all Brands within EMEA receive optimal creative, quality and technical service ❑ Develop and roll-out solutions for new initiatives identified through the annual learning and talent needs analysis process with the Affiliates and Global Team

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❑ Implement 360 Program with Senior Leaders within EMEA to build feedback culture ❑ Provide guidance and direction for all performance and development management, and talent planning processes. ❑ Constantly improve and upgrade the talent planning process, to include Talent Councils around strategic functions, such as Creative, Digital, Marketing and Retail ❑ Partner with Global Learning and Talent Development to provide Regional input and ensure global programs are relevant and strategic for EMEA region, for such programs such as : Onboarding, Inclusion and Diversity, iMentor for Millennials, and Management Foundations Program ANTALIS ANTALIS. - PARIS, FRANCE Reporting directly to the VP Human Resources, the role was established to have an integrated approach to Talent Management linked directly with learning and . development. 02/13 TO 08/14 TALENT DEVELOPMENT Key Accomplishments: DIRECTOR ❑ Established talent management processes to create a high performance culture ❑ Established performance and development management with integration of core values and behaviours as cornerstone of talent management ❑ Developed and implement talent management processes around performance management, succession planning, organisation and talent reviews and development plans ❑ Recruitment strategy based on needs and gaps identified during the organisation and talent review, including college recruitment strategy ❑ Determined with Executive Committee the appropriate organization structure to meet different markets ❑ Integrated learning and development strategy to help develop all employees throughout the organisation in accordance with Company’s vision and strategy ❑ Developed programs that integrate e-learning with internal resources and external providers to bring about the most impactful and cost-effective learning IMERYS With annual sales of over €3.6 billion and more than 16,000 employees in over 47 countries, Imerys is a world leader of specialty based minerals solutions for multiple 06/02 TO 01/13 industrial application. CAREER IMERYS, S.A. - PARIS, FRANCE DEVELOPMENT Reporting directly to the Senior VP Human Resources, the role was established to provide DIRECTOR a more cohesive approach to talent management and development for the Group. 06/07 TO 01/13 Key accomplishments: ❑ Launched and implemented Group-wide annual review process and tools, including an e-tool ❑ Launched and implemented Group-wide organizational and people review (OPR) process and tools ❑ Managed the outcomes and implementation phase of the OPR, including talent acquisition strategy, including areas of high growth, such as Brazil, China, and India ❑ Launched a talent pool accelerator program to put in place individual development plans for high potentials and critical experts ❑ Designed, developed and deployed Diversity Project within Imerys, including Diversity Charter, ongoing statistical reports and training based on internal KPIs ❑ Developed and deployed a Women’s Mentoring Program ❑ Implemented and led regular Group-wide Internal Mobility meetings to foster internal growth and development of key employees ❑ Managed School Relations to communicate, recruit and onboard recent graduates from targeted universities ❑ Created and implemented an assessment center to define, measure and develop key competencies for critical positions ❑ Created and Chaired Learning and Development Steering Committee to ensure alignment of Group learning and development offer with businesses

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COMPLIANCE AND IMERYS, S.A. - ROSWELL, GA (USA) DEVELOPMENT Reporting directly to the Americas Regional Director, Human Resources. Objective was to MANAGER establish the main methodologies and processes for development within North America, 1/05 TO 06/07 and to ensure consistency and adherence in a heavily regulated and complex geography Key accomplishments: ❑ Developed guidelines for learning and development for North America ❑ Developed Group HR policies ❑ Developed Management Guidelines, and Employee Handbook ❑ Implemented Affirmative Action Plans in strict compliance with US regulations for all operational sites within US ❑ Instituted procedures for Federal Government employment audits (8 in 5 years) ❑ Developed policies for and led investigations of claims based on compliance - wages, harassment, discrimination for all US operations ❑ Led a job description project to establish job descriptions for all US employees ❑ Developed and implemented first Group-wide Senior Leadership Program Developed and deployed to all NA Managers performance management and employee engagement training HUMAN RESOURCES, IMERYS, S.A, ROSWELL, GEORGIA (USA) MANAGER, NORTH Reporting directly to the V.P. Human Resources, America, this position was AMERICA responsible for the strategic planning and implementation of Identified and developed HR CORPORATE strategies to help the businesses headquartered in North America reach their goals. 06/02 TO 12/04 Challenges include all aspects of recruitment, compensation, benefits, restructuring, organizational structure, communications and employee relations. Key Accomplishments: ❑ Revamping of recruitment methods, decreasing time to hire by 50% ❑ Development of structured, competency and behavioural based interviews, improving quality and consistency of hire by 30% ❑ Restructuring and divestment of several businesses Reorganization and integration of divisions within North America LIGHTING A start-up lighting products distributorship, servicing the hotel, restaurant and apartment PRODUCTS industry, that grew from 5M $ to 20M$ within 2 years COMPANY 09/97 TO 05/02 HUMAN RESOURCES Reporting directly to CEO, responsible for all aspects of human resources. Created the MANAGER Human Resources function for this fast-growing start-up. Developed HR strategies to help 05/97 TO 06/98 the ambitious growth strategy. Responsible for all human resources activities, with strong emphasis on recruitment of specialty profiles within the industry in a very short turnaround time. JUNIOR HARTFORD STEAMBOILER INSURANCE COMPANY, ATLANTA, GEORGIA (USA) UNDERWRITER 09/88 TO 04/93 Responsible to work with insurance underwriters to decide if applications for insurance cover (risks) should be accepted and if so, what the terms of that acceptance should be. Assessed a risk according to the likelihood of a claim being made by weighing up a number of factors and asking for detailed information from prospective clients (policyholders). The aim was to minimize losses for the company and help to make a profit EDUCATION MBA, specializing in Human Resource Management - Georgia State University, Atlanta, Georgia, USA 06/2002. M.A., French Literature - University of Pittsburgh, Pittsburgh, Pennsylvania, USA 06/1997 B.A., International Trade; Minor in Economics - Auburn University, Auburn, AL, USA 06/1988. Myers-Briggs Type Indicator Type I and Type II Certified since 2006 Mind Gym Certified since 2018 International Mozaïk – Paris, France – Master’s of Business Coaching completed 2022 ICF Member

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Rebecca Wiggins Columbus, OH | 614-563-0899 | rwiggins@rowtogether.us | linkedin.com/in/rebecca-wiggins-5b368a6/ Row Together, LLC Founder | 2022 – present • Provide consultant services focused on strategic implementation planning, organizational efficiency, coaching and leadership development, communication and team building, and change management Community Financial Wellness Executive Director & Curriculum Director | 2022 – present • Led curriculum development for online financial education program • Convene local partners for focus groups and interviews • Develop partnerships with local nonprofit organizations and government agencies • Oversee operational and strategic management of the organization, including obtaining 501c3 status • Provide free online financial education program and match savings incentive to local nonprofit organizations Association for Financial Counseling and Planning Education® (AFCPE®) Executive Director | 2012 - 2022 • Oversaw operational and strategic management of the national organization • Built and managed an annual $2.7 million budget (increased revenue from $1 million) • Established $2 million+ strategic endowment fund • Directed large national projects impacting the financial capability for tens of thousands of military and economically vulnerable populations • Led, coached, and developed staff team focused on a culture of equity, inclusion, and accountability • Implemented Entrepreneurial Operational System (EOS®) and established KPI metrics for operational efficiency and data-driven growth • Earned national NCCA accreditation for the AFC® (Accredited Financial Counselor®) program • Expanded partnerships for grant programs and certification growth to increase revenue and awareness to include USAA Educational Foundation, FINRA Investor Education Foundation, Consumer Financial Protection Bureau, National Endowment for Financial Education, State Employees Credit Union, Operation Hope, Cities for Financial Empowerment • Identified and implemented revenue generating opportunities and expense control measures, resulting in consistent positive net income and successful annual audits • Actively engaged Board of Directors and Task Force volunteers in regular strategic planning and vision • Spokesperson and Ambassador for organization with broad scope of audiences, including Board of Directors, Staff, Membership, Partners, and Media • Developed, produced, and co-hosted Real Money, Real Experts podcast Association for Financial Counseling and Planning Education® (AFCPE®) Director of Certification Programs | 2011-2012 Association for Financial Counseling and Planning Education® (AFCPE®) Grant Programs Coordinator | 2005 - 2011

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Susan Alexander, PCC Executive Coach & Leadership Development Specialist Professional Summary Executive coach with extensive business background specializing in transformational leadership, interpersonal and intrapersonal communication, and business management. Committed to helping individuals create new possibilities for personal and professional growth while fulfilling their most important goals and aspirations. Known for creative "out-of-the-box" thinking, positive outlook, and ability to work effectively with all management levels. Core Competencies • Executive & Leadership Coaching - Transformational leadership principles and practices • Organizational Development - Vision and purpose clarification, team dynamics • Communication Excellence - Self-perception awareness and relationship building • Performance Enhancement - Results-focused coaching for meaningful impact Professional Experience Executive Coach & Consultant, Rosebud Coaching and Consulting, LLC | Current Grounded in transformational leadership principles, Susan creates unique coaching experiences by combining extensive business expertise with proficiency in transformational learning. This approach offers a profound understanding and sensitivity to the challenges facing modern managers and leaders, enabling clients to achieve breakthrough results in both personal and professional contexts. • Develop and deliver executive coaching programs focused on transformational leadership. • Specializing in helping leaders discover and clarify their vision and purpose • Coach executives, managers, and individual contributors on self-awareness and intentional choice • Focus on expanding client self-perception and communication effectiveness • Create coaching solutions that drive impactful, meaningful, and deeply satisfying results Financial Services Professional, Previous Role • Commercial Lender - Managed commercial lending portfolio and client relationships • Community Development Officer - Led community investment and development initiatives. • Investment Product Manager - Developed and managed investment product offerings.

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SHAWN S. GARRETT New Albany, OH 43054 614.582.4493 http://www.linkedin.com/in/ssgarrett coachgarrett3@gmail.com LEADERSHIP AND TALENT DEVELOPMENT PROFESSIONAL Proven Leadership Development, Training, and Coaching trailblazer with extensive experience delivering innovative solutions and managing programs that increase productivity and engagement across an organization. Reputation for conducting comprehensive needs assessments, designing solid interventions, and evaluating outcomes. Polished facilitator who engages audiences such as Women’s Bar Association, Westerville Chamber of Commerce, and area hospitals. Highly skilled at coaching individuals to improve effectiveness by helping them assess their skills, explore development options, and create action plans to achieve their goals. Depth of experience providing services to Fortune 500, healthcare, non-profit, state agencies, and financial organizations. PROFESSIONAL EXPERTISE  Leadership Development  Instructional Design  Training Management  Learning and Development  Virtual and Blended Learning  Project Management  LEAN Ohio Camo Belt  Orientation and Onboarding  Learning Management Systems  Assessment: DISC, Motivators  Coaching  Organizational Development EXPERIENCE THE STATE OF OHIO, Columbus, Ohio 2018 – Present Talent Development Consultant Support leadership and professional development for all employees within the State of Ohio.  Design Instructor-led and virtual courses to support the Lead Ohio curriculum. Developed a coaching course which included feedback and coaching models and role plays.  Provide performance consulting to all agencies, boards and commissions for on-site training requests.  Facilitate all Lead Ohio FoS and assigned DAS catalog courses.  Serve as subject matter expert on Lean principles and advise the Learning and Talent Development team in facilitating process improvements. Earned LEAN Ohio Camo belt for improving the on-site training process.  Administer, track, summarize, and report post survey evaluations for all Lead Ohio courses.  Process all requests for Lead Ohio enrollments and certificates within two learning management systems. EMERALD CITY COACHING, LLC, New Albany, Ohio 2002 – Present Owner, Talent Development Consultant and Professional Coach Design talent development solutions to assist organizations in leveraging their talent to meet business goals.  Conduct needs assessments to identify performance issues, analyze root causes, and design client-focused blended learning solutions to support business goals.  Create and implement change management initiatives to maximize employee engagement.  Design and facilitate virtual training for onboarding and developing professional skills.  Track and report training through client’s Learning Management System as needed.  Coach managers, staff, and groups to change behavior and increase effectiveness. SIGNATURE WORLDWIDE, Dublin, Ohio 2014 – 2015 Learning Consultant Developed learning performance solutions focused on customer service, sales, and leadership skills.  Conducted needs analysis with internal and external customers to determine skill and competency gaps.  Worked with a leadership team to assess their culture and design a program to create a sustainable customer-focused culture. Analyzed effectiveness at achieving their vision following a training initiative.  Designed performance management training for leaders to develop skills in adapting their coaching and management styles to meet the needs of their employees. This program incorporated the DiSC assessment, a skill and ability model, and a coaching methodology.  Designed customer experience training for the call center of a large Global Hospitality Client.

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SHAWN S GARRETT PAGE TWO CHASE BANK, Previously Bank One Corporation, Columbus, Ohio 1988 – 2002 Credit Education Consultant, AVP, Retail Business Banking 2000 – 2002 Managed $500K training budget and curriculum for underwriters and sales professionals. Provided professional development support and coaching to managers and business bankers to develop core competencies.  Reduced training costs and improved credit quality by implementing monthly webinars for 300+ bankers.  Identified performance problems within the sales force and designed solutions to increase the quality of the loans within the Business Banking portfolio.  Reduced training costs by managing vendor relationships and negotiating pricing and contract terms.  Co-developed training, including case studies, to increase awareness of the values that drive lending decisions. Provided follow-up coaching to reinforce learning.  Partnered with business units to identify gaps in leadership and performance effectiveness. Developed and implemented strategies to produce individual and organizational change. Technical Training Manager, Officer, First USA, Technology Group 1999 – 2000 Managed career development for 400+ technical professionals located across the country. Reduced training costs by 25% by managing technical and non-technical training curriculum and reducing dependence on outside vendors. Managed vendor relationships and distance learning library of technical and non-technical courses.  Evaluated training needs and identified training solutions through internal and external resources.  Created a database of IT core competencies for assisting individuals and managers in identifying career development opportunities. Implemented a professional development process to track progress.  Increased productivity and professional skills by introducing and managing a $150K library of 100+ online courses. Tracked training and provided reporting to management.  Reduced training costs by developing a website to support professional development and e-learning.  Developed and implemented communication strategy for line of business.  Tracked and reported training through LMS. Education Consultant, Financial Card Services 1996 – 1999 Managed a distance learning center containing a variety of e-learning resources. Provided coaching and consulting services to managers and staff. Managed vendor relationships and negotiated contracts.  Managed daily operations, established policy, and communicated services.  Created and managed 3 placement centers servicing 350+ employees during a reduction in staff. These centers, implemented on time and within budget, led to the successful placement of 77% of the workforce.  Tracked and reported training through LMS. Senior Technical Trainer/Writer, Financial Card Services 1988 – 1996 Designed performance improvement solutions to meet specific knowledge gaps within the organization.  Designed and delivered Strategic Planning Program to increase productivity and efficiency.  Created storyboards and designed interactive multimedia training to complement instructor-led training.  Led internal training staff from project concept through post-project implementation. Maintained status reports, facilitated team meetings, developed project charter and project plans.  Developed a tracking process to insure client project expectations were met and measured.  Designed and maintained comprehensive technical and non-technical instructional materials to support ongoing client requirements. Created learning objectives, job aids, training materials, and evaluation tools. EDUCATION AND PROFESSIONAL DEVELOPMENT  MA, Education Administration, BS, Elementary Education, The Ohio State University, Columbus, OH  CEC Coaching Program, CoachU, Steamboat Springs, CO  Front-line Leadership, Zenger Miller, Columbus, OH  Leadership and Career Architect®, Choices Certification, Lominger, San Francisco, CA  Ohio LEAN, Camo Belt, The State Of Ohio, Columbus, OH  Higher Ground Leadership, Hopatcong, NJ  Project Management Training, International Institute for Learning, Chicago, IL  Supply Chain Management SCPro Fundamentals Certification, CSCC, CSCMP, Columbus, OH  DISC and Motivators Practitioner Certification, Assessments 24x7, Carlsbad, CA  MOODLE Basics MOOC Certification, Moodle, West Perth, Western Australia

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Shiv Paul Tel. US (1).917.403.9654 . UK. (44).7717.244.097. shiv@caprihanconsulting.com 29 Christchurch Gardens, Epsom, Surrey. KT198RU, UK 1 Facilitator of Change. 20 years of business consulting experience in providing, and executing against, strategic and tactical client recommendations in digital transformation and digital marketing. Expert in organizational and cultural change. Strengths in coaching (CTI certified), communications, relationship building, people development and effecting change at both the individual and organizational level. DIVERSITY & INCLUSION WORK • Board Positions: o Board Councilor for the Lawn Tennis Association (LTA) o Director of Communications for the Federation of the Gay Games www.gaygames.org • Consultant partnering with D&I Strategy Consultancies, Involve and KornFerry, providing D&I trainings to clients (Conscious Inclusion, Advocacy and Allyship training etc) EXPERIENCE 2020 – present Founder and CEO, Caprihan Consulting – caprihanconsulting.com Caprihan Consulting, is the only all-in-one consultancy with expertise in defining and delivering diversity and inclusion strategy and training, business value realization, sports training, and executive coaching strategies as overall Health and Wellness for an organization, its workforce and individuals. We ensure success by providing: • Change Management: Design strategies to ensure adoption and retention of new people/processes/technologies • D&I Strategy and Training: Embed new behaviours in your culture around people with policies and processes that stick • Executive Coaching: Enable individuals to succeed in new and inspiring ways in and out of the workplace • Physical health and wellness: programs to keep your people fit, energized and motivated so as to maintain balance and avoid burnout 2018 – 2020, Adobe Systems. New York, USA Manager, Organizational Growth and Roll-Out Practice, Adobe Consulting Services Designed, developed and productized a change management service line that understands necessary changes needed in organizational structure, culture, people, and process to ensure adoption and retention of implemented Adobe Digital Marketing solutions so clients can meet their business goals and exceed their KPIs. o Managing a book of business and achieving practice revenue targets of $6M (2019-2020) o Managing a team of consultants: ensuring individual utilization targets are met; people development o Designing go to market materials including engagement model and service package cost calculations o Working with sales on client pitch meetings for adoption engagements 2017 – 2018, Adobe Systems. New York, USA Client Partner, Adobe Consulting Services Client point of contact responsible for delivery of 7 Adobe Digital Marketing tools across the AT&T, Turner and Time Warner ecosystem. Managed consultants implementing solutions; identifed additional revenue opportunities; worked with sales on contract renewals 2016 – 2017, Adobe Systems. New York, USA Digital Transformation Leader, Adobe Consulting Services Adobe’s Digital Transformation Leads work with the client partner leading the engagement as the strategic engagement leads responsible for supporting the Customer. The DTL partners with the Customer on governing and planning the execution of Customer’s strategy to optimize the utilization of the Adobe Marketing Cloud. 2014 – 2016, McKinsey & Company. New York, USA Program Manager, Mobile and Voice Communications. IT Function Mobile, and Voice Communications programs optimize the productivity and efficiency of the Firm’s client-facing consulting staff by identifying and implementing best in class technology Coaching/Mentoring: • Developed and facilitated a Peer Coaching learning module with HR used throughout the Firm

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Shiv Paul Tel. US (1).917.403.9654 . UK. (44).7717.244.097. shiv@caprihanconsulting.com 29 Christchurch Gardens, Epsom, Surrey. KT198RU, UK 2 • Certified in Myers Briggs Type Indicator (MBTI) Steps I and II and facilitate the MBTI module in new consultant readiness trainings and for clients • Certified Co-Active Coach accredited by the International Coaches Federation (ICF) • Coached Firm and team members on client relationship management, conflict resolution, crisis management, presentation, team building and communication 2009 – 2014 , McKinsey & Company. New York, USA Senior Program Associate/UX Lead, IT Function: Client Service Technology Solutions Portfolio Led the Virtual Collaboration Program tasked with identifying collaboration solutions for non-collocated teams. • Identified and piloted technologies and processes that reduced costs while increasing productivity 2005 – 2009 , McKinsey & Company. New York, USA Senior Program Associate, IT Function: Application Development Department • Collaborated with stakeholders and sponsors to develop, support and manage the implementation of their IT projects with goals of increasing user satisfaction and reducing support costs. 2003 – 2005 , McKinsey & Company. London, England Business Analyst/Project Manager, IT Function: Recruiting Systems Portfolio Collaborated with business sponsors and stakeholders to formulate and implement the strategic direction of the Firm’s IT Recruiting systems with long-term (3-5 year) systems strategy plans 2000 – 2003, McKinsey & Company. London, England Recruitment Consultant Management of consultant recruitment programs and data analysis of the programs’ effectiveness through application data and event success to ensure attraction spend produces maximum returns 1998 – 2000, EMAP Plc. London, England Marketing Executive, Events Marketed large-scale annual trade shows and one day conferences focusing on fashion, computing and business communications staged in Birmingham and London, UK. 1997 – 1998, Mumbai, India Career break, Freelance journalist and actor • Journalist for Elle, The Sunday Times, The Bombay Times, The Sunday Review on Sports, English Theatre, international music artists and concerts (Savage Garden, Ricky Martin and Diana King) • Actor, Split Wide Open, a film by Dev Benegal; television commercials and modelling advertisements 1996 – 1997, EMAP Plc. London, England Marketing Assistant for CommunicationsWeek and Communications International magazines 1995 – 1996, The Playhouse Theatre, London, England PR Officer for multi award-winning production of Ibsen’s A Doll’s House starring Janet McTeer and Owen Teale EDUCATION 1994, Glasgow University, Glasgow, Scotland MA Honours in French Language and Literature. Subsidiaries: Psychology, Philosophy, Theatre Studies EXTRA CURRICULAR • Documentary filmmaking: Director and Producer, Queens at Court (2014), how tennis and its community supports diverse and challenged individuals. USTA sponsored US tour, 2014; What Are You Looking For? (2017), a film about modern day dating • People Development: Certified Life Coach. CPCC (Certified Professional Co-Active Coach) and MBTI facilitator • Recreation: Singing, Theatre, Cinema, Acting, performing stand up comedy • Sport: Weightlifting, Tennis, Skiing, Rugby, Swimming • Certifications: Certified Personal Fitness Trainer through ISSA (International Sports Sciences Association) • Travel: I’ve travelled extensively throughout Europe and Asia • Languages: French. One year studying at Universite de Mirail, Toulouse, France

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SHERYL RAPHAEL WHITAKER, MBA (631) 626-3398 | sheryl.raphaelwhitaker@gmail.com | linkedin.com/in/sheryl-raphael-whitaker CHIEF LEARNING OFFICER | CULTURE TRANSFORMATION | TALENT STRATEGIST Accomplished Learning and Talent Senior Executive with over 20 years of experience. I've dedicated my career to developing impactful talent and learning strategies for Fortune 100 and 500 organizations. My experience spans leadership in Organizational Development, Talent Management, and driving significant HR strategy initiatives. I specialize in crafting innovative learning solutions aligned with DE&I strategies, onboarding enhancement, leadership development, and talent management to drive measurable business impact. My passion for building inclusive workspaces and cultivating high-performing teams that deliver tangible business results has become my trademark. I thrive in Head of Learning and Talent Executive roles, where I can directly influence organizational change, achieve operational excellence, align business strategies, and enhance the employee experience. CAREER HIGHLIGHTS • Drove talent development transformation, delivering $14.4M+ in efficiency savings over two years. • Revamped Fortune 100 new hire orientation program, providing 12-month support to 10,000+ new hires year one. • Established and led Learning & Development (L&D) Team for 14,000+ Fortune 100 employees. • Designed inaugural learning strategy focused on business acumen and skill-based learning in 3 months. • Led digital transformation increasing voluntary learning by 66% within first quarter for 50K global employee base. CORE COMPETENCIES Talent Development & Organizational Development (OD) Talent Management • Learning Strategies • Leadership Development • Diversity, Equity, Inclusion, Belonging (DEIB) Organizational Excellence & Culture Design Performance Management • Change Management • Transformation Leadership • Business Acumen HR Communications & Data People Analytics • Internal Strategic Communications • Learning Technology Integration • Cornerstone • Workday PROFESSIONAL EXPERIENCE EDENANTHONY ELITE TALENT SOLUTIONS LLC,: April 2024 – Present Founder and CEO (April 2024 – Present) Founded EdenAnthony as a boutique executive coaching and talent strategy firm dedicated to helping leaders and organizations thrive through aligned, human-centered practices. As Founder and CEO, partner with senior executives, emerging leaders, and HR teams to build cultures of clarity, confidence, and impact. Design and deliver bespoke leadership development experiences, advise on talent transformation, and coach high-potential leaders navigating growth, transition, or organizational change. UNITED SERVICES AUTOMOBILE ASSOCIATION (USAA), HQ: San Antonio, TX, remote 2020 – 2024 Assistant Vice President, Learning and Development (2020 – April 2024) Senior Executive responsible for Enterprise Learning and Talent Development functions dedicated to fulfilling the organizational vision by delivering excellence through people solutions. Ensured effective development, execution, and continuous improvement of comprehensive talent, learning, and skill strategies, working collaboratively across departments to drive organizational success and meet strategic goals. • Drove Talent Development transformation enterprise-wide, delivering $14.4M+ in efficiency savings as an accountable executive. • Orchestrated comprehensive evolution spanning learning and career development, leadership development, performance management, skills proficiency, and complete talent integration for a future-ready workforce optimizing business outcomes. • Directed overhaul of new employee orientation program, providing 12-month onboarding support. • Orchestrated enterprise-wide, in-person orientation launch for 10,000+ new hires within year one of return to office. • Built Property & Casualty's new Learning Team for 14,000+ employees to launch innovative learning solutions. Established exceptional talent despite recruiting challenges during a global pandemic within 6 months. • Led creation of Property & Casualty's first learning strategy, focusing on business acumen and skill-based learning.

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SHERYL RAPHAEL WHITAKER 3 AMERICAN INTERNATIONAL GROUP (AIG), Berkeley Heights, NJ 2012 – 2020 Senior Director, Learning Design and Development (2018 – 2020) Led Center of Expertise responsible for design, development, and maintenance of learning solutions aligned with the learning strategy for AIG’s 50,000+ employees. Drove overall design strategy of best-in-class learning. Led analysis, selection, and creation of methodologies and digital technologies to maximize learning experience and impact. • Restructured Learning Design COE by creating end-to-end strategies and governance. • Spearheaded AIG's digital learning transformation by developing a centralized landing page for all tools. • Managed enterprise-wide learning transformation project and achieved 66% engagement increase in first quarter. Global Head of Claims Technical Training (2014 – 2018) Oversaw the development and implementation of strategies and initiatives for Global Claims Technical Training. Managed operational and administrative activities of the department, the training managers, and curriculum development team. Collaborated with senior leaders, Subject Matter Experts, Talent Management, and Human Resources. • Led successful execution of AIG Claims University, a strategic digital learning approach for 5,000+ global AIG Claims employees. The portal offered interactive and gamified learning for claims technical expertise, including architecture, design, curriculum development, and communication strategy. • Fostered creation and led first Instructional Design Team for Global Claims Training Department responsible for eLearning development including needs analysis, instructional design, graphic design, multimedia, and execution. Senior Training Manager (2012 – 2014) Led the AIG Accident and Health Training Division for U.S. and Latin America. Focused on technical training for product, systems, compliance, and new hire curriculum for Operations, Underwriting, and Claims. Partnered with all levels of business leadership to develop and communicate training strategy, set priorities, and provide metrics for their segments. • Led analysis, design, development, and implementation of over 16 new regulatory compliance courses, delivered to over 2,000 learners primarily through eLearning. Training programs were the primary mechanism for the implementation of protocol and workflow procedures for the Accident and Health business segment. • Developed the first structured-on-the-job new hire curriculum, including 30+ eLearning courses and utilization of coaches. Reduced ramp-up time for employees and minimized the burden on managers to design/deliver training. AUTOONE INSURANCE COMPANY (OneBeacon), Melville, NY 2006 – 2012 Claims Director and Organizational Development Lead Led day-to-day operations for no-fault litigation claims department. Managed a three-tiered team with over 60 employees. • Designed and implemented leadership, change management, and organizational development initiatives that improved employee performance and productivity. • Developed, coordinated, and facilitated a change management program that empowered Senior Executive leadership to understand and navigate the psychological transitions inherent in AutoOne's dynamic work environment, subsequently cascading the learning experience to all levels of leadership within the organization. STATE FARM INSURANCE COMPANY, Parsippany, NJ 1989 – 2006 Communications Manager (2005 – 2006) Managed all facets of communications plans and strategies supporting a public affairs department, leading a team of 12 creative professionals. Developed new work processes supporting collaboration among creatives. Increased readership by 45% on employee-focused monthly newsletter through redesign and re-launch. Consultant, Organizational Development (2000 – 2005) Designed and implemented management and organizational development initiatives that improved performance and productivity. Evaluted effectiveness of diversity, change management, and leadership development programs. • Leveraged assessment to identify training needs, create individual development plans, and measure results to inform succession planning; resulted in 75% of group placed nationally in positions & opportunities in organization. • Designed and implemented the “Northeast Leadership Institute,” the region’s first corporate leadership university program providing all leadership development programs and learning experiences for 400 associates. • Increased awareness of workplace diversity and inclusion as part of an elite facilitation group delivering a mandatory Diversity & Inclusion training program to 2,500+ employees throughout the Northeastern Region. • Collaborated with HR to design and facilitate a program enabling managers to recognize & reward top performers. Manager, Auto Claim Team & Training (1993 – 2000) Directed cross-functional teams that handled property damage, no-fault, and bodily injury. Managed training, performance counseling, quarterly performance reviews, and salary administration. Led recruiting, hiring, and assignments.

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March 2016 – October 2016 Central Ohio Geriatrics Employed physician servicing nursing home patients. 1994 – 8/2011 Medical Director Friendship Village of Columbus 1996 – 10/2016 Medical Director Worthington Christian Village 1996 – 3/2016 Medical Director Willowbrook Christian Home – Columbus, Ohio 2007 – 10/2016 Medical Director Willowbrook Christian Village – Delaware, Ohio 5/2011-12/2013 Medical Director Inn at Olentangy Trail 2012 –2013 Regional Medical Director Alternate Solutions ADMINISTRATIVE EXPERIENCE 3/2016 – 10/2016 Chief, Physician Development, OPG Clinical Excellence OhioHealth Physician Group 10/2016-3/2020 Medical Director, Primary Care OhioHealth Physician Group 3/2020- 12/2021 Senior Medical Director, Ambulatory Medicine OhioHealth Physician Group EXECUTIVE COACHING Hudson Certified Executive Coach 2018 International Coaching Federation Certified Coach 2019 Over 250 hours of physician/executive coaching experience. Art of Growth Enneagram Practitioner 2023 ASSOCIATIONS: Iowa State Lifetime Alumni AAFP 1984-present Ohio State Medical Association 1984-2022 Medical Group of Ohio Board member: 2008- 2014 Physician Liaison: 2008- 2010 Quality Enhancement Committee: 2008 – 2014 The Joseph Group: A Capital Management Company Advisory Board Member: 2006 – 2010 International Coaching Federation. 2018- 2023

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UMA S. DEVIREDDY UmaSDevireddy@gmail.com 817.793.2333 LinkedIn.com/in/UmaSDevireddy 312 Boulder Drive, Southlake, TX 76092 INCLIUSIVE MARKETING AND DIGITAL STRATEGIES DIVERSITY, EQUITY AND INCLUSION THOUGHT LEADER Inclusive Marketing and Digital Strategies leader launches the strategic direction for successful vendor partnerships and supplier diversity across fast-paced, ever-changing industry leaders to drive exceptional outcomes. Responsible to direct a $40M enterprise-wide Adobe Implementation Project. Manages over $50M annual resource and technology budget and expenses. Analytical skills paired with strong attention to detail complement a keen eye for numbers to deliver cost savings and cost planning with best-in-class outcomes. Keen third-party risk management awareness, adept at identifying gaps between internal vs. outsourcing resources, and devising strategizes to bridge the gap between resources. Plans and drives the execution of cross-departmental projects by cultivating high-performing cross-functional teams to deliver industry-results by inspiring collaboration. A Strong Diversity and Inclusion leader focused on various adult and youth Diversity and Inclusion group and individual Coaching. A key council member at the Southlake city for the Mayor’s Alliance for Unity and Culture advisory board. Process, Planning, and Execution – Program Management – Risk Management – Compliance –Strategic Alliances – Organizational Development - Performance Management – Continuous Improvement – Change Management - Creative Problem-Solving Contract Management – Negotiation – Cost Savings – Sourcing – Reporting – Analytics Data-Driven – Conflict Management – Relationship Building – Shared Services – Marketing Strategy – Integrated Marketing – Account Management - Diversity and Inclusion – Coaching – Community outreach - Diversity and Inclusion training curriculum PROFESSIONAL WORK EXPERIENCE GENERAL MOTORS FINANCIAL – Arlington, TX February 2012 – Present Assistant Vice President – Inclusive Marketing and Digital Operations (October 2015 – Present) Direct budget, contract negotiation, risk assessment, regulatory requirements, performance management, and reporting for this global provider of auto finance with operations in North America and LATAM. Mobilize a multi-disciplined Delivery Management team responsible for all marketing and creative projects. Direct the Project Management Office responsible for the full life cycle of all digital consumer-facing project execution. Lead the User Acceptance testing team. Govern communication and change management across internal stakeholders and leadership teams. Partner and work directly with the Chief Marketing Officer, Executive Vice President, and Senior Vice President. • Manage a budget of $50M for Digital Marketing and over $1M+ in monthly operating expenses

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• Executed as Program Lead $40M+ company-wide Adobe implementation, November 2017 to November 2018 • Instituted Vendor Management, UAT and PMO departments for Digital Marketing in November 2017 • Built and cultivated a team of 15 internal resources and staffing 200 outsourced contractors by January 2020 • Oversee performance metrics, risk management, periodical audit, and compliance for 200+ contractors in partnership with vendor partners • Present monthly analytical reporting on Digital Programs and Product Performance to Business leaders • Recognized Subject Mater Expert on Vendor Management, Supplier Diversity, Partners Compliance, Risk Management and Budget. Founder & CEO – Inside the Diverse MIND January 2019 – Present Established Inside the Diverse Mind as a non-profit to Inspire our next generation leaders and Executives on Inclusive excellence through Cultural, Emotional and Social empowerment. • Creating and Delivering Diversity, Equity and Inclusion certification program for Middle school and High school students. • Facilitate Inclusive Leadership and TED talk group coaching sessions. • Coach corporate executives on Inclusive Leadership. • Public Speaking Coach for executives aspiring to be TED speakers. • Creating and Delivering group coaching sessions for Youth to prepare them as TEDx Speakers for the annual TEDxYouth@Southlake event organized by Inside the Diverse Mind. BetterUp – Diversity, Equity and Inclusion Group Coach - April 2021 – Present An Executive coach and Diversity, Equity and Inclusion group coach. • Engage leaders, stakeholders and Partners from client organizations to help understand the influence and impact they have on Diversity, Equity and Inclusion. • Conduct research and benchmark DE&I standards and methodologies to apply them to the relevant corporate learning program. SIX FLAGS – Arlington, TX September 2010 – January 2012 Lead SharePoint Consultant Chartered migration of the company-wide content management system into SharePoint for this leading amusement park corporation with 25 properties located across the US, and Canada and Mexico. • Facilitated the automation of the enterprise-wide performance review process • Led the enterprise SharePoint migration strategy • Directed a team of project and testing team responsible for SharePoint implementation • Executed training and development programs to educate users on SharePoint

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LUCID TECHNOLOGIES – Arlington, TX September 2005 – August 2010 Vice President – Training and Development Delivered academic training programs and small to medium business (SMB) staff training, and individual client training for this leading service delivery IT consulting firm. Analyzed, designed, and deliver customer service-driven training solutions. • Presented training to new and graduating graduate students at the University of Arlington on public speaking, communication, leadership, and cultural intelligence • Trained small business owners from IT consulting companies on culture and how culture and diversity impact successful employment applying sourcing and resourcing techniques • Developed individual clients based upon the assessment of needs AVIVA LIFE INSURANCE – Regional Head of Training and Development February 2002 – August 2005 ICICI PRUDENTIAL – Training and Development Manager March 2000 – January 2002 _____________________________________________________________________________________ EDUCATION Pursuing Master of Psychology and Neuroscience, King’s College London - June 2022 Master of Business Administration (MBA) Human Resources, Symbiosis Institute of Management Studies, Pune, India - July 2013 Bachelor of Science (BS) Accounting, Andhra University, Pradesh, India - January 2001 CERTIFICATION Diversity, Equity and Inclusion in Workplace – University of South Florida Muma College of Business Certified Cognitive Behavioral Therapist (CCBT) – The Academy of Modern Applied Psychology Diploma in Modern Applied Psychology - The Academy of Modern Applied Psychology Toastmasters Competent Communicator and Leader Certified Image Consultant Certification – Conselle Institute of Image Management Cultural Intelligence Certification – Purdue University MENTORSHIP Youth Diversity Leadership Trainer / Coach – Inside the Diverse Mind, January 2019 – Present Communication Skills – Cultural Intelligence – Leadership

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VERONICA NJODINIZEH STRATEGIC PROJECT MANAGER & LEADER (213) 327-5422 vnizeh@gmail.com Columbus, OH LinkedIn PROFESSIONAL SUMMARY EDUCATION Strategic independent management consultant and project leader with over 25 years of experience driving operational excellence and transformational initiatives across diverse industries, including healthcare, education, government, and non-profit sectors. Renowned for developing scalable solutions, fostering inclusive cultures, and aligning organizational goals with impactful outcomes. Proven capabilities in project management, learning and development, diversity, equity & inclusion, and process implementation. Adept in building strategic partnerships, delivering measurable results, thriving in ambiguity and leading high-performing teams in complex, regulated environments. Master of Health Administration University of Southern California Los Angeles, CA Bachelor of Science in Chemistry (Pre-Med) Wright State University Dayton, OH CERTIFICATIONS Certificate in Management of Ambulatory Care Systems University of Southern California Certificate in Diversity and Inclusion Cornell University KEY SKILLS • Strategic Planning • Project Management • Training Development • Executive Coaching & Facilitation • Program Development • Program Evaluation • Diversity, Equity, and Inclusion • Data Analysis and Reporting • Change Management • Process Improvement • Proposal Development • Cross-Functional Collaboration TECHNICAL • Microsoft Office Suite • Project Management Software • Data Visualization and Analysis • Canva • Dropbox • G-Suite • Slack • Social channels • Zoom LEADERSHIP SKILLS • Communication • Creativity • Adaptability • Resilience • Delegation COMMUNITY VOLUNTEER • Neighborhood Association Officer • Sunday School Teacher FUN • Travel, books & biking PROFESSIONAL EXPERIENCE VNIZEH Consulting, Inc. (Columbus, OH) | Hybrid Owner and Independent Consultant | October 2016 - Present • Partner with leaders and executives of government entities, non-profits, and small businesses to manage and deliver on strategic project initiatives: o Successfully led and launched a cultural transformation project at a leading U.S. children's hospital for 20,000 employees to improve both patient outcomes and employee satisfaction through training and leadership communication toolkits. o Disrupted the staffing and hiring processes for a government entity by recruiting, hiring, and onboarding youth with lived experience, and trained staff on how to manage them, which earned the client the highest recognition and award from the White House. o Collaborated with county and non-profit leaders to train founding Board and establish founding non-profit’s equity principles utilizing facilitated design methodology. FUSE Corps (San Francisco, CA) | Remote – 15 % travel Executive Advisor and Coach | April 2022 – October 2023 • Served as national executive advisor and coach to 12+ Executive Fellows, leading strategic equity-focused projects in local government in the areas of healthcare, climate, criminal justice, and housing: o Identified risks in scope of project, diagnosed challenges impeding progress toward goals, and worked with fellows to gain stakeholder alignment. o Developed content and trained fellows on project management tools and templates. o Provided project workshopping support as well as facilitated peer-to-peer coaching or collaborative problem-solving sessions, including innovative design labs. City of Long Beach Office of the City Manager (Long Beach, CA) | On-site Executive Fellow | October 2016 – October 2017 • Served as the strategic lead for the “My Brother’s Keeper” (MBK) initiative, securing $200K in grants and delivering a comprehensive implementation plan for boys and young men of color aligned under national presidential initiative. • Convened over 50 stakeholders to develop collaborative strategies and facilitated design-thinking workshops for the City’s Office of Equity. • Represented the City of Long Beach at the White House during the Obama administration’s final MBK convening and co-lead the planning and execution of the three-day MBK Regional Summit with 250+ participants. • Delivered program management and oversight for $50K in funding, ensuring alignment with citywide equity goals.

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J. Glynn & Company (Oakland, CA) | Hybrid – 30 % travel Health Benefits Advisor & Consultant | October 2014 – October 2016 • Led health benefits advisory services for the California Education Coalition for Health Care Reform (CECHR), achieving cost savings of $500K-$1M for district portfolio clients. • Conducted research analysis and evaluation of benefits programs for school district clients, highlighting impacts on cost and coverage. • Delivered annual benefits and career workshops for 500+ employees and created the first consolidated benefits resource guide in the school district’s history. • Presented Affordable Care Act (ACA) requirements and 1095-C IRS reporting to labor and management organizations. • Launched the pilot healthcare mentoring program at the University of Southern California to build resource capacity for the company’s small business model. PricewaterhouseCoopers LLP (Phoenix, AZ) | 60% travel Manager, Strategic Planning & Business Development | January 2009 – April 2014 • Managed the #1 revenue-generating account in the SoCal/Phoenix market, directly contributing to $25M in revenue wins. • Developed competitive and compelling proposal content, translating key client needs into value proposition win themes. • Planned and facilitated global training sessions and strategic account meetings, fostering collaboration and leadership development across teams. • Led compliance assessments and operational realignments, enabling regulatory adherence for clients in healthcare and biotech sectors. • Engaged in the interviewing, hiring, training, and onboarding process of new directors, managers, and interns. • Recognized by national leadership for outstanding value brought through proposal contributions including presenting the process as a best practice on a firm-wide webinar. PricewaterhouseCoopers LLP (Los Angeles, CA) | 95% travel Associate, Healthcare Advisory Services | August 2005 – December 2008 • Served as IT Project Management Office liaison for a prominent healthcare payor, partnering them with an enterprise-wide system’s transitions. • Led change management sessions with leadership of medical corporation to redesign reporting structures and bring medical record storage standards for Joint Commission Accreditation standards while living and working in the Middle East. • Partnered with global biotechnology leader to complete assessments in 21 areas, delivering actionable recommendations to enhance sales and marketing compliance operations to grow business. • Researched, reviewed, and presented competitive landscape report to executive management of large non-profit payor utilizing publicly available data to assist the organization in developing its long-term market strategy. KEY CLIENTS • AMGEN • APOLLO GROUP • BLUE SHEILD OF CALIFORNIA • CHILDREN’S HOSPITAL • CITY OF HOPE • CITY OF LONG BEACH • CBRE • DAVIS JOINT UNIFIED SCHOOL DISTRICT • FREEDOM READS • FREEPORT-MCMORAN COPPER & GOLD • GENENTECH • HAMAD MEDICAL CORPORATION • KAISER PERMANENTE • LA COUNTY LIBRARY • MONTEBELLO UNIFIED SCHOOL DISTRICT • NORTHERN CALIFORNIA LAND TRUST • UNITED WAY KEY DELIVERY AREAS Project Management • Project Plan Design • Proposal Management • Stakeholder Management • Project Execution Healthcare Advisory • ERP Transition Support • Benefits Guide Development • Patient Advocacy • Annual Enrollment Support Program Development • Program Research Design • Pilot Launch • Impact Assessment Survey • Summary Report Leadership Coaching & Training • Leadership Coaching Tools • Customized Facilitator Guide • Train-the-Trainer Sessions • Executive Coaching & Advising NOTABLE • Goldman Sachs 10,000 Small Business Alumni • National Association of Women Business Owners (NAWBO) • Certified Woman-Owned and Minority-Owned Business • Self-published author of Pledge Allegiance To Sanity: A Collection of Poetry, Letters and Writings From The Diary of V. Njodinizeh

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Victoria Anne JohnstonTel: +1 518 488 3938 Email: viki@exelorate.comViki has over 25 years of Training, Development and Management experience behindher. She has represented a number of leading UK based training companies in theprovision of approved Aviation Security, Business Management, Team Building andPersonal Development training modules to a vast range of UK and Internationalorganisations.Viki is a confident professional who prides herself in her ability to interact withpeople at all levels, breaking down barriers and building relationships.She is a committed and supportive team member of any project group and can lead,motivate and communicate effectively.Work historyFounder and Head Coach – Exelorate LLC February 2016 – to dateViki founded a company in the USA, Exelorate, which is the result of providingpersonal development to many businesses around Europe. Exelorate offer apersonalised training portfolio of business development in the area of personalinteraction and Leadership skills. She is working with other service providers to offera range of development opportunities to both large and small businesses.During the set up of this new business, Viki developed new skills in Web design andmarketing strategies, she utilised her rapport building and networking abilities toreach a number of new contacts.The foundation of this business is built on the concept of enabling others toexperience the “Light Bulb Moment” which provided her with the logo and herwebsite design.Self Employed Training and Business Consultant March 2003 – June 2015Viki successfully established an independent training business providing a range oftraining programmes. These included Presentation and Trainer Skills, Business andPeople Management.In December 2004 Viki joined an International Aviation Security Consultancy as aSenior Partner under the title of Head of Learning Solutions, within that role Viki wasresponsible for ensuring the business remains viable by conducting monthly financialaudits and providing annual accounts. Whilst retaining her previous business links,Training and Security audits, Viki invested time in research and managed herpersonnel development to ensure she remained on top of present International, EUand UK legislation along with contemporary training designs and ideas.Viki was required to provide written and verbal reports, when necessary, and compilepresentations, tenders and Security Audit review reports for Business partners.

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DHL International (UK) Ltd. January 1988 – March 2003Apr 2000 – Mar 2003 Senior Training and Development AdvisorMain ResponsibilitiesMaintaining service levels through research and review of new and currentprogrammes in order to develop and deliver of a range of flexible learning solutionsaligned to the business requirements. Source and evaluate appropriate externalsuppliers to provide resource where in house solutions were not available.Managed a team within the HR function, to design, deliver and evaluate a portfolio ofprogrammes along with identifying and controlling projects to contribute toward theorganisations future strategy.Oct 1995 – Apr 2000 Training AdvisorMain ResponsibilitiesResponsible for identifying training needs, design, develop, run and evaluate flexiblelearning solutions ranging from company induction, Security training, Dangerousgoods awareness, people management and variety of soft skills programmes.Provision of a consultancy service to the organisation through meetings, visits, audits,written communications and facilitation to all levels of the business.Provided one to one coaching and assist in departmental and organisational projects.Supported the implementation of competencies throughout the business and align allprogrammes to core and management competencies.1993 – 1995 Customer Services CoordinatorMain ResponsibilitiesResponsible for the management of a team of six team leaders within a Call Centre toachieve business targets and maintain a high level of customer satisfaction. Conductappraisals, manage performance and set goals. Conducted selection interviews toreplace staff and maintain team effectiveness. Liaise with the Training Department tooffer effective and timely development for new and existing agents.1988 – 1993 Customer ServicesResponsible for a variety of areas within the Customer Service function, dealing withcustomer queries, tracking and traces shipments, supporting fellow Customer ServiceAgents and providing training and guidance.