Critical Differentiating Capabilities: - Demonstrated success building business relationships as an advisor, source of judgment &expertise - Extensive capacity to influence business leaders individually & collectively - Expertise to identify & drive talent solutions aligned to business strategy - Courage to propose solutions others are reluctant to address, in the best interests of the business - Partner collaboratively across HR functions - Strong Business Acumen Specialties: - Change Management - Employee Relations - Leadership Development - Managing Teams - Mergers & Acquisitions - Organizational Development - Organizational Design - Performance Management - Succession Planning - Strategic Planning/Strategic Scenario Analysis - Talent Management

HR Director - Business Partner - Technology @ From July 2014 to Present (1 year 6 months) HR Director, Head of HR - Open Innovation Center @ Head of HR for Open Innovation Center. The Open Innovation Center is responsible for Acquisitions, Ventures, Partnerships and Samsung's Accelerators/Incubators in Palo Alto and New York. Partnered as a key member of the executive team to help define culture values and champion those values across the organization. Served as a thought partner to the leadership team in areas such as organizational structure design, change management, talent acquisition, employee development, and employee relations resolution. Developed 360 framework tied to the team's values & culture. Conducted organizational assessment based on values & culture and facilitated robust discussion/planning session with executive team. Set up SLA and worked with HR Services teams to deliver and improve HR operations and programs re: on-boarding, compensation, promotions, benefits, and all other annual cycle programs. From February 2014 to July 2014 (6 months) Sr. Manager, HR Business Partner @ HR Partner to Cisco engineering organization that drives $16B in revenue. Develop strategies to enhance organizational capabilities. Trusted counsel and advisor to the business. Collaborate and partner with HR Operations and HR Centers of Excellence to implement solutions and deliver services aligned with broader business and HR strategy. Provide facilitation for business strategy development and organizational design. Deliver executive team assessment, development and coaching. Drive senior talent management including director level and manager level development (needs assessment and integration). Responsible for Change Management with focus on shifts to organizational culture, leadership and management requirements, systems and processes. Drive strategic workforce planning. Leverage and integrate annual cycle programs to reinforce HR strategy i.e. Workforce Planning, Performance Management, Career Development, Executive Compensation and Rewards, Talent Review, Employee Pulse Survey, and Executive Recruiting. From April 2012 to February 2014 (1 year 11 months) Sr. Manager, Learning & Development @ Sr. Manager in Cisco's Learning and Development Solutions Group; specifically working with the Engineering organization (supporting 26,000 employees around the globe). Responsibilities include: Understanding the business units' strategies and aligning skill development needs; formulating and presenting business cases at the executive level for organizational development programs; securing sponsorship and funding; leading change management, communicating business impact results, and presenting effective metrics to demonstrate business and learner value through needs assessments. Proactively identifying issues that impact leadership development and employee effectiveness. Design, source, and/or deliver solutions to address identified needs. Participate in cross-functional councils within the Learning & Development Solutions Group. Ensure all training and organizational development programs align to broader business and talent management strategies. From January 2011 to April 2012 (1 year 4 months) Sr. Manager, Business Operations, Emerging Solutions Ecosystems @ Operations Manager focusing on improving business processes, metrics, organizational development, cross-organizational collaboration, alliance management best practices, market research, business case development, business planning, and long-range strategic scenario planning From August 2008 to January 2011 (2 years 6 months) Program Manager, Organizational Development @ Responsible for overall organizational development & learning/training programs. Developed and facilitated talent management, leadership reviews and succession planning. Lead in organizational re-chartering, reorganization and associated change management strategy and execution. From October 2005 to August 2008 (2 years 11 months) Sr. HR Specialist, Organizational Development @ Organizational Development Manager focused on executive education and professional development, succession planning, performance management, business process/organizational optimization, and change management From June 2003 to October 2005 (2 years 5 months) Manager, Human Resources @ HR Manager focused on start up and management of all HR functions: Staffing/Recruiting, Performance Management, Compensation, Benefits, Employee Relations, and Training From April 2001 to June 2003 (2 years 3 months) Sr. Recruiter @ Sr. Recruiter for the Service Provider Line of Business focused on hiring top SW & HW engineering talent. Hired 45+ employees per quarter. Developed recruiting strategy, partnered with business leaders to determine organizational needs, and took leadership role in virtual teams to develop technical training boot camps and share recruiting best practices across HR/Recruiting Staff. From October 2000 to March 2001 (6 months) Consultant @ Consultant focused on partnering as trusted advisor, to develop and implement HR Programs for SMB companies in the bay area. Practice included recruiting/staffing programs, compensation, performance management, employee relations, and change management required for successful execution of new HR strategies and programs. From 1997 to 2000 (3 years)

Strategic Program Management Certification @ Stanford University From 2006 to 2008 Masters, Organizational Development @ University of San Francisco From 2001 to 2003 Honors BA, Political Science @ University of Toronto - Victoria University From 1993 to 1997 Marina Harris is skilled in: Workshop Facilitation, Organizational Development, Change Management, Strategic Planning, Performance Management, Talent Management, Employee Relations, Training, Business Strategy, Coaching, Succession Planning, Business Alliances, Program Management, Leadership Development, Business Development, Strategy, Management, Leadership, Human Resources