FREDIA C. BROOKS San Jose, California Voicemail: (650) 722-2781 Email: fb11f4a1a@westpost.

net Residence: (408) 287-7826 Accelerating Organizational Performance to optimize Business Excellence * Masters of Science, Organizational Behavior - Masters Certification, Organizat ional Development, Bachelor of Arts Degree - Psychology, Human Resources Certifi cation- Fundamentals of Human Resource Management * Highly skilled OD and Senior HR Professional. Strong partnership with leadersh ip in management to provided resolution to complex issues in the areas of HR ope rations, business performance, and OD. * Over sixteen years leading and directing OD, HR, Talent Management, Learning a nd Development departments, teams, projects and teams. * Expert Process Facilitator, Learning Diagnostician, Strategic Action Planning and highly proficient in Evidence Based HR practices research, measurement and v alidation. * Over fifteen years leading and directing Global HR, Diversity and Inclusion in itiatives. Successfully, directed and lead International/Global departments, tea ms, processes and infrastructure. CORE COMPETENCIES: Network Appliance (NetApp), Sunnyvale, CA 2009 - present Workforce Logic (contractor) Human Resources Business Partner and OD Consultant Senior OD consultant and HR Business Partner to the Product Operations client gr oup, this group consisted of 4,500 engineers, and product management employees. Consulted and engaged EVP, SVPs and VPs on talent development, executive coachin g, performance management, workforce strategies, and organizational effectivenes s. * As a change agent, designed, developed and lead the implementation on the Tale nt Development Architecture for Product Operations. Resulted in a disciplined ap proached to Talent Review, Top Talent Identification, Key Development Areas, Pee r2Peer Learning Practices and Leadership Development Programs. Adoption of arch itecture resulted in organizational commitment to Development Mindset and Accoun tability - impacting retention and engagement of top talent * Created and implemented assessment tools for conducting interviews with senior vice presidents, vice presidents, senior directors and directors - shared key i nsights with executive staff, established organizational benchmarks for validati ng top talent milestone. * Acted as executive coach to VP of HR and to other senior leaders on best pract ices and guidance on implementation of key HR initiatives, programs and projects * Introduced, designed and developed High Performing Organizational Model which supported and was aligned to business excellence Microsoft Corporation, Redmond, WA 2005-2009 Corporate, Senior Manager - Global Diversity and Inclusion Human Resources Business Partner Diversity Director and HR Client Manager for core business within Microsoft; Mic rosoft Business Division (MBD), Home and Entertainment Division (HED), Microsoft Sales and Services Division (MSSD), Corporate Marketing Group (CMG), Legal and Corporate Affairs, Human Resources and Finance, these businesses consisted of 30 ,000 - 45,000 employees, six business unit presidents. * HR Business Partner to nine client groups, senior consultant to executives and senior leaders, ensured adoption and implementation of HR programs, policies an d practices. Over 90% adoption rate. * Designed, and developed, innovative strategies to adopt corporate HR practices

, policies and guidelines for the business, which resulted in higher adoption ra tes, increased HR credibility, and value. Created strategic business partner rel ationship to translate HR strategies which aligned to business. * Designed, developed and implemented innovative Executive and Leadership Sourci ng strategy for identifying high performing senior talent - Executive Invitation al - Regional Talent Showcases - which resulted in creating a pool of 90% high p erforming and diverse talent acquisitions, 90% "fly/call backs" and increase of referral base. * Designed, developed and implemented innovative sourcing and recruiting strateg y - "Right Jobs, Great Hires" - identifying "top" jobs within Microsoft, sourcin g "top" executive and professional talent, resulted in 80% growth of diverse can didates for specific critical performance roles. Initiative dramatically increas ed opportunities for Microsoft Business Division to acquire diverse talent. * Designed, developed organizational framework for centralizing talent acquisiti on and management process, resulting in corporate wide infrastructure model, whe re none previously existed. This legacy model was adopted as a Microsoft, corpor ate wide talent management standard. * Designed and developed Executive and Corporate Diversity Commitments which sen ior leaders adopted across Microsoft, and developed auditing process to ensure c ompliance * 80% of client groups adhered and adopted HR and Inclusion strategies as part o f their respective Business Strategy - achieved through effective influencing, c ollaboration, expert facilitation, and vision alignment of overall efforts. Act as leadership coach with executives, senior leaders with their own personal deve lopment to maximize their effectiveness University of California, Santa Cruz - Cupertino, CA 2003-2005 Director - Management Institute of Leadership Excellence (MILE) Program Curriculum design and development of program content for the Management Institut e for Leadership Excellence (MILE) program. Staffed and managed 14 - 15 professo rs, 2 program managers and program administrator. Facilitated and delivered cor e segments and modules of program. Established learning effectiveness metrics an d measures, evaluation and tracking processes, designed grading and work outputs . Sun Microsystems, Inc. - Menlo Park, CA 2000-2002 People Development Director Directed the People Development organization, and was responsible for driving sa les acceleration, development of services, systems, and engagement of channel pa rtners, in APAC. Drive HR and Business Excellence - increasing levels of organi zational capabilities and business performance through organizational assessment s, people management systems, programs and processes effecting 4,000 employees. * Organizational Performance Consultant - Conducted quarterly Services Sales bus iness performance and organizational capabilities assessments for Asia Pacific a nd Channel Partner sales force. Designed assessment tool, criteria and metric s tandards to address varying levels of performance. Resulted in increased penetra tion in selling effort by sales force population from 87% to 102% by year end. * Business Education Consultant, for several National Account Teams on Services Sales portfolio of products and services, resulted in booking account revenue of $2M to $4M. Created customized portfolio of bundled services to meet customer b usiness needs. * Business Leader on Asia Pacific Compensation Architecture Planning committee. Influenced key decisions for services sales business and created compensation me trics and plans for business goaling, alignment and integration. Hewlett Packard, Corporation - Palo Alto, CA 1996 - 2000 Global Education Manager (promoted) Regional Human Resources Function Program Manager (promoted) Regional Manager, Education and Programs * Responsible for managing worldwide product development and implementation for

a Fortune 100 company with over 80,000 employees worldwide. * HR Business Partner to client groups designed, developed talent management, wo rkforce learning and talent acquisition. Designed and developed HR programs, lau nched and designed metrics and measures. 80% adoption rate and 85% improvement i n talent acquisition, staffing and recruitment * Managed and provided leadership to a department of 18 employees and 20 contrac tors. Planned and managed $5M budget. TeleCommunications, Inc. (TCI) - Chicago, IL 1994 - 1996 Regional Director, Training and Development (promoted) Division Director, Training and Development EDUCATION: Illinois Benedictine College - Lisle, IL Masters of Science, Organizational Behavior Program - Masters Certification, Organizational Development - 1992 Saint Mary's College - Moraga, CA Bachelor of Arts Degree - Psychology - 1981 Graduate School of Education - Secondary Teaching Credential Program - 1983 Society of Human Resources - Sunnyvale, CA Human Resources Certification- Fundamentals of Human Resource Management- 1999 University of California, Los Angeles - Los Angeles, CA John E. Anderson Graduate School of Management, Leadership Institute - 2008

Executive Summary and References Available Upon Request