Katie Montembeault

• Support team leads and team members through all aspects of employment (onboarding, coaching others, brainstorming solutions, managing performance improvement plans). • Partner with Talent Acquisition professionals to support global team expansion, including performing interviews, negotiating compensation, and coordinating other hiring details. • Maintain an equitable compensation system using internal and external metrics to ensure new offers and salary increases are competitive, equitable and in line with internal pay practices. • Provide training and support for employees taking on first time leadership responsibilities and provide ongoing coaching as they develop within their role. • Provide guidance and support throughout the organization on benefits, immigration, compensation, global relocation, career progressions, and any other relevant concerns.

• Provide leadership and expertise for a broad range of HR activities including employee relations, benefits, compensation, training, organizational change, development, change management and communications for a distributed Field Services team (450-800 employees) consisting of hourly Wind Technicians, Managers and Area Service Directors. • Drive talent acquisition activities and partner with leaders to attract and hire top talent, and to ensure diversity across teams. • Serve as a coach and mentor to individual contributors, people leaders, and senior leaders on topics including career development, change management and employee relations. Act as an impartial advocate to ensure fair and equitable treatment of employees across teams, engagement of employees and inclusion throughout the organization. • Create team specific training materials, employee handbooks, orientation programs, and processes where necessary, and where not supported by GE-wide practices and processes. • Develop communications strategies, plans and drive execution for specific items, including Impact Awards program, Performance Development process, and culture/engagement activities. • Serve as the North American Lead for Renewable Energy, supporting the transition to the Workday system for HR Management – including supporting all change management activities across a global team of People Leaders and at all levels of Human Resources. • Serve as a Workday Master Trainer providing remote and in-person learning on system functionality, improved accessibility, and process changes expected outside of the system to global HR teams.

• Manage full-cycle recruiting process across departments including sourcing, screening, interviewing, and offer negotiation for both support and technical positions. • Collaborate directly with senior leadership team on current and forecasted headcount and staffing levels as related to existing and incoming contractual needs. • Create and maintain policies that balance compliance with state and federal laws, contractual requirements, and company culture. • Administer medical, dental, vision, short- and long-term disability, and life insurance plans. Negotiate proposed rate increases, communicate changes to employees and management, and handle employee questions and issues. • Participate in all stages of the performance management process such as annual performance appraisals, performance improvement plans and follow-up performance discussions. • Maintain compensation information for salary and bonus planning processes, new hire salary negotiations and conduct external salary surveys as required. Lead the bi-annual compensation meeting. • Collaborate with external immigration attorney to produce and sign all immigration paperwork for employees on H-1B, TN, F-1, J-1 and O-1 visas. Additionally create immigration compliant job postings and review all candidates for Permanent Residency petitions. • Maintain an open door for employee relations issues. Counsel employees and managers through potential problem areas, serve as a mediation point for disagreements, and ensure follow-up when necessary to maintain a positive environment and culture.

• Manage all aspects of the center to ensure client satisfaction, employee retention and strong financial results. • Supervise the performance of sales associates, for both new business and existing clients, to maximize client satisfaction and longevity, as well as increase profits. • Supervise technical staff to ensure compliance with state and federal health and safety regulations, corporate standards and client preferences. • Oversee administrative staff to ensure appropriate customer service is being provided during all stages of in-person and telephone interactions including collections, scheduling and changing of appointments, retail sales and payment transactions. • Act as a liaison between employees, clients, vendors and building tenants and the franchisee/building owner to ensure timely resolutions for questions and concerns.

• Manage activities for small to medium sized businesses (5-500 employees), including on-site visits, that create and maintain strong business relationships, ensure client satisfaction and build additional revenues. Consistently maintained 40 or more clients, many with multi-state operations. • Inform and educate clients about human resources policies, procedures, performance management, recruitment and employee relations issues and matters related to employment law. • Create documentation in the form of employee handbooks, job descriptions and performance management tools to communicate applicable laws, guidelines and standards to clients’ employees. • Recommend and deliver training seminars for clients and their employees, including topics such as hiring, performance management, non-harassment and workplace violence prevention.

• Interview, hire, coach and develop all store partners to meet business needs. • Manage partner performance including providing ongoing feedback, completing semi-annual performance appraisals, and implementing partner development plans when necessary. • Analyze financial data to forecast current and future business needs. • Create weekly schedules and manage staffing levels as appropriate for periods of normal business, holiday traffic and other miscellaneous events. • Selected as Manager of the Quarter for store performance and community involvement while Store Manager of the Suffern, NY location. • Served as Opening Manager of the first location in White Plains, NY. Coordinated staffing, training, ordering, forecasting, and construction of a brand new location.