Chief Administrative Officer

* * * * * - D a p h n e O ’ B r i e n R e s u m e

DAPHNE V. O’BRIEN, SHRM-SCP

(e) ******@******.*** (p) 301-***-****

https://www.linkedin.com/in/daphneobrienhr/

HUMAN RESOURCES EXECUTIVE

EMPLOYEE ENGAGEMENT STRATEGY PROCESSES AND COMPLIANCE Accomplished and seasoned Human Resource Executive and Chief Administrative Officer (CAO) with 14 years of experience. Trusted by CEO, peer C-Suite members and employees to create strategic and tactical approaches in HRM. Respected for ability to partner with business leaders to solve strategy, human capital and communication challenges. Track record of developing successful employee-centered benefits and programs that foster a positive company culture with special attention focused on supporting diversity, equity and inclusion. Extensive training and background in education fueled passion for employee engagement and learning and development initiatives. Executive HR Qualifications and Competencies

Vision, Strategy and Mission Planning Talent Acquisition Learning and Development HR Policy and Systems

Performance Management Workforce Planning and Development HRIS Implementation Leadership Development

Employee Relations and Communications Compensation and Benefits Transformation and Change Management Compliance and Audits DE&I Initiatives and Training Emergency Business Continuity Planning EXECUTIVE EXPERIENCE

Anybill Financial Services, Inc. Washington, DC

Chief Administrative Officer 2007 – 2021

Anybill is an outsourced provider of tax and AP payment services. Through partnerships with Big 4 Accounting Firms, Anybill provides sales and use tax payments for Fortune 500 clients and AP services for small to mid-size companies and non-profit organizations.

Member of C-Suite reporting to CEO. Oversaw human resource management and administrative operations.

• Human Resources Infrastructure

As the first human resources executive hired into the immature, but rapidly expanding organization in 2007, conceptualized and initiated HRM from the ground up. In growing and maintaining these programs, key highlights include:

o Fiscal Authority- Approval authorization and Dual Approver Status equivalent of CEO and CFO. Fiduciary for 401K Program.

o SOC1 and SOC2 HR Compliance Audits – Continuously reviewed HR best practices to update company’s HR compliance. Developed plans to address continuity of operations ensuring successful emergency management. Ensured contingency planning was effectual to reduce and eliminate risk to clients. Annually worked with consultants to ensure all aspects of SOC1 and SOC2 HR, security and business continuity compliance.

o Employee Benefits Programs – Instituted, curated, and annually maintained a suite of market competitive base employee benefit programs including Healthcare (health, dental and vision), Disability Coverage, 401K with Matching Program and Paid Time-Off.

In support of continued employee work-life balance initiated and maintained additional employee perk benefits including an Employee Financial Consultant Program, Tenure Reward Program, Tuition Reimbursement Program, FSA Programs, Alternative Work Environment/Schedules, On-Site Childcare, Emergent Childcare Coverage, EAP Programing and Employee Fitness and Wellness Initiatives. o HRIS Management, Migration and Implementation- Led and facilitated process from vetting options in the sales process thru system implementation. Trained executive team, staff, and department managers on system usage and capabilities. Migrated systems to interface directly with payroll, benefit and 401-K systems. (ADP Workforce Now and Paychex Flex)

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• Expansion and Growth Management

o 2018 – Build-Out, Relocation Management and Risk Mitigation Planning Oversaw simultaneous build-out management and relocation management of two new office spaces (DC- Wharf and Herndon, VA) in 2018. Led team that developed disaster recovery and risk mitigation plans ensuring two new office designs where compliant to maintain business continuity. Areas of focus included security management; machinery/equipment and technology operations continuity; essential personnel identification and emergent personnel communication and transportation plans/policies. o 2011-2012 - Acquired Business Line from Thompson Reuters In partnership with KPMG, AFS acquired a new compliance and tax business line from Thompson Reuters. Partnered with leadership to understand talent needs post acquisition. Recruited, hired, trained, and onboarded new employees on an aggressive timetable while managing office space build and relocation. o 2011-2012 - Office Space Expansion and Relocation Management Led relocation to two larger offices (Washington, DC and Annapolis, MD) as part of 2011-12 Thompson Reuters acquisition. Expansion and relocation to new offices was completed within 6-month period. Including lease negotiation, construction management and relocation management.

• DE&I, Employee Engagement, and Internal Communications As the organization grew, developed surveys and employee interviews to further understand employee needs. Based on feedback, introduced new employee benefits, and organized employee events to foster a culture employee engagement and recognition. Key highlights include: o Emphasis on Company Culture and DEI – Collaborated with C-Suite peers and department managers to ensure Anybill was at the forefront of creating a company culture that was adamantly supportive of the mission of a diverse, equitable and inclusive workplace. Mentorship Programs: Established initially for new employees; based on employee feedback, re-engineered and expanded mentoring program to be available to all employees throughout their employment life cycle. Employee Resource Groups- Initiated as an option to further connect employees with each other beyond departmental silos. Groups were employee-centered and employee-led based on areas of interest. Partnered with C-Suite creating additional funds within HR Budget to allow ERG leaders to plan programs for specific groups.

o Event Management: Led bi-annual company-wide retreat planning for 100+ employees, spouses and children. Included orchestrating airfare, hotel and cruise line accommodations, transportation and event planning and management.

Planned and organized numerous other employee events including Holiday Party, Summer Fun Events and Bonding Retreats to allow employees to connect with colleagues outside of the formal office environment. o Employee Recognition: Initiated recognition programs ranging from Birthdays/Major Life Events to annual tenure anniversary recognition as part of our Giving Back and Giving Thanks November theme. o Employee Engagement Programs: Based on survey feedback, instituted quarterly employee lunch with CEO, employee book club, quarterly employee social events, quarterly company-wide catered employee appreciation luncheons.

o Corporate Philanthropy: Instituted Philanthropy Paid Time-Off Policy allowing employees to give back through community partnerships with Non-Profits, Schools, and Medical facilities outside of the office setting during work hours.

Coordinated “in-office” philanthropic initiatives for employees, such as Back-Pack Lunch where employees packed back-packs for foster children during lunch breaks in a community collaboration with non-profit organization, Comfort Cases.

• Additional Experiences and Competencies- Instituted and Maintained HRM for two portfolio companies under common ownership for Anybill CEO.

o DelMar – Oversaw and ensured compliance with Maritime HR needs of CEO’s charter yacht group. Managed international repatriation, paid leave, international health plan and international payroll for 20+ international seafarers. Working knowledge of Seafarer’s Employment Agreements (SEA) and the Maritime Labor Certificate; the maritime law governing seafarer's employment rights. o Broadwater Capital – Managed full suite of HR needs for real-estate investment company principles and employees. Broadwater owns multiple apartment and commercial buildings in DC and Maryland. 3 P a g e - D a p h n e O ’ B r i e n R e s u m e OTHER EMPLOYMENT

SG-MoCo, LLC Rockville, MD

Owner

-Collaborated with teenage son to start a company to spread joy and recognition during COVID Pandemic.

2020 – Current

Montgomery County Public Schools Rockville, MD

Classroom Teacher

-Maryland Certified Master’s Plus 60 (Expired)

-Maryland Certified Administrator I and II (Expired)

-Elected MCEA Building Representative

-Mentored student teacher candidates

2000 – 2009

COMMUNITY LEADERSHIP

Thomas W. Pyle Middle School PTSA Bethesda, MD

President 2020 – 2021

Executive Vice-President 2019 – 2020

President of the Thomas W. Pyle Middle School PTSA, 2020-2021, a Montgomery County Public Schools (MCPS) middle school with nearly 2000 students in Bethesda, MD. o Led Board during the pandemic and developed alternative plans to facilitate communications and programs for students, staff and the broader middle school community. o Spearheaded virtual and outdoor programs to foster student and staff connections despite social distance requirements and virtual school mandates.

o Collaborated with school administration on COVID-19 safety planning during return-to-school phase. o Collaborated with MCPS and MCCPTA leaders on advocacy initiatives. o Organized large-scale virtual community events focused on student mental-health and parenting strategies for teens affected by the shutdown.

Burning Tree Elementary School PTA Bethesda, MD

Board Member: Membership Secretary 2017 – 2020

EDUCATION

Johns Hopkins University, School of Education Baltimore, MD Graduate Certificate, Educational Administration and Supervision 2003 Master of Arts in Teaching, Educational Leadership and Administration 2001 Villanova University Villanova, PA

Bachelor of Arts, Human Services 1998

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