Assistant Vice President – Human Resources Systems & Support @ Oversees the development and execution of global human resources information systems strategy and support functions. From August 2014 to Present (1 year 5 months) Des Moines, Iowa AreaHuman Resources Strategic Development Director @ Responsible for directing the Principal Human Resources strategy efforts, including strategic planning and development efforts. Consults with the HR Senior Leadership team and key stakeholders to identify, develop and take action to ensure successful execution of the human resources strategy. From May 2012 to August 2014 (2 years 4 months) Des Moines, Iowa AreaStrategy Consultant, Corporate Social Responsibility Group @ Partner, influence, and consult with stakeholders and senior leaders to drive the multiple work streams in support of the Wells Fargo enterprise Social Responsibility Group strategic priorities focused around responsible products/advice/sales/services, responsible business processes, financial education, community leadership, external relationships, and a national community initiative. (short-term assignment) From July 2011 to May 2012 (11 months) Des Moines, Iowa AreaVice President, Human Resources @ Led a team of nine human resources consultants and staff with budget responsibility of more than $1 million in direct support of 3,000 team members. Provided strategic human resource leadership to six direct reports of the Wells Fargo Financial President and CEO and their leadership teams in the areas of organization design, workforce planning, leadership development, talent acquisition, change management, team member engagement, compensation, diversity, and retention. Member of the Human Resources leadership team supporting the business with a 14,000 team member base. •Achieved 32.5% improvement in business partner assessment of HR services provided as evaluated by CEO and three levels of management. •Enhanced organizational/leadership alignment and developed new capabilities for leaders and team members through the implementation of the Inspiring Leader and Extraordinary Leader programs for senior executives and 200 leaders. •Oversaw and coordinated 6 Affirmative Action plans for home office functions and the commercial businesses with progress achieved each year for all plans. •Active participant in multiple enterprise-wide diversity initiatives such as establishment of diversity accountability in bonus goals and development of a mentoring program to enhance acquisition of diverse team members at all levels. •Achieved 35% improvement in management span of control across Wells Fargo Financial businesses and home office functions as a result of effective organizational assessment and execution. •Led human capital components for multiple cost-reduction initiatives including the restructuring/closure of the Wells Fargo Financial business in 2010-2011 that resulted in the reassignment or realignment of more than 10,000 team members into other Wells Fargo businesses/functions. From April 2006 to July 2011 (5 years 4 months) Des Moines, Iowa AreaAssistant Vice President, Change Management Consultant @ Developed and executed change management strategies and plans with senior business and human resources leaders for a large scale, multi-business line (54,000 team member base), and complex organizational change effort. •Coordinated 24 stakeholder engagement and assessment opportunities with senior leaders and subject matter experts. •Delivered common change management approaches for the Home and Consumer Finance Group and developed more than 120 associated tools and resources that were used by HR and managers throughout the organization. From 2005 to 2006 (1 year) Des Moines, Iowa AreaAssistant Vice President, Human Capital Strategy Consultant @ Partnered, influenced and consulted with HR senior leadership team to create a human capital strategy for the Home and Consumer Finance Group utilizing the Balanced Scorecard Collaborative methodology to drive desired business results. •Created communication plan, messages, related tools and presentations to support the execution of the strategy. •Increased from baseline measurement in one year, the HR team’s (800 base) view of strategy taking hold by 31%, team member role clarity by 23% and ability of strategy to drive day-to-day work by 24%. •Created 24 key performance indicators and facilitated quarterly strategy reporting with the HR senior leadership team to ensure progress and accountability of strategic goals. From 2003 to 2006 (3 years) Des Moines, Iowa AreaAssistant Vice President, Human Resources Operations Manager @ Created, led and managed the Human Resources operations function consisting of 20 team members and budget responsibility of more than $1 million that supported all lines of business within the Home and Consumer Finance Group in the areas of Human Resources Information Systems, data processing, project management and acquisitions. •Developed processes and databases to support the successful and seamless transition of 5,000+ team members associated with Wells Fargo Home Mortgage acquisitions; First Security Bank, G.E. Capital, Brenton Bank, National Bank of Alaska and Weyerhaeuser Mortgage Company. •Influenced and contributed to the initial scope and design of several Wells Fargo & Company Corporate Human Resources system initiatives such as Comp Express, E-Recruit, Employee Records Imaging and Business Objects. •Assisted in the development of Home and Consumer Finance Group Human Resources strategies and processes to support both Human Resources and business line initiatives. Examples include: electronic performance management solutions, large scale business realignments, business growth solutions, Human Resources systems architecture, Affirmative Action planning, diversity initiatives and the development of effective workforce analysis tools. From 1997 to 2003 (6 years) Des Moines, Iowa AreaHuman Resources Associate, Acquisitions and Joint Ventures @ Provided human resources support for Home Mortgage mergers, acquisitions, and joint ventures. Developed first-ever acquisition model/standard operating procedures manual and provided compensation support. •Managed all HR generalist and benefit responsibilities for more than 35 joint venture companies with Home Mortgage as a 50% partner. This included the creation of welfare benefit plans, retirement plans, payroll systems, compensation plans, and performance management processes for each joint venture company. •Successfully transitioned more than 2,500 team members seamlessly to payroll and benefit systems. •Coordinated severance calculation/payments, non-compete agreements, retention bonuses and status reporting. •Managed the Incentive Compensation Plan and Deferred Plan bonuses for more than 800 team members. From 1996 to 1997 (1 year) Des Moines, Iowa AreaHuman Resources Information Systems (HRIS) Analyst @ Performed needs analysis with all levels of management to determine data and systems requirements. Programmed, developed/generated HRIS ad hoc and standard reports. Prepared statistical summaries used by all levels of management. From 1995 to 1995 (less than a year) Des Moines, Iowa AreaHuman Resources Systems and Benefits Specialist @ Coordinated the administration and reporting of all HRIS systems, including system security and salary administration. Performed compensation and benefit functions related to long-term disability, worker’s compensation, safety, volunteerism, wellness and salary survey information. Conducted pre-employment screening and performed HR generalist duties. From 1993 to 1995 (2 years) Des Moines, Iowa Area

MBA, Business Administration @ Drake UniversityBA, Business Administration and Management @ University of Northern Iowa Natali MBA is skilled in: Human Capital Strategy, Organizational Design, Leadership Development, Talent Management, Diversity & Inclusion, HR Information Systems, Employee Engagement, Organization Readiness, Compensation, Performance Management, EEO/Affirmative Action, Mergers & Acquisitions, Social Responsibility, Organization, Succession Planning