Brent Reichert Email and Phone Number

Led Human Resources, managing all recruitment, payroll administration, employee development, employee relations, compensation administration and legal compliance within the East Region’s brewery and taproom.

• Directed all facets of Human Resources including HR strategy, organizational development and HR Administration for the Americas. • Directed all HR functions including payroll, employee compensation and benefits, recruitment, HR policies and programs, employee and team development, performance management, employee morale and regulatory compliance, training, and development. • Functioned as a North American HR business partner to Prym Group executives and managers globally.• Selected as the Value Ambassador for Prym Americas anchoring corporate values in our everyday work.• Restructured the benefit offerings equating to $500k in annualized savings.

• Provided regional Human Resource leadership and support for twenty-one (21) branch service locations in the North and West Regions with over 420 team members in the U.S. and Canada. • Business Partner - Understand the business / people priorities. Served as a key member of the leadership team to assist in driving business results. Assisted in driving systemic organizational and people strategies that were aligned to the business strategy.• Process Manager - Lead implementation of core HR programs such as goal setting, performance and talent management and compensation management into the business ensuring an effective, sustainable people strategy over the long term.• Change Agent - Partner with, and coach, the business leadership team to facilitate organizational and cultural change. Act as a catalyst for building Organizational Effectiveness within the business. Educate the business on HR trends that affect the business.• Talent Management - Worked collaboratively to diagnose manager and Team Member capability needs and design ongoing learning and development plans. Consulted with leadership team about implementing management capabilities that result in an open, inclusive and diverse environment based on company values.• Employee Advocate / Relations - Assist in building management capability to facilitate an open, inclusive, Terex culture-based environment that enables effective employee relations. Ensure role is perceived as an objective employee resource and escalation path for unresolved employee relations issues. May conduct investigations and provide conflict resolution as necessary.• Program / Project Management- Participated in various projects across the assigned client groups such as implementation of the regional recruitment model, Managing for Success training program, annual performance and talent reviews.

• Managed overall HR function and provide leadership support for up to 900 team members in nine (9) manufacturing and distribution locations, with 250 remote sales reps in 46 different states, as well as supporting the Riddell headquarters in Rosemont, IL. • HR Communications: Managed communications programs that effectively described and promoted HR programs and initiatives that provided an employee-oriented, high performance culture with emphasis on performance, quality and empowerment.• HR Director for Office: Served as the HR Director for the Irving office (80 employees) including employee relations, recruitment, budget planning, organizational and space planning, performance management, employee services and counseling.• Compensation: Responsible for overall design and administration of the organization's compensation programs. Ensures that compensation programs support the organization's strategic objectives and meet all legal requirements.• HR Information System (HRIS): Coordinated and implemented a single HRIS system (ADP) and managed ongoing operations, maintenance and upgrades/enhancements of the system as Company needs changed.

(February 2009 - March 2010) • Provided leadership and support to Operations, Quality and Compliance departments in the areas of employee relations, talent acquisition, coaching adherence to federal, state and local employment laws, and driving change management. • Lead, planned and coordinated human resource initiatives to maximize the strategic use of HR functions such as talent management, workforce planning and talent acquisition, employee rewards, performance management, talent attraction, diversity and inclusion, retention and development, employee engagement, employee relations, personnel policies. • Worked closely with Learning & Development, Compensation & Benefits, and other HRBPs to ensure best delivery of HR services to business leaders. - and -(April 2010 – December 2011) • Responsible for leading 30-40 team members to manufacture sterile injectable Cytotoxic/Genotoxic pharmaceuticals and drive the achievement of production goals while keeping efficient, smooth-flowing operations, adhering to SOPs (Standard Operating Procedures) and cGMPs (current Good Manufacturing Practices) which are government regulated manufacturing standards. • As a people manager, coaching and developing employees to reach their extreme potential, which included performance and talent management, as well as hire new team members for the factory.

• Provided strategic Human Resource leadership and support for over 850+ executives, managers, and employees of the Corporate Staff Departments and Group World Headquarters. • Assisted in the resolution of employee relations issues and promoted enhanced organizational efficiency and effectiveness, communication and understanding, as well as create value-added work-life agendas to satisfy the needs of internal customers.• Collaborated in the formulation and implementation of quarterly manager/supervisor meetings to openly discuss policies and procedures to ensure effective delivery of human resource services to Corporate HQ employees.• Lead the Corporate HQ talent acquisition efforts to assure highest talent attraction and retention of exempt and non-exempt staff as well as supported the Talent Development and Performance Management process.

• Provided the strategic and tactical HR generalist support that ensured the Company (320+ employees) was able to recruit, retain, compensate and provide a safe working environment contributing to the overall success at the headquarters as well as supporting five distribution center locations within the U.S. (3), St. Thomas, ON Canada (1) and Toluca, Mexico (1). • Implemented and leaned the temporary staffing process, which resulted in $600K cost savings in 2005, $200K in 2006 and $100K in 2007. • Responsible for our PeopleSoft HRIS system(s) to include status changes and reports managing the electronic flow of information, trained managers and employees on Self Service features, and eventually converted all PeopleSoft over to ADP EV4 after the sale of the Company.• Worked with mergers and acquisition groups to provide due diligence for potential new owners on the sale the business and then again for two other potential sales bids following transfer of ownership.

Responsible for human resources for 380+ employees covering their employment, new hire orientation, terminations, status changes, leaves of absence, benefits administration, 401(k) savings plans, tuition reimbursement, verifications of employment, unemployment compensation, 90-day and annual reviews, end of month/quarterly/year-end head count, COBRA insurance and Veterans’ reports.

Transitioned more than 480 government employees on to an ACS Government Services government awarded contract. The project supported the Department of Defense - Defense Finance and Accounting Service (DFAS) in Cleveland, Ohio and Denver, Colorado. Established a benchmark for maintaining a low attrition ratio in a time sensitive environment to support any additional staffing needs. Became a vital resource in support of new management staff with corporate ACS knowledge and information.

Responsible for all Employee Relations as well as high volume exempt and non-exempt recruiting for the Mortgage Corporation, Title Agency, and 12 bank branches, and recruiting for any technical requirements for the IS Division.

Recruited Information Technology experts with various technical skills doubling the Cleveland Maxim Group office size from 38 consultants to over 75. Placed an emphasis on building strong relationships with our consultants and clients. Proactively created sales leads and passed them on to Account Managers. Negotiated rate structure and contract guidelines with all consultants. Trained new recruiters on systems, communication and culture.