Top Human Resources leader reporting to CEO supporting corporate, operations, supply chain, sales, finance, and technical with fully integrated responsibility including employee & labor relations, talent management, recruiting, leadership development, compensation & benefits, communications, mergers, acquisitions, and due diligence. Led 5 direct reports and managed a multi-million dollar budget.• Member of leadership team that influenced new culture, values, vision, mission, and strategies after acquisition by The Audax Group in 2016; Business Partner that linked newly established HR Programs with the business objectives• Member of executive team responsible for growth of portfolio in rubber compounding portfolioo Leader involved in 4 strategic acquisitions, integration, and the sale of a non-core Divisiono Grew portfolio revenue, EBITDA, and employees o Responsible for due diligence, culture assimilation, system integration, and synergies • Implemented Talent Review process; created development plans and established executive coachingo Designed Leadership Development program and was master facilitator for top global 25 leaderso Introduced succession planning process using 9 Box toolo Presented business case and secured approval for a performance review system and an applicant tracking system • Saved $250,000+ annually by conducting organizational review of benefits and services; consolidated plans and designed a single benefit plan launched company wideo Managed change and educated associates on benefits, co-pays, and industry standards without impacting moraleo Implemented a self-service benefit enrollment and onboarding • Recommended compensation systems to focus on pay mix, pay grades, and pay for performance• Spearheaded communication initiative through road shows, town halls, and online forums increasing alignment with the business goals• Chief Lead Negotiator on two U.S. and two Mexico labor contracts

Top Human Resources leader and reported to CEO. Responsible for 9 manufacturing sites in N. America, corporate and satellite offices internationally. Led a team of 8 direct reports with 900 total employees, and a multi-million dollar budget.• Provided leadership continuity during a CEO transition; primary consultant and thought leader to new CEO regarding organizational matters including organizational development and realignments to the business, workforce, and executive team • Created a 3-year strategy focusing on HR fundamentals, labor relations, employee engagement and organizational developmento Implemented standardized approach for performance management, talent management and career development o Designed and communicated process maps for performance, merit, Corporate benefits and recruiting o Sourced and implemented a common payroll platform for all locations • Drove organizational cost reduction through benefit review, program design and wellness programs• Chief Labor Negotiator encompassing 7 unionized facilities; negotiated 11 Union contracts without business interruptions; designed a standardized scheduling model and implemented labor negotiation methodology• Member of team for a Greenfield startup including staffing and training 60 leaders and associates• Created internship, mentoring and management trainee rotation programs (Sales, Finance, and Operations) to develop talent and build an internal pipeline

Held global HR responsibility for Manufacturing, Procurement, Supply Chain, and Project Management• Assessed collective bargaining and developed a strategic global strategy, shared methodology, and communication approach that established pathways for future agreements • Implemented a global workforce planning model addressing demographics, succession gaps, and review a build / buy strategy for key positions in all countrieso Designed an organizational talent review program reviewing global succession metrics, high potential recognition and organizational career pathing • Human resources lead on 2 acquisitions in Hong Kong and Singapore including due diligence, HR risk assessment and a cultural integration planning

Held HR responsibility for 114 distribution centers and all corporate functions. Hired to implement HR programs in preparation for sale of company; transaction occurred 2011• Implemented all new HR programs including performance review systems, progressive discipline, performance improvement processes and potential benchmarking • Introduced succession planning process including an in-depth mentoring program and a corporate wide performance and potential analysis; used 9 Box model• Consolidated multiple disparate payroll systems to one automated payroll provider (ADP) for the field and distribution centers • Responded to market share growth targets by streamlining hiring process and recruiting 50 US Sales Representatives in 6 months• Negotiated favorable Teamsters union contracts in New York, Minneapolis and St. Louis with a total of 250 members

Directed Human Resources for US, Canada and Puerto Rico and business partner to Supply Chain responsible for 9 manufacturing facilities, 8 distribution centers and functional support of HSE, Customer Service, Procurement and Technical Services in a matrix environment. Led 11 direct reports and reported to SVP, Supply Chain. Akzo Nobel acquired ICI Paints in 2008• Led acquisition integration for all Supply Chain achieving manufacturing and human capital synergies. Results include:o Restructured and realigned manufacturing footprint and assimilated sites to optimize capacity and utilization o Assimilated leadership teams from multiple acquisitions into one cohesive team and influenced a unified culture throughout the Supply Chain. Led high impact, off-site team events that developed new approach to behaviorso Streamlined HR processes integrating disparate benefit plans, systems, and policies • Led Talent Management process using 9 Box model identifying high potentials and establishing succession planning• Created an Employee Engagement program that established teams for internal improvement projects and community projects• Successfully held off a union organizing campaign and led a comprehensive union avoidance training program. Established employee led problem solving teams improving communication and to prevent issue escalation• Saved $3 million annually by redesigning pay structures and overtime reporting • Negotiated 2 cost neutral contracts in Puerto Rico and Reading, PA. Conducted effects bargaining for a 100-employee distribution center and 150 employee manufacturing facility during plant closure • Recommended innovative workforce plan and implemented a long-term, part-time workforce in North American sites increasing flexibility to offset high wage and benefit costs • Designed hourly programs consisting of performance management, career progression and incentive programs • Coached direct reports and promoted several to HR management roles

Responsible for Human Resources for all union and nonunion manufacturing with 9 direct reports. Managed employee relations, communications, union negotiations, labor grievances, and recruiting. Member of HR Benefits Committee• Created and implemented change-management concepts to introduce a “One Company Mentality” that merged best practices and cultures improving systems, employee relations and departmental development• Lead negotiator for all plant contract negotiations, closures and WARN notifications. Negotiated multiple 3-year contracts without work stoppage or business interruption• Developed an HRIS employee self-service program providing employees ability to make changes, view policies and complete open enrollment on-line. Influenced, communicated, and educated employees through the learning curve• Reduced costs of 3rd party recruiting and created talent pool of vetted candidates by developing a Corporate Recruiting strategy including purchase and installation of an ATS (Applicant Tracking System)• Created corporate benefit programs to reduce employee benefit inflation by implementing employee education and launching a corporate wide wellness program • Led a six-sigma project by restructuring hourly pay to include alignment of position and pay grades • Drove cultural change by developing comprehensive competency-based program by redesigning the training system corporate-wide to comply with TS16949. Used six-sigma methodologies • Recognized in the Shiloh Industries high potential employee program for future leaders