Debra Myers Email and Phone Number

• Organizational leadership - Oversee all HR functions for 20 dynamic third party logistics warehouse locations. Coach for Operations teams and leader/coach of 8 direct HR reports. Focus on profitable and efficient operations, talent acquisition, legal compliance, and culture. • Management development – Spearhead of best practices to align culture with business objectives and customer needs. Includes front line leader training through classroom curriculum and solid cadence of communication. Drive a continuous performance management culture. Help ensure operational stability and enhance business labor capabilities. • Employee relations – Advise and implement processes to resolve labor and management issues to foster a robust engaged workforce. • Strategic growth leader – Focused on talent acquisition and change management strategies to foster sustainable reasons to believe in the organization’s cause and the team. Built eight successful start-up operations in three years. Transformed HR operations to a centralized and scalable support model. Drove hiring decisions to fit the need for current and future talent.

• Strategic growth leader – Held senior role for a rapidly growing food service distribution operation. Drove scalable systems upgrades and centralization strategies. Grew annual revenues grew from $50M to $750M in 5 years.• Management development - Coach and HR advisor for outside sales and operations teams focused on aggressive growth. • Multi state compliance - Oversaw three distribution centers operating in California, Nevada, Oregon and Washington. Led three HR Generalists responsible for compliance, employee relations and culture.• Maximized human capital -. Developed and led culture enhancing initiatives including collaboration and effective flow of information. Key contributor for HRIS upgrades projects and business solutions to ensure scalability and compliance.

• Strategic Business Planning - Focused all business partners on profitable and detailed customer satisfaction strategies. Aligned compensation and total rewards strategies to build leadership competencies and innovative go to market strategies. • Succession Planning – Implemented 9-box talent reviews and mapped strategies to build bench strength to ensure sustainable profitability. Utilized performance metrics and survey results to develop action plans that provided focused competency development.• Diversity and inclusion – drove employer sponsored initiatives that developed people and customer focused leaders.• Compensation – Responsible to leverage and maintain total compensation strategies that recruited and maintained top talent. Focus was on rewarding peak performance and high motivation to deliver profitable and customer focused operations. • Employee engagement – Rewarded positive service behaviors through strategic sustainable recognition programs and culture driving initiatives. • Compliance – Responsible for compliance with labor laws and HR regulations for over 300 retail locations in California and Nevada. • Experienced with multiple mergers and acquisitions.

• Labor Relations – negotiated and maintained management and union relationship to improve organizational effectiveness. Maintained compliance with 6 different union contracts. • Management Coach – provided coaching and leadership to 85 Store Directors on all aspects of performance management and associate relations. • CA Labor Compliance - Completed investigations for EEO complaints, wage & hour issues, hotline calls, and made recommendations to management. Experience includes representing the company in arbitrations, labor board hearings, DFEH/ EEOC mediations, DLSE audits, and jury trials. Supported operations during 4 month labor dispute/lock out. Investigated incidents related to picketing and adversarial demonstrations. Drove recovery strategies to restore positive employee relations.

• Labor and Employee Relations – Ensure policy enforcement through audits and investigations. • Performance Management - Assist with associate performance management and succession planning activities. • Training and Development – Conduct skills training for grocery retail operations. Update and organize training content. • Business Efficiency and Profitability – 2 years in front line supervisor position for grocery retail operation. Business contributor to build and maintain $10M in annual sales within a Union environment.