• Lead all talent acquisition functions for Fort Wayne site and provide support for all other North American Climate Solutions sites • HR Lead for major organizational shift from centralized business philosophy to decentralized business philosophy, including alignment of human capital with restructured business group and communication of philosophy change• Manage employee relations for site of ~200 employees, including resolving compliance hotline investigations and conflict resolution as necessary• Owner of Regal Talent Management process, including talent development through regular talent reviews with leadership; annual employee performance reviews; and compensation planning for 800+ exempt and non-exempt employees globally• HR strategy and policy deployment leader for North American Climate Solutions sites • Co-Chair of Fort Wayne site Campus Committee, driving employee engagement through campus and community outreach activities• Local expert on all Regal benefits offerings and Regal Wellness Program

•Manage all succession and employee development activities, including comprehensive development of high potential employees through the Management Development Program•Provide employee relations support for 600+ employees in ten (10) locations•Responsible for all talent acquisition activities at all levels, including executive, management, general staff, and college recruiting; Oversee activities of two (2) recruiters/generalists•Cradle to grave employee life cycle management •Champion of enterprise-wide LEAN initiative; Chair Corporate LEAN Improvement Team•Hands on coaching and organizational development with division leaders to strategically align workforce for ongoing growth•Drive employee engagement activities, resulting in 10% increase in overall engagement over 3 years•Implement improved performance management system, utilizing HRIS platform (UltiPro)

•Comprehensive Human Resource responsibilities for a 450 employee manufacturing facility, including benefits administration, performance management, employee relations, strategic planning, training development and delivery, and policy/procedure design and management •Manage five (5) HR professionals, providing Human Resource support and expertise to leadership in six (6) manufacturing facilities and one (1) distribution center•Manage talent acquisition functions for all positions at the field location, including professional/ managerial positions, as well as skilled and unskilled labor•Spearhead succession planning process for all North American manufacturing and distribution facilities to ensure talent development and career pathing of “field” leadership employees•Champion employee engagement tool, Voice of the Employee, for all North American facilities and personnel, driving the commitment to our employees that Kennametal is the employer of choice•Drive cultural change from a length of service based culture to a performance based culture through policy revision and administration, improved internal job selection program and solid performance management tools•Extensive one-on-one performance and career coaching of professionals and management personnel

•Comprehensive Human Resource responsibilities for a 1000 employee manufacturing facility, three (3) remote service centers (100 employees), and roughly 200 remote Sales and Service employees•Drive cultural shift to consumer driven benefit plans as site expert for all benefits programs, including health, life and disability insurance plans, 401(k), Health Savings Accounts, etc.•Strategic staffing to meet professional and production needs of organization through plant expansion of Jackson facility, encompassing headcount growth of 250 employees over six (6) month period•Direct the activities of a Human Resource Generalist, Benefits Coordinator and Administrative Assistant to ensure exceptional service to our internal customers•Manage large scale training initiative encompassing 750 employees and over $1.5 million training budget•Drive Jackson training and development initiatives, including needs assessments, training development and facilitation of large and small group training sessions•Provide career development opportunities through Lunch and Learn program and First Line Leadership Meetings

•Strategic alignment of personnel during economic downturn, based on skill matrices and solid performance indicators, which resulted in labor savings averaging $50k per month•Pilot and deliver Essential Leadership Development Program to leadership personnel throughout GKN OffHighway•Oversee activities of EHS Representative and roll out of comprehensive safety program, resulting in reduction of OSHA recordable incidents from 25 in 2006 to 5 in 2009 •Provide expertise regarding US employment law to corporate management in Europe •Site expert and administrator of all benefits programs, including health, life, and disability insurance plans, Health Savings Accounts, and 401(k) •Facilitate Workers’ Compensation program from routine claims management to legal intervention, including participation in Ohio Workers Compensation cost reduction programs•Administer performance management system for exempt and non-exempt employees, including roll out of new PDP process for all leadership employees•Drive exempt compensation planning activities•Successful recruiting and hiring of all employees from production personnel to professional management positions•Successful payroll migration/consolidation into corporate HR software, Softscape•Manage all employee relations issues, including significant reductions in workforce/work hours and personnel transition activities during plant closure

•Provide HR support and legal expertise to plant management and employees, as well as field employees working in locations all over the US (1200 total employees) •Site expert for all benefits programs, including health, life and disability insurance plans, 401(k), Health Savings Accounts, etc.•Integral in major plan design and contracting decisions for health plans, including roll out of changes to plant personnel•Manage Workers' Compensation program from routine claims management to legal intervention•Administer performance management system for exempt and non-exempt employees, implementing changes in the program that eliminated delinquent performance appraisals•Manage exempt and non-exempt compensation planning•Responsible for recruiting and hiring of hourly production personnel - Successfully placed over 300 employees within a 5 month period with minimal turnover•Recruiting and hiring of professional employees, effectively ramping up the Engineering group to meet increased demands of new product development•Direct the activities of one Human Resource Generalist, two Benefits Coordinators and one Administrative Assistant•Manage employee relations issues, including union avoidance campaigns, harassment investigations, and general employment issues•Develop, implement and maintain Employee Policy Guide•Large and small group training sessions for hourly and exempt employees on topics ranging from Employee Policy Guide to utilizing the Performance Management and Compensation programs properly•Manage large scale training initiative encompassing 750 employees and over $1.5 million training budget

•Develop new employee handbook, including facilitation of employee/supervisory focus groups and comprehensive training on finished product•Design, implement, and coordinate comprehensive Substance Free Workplace Program•Administer all employee benefits programs at plant location for 200 hourly and salary personnel•Implement performance management program for salary and office personnel based on key objectives and Individual Performance Objectives•Formalize hourly staffing process encompassing two production facilities, including implementation and coordination of internal job posting program•Manage all employee relations issues of plant hourly and salary personnel•Implement employee health and wellness programs•Deliver small and large group presentations and training topics•Represent Company regarding Workers Compensation and Unemployment matters•Ensure that all policies and programs maintain regulatory compliance•Monitor administration of constructive discipline program to ensure fair and consistent treatment of all employees