John Gamache Email & Phone Number

• Transitioned from manufacturing plant to group office as the HR Manager for the Automotive Solutions Group. Partnered with Engineering, Program Management, Sales, Supply Chain, Quality, IT and Finance, with respect to hiring, employee relations and merit planning. • Collaborated with Director of HR of MI to develop anti-union communication strategies and tools for front-line production supervisors in an effort to remain union free.• Supported the corporate group in HR issues ranging from recruitment, compensation & benefits, merit planning and performance issue counseling.

• Recruited and hired Senior Management, Engineering, Quality, Skilled Trades and Production Operators (40 salaried and 150 direct/ indirect associates) for a 300,000 sq. ft. Brownfield startup coating facility.• Responsibilities included complete day-to-day management of all Human Resource activities for plant personnel.

• Recruited and staffed 320,000 sq. ft. Greenfield startup, injection molding plant, including Management, Engineering, Skilled Trades and Operator/Assembly/Generalist hourly employees (60 salaried and 450 direct/indirect associates). • Kept plant green in labor-to-sales throughout facility and multiple product launches by flexing workforce to fluctuating customer requirements • Managed training of technically challenged farming/retail employee base• Negotiated first Local Agreement with UAW• Chaired Joint Safety Committee (EH&S) –one lost day accident in four years of operation, with over 3.75 million man hours worked, with a workforce possessing minimal manufacturing background, by implementing a proactive Safety Committee, pre-emptive partnering with MIOSHA for safety training and mandating safety training as a line item in P.O.’s with equipment vendors. • Re-structured Operations to include Bargaining Unit Team Leaders to enhance productivity and develop future supervisors • Built strong relationships with plant, Local and International UAW representatives to aid in creating a harmonious workforce

• 10 week Special Assignment at company’s most troubled plant to evaluate the local HR Department’s performance, make recommendations, develop and implement an improvement strategy based on objective findings• Worked with plant operation’s management team to upgrade employee’s basic manufacturing skills and rollout of corporate training plan to all operators (450 resources)• Worked with Plant Manager to restructure existing supervisors/managers to increase productivity and to remove underachievers

Responsibilities included complete day-to-day management of all Human Resource activities for plant personnel.• This plant had eight distinct languages requiring innovative techniques for communication, especially in training matters. With the assistance of bi-lingual employees, developed training materials to cover all languages.• Maintained productive workforce and morale after plant closing was announced (announcement to closure was 4 months) by transferring high achievers to other local, divisional plants to retain talent and contacting employers in the surrounding area to set-up interviews for associates about to be unemployed.

• Directed day-to-day operations of GMT 560 Bumper Program; including supervision of five man production work cell, raw material procurement, production scheduling and transportation of WIP stampings to subcontractors for final coating application (paint & chrome)• Re-sourced chroming operation from distressed supplier to ensure uninterrupted supply of finished product• Increased stamping productivity 40% by developing low cost conveyance system positively impacting the process flow• Implemented 25% logistics cost savings by coordinating return shipments of empty WIP racks from coating suppliers and eliminating dead head runs • Received recognition award from General Motors Service Parts Operations for 100% on-time delivery• Created and maintained relationships with key customer personnel to avoid PR & R’s

• Chosen by Executive Management as member of a four-person core group to plan for continuing plant operations during a six-week strike. (Resided inside plant during strike to help facilitate overall plant operations) • Recruited for skilled trades’ journeymen and apprentices at local job fairs and technical schools in conjunction with electronic and print media advertisements• Elected Vice-Chair of Advisory Board at local technical school to promote skilled trades and aid in course curriculum design• Partnered with HR Manager in union avoidance; defeated union in two UAW campaigns• Administered 401k and Profit Sharing/Savings Plan, Short Term Disability Benefits and Hourly Pension Plan• Developed, updated and presented New Hire Orientation Program to all Bargaining and Non-bargaining Unit new hires• Represented the Human Resources Department on Health and Safety Team to promote a safe work environment and to investigate and reduce workplace injuries. • Selected by upper management to explain the history, purpose and content of ISO 9001 during initial implementation rollout to entire plant workforce – 400 employees