• Responsible for the development and delivery of the Company’s internal operational excellence program that focuses on business process improvements, change management planning and execution, workforce scoping, human capital analytics and reporting.• Develop two-way, mutually beneficial relationships with strategic supply partners to deliver greater levels of innovation and competitive advantage for effective supply chain architecture.• Develop, deploy and manage an enterprise-wide Supplier Relationship Management (SRM) program, including supplier classification, evaluation process, engagement portal, scorecards and process compliance.• Lead demonstrations of proprietary VMS solution, virtually and in-person, to evangelize new product features, competitive differentiation and provide customer feedback to product management as input to development. • Formulate and train a product team to become specialists that can confidently discuss proprietary VMS software and services.

• Utilizing a consultative sales approach to uncover/understand client objectives, challenges and needs in order to determine the appropriate total talent management approach scaled to each business’s specific requirements.• Build “trusted advisor” relationships with executive level staff at Fortune 500 clients by demonstrating thought leadership in research, analytics, and category knowledge.• Ensure project execution is aligned and focused on the client’s overall business through analyzing and structuring of the deliverables.• Work with operational management post sale to maintain a consistent and productive long-term relationship.

• Directly responsible for developing, delivering and managing consultative solutions for $180M + MSP/VMS operations. This included the implementation and management of the talent acquisition process for assigned Fortune 500 clients, expedient issue resolution, and further developing efficiencies throughout the process.• Provided leadership to geographically dispersed workforces and operations throughout North America by creating, maintaining, and managing the interaction between the Value Chain Partners (VCP), key vendors of staffing and talent search services. • Partnered with VCP’s to develop and employ strategies through the engagement of lean leadership principles. Facilitated and maintained strategic and ongoing working relationships with VCP’s leadership teams to optimize customer satisfaction, contractual terms, and Service Level Agreements (SLAs) that support the business requirements.• Established and developed compensation benchmarks, best practices, policies, and procedures used to manage solutions and the continuous interaction with key stakeholders. • Drove program efficiency, standardization, and consistency across client base with respect to current labor laws, employee relationship management and co-employment risk mitigation.• Planned, coordinated and conducted quarterly performance reviews of the sub-vendors to monitor their performance to service level agreements including periodic benchmarking of sub-vendor population for comparison and evaluation purposes.• Assessed and managed the business implications of complex total talent management program solutions, by defining or diagnosing, documenting, implementing and auditing solutions to support long-term client business needs.

• Responsible for full cycle recruiting of external and internal exempt and non-exempt candidates for various disciplines and industries. Utilized sourcing/recruiting tools and technologies to fill 60 technical positions in an 8-month period.• Coordinated and implemented an applicant tracking system and recruiting process to streamline the overall staffing process and reduced time to hire by an average 35%, cost per hire by 25% and increased qualified candidate pool by 50%.• Partnered directly with the President to develop and implement strategic planning initiatives to attract, develop and retain multi-state high performance talent. Note – Trison inherited the work being performed by Hydrogenics

•• Simultaneously performed at the strategic and operational levels of the business to drive key HR strategic and cultural initiatives that were reflective of the overall business and its goals. • Consulted and advised management and employees on best practice related to all areas of Human Resources and the Human Capital impacts associated with new initiatives and major projects.• Established and implemented a full cycle recruitment process for all personnel. Reduced company cost burden by over $550K by continuous improvement efforts in all phases of recruitment, retention and development. Forecasted and analyzed workforce planning data to create the best practices to recruit top talent, retain and develop staff. • Oversaw a $4M budget and maintained budget expenses over a two and half-year period while enhancing the benefits program, updating recruiting methods and increasing training programs.• Spearheaded the organization's training program predicated upon assessing core competencies, identifying skill-building needs, and prescribing professional development plans. • Consistently took initiative to partnered with operation/engineering management, to identified needs, developed human resources solutions and implement process improvement strategies such as Lean Manufacturing.• A member of the site’s Safety Committee.

• Served as the HR lead on all facets of human resource within assigned organizations (Engineering, Marketing, Sales and Service ~ 225 employees) in New York, California and Texas including participation within the organizations’ management teams. • Provided leadership, coaching, and counsel to management/employees within assigned organizations in all areas related to Human Resources. Offered support to strategic priorities and objectives by identifying and facilitating communication among employees and management. • Established, formalized or reinvented policies and procedures across the board replacing informal, non-compliant, out-of-date or ineffective practices to effect continual improvements. Developed SOP’s and work instructions related to the HR Department. • Responsible for full cycle recruiting of assigned areas hiring 40 specialized engineers in a 3-month period. Prepared, wrote and submitted the Company’s Affirmative Action Program (AAP). Outline and implemented company recruiting strategies for AAP purposes.• Supported and implemented the training and development program through the use of in-house and local resources, on-line training, resource libraries and the utilization of the tuition reimbursement program.• Participated in the processing and implementation of nearly 400 severance packages, as part of wide-spread corporate down-sizing. • Accountable for the design and implementation of the corporate benefit structure. Reviewed costs annually and initiated cost savings generating $200K. Accountable for selection and coordination use of insurance brokers, insurance carriers, and other outside sources. Responsible for maintaining working relationship with benefit providers, investigating claims issues and discrepancies, and researching new benefits for employees. • Responsible for updating and maintaining HRIS, including creating reports as necessary to carry out functions of department.

• Developed new hire and open position reporting system and maintained these reports to ensure accuracy. Responsible for the development and preparation of reporting metrics, that included cost per hire and time to hire reporting, to demonstrate timely and cost-effective recruiting practices.• Developed recruitment processes. Consulted with management to determine anticipated recruiting needs. Sourced potential candidates through all relevant venues, including the internet, internal referrals, recruiting agencies, and job fairs. Evaluated employment factors such as job experience, education and training, skills and abilities during initial applicant screening for entry-level type positions and ensured proper fit. Conducted interviews to recruit prospective employees and managed all relocations for new and transferred employees. Checked references, developed and extended formal job offers. Developed and conducted new employee orientations and ensured compliance with Equal Employment Opportunity (EEO) and Affirmative Action regulations by tracking applicant data according to company procedures. Maintained HRIS system.

• Devised, coordinated and presented Benefit open enrollments and new employee orientations with class sizes of 30 to 40 employees a month. Reinvented the annual benefits enrollment process to be more employee friendly. Familiarized multi-state, multi-location new and newly eligible employees (~ 800 employees) with the range of benefits including health, dental, life, 401(k) and disability. • Ensured competitive yet consistent approach to compensation through compliance with company compensation guidelines and the development of a three-tier wage structure. Coordinated, delivered, and prepared tools to assist managers with salary planning for the annual budgeting process and the annual employee performance evaluation/merit increase cycle. • Prepared quarterly and monthly reports by division and department. Identified legal requirements and government reporting regulations affecting Human Resources functions. Maintained the human resources information system (HRIS) and generated standard and ad hoc reports.• Acted as a counselor and confidant to the organization by responding and resolving employee benefit issues, inquiries, and claim problems to make certain quick, equitable, and courteous resolution. Handle all employee accident reports, Workers Compensation cases and disability claims. Administered Leave of Absence/ FMLA and maintained records on all employees, process required paperwork and followed-up on a timely basis to ensure compliance with company policies and government regulations. • Lowered Workers Comp experience rating saved more than $40K annually by verifying the integrity of every claim, educating and empowering supervisors, and working with the carriers to control costs. Reduced the agency's unemployment contribution rate by aggressively fighting unwarranted claims and ensuring that all dismissals were for cause effectively avoiding thousands in potential costs. • Supervised daily activity of one Benefit Assistant.