As the CHRO for Norton Lilly, I am responsible for, developing and executing, the HR strategy in support of the overall business plan and strategic direction. I am responsible for creating a people centered culture that actively supports human resources initiatives, including talent development, talent acquisition, performance management, DE&I, and organizational development. The Norton Lilly footprint consists of 40 port locations, 530 employees with operations based in North America, Central America, and Canada. • Chief HR Officer, trusted advisor, and partner to the CEO/C-suite with significant Board-level interface, and exposure to company governance, protocols, and executive compensation practices.• Direct involvement in the planning and implementation of business development and expansion strategies in complex, multi-cultural business environments.• Designed and introduced talent assessment and leadership development programs utilized at the Board of Directors level and throughout the organization to unlock individual/team potential. • Catalyst for building strong talent pools, customer-centric leadership teams, and top-tier performance cultures.• Entrusted to budget and manage a two-million-dollar P&L.• Responsible for reporting the human resources strategy, objectives, and results to the NLI board of directors. • Responsible for creating a companywide business continuity and sustainability plan assessing risk.• Develop and execute HR strategies that align with Norton Lilly’s goals, mission, and values.• Developed and led a new employee handbook and its rollout. This included changes in procedures and policy deployment. • Lead the total rewards strategy, including development, design, analysis, implementation, and governance of all compensation programs, i.e., payroll, compliance and HRIS. • Implemented a new compensation program partnering with Korn Ferry using the Hay methodology.

Led the HR strategy for the North American StampTech Fasteners Division which included creating strategic talent development, talent acquisition, performance management, DE&I initiatives, and organizational development. Shaped and implemented the people strategy in support of both short-term and long-term business objectives. The StampTech Fasteners revenue consisted of 175M, across 4 locations, 400 employees and operations are all based in North America. • Partnered with executive leaders to ensure strategic talent development initiatives were aligned to clear business growth objectives. • Led cross-functional teams and created scale by driving HR strategic initiatives across the Division. • Evolved the company’s culture, by driving employee engagement to enable a high performance that contributed to strategic growth.• Led a Commercial re-organization and design to unleash and accelerate growth within the Division. • Developed and implemented performance management programs, including goal setting, performance management and career development programs. • Led a cross functional team that implemented a rotational career development program for high potential employees. • Led a strategic communication plan during Covid 19 to all senior level management providing clarity in times of uncertainty and ambiguity.

Global strategic multi-site Human Resources Business Partner who has led a global team focused on HR strategic initiatives. Responsible for proactively leading all aspects of strategic and tactical HR support that aligns business objectives with employees and executive leadership. Understands the business beyond the HR function and influences the overall organization to ensure superior operations and business outcomes. Expertise in national HR Strategy, Acquisition and Integration, Talent Management, HR metrics, identifying Training & Development opportunities, and legal compliance. The Tape Solutions business unit’s annual revenue consisted of 250M, 3 locations in the US, 3 locations in Europe, and 1 location in Asia with a total of 1000+ employees. • Led a strategic reorganizational alignment for my business unit that entailed developing new positions, managing talent development and strategic workforce planning initiatives. I created a communication plan and was responsible for the implementation of the organizational realignment. • Led two global M&A’s aligning two companies into our business unit which involved full integration and organizational alignment. • Developed new talent acquisition and sourcing strategy which lowered full cycle recruitment times by 35%. • Avoided $1.5M loss of business and productivity by filling 60 open positions in our WI facility.• Created and implemented a regional leadership development program.• Lead an HR department of 5 direct reports and managed HR priorities for the business unit.

Multi-Site HR Manager for three US locations functioning as a strategic business partner to help build organizational capability. Served as the champion of the performance management process including talent roadmap sessions, calibration sessions and drove an overall performance culture. Ensured that company HR and Safety programs were consistently administered in compliance with company policies and culture values in addition to ensuring that all state and federal regulations were followed. • Created and led the recruitment strategy to fill 100 new positions for the new Global Design Center.• Led the 12- month project window ensuring we met all the project deliverables on time securing a 3 million grant from the state of MI.• Established talent development and employee relations programs and initiatives to define and create the Global Design Center culture.• Partnered with executive leadership through three different M&A projects and lead the HR strategy.• Created a technical and managerial career path program for my 3 business units, including engineering, design, and product development.

Human Resources Business Partner for a manufacturing facility, provided strategic and tactical HR solutions and supporting all areas of Human Resources. Responsible for training and development, succession planning, employee relations, policy interpretation, organization capability, total rewards, talent acquisition, diversity initiatives, and change management. • Created an internship program that resulted in a first-year cost avoidance of $850K.• Created a skilled trade apprenticeship program that filled 20 critical roles typically struggling from talent shortages.• Led project manager implementation of new benefit and wellness programs.

Human Resources partner of a 300-person client group with multi-site locations. Worked with leadership to create initiatives and engaged hiring managers with superior consultation skills using influence and expertise to recommend most effective Talent Acquisition methodology. Other duties included development and delivery of training presentations and materials, lead workforce planning strategy sessions, M&A HR due diligence, full cycle recruitment for all levels within the company business structure.• Developed core competencies and behavioral based interview questions for all new positions.• Led compensation project to define new compensation guidelines and compensation philosophy. • Managed implementation for developing behavioral and cognitive assessments validated for the business unit.