Arrowhead Engineered Products (Arrowhead) is a global distributor of non-discretionary, mission critical, aftermarket replacement parts for a wide variety of motorized vehicles. Arrowhead offers thousands of non-discretionary parts, including starters, clutches, driveline components, alternators, suspension parts, gaskets and other components to over 10,000 customers in many different markets including: powersports, agricultural and industrial, outdoor power equipment, marine, golf, automotive and heavy-duty truck. For over 46 years, Arrowhead’s broad product base and industry-leading customer service has attracted a large and diverse customer base, generating repeatable and predictable profitability and growth.Arrowhead, headquartered in Blaine, MN, is a multi-unit organization with both domestic and foreign subsidiaries, including multiple distribution centers in North America, Europe, and sourcing offices in China, India and Taiwan. Arrowhead employs over 700 people, and has completed numerous acquisitions expanding both its product offering and geographic reach. In August 2015, Arrowhead was purchased by Riverside, a private equity firm, and subsequently has closed on additional acquisitions to continue its strategic growth plan. In addition, Arrowhead has begun a two-year implementation plan of a consolidated world-wide ERP system (NetSuite) to strategically operate all its businesses on one ERP platform.Strategically, together with a strong management team, the plan is to actively seek acquisitions both domestically and globally and continue to grow organically at an aggressive double-digit rate.

Reporting directly to the CEO and key member of the executive leadership team, responsible for the Human Resources, the Environmental Health & Safety and the General Administration functions for the organization. Specific focus on the successful integration of DMO, leading the brand strategy roll-out that includes our corporate values, ensuring global standards in environmental, health and safety that align to our business strategies and developing global talent planning processes.Key Achievements:• Led the integration activities for our South Korea and China facilitates that included successfully settling a labor strike in China upon close, partnering with local labor officials, employee committees and management teams in both countries to ensure the company’s labor practices were in line with local regulations. Conducted gap analysis and benchmark studies for the key human capital processes including performance management and executive compensation.• Led the talent acquisition process for global key executive roles .• Partnered with CEO to orchestrate global reorganization of Sales & Marketing Organizations.• Partnered with the CEO, COO and CFO to define the global ethics code of conduct and facilitate local training and development to support the global roll-out. Successfully launched the Global Ethics Hotline and Foreign Corruption Practices polices and training.• Developed global internal employee communications strategy to ensure that all employees understood and were aligned to the long range business objectives, supported our culture and values and supported employee engagement.• Led the successful health and welfare plan redesign and renewal for the US plans in 2017 that included a 5% yearly savings by changing medical providers and moving to HSA platform.• Leading the due diligence process and value creation planning for the pending acquisition of VE by a strategic buyer.

Reporting directly to the CHRO and a key member of the executive leadership team, responsible for developing and executing the Total Rewards strategy in support of the overall long range business plan. Specific areas of responsibility include leading the department of 50+ employees in employee engagement, employer brand, talent assessment and development, change management, benefits design & administration, health improvement, disability management, compensation, payroll, workforce technology, performance management and communications.Key Achievements:• Partnered with the Board of Director Compensation Committee to redesign the short-term incentive program, long-term executive incentive program and the stock ownership guidelines to better align with business objectives and market practices.• Led the Retirement Strategy to move our post-65 retirees to a private Medicare exchange that immediately realized a $9m savings and reduced our overall long-term liability by $138m. Partnered closely with the BoD, the CEO and Executive Committee as well as the Benefits & Compensation Committee to ensure a robust change management and communication plan to retirees and employees.• Led the redesign of the employee engagement survey to better understand how our engagement compares vs. the US benchmark that has informed our Total Reward strategy for the next 3 years.• Partnered with the CEO on re-launching our Profit Sharing Program to ensure that it would be enterprise wide, sustainable and align to business objectives.• Re-designed the Talent Management and Succession Planning processes to ensure that leadership had meaningful tools to evaluate and plan for the talent needed to meet the business objectives. • Developed the long range workforce technology strategy to replace the PeopleSoft HCM with an employee centric cloud based integrated system that will provide employees and leaders with a consumer grade experience and actionable analytics.

Dual reporting directly to the Division President and the Chief Administration Officer at Andersen. A key member of the Silver Line Operating Committee responsible for developing and executing the short-term and long-term business plans with P&L responsibility. Led the entire Human Resource function across 4 manufacturing sites and the division headquarters for 4000+ employees. Key Achievements:• Led the successful negotiation of union contracts in the NJ and IL facilities which were ratified upon first vote. Partnered with corporate benefits team to develop strategy for ensuring union medical plans were healthcare reform compliant while also remaining cost neutral to the business.• Partnered with the division President and Operations SVP on restructuring the plant leadership teams to improve the management effectiveness and support the development of the AW culture.• Successfully completed two restructuring efforts to reduce overall operating expenses and SG&A as part of a longer-range integration plan.• Restructured the HR business partner function to better align with the capabilities needed to drive leader development and business results.• Collaborated with enterprise leaders in Finance, Logistics, Sales and Marketing to ensure the alignment of key functional capabilities for the division in talent and succession planning process.

Reported directly to the EVP – Human Resources and was the Human Resources Business Partner for the North American Commercial Function which included US Sales, US/Canada Marketing and Global Innovation. Led the human resources activities of two Human Resource professionals and one Staffing Specialist for 350 colleagues that included employee relations, recruitment, compensation, legal issues, training, performance management, benefits administration and policy implementation.Key Achievements:• Key member of the leadership team for North America that led the successful integration of the Cadbury US/CAD salesforce, NA Marketing team and Global innovation team into the various divisions of the global Kraft organization while retaining key talent.• Partnered with Sales Leadership Team and Marketing Leadership Team to develop 3 year Strategy Plans for the respective functions. Orchestrated first US Commercial Strategy Development session with SLT and MLT that led to a joined commercial plan and improved ways of working.• Developed and rolled out US Sales mentoring program to identify top talent in the function, define learning goals, facilitate mentoring partnerships and monitor progress.• Successfully completed two Cadbury reorganizations that lead to a streamlined business unit structure that resulted in clarity of roles and responsibilities between local and global in a highly matrixed organization while providing cost savings of over $10M.• Led Sales Incentive Plan redesign for the business unit that included working with outside vendors to review best practices, making recommendation on plan design and created implementation and communication plans.• Member of the US Benefits Committee and NA Policy Committee chartered with recommending, evaluating and implementing changes to Cadbury’s programs.

Dual reporting to the Vice President HR for the Americas and the CHRO. Responsible for defining the Human Resources function for all regional site Generalists with direct and indirect supervision of 8 Human Resource professionals in North America for Corporate R&D, IT, CSA, Finance, Regional Functional Fragrances Creative Center, Global Strategic Sourcing, and Fragrance Manufacturing for an employee population of 1000+ on the Bayshore Campus in Union Beach, NJ.Key Achievements:• Partnered with the SVP, Global Sales to reengineer the function which included: redefinition of roles and responsibilities to include best practice from CLC; conducted assessments of incumbents and made recommendations to Senior Management; assisted with organizational development; led the global job re-structure for the function; led the succession planning process for global account teams reporting to the COO; and made recommendations on global sales incentive programs. • Responsible for securing $531,000 in training grant money from the State of New Jersey in 2005. Oversaw the coordination and execution of over 30 different training programs.• Partnered with Regional and Corporate Leadership in facilitating the restructure and communication of the Corporate Annual Incentive Plan and NA Sales Incentive Plan to align metrics to business outcomes.• Acted as regional liaison to the Corporate Training & Development Department by facilitating Regional Leadership Development Programs, leading Regional Succession Planning efforts, advising local management on development of talent and ensuring all corporate programs are utilized. Member of global Sales Training initiative to support global price increase efforts.• Evaluated regional staffing activity and made recommendations to Senior Management. Coordinated and orchestrated reduction in force efforts for NA which included the shutdown of the Toronto Operations Facility.

Reported to the Vice President HR for North America and the Regional Manager Flavors Division. Responsible for Human Resources function for over 450 employees in the US and Canada. Led human resources activities including employee relations, recruitment, compensation, legal issues, training, performance management, benefits administration and policy creation. Direct supervision of Human Resource Generalist, Operations and Human Resource Coordinator. Key Achievements:• Partnered with the COO on creating the integration plan and identifying key talent from the BBA acquisition and assimilation to the NJ facility. Provided support and coaching to the HR business partner with the closing of the Chicago manufacturing location.• Responsible for recruiting top talent up to Vice President level, including needs assessment, job description development, negotiating agency contracts, sourcing candidates, qualifying and screening candidates, negotiating offers, and conducting new hire orientation.• Project lead for North American Non Exempt Performance System, Progressive Discipline program and Paid Time Off program. • Assisted in developing functional requirements for SAP HR module and defining roles and responsibilities for North America Human Resource Service Center.• Revised US and Canadian Employee Handbook and led employee change management and communication process for the region.

• Acted as a strategic business partner with Aerosoles Corporate and Retail Management.• Managed day-to-day human resources activities for Corporate Headquarters and 75 store retail chain (650 employees) included recruitment and retention, compensation and performance management, legal issues, special events, training, team development, benefits, coaching and counseling.• Created and implemented a new hire orientation program to assimilate new hires to Aerosoles culture and developed a 30 and 90-day follow-up program to measure success rate of the program.• Developed a recruiting program which included a recruiting philosophy for all hiring managers, an interviewing guide and seminar, sourcing of new agencies, setting up on-line recruiting programs and an internal job posting program. • Assisted with development of a retail store recruiting program that included marketing materials, interviewing guide for store managers, recruitment packages and conducted interview training.• Assisted with development and executed Retail Customer Service Training (Soles of Service) that specifically addressed in store associates training needs. Developed Catalog Customer Service Training to be aligned with in store training.• Responsible for Corporate recruiting budget ($500+ thousand) and special events budgets.• Direct supervision of Sr. Human Resource Representative and Human Resource Assistant.

• Managed day-to-day human resources activities for the corporate headquarters and field sales force (700 employees). Coached, counseled, and problem solved employee relations issues with various levels of management.• Recruited all exempt employees up to and including Director level as well as overseeing the recruitment of all exempt and non-exempt level employees.• Consulted on all compensation issues with Corporate Human Resources and Management.• Coordinated and monitored all domestic and international internship and expatriate programs.• Participated in all MBA and Undergraduate annual recruitment and corporate initiatives.• Researched, developed, and presented seminars on various topics including interviewing skills, sexual harassment, time management, professionalism in the workplace and diversity.• Participated in the development of company wide job posting program and Bring Your Child to Work program.• Tracked, analyzed, and controlled human resources budget.• Direct supervision of Human Resource Manager (Clark) and Human Resource Assistant.

• Managed all human resources activities for 2 Administration/Distribution locations with a total of 200 employees, both union and non-union. Responsibilities included recruitment, employee relations, legal issues, safety programs, compensation, succession planning, special events, training and development, benefits and other generalist duties.• Weekly responsibility in the New York headquarters for exempt level recruiting predominantly in the Marketing and Sales departments.• Participated in the development and execution of various sales force and New York Office projects as well as on-campus recruiting for Marketing MBA programs.• Responsible for all short-term disability, worker’s compensation and FMLA claims for entire division.• Responsible for coordinating and executing a Management Development program for the Clark management staff which included interviewing skills, motivating skills, coaching skills and conflict resolution.• Instituted corporate compensation and performance management program.• Assisted with implementation of Peoplesoft for the division.

• Assisted Vice President in all day-to-day human resources activities for the New York Office and Field Force (400 employees) that included recruitment, employee relations, legal issues, compensation, benefits and other generalist duties.

• Organized, managed and maintained temporary staffing division and 50+ support staff employees.• Responsible for screening, interviewing, administering testing and placement of applicants on assignment.• Evaluated staff performance, analyzed and evaluated client needs to best place employees.• Directly responsible for a 50% increase in temporary hours over the period of one year.• Researched and evaluated various health insurers to institute a change in provider in current policy.