McKinley Packaging is a $275 million, 485 employee division of BioPappel which is a $3.2 billion, 12,700 employee multi-national sustainable paper producer/corrugated packaging manufacturing company headquartered in Mexico City, MX. McKinley has five (5) manufacturing locations in the United States and opening new facility (Greenfields and Brownfields) every 18 months for the next 5 years. Current facilities: Georgia, Indiana, California (2), and Texas. McKinley is currently launching a new Greenfield facility in Lancaster, TX. McKinley produces both corrugated sheets as well as custom designed and produced corrugated packaging containers.Responsible for all facets of Human Resources (including payroll). I was hired to build a divisional corporate human resources organization.• Developed and implemented competitive market-based regionally adjusted hourly wage structures for all U.S. locations establishing structured wage administration to all locations while bringing all hourly Team Members into parity with both like skilled Team Members and the new wage structures.• Developed and conducted comprehensive Supervisor, Managerial and Executive Leadership training program which I personally conducted in all the U.S. based facilities.• Revised Team Member Handbooks/policies and procedures bringing California Addendum into compliance with all California statues and enhanced all handbooks/locations vacation/PTO policies moving from accrual to current year earned methodologies.• Directed and oversaw the rebuilding of an improperly migrated/launched HRIS/Payroll system while re-establishing legally compliant and timely pull-funding methodologies for 401(k) and benefits providers.• Brought 401(k) program back into compliance requiring identifying and funding improperly cancelled deductions/matches in violation of the Plan’s SPD.• Authored/defended/defeated four (1) EEOC Charges and one (1) IOSHA Complaint without incurring any legal fees or settlement expenses.

A $135 million, 645 employee group of three (3) companies with five locations in San Antonio, Texas and Santiago de Querétaro, Guanajuato, Mexico (unionized). All Reyes organizations are Tier 1/Tier 2 suppliers to Toyota Manufacturing Company in San Antonio, Texas, Baja, MX; and, Guanajuato, MX. Reyes is also a Tier 1 supplier to Tesla.Reyes Automotive Group (2 facilities of which 1 was a brownfield) produces over 180 small/large interior and exterior injection molded components, small injection molded interior trim assemblies and blow molded assembled ductwork components. Reyes Hayashi Automotive and Reyes Hayashi Mexico (2 facilities: 1 in San Antonio; 1 in Guanajuato, MX) are joint ventures between Reyes and Hayashi Telempu North America producing interior soft trim components. Guanajuato, MX is unionized. 1 of 5 Exec. Comm. members.Responsible for all facets of Human Resources & Environmental Health & Safety (EHS) for this group of companies.• Developed and implemented comprehensive $2.5 million wage compensation program for all U.S based operations encompassing unskilled labor, skilled craftsman and journeymen to reposition the companies as competitive preferred employers in a heavily saturated labor market.• Rebid, negotiated and implemented 2022 health care plan negating 22% proposed increased Stop-Loss premiums and 15% increased administrative fees on self-insured plans without reducing the plan benefit levels or increasing the Team Member contribution rates. Plan design changes and negotiated savings will garner over a $250K in annual savings.• Negotiated new unionize labor contract for Guanajuato, Mexico location.• Oversaw extensive hiring of over 1,350 Team Members for all levels of the organization.• Implemented redesigned New Team Member Orientation program to improve engagement and Team Member retention.• Authored, defended and defeated one (1) EEOC Charge without incurring any legal fees or settlement expenses.

A $350 million, 520 employee, 387,500 sq. ft. division of IAC Luxembourg which is a $5.4 billion, 18,000 employee leading global Tier 1/Tier 2 supplier of innovative and sustainable automotive instrument panels, consoles, door panels, overhead systems, bumper fascia’s and exterior ornamentation for Original Equipment Manufacturers (OEM). Arlington is a greenfield facility producing headliner, large cockpit/console injection molded components and complete door manufacturing to support General Motors Arlington’s new large T1XX SUV platform (Escalade ESV, Escalade, Suburban, Tahoe, Yukon XL, Denali, Yukon) launched in June 2020.Manager, Human Resources / Senior Management MemberResponsible for all facets of Human Resources and Environmental Health & Safety (EHS) for this greenfield launch facility.• Developed and implemented new policies and procedures including new Team Member handbook which set new standards for any IAC facility.• Developed and implemented comprehensive COVID-19 Team Member/Visitor protocols, procedures and screening including social distancing, controlled entry and temperature screening.• Successfully defended two (2) OSHA Complaints with no findings, complete closure and no fines.• Conducted extensive hiring of over 400 Team Members for all levels of the organization.• Established Human Resources as a “trusted entity” on the manufacturing floor and maintaining the only non-union Tier 1 GM supplier in the Greater DFW area.• Part of the Senior Management Team responsible for

A $130 million, 550 employee, 600,000 sq. ft. division of Lear Corporation which is a $18.6 billion, 156,000 employee leading Tier 1 supplier of automotive seating and electrical systems. Lear Kenansville manufactures advanced seating/surface fabrics/textiles through knitting, weaving, dying, finishing and laminating processes that are utilized in automotive seating, headliner and body trim.Manager, Human Resources / Senior Management MemberResponsible for all facets of facility Human Resources including Environmental Health & Safety (EHS) with full Tertiary Waste Water Treatment plant.• Negated proposed $3 million environmental scrubber system through thorough project review and reassessment of EPA/environmental limits/thresholds resulting in $2.75 million cost avoidance.• Revised Team Member Handbook/policies and procedures resulting enhanced vacation/PTO policies and more effective performance management process/procedures and payroll practices.• Reallocated internal and external resources to facilitate the Kenansville facility’s ISO14001 program/certification under the new expanded 2015 standards within two (2) month time period. Achieved Lear record setting recertification level with only two (2) minor non-conformities in a facility that includes a 3-Stage waste water treatment plant.• Spearheaded and drove FMLA administration third-party administrator change for all Lear North American operations (29) to more aggressive and compliant administration (CIGNA to Broadspire).• Achieved both 2 Million and 3 Million Hours without Lost Time Accident safety record.• Developed and conducted Team Leader/Supervisory/Managerial “soft-skill” leadership training.

The Americas Region (North, Latin & South America) is the $8.8 billion, 30,000 employee operating region within the $35.48 billion, 135,000 employee Zurich, Switzerland based ABB which is the innovating world leader in pioneering technology in electrification products, robotics and motion, industrial automation and power grids serving customers in utilities, industry and transport & infrastructure globally which has digitally connected and enabled industrial equipment with an installed base of more than 70,000 control systems connecting 70 million devices worldwide.Contract/Temporary employee hired to oversee the compensation and benefits operations for the 18,500 U.S. based employees and assist in the implementation of the Americas Region Human Resource organization into the Global Business Systems (GBS), Centers of Expertise (CoE) and Human Resources Business Partner (HRBP) operating functions including the implementation of call center/support organization in Bangalore, India. Eleven (11) direct/indirect reports.

$1.1B, 2,150 EE standalone US subidiary of $10B, 20K EE international Japanese manufacturer. AWNC is a Tier 1 automotive manufacturer (1.1M sq. ft.) of automatic transmissions (675K annually) & parts (1.2M annually) for Toyota.CHRO responsible for all aspects of HR, payroll, comp/benefits/welfare/vehicle plans. AWNC designs/negotiates/administers its own compensation ($91M) & self-insured health/welfare/vehicle plans ($16.3M annually), DC (401k) Retirement Plan ($38M), and Work Comp (WC).• $3.548M of bottom line, hard dollar savings in 2014FY & additional $2.05M in 2015FY. $2.7M combined sustained annual savings.• Identified/implemented 2015 health plan changes: $1.375M savings. Maintained 58.61% below market employee contribution rates (EECR) & 10.24% below market out-of-pocket expenses.• Negotiated 3-Yr BCBSNC health/dental contract REDUCING annual administrative fee by $277K/ year (33.15%). $200K stop-loss: NO increase.• Re-established training focusing on critical skills: 725 participants & 2,252 training hours first 10 months.• Reduced STD, LTD, Life, AD&D and VTL costs by 9% ($101K). Increased benefits.• Reduced WC by $1.1M (65%) & reduced incident rate from 4.8% to .21%.• Implemented aggressive FMLA case management policy/procedure. Reduced intermittent FMLA absences & abuses by 80% (282 to 43: $324K savings).• Implemented “social media” recruitment strategy: $376K 1st year hiring savings & 14K resumes/candidate pool.• Authored/defeated eight (8) EEOC Charges with no legal/settlement costs.• Upgraded HRIS/Payroll systems from outdated batch-mode system to real-time relational data base system & new digital time clocks with NO cost increase.• Rebuilt HR/payroll team/department with responsive, “customer focused” & cross-functionally trained individuals.• Re-established HR as a strategic focused business partner within organization.• Established first zero-based budgets within the AWNC for both HR & EHS Groups.• 15 direct/indirect reports

Provided independent Human Resource consulting services to individuals and small ($10M) to medium sized ($300M) organizations which included EEOC and legal compliance issues; hiring, assessment and staffing; safety and environmental; policy and procedure development; and, union campaign and/or contract negotiation strategy as well as maintaining a union free environments. Additional consultative services include business development and litigation case management including “expert” testimony in Worker’s Compensation and employment arbitrations/trials.

An $85 million, 400 employee international (Italian owned– sales offices in Italy and China) manufacturer of custom designed Advanced Carbon Fiber Placement and Milling machines ($3M - $11M) used in the manufacture of airplane fuselages, navy diesel engines and superstructures, locomotive engines, earthmoving and construction equipment. Chief human resource officer responsible for all aspects of human resources and safety.• Negotiated and competitively realigned health, dental, life, STD, LTD, and 401(k) plans to facilitate retention of skilled labor and professional personnel.• Held 2008 health contractual premiums to no increase and reduced dental, life, STD and LTD premiums 22%.• Successfully represented company in all aspects of IDES Audit and ALJ hearing; EEOC discrimination charge and hearing; OFCCP Audit, charges and settlement conference completely negating proposed $2.5 million fine; and, OSHA complaints and informal settlement conferences resulting in 50% reduction ($13.5K) in all fines and penalties. Each of these issues were for matters prior to my joining Ingersoll.• Evaluated and negotiated new Internet based HRIS/Payroll system including customized labor tracking/job costing bar coding system to replace manual recordkeeping systems and outsourced payroll.• Implemented extensive facility/operations safety audit and corrective action initiative including OSHA required policies and procedures, comprehensive management & employee training (approx. 3,500 man hours), and equipment repairs, retrofitting and/or new designs.• Facilitated extensive recruitment efforts resulting in the hiring of an additional 10% of total headcount including collegiate and technical institute recruiting. • Designed and implemented new comprehensive employee performance appraisal.• Facilitated obtainment of foreign national VISA’s including E, H-1B and L. 7.4% of workforce was foreign nationals.

Provided independent and contract Human Resource consulting services to small ($10M) to medium sized ($750M) organizations which included EEOC and legal compliance issues; hiring, assessment and staffing; safety and environmental; policy and procedure development; and, union campaign strategy and avoidance. Contract work included being part of the 2002 national team that recruited, assessed, hired, and oriented the 54,000 federal passenger and baggage screeners as part of the DOT’s Transportation Security Administration’s (TSA) federalization of the 429 commercial airports.

A $146 million, 500 employee division of $2.6 billion international Japanese bearing manufacturing corporation. ANBM was a multi-site vertically integrated, highly-automated manufacturer of multi-line bearings and assembled bearing units for the industrial machine and automotive (Tier 1 supplier) industries.Chief human resource officer responsible for all aspects of human resources, safety, office services, property maintenance services and security. One of seven members of the corporation’s Executive Committee.• Designed and implemented comprehensive market-based salary administration program for 108 salaried positions where no salary administration program or structure previously existed.• Proposed, designed, negotiated and implemented comprehensive managed health care plan resulting in $800,000 first-year savings while enhancing employee benefit levels, employee morale and reducing employee out-of-pocket expenses.• Initiated first ANBM HRIS system, facilitating employee self-service, paperless environment, and supervisory/managerial informational tools.• Implemented comprehensive managerial/supervisory behavioral and skills development and training programs including Zenger-Miller Team Global, Wilkinson Behavioral and “TIPS” union avoidance.• Designed and implemented new comprehensive salaried employee semi-annual performance appraisal system including employee self-evaluatory components and career development objectives.• Developed and implemented NTN’s first comprehensive OSHA safety program including on-site medical, safety training, “zero tolerance” random drug testing, on-site audiometric testing, LAN based MSDS tracking and OSHA compliance. Realized first year savings of $1.2 million and 95% OSHA severity rate reduction while negotiating 8-month OSHA inspection stay directly with OSHA Area Director.• Reduced HR staffing by 50% while increasing services and functions.• Successfully defeated UAW unionizing campaign in 2000.

A $100 million, 550 employee international manufacturer of industrial sewing equipment and automated sewing systems. Union Special was the North American subsidiary of $1.4 billion, 7,200 employee Tokyo based Juki Group. (Union Special was initially a 2,400 EE, $180 million corporation in 1991 with multiple manufacturing facilities in Germany and international sales & service offices). Director, Human Resources 1996-1998Responsible for all aspects of human resources (excluding benefit plan design and negotiation: health, dental, life, LTD, retirement and savings), safety and security. • Directed and facilitated Corporate OSHA/Safety Program including management OSHA certification, Reality Based Behavior Safety Training and “zero tolerance” random substance testing program.• Designed and implemented skill based, market based hourly compensation program for Automated System Division (Charlotte, NC).• Developed and conducted managerial/supervisory policy, safety, EAP, diversity, union avoidance and union campaign NLRB policy training.

A $100 million, 550 employee international manufacturer of industrial sewing equipment and automated sewing systems. Union Special was the North American subsidiary of $1.4 billion, 7,200 employee Tokyo based Juki Group. (Union Special was initially a 2,400 EE, $180 million corporation in 1991 with multiple manufacturing facilities in Germany and international sales & service offices).Manager, Human Resources 1991-1996Responsible for the corporate offices and industrial sewing division in Huntley, Illinois, automated systems division in Charlotte, North Carolina, and 6 branch offices. Responsibilities included human resources, safety, security, office services, and communications.• Designed, specified, investigated and negotiated all aspects of new LAN-based HRIS/Payroll System including hardware.• Member of Corporate Total Quality Management Steering Committee responsible for TQM direction, policies, procedures and overseeing all TQM activities.• Reduced Worker’s Compensation claims expense by 93% ($490,000) and annual premiums by 43% ($226,000) through aggressive case management program.• Successfully represented company in all aspects of EEOC discrimination charges and suits without legal or settlement cost to company.• Decreased company annual payroll unemployment insurance exposure in excess of $350,000.• Reduced office services costs by 30% ($210,000) through aggressive vendor selection and capital equipment selection/improvement savings.