CAROLE M. ARMAN, MBA, SPHR, SHRM-SCP

Toledo, Ohio (4-19-708-****(Cell) E-mail: acuwfw@r.postjobfree.com

Always have a plan and believe in it Nothing good happens by accident. Chuck Knox Strategic Human Resource business partner with proven track record in various industries. Career path of increasing responsibility in management and director level roles. Record of success with strengths in employee relations, employment law, HRIS, training and development, coaching, leadership development, and succession planning. Strong background in project management, analytical and problem solving, computer skills, due diligence, innovation, process improvement and labor relations.

HUMAN RESOURCE DIRECTOR Fresenius Medical Care, NA June 2006 – Present Involved in all aspects of HR and work directly with business leaders on challenges facing the business. Liaison between client groups and COEs. Heavily involved in change management, culture change, succession planning, telling a story with metrics, organizational development and employee relations. Fresenius Medical Care, NA is the premier global health care company focused on delivering the highest quality care to people with renal and other chronic conditions. Net revenue is $14,610M per year with over 90,000 employees. Feb 2012 – Present Promoted to HR Director and expanded direct reports to four. Added support for Supply Chain, Distribution Centers, and Integrated Care Group which covers 2,000 employees in the majority of states. Member of Rx Leadership team which led the business to realize quick growth from 75 to 237 employees and net revenue increase from $3M to $42M per month. Involved in business lines that realize quick growth, organizational design challenges and acquisition activity. Member of Senior Management team and responsible for updating the team, HR metrics for all GMQ which covers 7,900 employees. HR project leader for 15 acquisitions and 5 denovo’s. HR Project leader for multiple spin-off businesses, plant closings and special projects. Meeting organizer and leader for GMQ HR group which includes Mexico and Canada.

May 2009 – Feb 2012 Promoted to Senior Human Resource Manager. Expanded role and responsibility which required 50% travel and involvement in the clinical side of the business. Added support for Fresenius Vascular Care which expanded role to 1,900 employees in majority of states. HR project leader of AAC acquisition which acquired 235 employees in multiple locations. Member of Senior Management team and responsible for contributions in leadership meetings, trainings, etc. HR Leader for 4 Denovo’s and 20 acquisitions being involved from due diligence to on-boarding. Reduced turnover by 10% and cost savings of $700,000 by reducing use of temporary agencies. June 2006 – May 2009 Hired as Human Resource Business Partner to support Concentrates Manufacturing, Renal Research Institute and Customer Service Groups which covered 900 employees in 10 states. First HR employee to be certified in Lean Leader – White Belt with Six Sigma – Project cost savings $100,000. Voted Most Valuable Player in HR. Travel 20% of the time.

HUMAN RESOURCE DIRECTOR Impact Products, INC.

June 2005 – June 2006 Impact Products is a supplier and manufacturer of cleaning products with 200 employees. Responsible for all aspects of human resources. Reported to the President of the company. Involved in projects to streamline electronic use of data, reduce workers’ compensation costs by 25% and reduced medical costs by 30%. COMPENSATION SPECIALIST The University of Toledo

July 2004 June 2005 Provided analytical and professional level support to the compensation function, which includes job documentation, job evaluation, salary administration, salary surveys, compensation training, merit increase process, collective bargaining process, grievance resolution, and FLSA compliance. Ensure internal and external equity in the organization. Back up for the Senior Employment Specialist. The University of Toledo is a higher learning college with over 20,000 students. UT has over 3,000 union and non-union employees.

• Job Audit Committee member and member of New Employee Orientation Team

• Project leader for various projects including the Student Worker Project, Visa and Immigration policy and procedure, Independent Contractor Policy, Manager Tool Kit, and Compensation and Benefit Statements

• Created FLSA policy, approved by the Board of Trustees HUMAN RESOURCES MANAGER Toledo Molding & Die, Inc. May 2003 Feb 2004 Managed the HRIS system (lVantage) which included set up and use of the system; training; policies and procedures and talent management. Six indirect reports. Toledo Molding & Die, Inc. manufactures resin automotive parts- Tier I and Tier 2 supplier with approximately 1,100 union and non- union employees in eight locations. Annual sales approximately $140 million.

• Led a team of eight human resource professionals to create 180 job descriptions. Project included job analysis, job competencies, training and courses for each position. Set up the training and development tracking in the HRIS system which Carole Arman, Page 2

was instrumental in TS and ISO audits.

• Trained HR professionals in HRIS system to increase functionality of the System.

• Set up background check process and presented to all locations to begin using for all new hires. HUMAN RESOURCES REPRESENTATIVE Great Lakes Window, Inc. Feb 2000 May 2003 Responsible for managing all aspects of benefits, talent management and compensation administration. Manage health and dental; disability and life insurance; 401(k) profit sharing and pension plans; flexible spending accounts, policies; EEO; FMLA; sexual harassment trainer & contact; salary compensation/bonus plans including salesmen; recruiting; interviewing; training; employee relations; performance reviews; and problem resolution process. Four indirect reports and mentored one indirect report. Great Lakes Window, Inc. manufactures upscale custom vinyl windows, 1,100 union and non-union employees in two locations. Annual sales approximately $105 million.

• Managed the acquisition of Napco Window Systems. Lead role in all benefit plan set up and HRIS system transfer. Worked hand in hand with leaders in the organization and Head Union Officials.

• Responsible for all benefit plan design, budget planning and plan negotiations.

• Managed the HIPAA compliance project for the company, HIPPA Privacy Officer.

• Lead role in union avoidance campaign with an organizing attempt from the Teamsters. Company was able to stay union free by a vote of 2 to 3 for the company.

• Created reports to track benefit expenses and census information. Extensive use of Excel, ADP/HR Perspective, and Word.

• Responsible for New Employee Orientation and Employee Activities Committee Member.

• Filled in for Training Manager. Conduct needs analysis, identify training goal, analyze training options, set up training and conduct feedback analysis. Facilitated training myself or through outside company. HUMAN RESOURCE MANAGER The Isaac Corporation

June 1995 Jan 2000 Solely responsible for all human resource and payroll aspects of the business. Managed human resource policies, workers’ compensation claims and processes, safety programs, MSDS sheets, health and dental programs, disability and life insurance, 401(k) profit sharing and pension plans administration, flexible benefits, employee relations, grievance procedure, negotiations, and benefit statements. One direct report. The Isaac Corporation was a producer, seller, and broker of scrap metal and iron briquettes at 5 union and non-union locations with approximately 160 employees. Annual sales approximately $200 million. Business moved to Cleveland and Chicago in 2000.

• Managed project to merge The Isaac Corporation’s self-funded employee benefits plans into a corporate wide Metal Management self-funded plan. Worked hand-in-hand with corporate human resource management to find relevant union issues and discussed those with Isaac union officials.

• Negotiated successful union contracts with the Teamsters and UAW.

• Added definition to the workers’ compensation process by beginning quarterly review meetings with third party administrator, closely monitoring all claims made, pulling operations and financial management together to ensure joint understanding of all issues, and assuming responsibility for deciding reportable claims for OSHA 200 log. Saved over $500,000 in Workers’ Comp costs.

• Expanded the use of the ADP system to encompass HR reporting and updating the software

• Presented quarterly benefit results to all employees at each location for each shift in addition to Open Enrollment options. FINANCIAL SERVICES ADMINISTRATOR Doehler-Jarvis, Inc. June 1991 June 1995 Promoted to manage all salary payroll activities for five locations. All Doehler-Jarvis locations are closed. May 1990 June 1991 Lead Billing Coord. to handle accounting functions. EDUCATION/ADDITIONAL INFORMATION

Masters’ Business Administration (MBA) The University of Toledo – May 2007 Certifications: Professional in Human Resources (PHR) May 2002; Senior Professional in Human Resource (SPHR) – May 2008; SHRM–SCP – Senior Certified Professional – May 2015; Certified Employee Benefit Specialist (CEBS) Program and Certified Compensation Specialist (CCS)

Bachelor of Business Administration - The University of Toledo - Major: Human Resource Management Executive committee member of Toledo Area Human Resource Association (TAHRA) SHRM Chapter: Logo Merchandise Coordinator 2002-2003 ; Treasurer 2003-2006; Vice President 2007; President Elect 2008; President 2009; Immediate Past President 2010; Conference Chair 2011-2014 Member of TAHRA since 2000. Attend yearly conferences in order to further my education and contribution to the business Volunteer for Sylvania Schools Outplacement Program and teacher for HRCI & SHRM studies group. Outside interests: Golfing and running 5k’s

Lean Leader – White Belt Certified

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