LAURA J. BRENNER, SPHR

Cell: 317-***-**** E-mail: ad07uc@r.postjobfree.com

Professional Profile

Seasoned HR professional successful in identifying, leading and achieving strategic initiatives. Demonstrated success in managing change, creating positive organizational cultures, organizational development, and start-ups. Ability to work with all levels within organizations to drive positive communication and organizational success. Adept at developing effective policies and programs to enhance recruiting, improve engagement, reduce turnover, improve safety and maintain non- union environments. Experience managing multiple locations. Career History

Amcor Rigid Plastics

Human Resources Manager 9/2022 – 8/2023

Functioned as a key business partner and member of the plant leadership team in a large sized plant with high complexity.

• Planned, organized and directed the administration of all Amcor Rigid Plastics human resources policies, procedures and programs regarding recruitment, compensation and benefits, training and development, health and safety, employee relations, engagement and retention necessary to carry out company and plant objectives.

• Provided guidance to Plant Director, functional managers and supervisors in the interpretation and application of established human resources policies to create a climate of trust and open communication.

• Managed legal compliance and risk mitigation in collaboration with plant and corporate management.

• Increased Engagement Survey participation levels greater than 50% to 94% participation and increased engagement score similarly.

• Utilized Workday and UltiPro for HRIS, Kronos Workforce Central, and PowerBI GXO Logistics

Manager, Human Resources 3/2021 – 9/2022

Managed start-up operation of 1.1 million square foot facility including peak ramp to 1,200 associates for premier client. Average non-peak headcount of 800 nonexempt and 110 exempt associates. Frequent interaction with corporate executives to successfully manage this high visibility start-up. Post start-up executive evaluation: smoothest start-up of this size that did not require corporate involvement.

• Managed all aspects of the HR department, including administration, legal compliance, policy/procedure enforcement, benefits, compensation, hiring, retention and termination

• Administered Human Resources (HR) policies and programs to ensure compliance in staffing and recruitment, employee relations, training and development, benefits, compensation, time and attendance recordkeeping and personnel records administration

• Partnered with facility operations and HR team to ensure a positive “open door” climate

• Coordinated site COVID response and updated corporate Business Continuity staff

• Ensured associate and business strategies resulted in excellent customer service

• Supervised HR staff of 6

• Kept senior management and operations informed of internal and external HR developments that may have impacted overall effectiveness

• Utilized SuccessFactors for HRIS, Kronos Workforce Central, and PowerBI Neovia Logistics Industries 4/2019 – 11/2020

Human Resources Manager

Managed Neovia’s largest transition of hourly associates from former 3PL provider to Neovia Logistics at the Whirlpool Service Parts facility. This large facility employs approximately 400 hourly and 200 temporary agency associates. Introduced culture change as well as more efficient operating procedures while improving safe work habits during this transition.

• Implemented Neovia Corporate policies and procedures for all areas of HR including staffing/recruiting, compensation, benefits, training, and employee relations and engagement. Laura J. Brenner, page 2

o Implemented site specific policies

o Proposed and implemented hourly pay rate changes to enhance recruiting for site critical roles resulting in increased retention and more qualified candidate pool

• Diagnosed, assessed and resolved employee relations issues resulting in zero “hotline” calls / complaints to corporate office.

• Managed annual employee engagement survey assuring that all employees had the opportunity to participate. o Held focus group meetings with employees to determine root cause(s) for survey results indicating opportunities for improvement.

o Acted on focus group feedback to initiate facility improvements with site senior managers.

• Ensured compliance with all federal, state and local laws concerning human resources.

• Coordinated COVID case site response

o Developed “intake” forms utilized corporate-wide o Coordinated positive case debriefing calls with Corporate staff / Pandemic Response Team o Coordinated with Safety Specialist on site response / communication to positive cases

• Utilized SuccessFactors for HRIS and Kronos Workforce Central for timekeeping General Cable Industries (A Prysmian Group Company eff. 6/2018) 1/2018 – 9/2018 Human Resources Business Partner: Indianapolis Technology Center, Indianapolis Compounds Plant, and Midwest Regional Distribution Center

Provided multi-site strategic Human Resources guidance to facility leaders at all locations in addition to managing and overseeing all HR related activities at the facilities.

• Responsibilities included providing effective and efficient implementation of HR best practices including labor and employee relations, regulatory compliance, performance management, talent management, staffing, communications, compensation, and benefit administration.

• Facilitated, lead and worked with the leadership team to develop, support and evaluate programs, processes and policies to ensure General Cable’s Behavior & Values were embraced and lived by all associates.

• Served as a credible and trustworthy advocate representing the needs of all associates during a time of significant change due to the acquisition by Prysmian Group.

• Acted as a trusted advisor with the ability to coach, mentor, and guide all associates.

• Acted as company’s representative in all union meetings presenting the company’s response to grievances.

• Responsible for the facilitation of the selection / hiring / orientation / onboarding process. Americold Logisitics, Indianapolis, Indiana 2015 – 2017 Manager, Field Human Resources (1/2017 – 12/2017)

Additional responsibilities providing Human Resources leadership to facility management at two northern Illinois locations.

• Provided guidance and counsel with regard to policies, procedures, programs, benefits and response to technical questions.

• Facilitated quarterly management/supervisory training sessions at all locations. Manager, Site Human Resources (11/2015 – 12/2016)

Provided Human Resources, benefits, employee and labor relations, and payroll support to two sites in Indiana.

• Responsibilities included providing HR leadership to facility management with policies, procedures, programs, benefits and response to technical questions.

• Initiating culture change as a member of a new senior management team.

• Provided leadership to new HR staff while implementing process and practice changes to operate more effectively and efficiently.

• Researched legal, policy, or procedure-related labor relations issues.

• Responded and resolved labor relations issues including Step Two and Step Three Grievance Resolution with Teamsters. Facilitated a 60% decrease in grievances filed from 2016 to 2017 by working collaboratively with the union and coaching supervisory staff.

• Reduced the number of EEOC cases from 8 (active when hired) to 0 filed during tenure.

• Worked with facilities to develop problem-resolution strategies, including union and non-union issues.

• Developed metrics and reports and analyzed trends.

• Facilitated staffing reduction and issuance of severance packages for the Pendleton, IN facility closure.

• Facilitated staffing reduction / layoff of hourly union associates at Indianapolis facility. Saint-Gobain Abrasives, Distribution Operations NA, Plainfield, Indiana 2006 – 2015 Human Resources & EHS Manager:

Provided Human Resources and Environment, Health and Safety strategic and tactical oversight of Distribution Operations team.

• Responsibilities included resolving employee relations issues, including counseling/coaching management on corrective action, attendance, performance, promotion and termination issues, performance management, recruiting

/ staffing and training / development. Actively involved with employee relations to maintain a union-free environment. Laura J. Brenner, page 3

Assured legal compliance regarding employment and OSHA compliance.

• Initial responsibility was cultivating a change in the culture of the environment in the DC. Staff at all levels had little to no faith in the credibility of the HR Staff.

• Instituted common sense changes in the overall function of the HR department to gain the trust of the staff in order to promote excellent employee relations.

• Worked with management staff to drive change that produced a leaner, more efficient, quality-focused workforce.

• Provided guidance to an off-site facility in California including overseeing the closure of the facility, severance packages for eligible employees and coordinating relocation of the Facility Manager.

• Additional responsibilities:

o Managed the Maintenance Staff and power equipment fleet, building maintenance and security, driving corporate initiatives regarding “green” environmental initiatives which resulted in the facility becoming one of the first to become a zero landfill site

o Local benefit administration, Kronos payroll submission o Safety Team and Wellness initiatives

o Oversight of site purchasing and accounts payable

• Directly supervised HR Generalist, EHS Supervisor, and DC Analyst. Indirectly supervised maintenance and loss prevention staff.

Life Care Services, LLC, Greenwood, Indiana 2005 - 2006 Regional Human Resources Manager:

Provided Human Resources support to 39 LCS-managed communities in region encompassing Ohio – Hawaii. Traveled (40-50%) as needed to support community and LCS objectives.

• Responsibilities included advising, guiding, and supporting management with regard to employee relations issues, including counseling/coaching on corrective action, performance, promotion and termination issues.

• Assured legal compliance and responded to employee complaints filed with governmental agencies.

• Provided assistance in policy and program design, and handbook development. Recruited for LCS positions in the region as well as community HR staff.

• Developed / delivered training programs including presentations on maintaining a union-free environment. GENCO, Brownsburg, Indiana 2004 - 2005

Regional Human Resources Manager:

Provided Human Resources support to 2,000 employees in 18 logistics operations in a 7 state region.

• Extensive travel to support region.

• Responsibilities included employee relations issues, including counseling/coaching management on corrective action, attendance, performance, promotion and termination issues.

• Maintained union-free environment at all sites.

• Assured legal compliance and responded to employee complaints filed with governmental agencies.

• Recruited for exempt positions in the region, as well as coordinating job fairs for start-up operations.

• Ensured GENCO culture emphasized at locations.

• Moved company in a positive direction with regard to HR credibility during period of rapid growth. Time Warner Book Group, Lebanon, Indiana 1996 - 2004 Director of Human Resources Information Systems (8/01 – 3/04):

• Managed Peoplesoft system along with Time Inc. Corporate.

• Created / modified databases used to perform exit interview analysis, applicant tracking, HR Metrics etc.

• Worked with Time Warner Corporate on HR-related IT initiatives including Deferred Compensation Program and Stock Options program. Member of Time Warner Corporate HRIT Council.

• Worked with IT staff on company and corporate intranet site. Continued duties with Senior Management Team.

• Acted as a Senior Advisor to Indiana HR Team.

Senior Human Resources Manager (7/00 - 8/01):

• Additional duties as part of corporate Senior Management Team involved in planning team building activities to form a more cohesive HR unit from three locations.

• Planned and implemented corporate objectives during merger with America Online while continuing to perform all duties for Indiana operation.

• Supervised 4 full-time and 1 part-time staff.

Human Resources Manager (8/96 - 7/00):

• Start-up operation of 500,000 square foot state-of-the-art distribution center. Developed recruitment strategies, pre-employment drug testing, and revised corporate policies and practices to meet local needs. Supervised the recruitment of all non-exempt and exempt associates.

• Addition of additional 250,000 square foot Returns Center.

• Responsible for overseeing OSHA compliance, safety, introduced introductory period appraisal process, revised Laura J. Brenner, page 4

annual review process for hourly associates.

• Counseled/coached supervisors on employee relations issues, corrective action issues, attendance, performance, promotion and termination issues as well as legal compliance with FMLA, ADA, etc. Maintained union-free environment.

• Part of team involved in conversion from ADP payroll and HR database to Peoplesoft system.

• Benefits, pension, and 401(k) administration.

• Developed/revised job descriptions.

• Supervised support staff of two.

MCS Consultants Corporation, Indianapolis, Indiana 5/96 - 8/96 Director of Human Resources

• Started HR operation for small software consulting firm.

• Set up HR functions: reviewed employee files, set up applicant/new hire orientation, employee appraisal process, HR database, benefits administration, and 401(k) administration. Woods Industries, Carmel, Indiana 1994 - 1996

Area Human Resources Supervisor

• Supervised two distribution centers human resources activities: recruited hourly and managerial associates, employee relations, safety, OSHA compliance, drug testing, performance and introductory period appraisal process, corrective action activities, promotions and terminations. Maintained a union-free environment.

• Generalist duties at the corporate level included: responsibility for benefits administration, FMLA compliance, COBRA compliance, IRCA compliance, employee relations, recruiting, wrote/administered policies/procedures and handbooks for the distribution centers and corporate office, developed job descriptions, coordinated employee purchase program, and restructured HR functions, establishing credibility for department within organization of 900 associates. Hebrew National Kosher Foods, Indianapolis, Indiana 1989 - 1994 Personnel Recruiter

• Recruited hourly, technical, and clerical staff.

• Documented turnover to provide plant staffing needs.

• Prepared and presented company position on unemployment claims and in union grievance meetings.

• Reviewed appraisals, terminations, and exit interviews. Coordinated the use of temporary agency personnel as needed.

Personnel Administrator

• Wrote/administered policies for education assistance, leaves of absence, locker room, and sexual harassment.

• Administered group insurance.

• Automated personnel record keeping, from software selection, installation, data input, and custom report generation.

• Responsible for all morale building activities including Employee of the Month program, Attendance Award program, Service Award program, and company picnics. Administered Performance Appraisals.

• Participated in labor negotiations.

Education

B.S. Public Affairs Indiana University Major Concentration: Human Resources Management / Labor Relations Erasmus University, Rotterdam, Netherlands Chosen to study Management and Intergovernmental Relations PROFESSIONAL DEVELOPMENT

Senior Professional in Human Resources (SPHR) certification; December, 1995. Lifetime certification; December, 2001. Dale Carnegie Leadership Training

Member: Society for Human Resources Management and IndySHRM Lean and World Class Manufacturing training

SafeStart Behavior Based Certified Trainer

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