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***.**** Charlotte, ***.Princeton 7017 NC 28209 Avenue Sheri A. Kwapiszeski

Summary

Articulate, change consultative savvy. effectiveness, recruiting management, fast-Highlights paced, Track management, organized, global and mindset and record employee staffing, environment. compliance. and of cultural and delivering the and results-leadership ability integration, labor Extensive driven results to relations, influence development/experience Strategic across planning, diversity using a Human broad managing and coaching, a balance execution and spectrum Resources complex inclusion, of engagement, technical of of Business HR projects human performance priorities HR compensation, resource Partner in expertise, a heavily and with management, disciplines solutions. business matrixed, over employment 20 acumen, including Trusted geographically years workforce of and law, advisor organizational experience relationship flexibility, disability diverse, with in a

• • • • • • • • • • Green ups Acquisitions, and integration, Frontline curriculum deployment, Conversion manufacturing union environments Sales incentive implementation Standardized selection development Design, Management, (Standardized spend contracts Wide including topics management, processes, standardizing handbooks, exit compliance federal Frequent Broad Army 150+ (interview related capital commission range Knife” and and ranging for employees field laws Customer processes, traveler/plan Supervisor across best temporary union-brown and HR development, from due with of selection, and and and divestitures, tools career $and return employee processes, special practice development from 25M safety expertise/operations diligence, project people businesses local, free delivery 24/in field Service, and Sales ”Road for in disability and US ladders, 5 to staffing leadership to project onboarding, executive annualized Creative state, to facility sharing and work planning) functions execution and Warrior” 24/”Swiss closures Project in Asia) and and both 7 work start on Work History

TIAA Human Provided divestiture out and consultants, legal, of monitored risk, the (contract Resource cross-Trust and of HR TIAA compliance, functional business business progress through Bank/Project coming EverBank leaders Experis) human internal against Manager back resources from audit, work (impacting to TIAA across September etc.streams )project, (and impacting lines 1,400 the by management of 2022 associates) HR interfacing business 250 Consulting – associates)December (and Charlotte, support cyber with Group. the . security, Tracked carving outside for 2023 NC the International Region Led temporary mainland Manager/business priorities dispersed and packaging, operations. support regions. strategic management Weyerhaeuser all creative areas, human Human environment. Generalists) Developed objectives, and union retail China, associates Delivered skills develop design and and resource display, Paper Resource with Company Mexico, the union-and combining integrated and in centers, Partnered Human core broader litho, 20 executed eight activities free human and Manager locations preprint, Resource lean and HR enterprise, operations strong with Chile. tactical Specialists resources manufacturing for related senior spanning ink organization 1,strategies 100 Managed plans solutions including and August business support skills (non-full plates, the at to and that exempt) time the for 2008 deliver United operations four leaders development functions bulk, fulfillment impacted all facility employees lines direct – in and business States, to December a identify of level highly-teams Charlotte, Charlotte, kraft for geographically facilities, business, reports and Hong results. corrugated and to paper matrixed in business achieve change 2021 global 1,Kong, sales staff (500 bag NC NC HR Area Plant Plant Human Led associates reports execute fulfillment corrugated all Human Human Human human Resources (Human HR for facilities, packaging, Associate, Resource Resource Resource up resource Resource to Associate 10 sales retail Manager locations HR Manager Manager activities Specialists)and priorities display, (Lynchburg, design (spanning Memphis, for preprint, 550 in . centers, Partnered union VA) full the TN) time recycling, United and and employees with union-related States. area and June free July August kraft support and Managed July and 2000 1991 manufacturing facility paper 1994 1,1993 000 – - functions August August three – - bag. temporary leaders July July direct 200*-****-**** 2008 and for to Education

Master Industrial West Morgantown, Bachelor Music Drake Des Continuing • • • • Special Strategic Paper’s Positive Greenville, Multiple ongoing 360-Moines, Virginia Business/University of degree of and Science Skills Leadership Management Education IA self-Music assessment Leadership, WV Labor University SC, coaching Piano development 2010 Relations Institute, tools International participant Leadership, and 2014

• • • • Systems Factors, Workbrain, 360-Experience Responsibility 9000 Certified Brain Miller degree certifications Dominance Frontline PeopleSoft, expertise instructor with and coaching Audits Kronos Leadership SEDEX Tool; in Hermann Workday, SAP, facilitator and Zenger- Social Success ISO Outside of Work

• Cyclist, (Register’s completed Annual Great RAGBRAI Bike Ride

• Across Member, Iowa) American in 2016 Guild and of 2018

• • • • Organists, Substitute various Volunteer Patrick Charlotte, Volunteer sports rugby, Panelist, Strategic teams basketball) Elementary Charlotte Queens HR NC Charlotte Pianist, for organist Leadership (son’s football, University area St. schools and Schools, Chapter Ann churches baseball, pianist, Summit and and – St. Experience and Expertise

Business HR impacted as an initiatives enterprise business Partner: across thought profitability locations, Acted leader with to and instituting proactively region employee and work drive business-engagement. improvements change level and Demonstrated management innovation. which positively to ability lead Employee employee parameters advocate, process scorecards teams interpreted involvement negotiations Prepared to including and build facilitated and to complex and and with track supported and a labor was Labor collaborative peer grievance progress represented hundreds contract supported relations review. arbitrations. Relations: processes. to language of remain Completed relationship strategy by investigations, sites corporate Developed union Served during and that annual past with free. resources. as aligned and master and practices. company unions. risk Worked ensured managed assessments with agreement Served Understood with spokesperson Active implementation the the local business as issue leadership and an management negotiations. intent developed resolution employee for sector of local and and an Leadership executives initiatives, Developed succession Led annual planning performance including and annual Development provided through site critical management and ongoing regular assessment and business-1:Succession executive processes. 1’s. specific of Managed talent coaching. People Planning: annual and resource Plans people Led On-talent and review rationalization. boarded supported planning process. new Workplace organization workforce development/productivity, planning. flexibility, design, effectiveness Flexibility: execution team Designed, cohesiveness, initiatives Drove of developed, efficient change focused and organizational and retention. and on organization delivered improving models, on health organizational performance, and effective through Diversity, members to provided make build the effective facilitation action of Inclusion, the organization plans work to successful. teams. develop and about Engagement: Helped engagement diversity, leaders action inclusion, and Educated, team plans, and members and coached, engagement provided understand and support counseled objectives data, to Recruiting salaried employee workforce employees planning attraction, and Staffing: data at development, all and levels built Managed annual to ensure and full organizational retention. cycle the recruiting organization Analyzed plans. process meets and for its interpreted hourly goals and in Business responses, Responded Line. Responsibility Successfully Ethics to and Audits, a wide ensured and led achieving range four Sustainability: of compliance facilities employee full compliance through complaints with Led and customer-investigations, corporate zero made findings. required to ethics the developed corporate SEDEX expectations. formal Social Help Compliance: work consistent of safe facility work rules, practices Affirmative delivery as well Educate of and as human Action applicable programs. and resource Plan coach federal programs line services. management and and state Accountable processes. regulations on company for Lead to timely ensure role policies, completion in fair driving plant and Compensation, compensation processes Benefits, and market Incentive, assessment and Reward considerations. Planning: Led annual Communication: planning consistent, Built opportunities, concise and and recommendations, implementation and timely clear Worked information executive-with of and communication on local plans. ready business and materials region issues strategies management and that employee to articulate deliver to concerns. accurate, lead issues, the