Human Resources Employee Relations

GLENN R. GRILL

**** ******* *****

Dublin, OH ***16

**********@*****.*** 614-***-****

HR ENTERPRISE LEADER

Human Resources Executive with progressive responsibility in Manufacturing, Financial Services and Technology sectors. Primary areas of expertise include Compensation, Benefits, Employee Relations, Staffing, Communications, Change Management, Due Diligence and Integration, Union Avoidance and Union Relations. Demonstrated leadership in building and transforming the human resource function. Skilled in driving and implementing change to meet business needs. Track record for establishing successful Human Resources initiatives aligned with business and strategic plans to create shareholder value.

CORE COMPETENCIES

Compensation, Benefits, Employee Relations, Labor Relations, Performance Mgt., Change Management, Project Management, Outsourcing, Vendor Relations, Process Improvement Cost/ Benefit Analysis, Mergers, Acquisitions PROFESSIONAL EXPERIENCE

Vibrantz Technologies, Inc, Houston, TX 2022 - 2024 Vibrantz is a $2.0B global provider of performance coating, materials and color solutions. The company has 60 manufacturing and offices globally.

VP, Global Totals Rewards and HR Operations

Provide leadership on strategic global compensation and benefits initiatives to ensure strategic alignment. Responsible for compensation, benefits, payroll, global mobility and HRIS.

Architected and established the company’s comprehensive global Total Rewards organization, aligning with strategic business objectives.

Led the complex three-way HR integration of Prince Materials, Ferro Corp, and Chromaflo, successfully merging legacy operations into the new Vibrantz entity.

Led the strategic consolidation of employee benefits, including the unification of US payroll and retirement providers, streamlining processes, and enhancing efficiency.

Developed and implemented a cohesive broad-based and executive compensation philosophy, ensuring market competitiveness and internal equity.

Designed a commercial incentive program closely aligned with the company’s strategic goals, driving performance and business results.

Redesigned the annual incentive program to be inclusive of all employees, fostering a culture of engagement and shared success.

Directed the design and launch of a new sales incentive program, optimizing salesforce motivation and alignment with company targets.

Led the design and global rollout of the company’s job architecture project, standardizing roles and career paths across regions.

Ingevity Corp, Charleston, SC 2015 - 2022

Ingevity is a $1.6B global provider of specialty chemicals and high-performance carbon materials and technologies. The company has manufacturing facilities in the U.S, U.K., and China. VP, Global Total Rewards

Provide leadership on strategic global compensation and benefits initiatives to ensure strategic alignment. Responsible for compensation, benefits, payroll, global mobility and HRIS.

Assembled a high-performing Total Rewards team, driving excellence in compensation, benefits, and recognition programs.

Designed and launched the company’s global benefits platform during its spinoff from WestRock, including comprehensive plan design, policy creation, and process implementation to align with the specialty chemical industry.

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Enhanced the company’s vacation and leave programs by incorporating credit for career experience and introducing parental and caregiver leave, promoting work-life balance.

Led the creation and execution of a robust broad-based and executive compensation philosophy, including the development of a job catalog and career framework to support talent management.

Designed and implemented an Employee Stock Purchase Program, enabling greater employee ownership and engagement.

Redesigned the commercial incentive program to better align with the company’s strategic goals, simplifying metrics to focus on key performance drivers.

Developed the company’s long-term equity incentive plan, establishing the necessary processes and systems to support sustainable growth.

Sponsored the transition from SAP HRIS to Workday HRIS and payroll, enhancing data accuracy, system integration, and user experience.

Managed executive compensation and actively participated in Compensation Committee meetings, ensuring alignment with shareholder interests.

Co-led HR due diligence and integration efforts for the Georgia-Pacific Pine Chemical and Capa acquisitions, ensuring seamless transitions and alignment with company culture. KMP Consulting, LLC, Dublin, OH 2015 - 2015

Principal, Owner

Provide HR consulting services with emphasis on M&A and transition services.

Worked with a Global Fortune 500 packaging company to spin off a $1B division into a separate publically traded company. Emphasis of engagement was on HR organizational design, global broad-based and executive compensation, new benefits platform and administration and new HRIS and payroll systems. NewPage Corp, Miamisburg, OH 2005 – 2015

The leading producer of coated paper in North America with annual sales of $3.0B and 6,000 employees. Company is highly unionized with approximately 4,500 union employees Vice President, Human Resources (CHRO) (2010 – 2015) Participate as business partner with the CEO and Senior Management team. Responsible for the strategic leadership of HR for the corporation, comprised of 6,000 employees across multiple locations. Initiate, design, develop & implement HR strategies that align with the business strategy and help drive profitable growth. Provide leadership to the HR team which includes corporate and field resources.

Implemented a comprehensive Human Capital Strategy centered around Succession Planning, Talent Management, Organizational Development, and a compelling Employee Value Proposition, driving long-term business success.

Developed and negotiated innovative short- and long-term incentive plans with creditors, significantly reducing voluntary employee attrition from over 10% to 3.5% during the company’s Chapter 11 reorganization.

Managed the Executive Compensation and Salary Planning process, overseeing Executive Recruitment, Bonus Plans, and the Performance Management System to ensure alignment with corporate goals.

Collaborated closely with the Board of Directors and Compensation Committee on strategic HR issues, providing insights and recommendations that align with the company’s long-term vision.

Focused on building organizational bench strength and enhancing capability, enabling the company to respond swiftly to customer needs and market changes.

Led labor strategy and negotiations with the United Steel Workers (USW), achieving a $60 million reduction in labor costs over the 4-year term of the agreement, while maintaining positive labor relations.

Reorganized the HR function, implementing initiatives that prioritized value creation and cost containment, driving operational efficiency.

Introduced an HR Scorecard to measure HR’s effectiveness in supporting the business, with key metrics on human capital investment, talent attraction, development pipeline, and retention. GLENN R. GRILL PAGE Three

Director, Compensation, Benefits and Performance Mgt (2005 – 2010) Provided leadership on strategic compensation and benefits programs and initiatives to ensure alignment with corporate objectives. Performed HR due diligence in mergers and acquisitions. Prepared Board of Director and Compensation committee presentations related to incentive compensation and benefits. Served as the primary company liaison to Benefits, HR, and Payroll outsourcing partners including Aon Hewitt and Ceridian.

Developed and led Human Resources integration strategy, which delivered $16M in synergy savings related to the acquisition of Stora Enso North America.

Held healthcare costs flat for 2 years in the face of dramatic, industry-wide escalations. Designed and implemented a health care strategy that includes consumer driven health care plans, a broad-based wellness initiative, and comprehensive communications.

Developed new short- and long-term incentive plans that were more in line with the company’s strategic direction with more retention value.

Cut HR, Benefits, and Payroll administrative costs by $2M.

Developed and lead the HR, Benefits, and Payroll outsourcing strategy for the company’s transition from MeadWestvaco.

Saved $1.5M in HRIS and payroll processing costs. Led initiative to move HRIS and Payroll processing to Ceridian from Accenture.

J.P. Morgan Chase (Formally Bank One), Columbus, OH 2002 – 2004 A leading financial services firm and one of the largest in the United States. Vice President HR, Global Technology and Operations (2004 – 2004) Played a key role in improving the technology and operations of the company’s Human Resource Management function. Guided the efforts of 5 professionals in the Project Management, Budgeting & Reporting group for Technology and Operations (T&O) HR. Served as the HR representative in the HR Merger Integration Program Office.

Delivered the blueprint for more cost-effective HR service delivery. Developed a strategic and operational plan for transitioning to a shared services concept. Technology Program Managing Director (2002 – 2004) Led the execution of large-scale software implementations, conversions, and upgrades focused on improving HR service delivery while driving down costs in areas including HR, Payroll, and General Services. Directed the efforts of as many as 20 professionals while providing strategic planning and business case development for proposed future projects.

Cut future PeopleSoft upgrade costs by more than $2M. Re-implemented PeopleSoft 8.3 while eliminating 60% of customizations and expanding the functionality of employee and manager self-service.

Provided early contributions to the JP Morgan Chase - Bank One merger. Provided resource planning, budgeting, and communications while serving on the Human Resource Technology Merger Program Office. PricewaterhouseCoopers, Richmond, VA 1997 – 2002

A leading management consulting firm.

Principal Consultant

Led the execution of 4 large-scale PeopleSoft implementations for clients including Morgan Stanley, MMC, First Union and Kmart. Scope of the implementations included HR, Payroll, ESS, MSS, and Benefits Administration. Coordinated the efforts of as many as 35 consultants and employees. Also, provided HR functional and PeopleSoft expertise to clients and assisted in developing and presenting sales proposals to new prospects.

Re-implemented PeopleSoft for First Union National Bank, resulting in the elimination of 90% of customizations through process reengineering and improved product functionality. Leading to significantly reduced future upgrade costs.

Implemented PeopleSoft payroll for K-mart and built processes around PeopleSoft to support a payroll of 300,000 employees.

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Westvaco (Now WestRock) 1984-1997

Leading manufacturer of packaging materials. Company has manufacturing operations in the United States, South America, and Eastern Europe.

Manager, Employee Benefits, Richmond, VA (1997)

Responsible for managing the Corporate Benefits group which included planning, designing, administering, and communicating Health and Welfare, qualified and non-qualified plans for 5,000 salaried and 9,000 union employees.

Increased efficiencies and eliminated plan compliance problems by outsourcing 401(k) administration.

Implemented expatriate benefits plan that increased benefits and service levels to expatriate population. HRMS Project Manager, Richmond, VA (1995-1997)

Managed company-wide implementation of PeopleSoft HRMS (project budget $5.5 million). Project included HR, benefits administration, payroll, and LaserJet check printing. Directed all phases of the project – budgeting, design, construction, conversion, testing, resource allocation and change management. Scope included the conversion of five internal HR/Payroll legacy systems and ADP payroll for one division. Highly unionized environment with a high degree of disparately structured benefit plans.

Designed and implemented new HRIS Department to support PeopleSoft after go-live.

Reduced HR staffing by 12 FTEs through the redesign of business processes as part of the PeopleSoft implementation.

Human Resource Manager, Luke, MD (1990-1995)

Managed employee relations, compensation, EEO/AA, recruiting, employee benefits administration, and workers’ compensation for 500 salaried and 1,300 union hourly employees at one of the Company’s largest production facilities. Participated in labor contract negotiations and worked with local unions in health care cost containment initiatives.

Reduced annual health care costs by $250,000 by implementing an on-site medical center.

Reduced annual medical insurance costs by $300,000 by converting from conventional insurance plan to a self-insured, preferred provider network.

Designed and implemented a nonexempt job evaluation program that resulted in a more equitable positioning of jobs relative to the local market.

Reduced workers’ compensation costs by 12 percent by initiating an aggressive case management and return-to-work program.

Put recruiting and hiring changes into place that led to early termination of OFCCP reconciliation agreement.

Manager, Benefits Planning and Development, New York, NY (1986-1990) Developed recommendations for plan changes, additions and enhancements based on overall corporate business strategy. Oversaw plan funding and banking for the company’s Health and Welfare, qualified and non-qualified plans. Negotiated rate renewals with insurance carriers and third-party administrators for both salaried and union hourly plans. Provided management with employee benefit cost projections for bargaining plan development.

Reduced annual company medical costs by over $1 million by restructuring plan funding, revised benefit design and consolidating health-care plans throughout company.

Reduced annual group term life insurance premiums by $100,000 by aggregating the company’s plans under a single carrier.

Reduced annual dental plan costs by $250,000 by consolidating the company’s dental plans under a single provider and converted them to a self-insured funding arrangement. Credit Manager, New York, NY (1984 - 1985)

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EDUCATION & TRAINING

MBA, Finance, Fairleigh Dickinson University, Teaneck, NJ BS, Finance, Fairleigh Dickinson University, Teaneck, NJ SHRM Senior Certified Professional (SHRM-SCP)

Certified Employee Benefits Specialist (CEBS)

Six Sigma Green Belt Trained

American Arbitration Association Case Preparation and Presentation PricewaterhouseCoopers: e-Biz Training, Data Warehouse Training, Engagement Management Training AFFILIATIONS

International Foundation of Employee Benefit Plans Member of the Forest Products Labor Relations Committee - Past Member of the Forest Products Compensation Committee - Past Chairman of the Paper Industry Benefits Group (2010) Co-Chairman of the Paper Industry Benefits Group (2009)

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