Sherrell Kuhns PHR

Sr. HR Leader supporting Amazon Key for Business & Consumer P&Ls and Ring Solutions Chief Technology Office

DEI Leader for Global Customer Fulfillment (GCF) People, Experience, and Technology (PXT/ HR) organization

As part of the HR Program Management team, single threaded leader responsible for creating and implementing mechanisms to improve inclusivity and equity for HR North American Operations - Customer Fulfillment and Central teams.

• As a single threaded leader, create and integrate D&I strategy into existing talent management processes within 44 NA Fulfillment Centers spanning across 6 regions in the Traditional Sortable/Soft line, Shoe, Reverse Logistics, and Make On Demand/Merchandise vertical • Serve as HR Sponsor to provide guidance and influence on Project Unite I&D Initiative to scale solutions across all verticals, networks, and regions in NACF

• Manage HR department of 4 HR Business Partners, 2 Sr. HR Assistants, 8 HR Assistants, and 2 Operations Administrators at ONT2, at 24/7 TSSL Fulfillment Center with 1600 associates and 60 managers. Site is collocated with ONT3 (MOD), ONT4 (Fresh) fulfillment centers and Vendor Flex personnel that encompass an additional 650 associates that receive auxiliary support from ONT2 HR team

• Contracted to evaluate Human Resources, Regulatory, and Safety gaps within a 2-shift bi-lingual warehouse as part of a global $6B commercial and residential lighting business, and execute path forward to minimize legal risk and improve employee satisfaction • Served as HR Manager for all site functions (in/out bound, replenishing, safety, service/repair, order fulfillment, supervision/ management) • Coached local leadership in order to drive positive employee relations, recognition, and communications while driving culture of safety, performance, union avoidance, collaboration, continuous improvement that captured and embraced data • Managed and improved relationship with 3rd party BPO temporary labor vendor; Analyzed data, created and implemented scorecards to glean insights on temp to full time hourly ratios, hiring, retention and turnover metrics and trends • Audited organization against compliance to California/Federal labor laws and CAL-OSHA requirements resulting in implementing a safety program, revised employee handbook/ policies, and updated employee records • Implemented fair and consistent process for hiring and promotions; created and facilitated orientation program for new starters • Partnered with Learning team to identify and facilitate relevant professional development and legally mandated courses for leadership team • Oversaw organizational re-design and execute succession, merit, talent, and performance management processes • Created and executed engagement surveys; used results to develop site engagement plan, communications, and sponsor committee

Responsible for strategic human resources, HR project management (PMO), and HR operational activities for a start up shared service center designed to create capacity and leverage scale for all GE businesses in North America. • Partnered with 15 Migration PMOs to translate and migrate enterprise standards into organizational and talent needs from multiple “pitching” US and Canadian GE businesses and divisions. • Created and executed against creative, non-traditional talent acquisition strategy, and tracked KPIs. Built relationships with University Scholar Programs and selected I/O firm to create pre-employment assessment panel to accelerate rate of hire. Leveraged social and professional networks to brand site as employer of choice and support growth. Indirectly managed team of 15 contract recruiters that resulted in the hiring and migration of 250 experienced employees within 6 months (80% organic growth) from Accounting, Finance, Communications, Customs, Pay and Benefits, IT, Legal, Logistics, Project Management, Supply Chain, and Enterprise Data Management functions • Led efforts to shape site culture, engagement, philanthropy and diversity initiatives that supported integration, innovation, fast works/process improvement, and collaboration • Led all cyclical core HR processes for performance management, succession planning, compensation, training development, employee relations and staffing

Provide strategic and operational HR Leadership to the following functions: Commercial Product Leaders and Program Managers (Unison, Power, and Mechanical P&L’s – 300 employees across 15 global locations) Engineering & Technology (Unison, Power, and Engineering Operations – 650 employees across 15 global (domestic and international) locations) Marketing and Sales Executives (Unison and Power TDI P&L’s – 35 employees across multiple global locations) • Partner with Functional Vice Presidents, Executive Leaders and Managers to drive annual talent reviews, develop organization vision & structure, talent acquisition & development, competency & career modeling, compensation strategy and performance management • Facilitated organizational design and Engineering leadership sourcing/selection to support opening of $51M brownfield R&D facility capable of demonstrating new end-to-end integrated capability (GE EPIS Center - Electrical Power Integrated Systems) • Conducted M&A Due Diligence on ~$500M Acquisition target by leading Cultural Integration and Comp & Benefits workstreams; Supported divesture, operational effectiveness, and voluntary leave activities • Revised and executed 2 separate Variable Incentive Compensation (VIC) and communication plans for Executive Sales teams responsible for double digit growth • Participated in internal HR Process simplification effort that stream lined HR operational processes with company wide impact • Serve as HR Focal for Strategic Workforce Planning and Engagement for Global team of 3000 Systems Engineers • Facilitate conflict resolution and management coaching sessions; Partner with Legal to conduct investigations • Nominated and selected to professional development courses Jack Welch Crotonville Executive Development Center

• Support Above NEMA Motor Business (200 salaried, 350 union hourly employees) through overseeing all aspects of HR including employee relations and investigations, career coaching/counseling, performance management, organizational communications, compliance and engagement; provided auxiliary support to 5 additional satellite locations • Ensure compliance and interpret IUE-CWA CBA; Utilize negotiations and influencing skills during 2nd and 3rd step grievances/arbitrations with union; partner with union leadership to garner buy-in on new initiatives • Manage hourly recruitment and partner with Talent Acquisition COE and Hiring Managers to recruit and onboard salaried domestic and international candidates • Facilitate top talent/high potential succession planning and identification of bench strength for inclusion into Sector Mentoring program • Partner with EH&S and Occupational Nurse to manage Worker’s Compensation; Return to Work, Transitional Duty programs • Serve as Diversity and Inclusion Site Lead responsible for overseeing Employee Resource Groups and event budgeting • Utilize Data Warehouse metrics to drive strategic decision making to impact business operations • Selected as Regional Lead for HR SharePoint and Hourly Compensation survey data

Organizational Design and HR Assesment Automotive Industry Start Up Health Plan Organization Worked independently and with little supervision to deploy organizational strategies methodology in order to develop an organizational operating model and organizational chart for ~60 FTE start up organization. Created 35 unique role and job descriptions and competency models for entire health plan organization within the Carrier Management, Medicare, IT, Operations, Finance, Accounting, Legal, HR, Health Policy, CEO, and Administrative departments. Designed over 10 workshops to gain stakeholder alignment with executive staff and developed meeting material for Executive Board member meetings. Developed transition/risk management plans and job impact/ skills assessment matrix to assess technology adoption readiness. Conducted benchmarking analysis to determine competitive salary ranges, benefit packages and load rates. Compiled two year payroll forecast to estimate organizational general and administrative costs. Designed compensation philosophy and recommended a payroll and benefits outsourcing vendors and approach. Provided PMO support to document and track progress against work plan and provide status updates. Outlined phase 1 of HR strategy, including all functionality such as core HR processes, policies, recruitment and staffing strategy. Strategic Communications Health Care Provider M&A Change Management, Cultural Integration and Communications Assisted in developing and scheduling post-integration communications road shows for 6,000+ employee organization. Partnered with client to develop content for 4 managers meetings and 86 employee meetings prior to and after merger announcement. Analyzed 1000+ survey results from employees to gauge employee understanding of merger communications in regards to new benefits and compensation plan. Maintained merger FAQ’s mailbox for internal stakeholders and employees.

Training and Implementation, Strategic Communications State Government MIS/ Technology Adoption Partnered with Application Team to design training and implementation strategy and learning materials to support multiple new release and maintenance phases of two mandatory state wide child care information management system Managed team of training developers and application support members to create training and communications for state government child care management information system Change Management and Communications, Leadership Alignment Global Telecommunications Industry Outsourcing Advisory Transformation/ Operations Excellence Designed communications strategy and plan for enterprise wide transformation to a managed services structure for Nextel operations in the United States, Mexico, Peru, Brazil, Argentina, and Chile. Created communications materials for the Top 70 stakeholders, (i.e. Market President’s, CTO’s, CFO’s, VP’s HR, CHRO) such as the Executive Leadership Web Portal, Leadership Toolkit, FAQ's, Leadership Talking Points, Media Playbook, etc. Assisted in designing workshop content for the CHRO and HR VP’s. Leadership Alignment Utilized stakeholder alignment results to create message and audience analysis matrix. Revised Shared Vision Goal Alignment diagnostic questions and coordinated interview and survey list.

Non-Client Work/ Extra-Cirricular Managed team of three individuals to plan, budget and promote three office culture building initiatives for area Consultants Designed and implemented first mentor program in the Cincinnati office across tax, auditing, consulting and advisory professionals Provided PMO support to document and track progress against work plan and provide status updates Led component of educational outreach program servicing approximately 30 students from Cincinnati Public School on consulting profession Member of Job Design internal methodology core team responsible for developing the Enterprise Value Delivery approach further (Technology Adoption) Pursuing Level 1 Proficiency of Health and Human Services Industry Proficiency (Life Sciences Health Care and Government)

HR Generalist (Labor Relations, Employee Engagement, Staffing, M&A) Manufacturing Industry Human Resources Service Delivery Served as HR Generalist for Planning and Logistics Spare Parts and Dock groups (10 professional, 150 unionized), that involved 2nd step grievances, fact-finding investigations, and structural reorganization to maintain headcount numbers and increase productivity. Partnered with Benefits and Legal departs to create business wide FMLA policy, resource guide, complementing one-stop internal Support Central site for HR managers, administrators and plant supervisors to reduce unpaid time. Recognized with “Rewards and Recognition” reward by firm’s HR Senior Manager. Partnered with Engineering Managers to coordinate and facilitate 8 weeks of second round interviews.      Labor Relations Participated in 2007 Contract Negotiations with local UAW, IAM, and IUGA unions by attending all negotiation sessions, interfacing with Union leadership and preparing final wage agreements which led to over 90% ratification. Coached plan managers on effective communication and conflict resolution. Talent and Employee Engagement Designed, coordinated and facilitated Supply Chain New Employee Orientation and On Boarding. Lead IT New Manager Assimilation team building exercise in order to increase team effectiveness. Led cross business project examining enrollment decline into Human Resources Leadership Program from Purdue University’s advance degree program. Constructed and conducted surveys and generated workforce analytics to make strong recommendations to Senior leadership team for improvement. Created HR e.Tools job aide for HR new hires on internal knowledge repository and HRIS systems. Merger and Acquisition Partnered with HR team to execute integration plan for a $4.2B acquisition of Smith’s Aerospace by participating in HR cut-over decision meetings.

Technology Adoption Served as HR Auditor within the HR Surgery Department of a public university research hospital and large health care alliance. Assisted in redesigning its legacy processes through a structural and technology transformation. Established positive rapport and created buy-in for change effort. Partnered in full- cycle implementation of SAGE ABRA HRIS systems for HR department. Consolidated, audited, and standardized salary and title information and distribution lists for 500+ employees to ensure data integrity for system population. Partnered with University for SAP R/3 HR module implementation by providing population information for specific department. Received implementation training on SAP R/3 as an end-user.      Labor Relations Executed American Association of University Professionals (AAUP) collective bargaining compliance agreement for Reappointment, Promotion, and Tenure for 40 faculty surgeons. Redesigned AAUP compliance process to eliminate waste and create efficiencies, resulting in savings of $7500 in outsourcing fees. Staffing and Selection Served on two national executive level staffing committees in search of an Associate Vice President and University Career Development Director. Designed interview questions and participated in all stages of executive recruitment process. Served as student orientation leader to onbaord over 6,000 new students and their parents to campus. Institutional Research Partnered with Latino student affinity group to create recruitment brochure for prospective students. Served as student liaison for at-risk student population and created and analyzed online student pulse surveys to determine current gaps in retention strategy.