Jeff Westra - PHR

• Audit and establish compliance with local, state, and federal agencies • Established a mental model of leadership for senior and middle management leaders • Modified the current performance appraisal system that identified Leadership as a competency o Establish a system to identify Objectives and Goals for the upcoming year o Within these goals & objectives created a system for personnel development plans to occur. • Established a business model for Human Resources • Established an interview process for all salaried personnel o Behavior based system o Identify core virtues and talents

ACCOMPLISHMENTS – RESPONSIBILITIES •Maintain compliance with all local, state & federal agencies •Reduced OSHA recordable injures YTD 23 to 13 •Maintained a audit score of 95% - Social Accountability Audit •Developed guidelines and systems around high performing teams •Hiring process which focused on virtues and skills •Established disruptive behaviors is considered performance issue •Professional behavior in the workplace - expectations •Developed Roles, Responsibilities and Expectations for front line employees •Created an Operations focused Human Resources Strategic Plan •Established a mental model of core virtues within the Operations culture •Reduced turnover rate by 25% •Redesigned the onboarding process of all new employees

ACCOMPLISHMENTS – RESPONSIBILITIES • Multi-site responsibilities in MN,WI, and SC. o Maintained compliance with 5 difference unions between all mills. o Acquired additional responsibilities and decisions rights within the organization based on demonstrated capabilities and value to the business unit. o Established high performance teams in both union and non union environments. • Gap assessment – talent management o Implemented training and development programs to identify and target key employees for succession planning purposes • Implemented skills base compensation system o Reduced OT within the maintenance dept by 38% o Increased up time in cut off saw division from 75% to 93% • Value creation – HR systems o Reduced turnover from 30% to under 5% o Created behavior based interviewing process – Hiring matrix • Drive cultural change throughout the organization by partnering with department management to design and implement safety, skills training and behavioral based training initiatives • Increased reliability uptime by 15% • Maintained business relationship with 3 unions

ACCOMPLISHMENTS – RESPONSIBILITIES • Senior Level position - Hired on as HR Director and promoted to Operations Director after 15 months. • Accountable for approximately $9M in revenue. – Profits margins of 35% • Established key measurements within each business unit to create a culture able to obtain set goals. o Reduced waste from 28% to under 8% o Turn over went from 50% to under 4% o OSHA recordable injuries went from 25 to 3 in one year • Monitored compensation plans, employee relations programs, benefits, and organization development plans. • Established a business relationship with all business units within the organization to include; sales team, customer service, warranty, print facility, editorial, circulation, & administration, • Maintain proper inventory levels and monitored the master scheduling process.

ACCOMPLISHMENTS – RESPONSIBILITIES • Senior Level advisor on Human Resources issues to all levels of Management. • Developed and implemented policies and procedures. o Implemented a pay for performance compensation system o Contributed to the reduction of OT from 35% to under 15% • Successful in developing a culture free from union activity. • Worked with Senior Management team in defining each business unit’s business and HR strategy. • Directed the implementation of a two week orientation plan to reduce turnover and raise the competence level within the work force, creating value within the HR department to enable an active role in the success of the operation. o Turnover went from high 20% to under 3% • Total sales volume $200 million annually.

ACCOMPLISHMENTS – RESPONSIBILITIES • Multi-plant responsibilities, including all Human Resources functions (locations in WA, CA, CO, and AZ). • Acted as Senior Level advisor on Human Resources issues to all levels of Management. • Successful in developing a culture free from union activity. • Defined each business unit’s business strategy and the accompanying human resources strategy. o Maintained acceptable productivity levels with 40% reduction in workforce o Reduced workers compensation cost reserve from $800l to under $50k. o Implemented a corporate wide hand book /guidelines o Developed strong relationships with the sales team, customer service, and production business units. • Actively involved with the implementation of a Corporate-wide Health Care Plan.

ACCOMPLISHMENTS – RESPONSIBILITIES • Responsible for the Human Resources function of a facility of 400 employees at $30M in sales. • Reports directly to the General Manager with dotted line responsibility to the Corporate Director of HR. • Established an HR business plan based on the ’98 Divisional goals and objectives. • Responsible for the management of three associates and dotted line responsibility to payroll through ADP. • Created a foundation to evolve into a culture of with self-directed work teams, HR department becoming a major focal point in the success of the operation.

Football, involved in several organization on campus.