Deborah Cotterall

Strategic business partner working as part of the terminal leadership team, driving organizational and HR initiatives/strategies using strong interpersonal skills to create business partnerships and build trust with managers/employees in order to instill a positive work environment, increase organizational effectiveness and a profitable airport location within a multi-union and non-union environment. ♦ Part of the business continuity leadership team responsible for creating and working through the COVID-19 issues including staffing levels, partial shutdown and layoffs, restart/recall plan and budgets. ♦ Prepare for, plan, assist in negotiations/implement collective bargaining agreement, policies, agreements and procedures. ♦ Monitor implementation/administration of negotiated contract terms within the CBA to ensure compliance with terms of the various labor agreements ensuring the company is complying with CBA. ♦ Analyze the CBAs and advise internal client groups regarding a wide range of issues. Provide ongoing training to managers/supervisors in an effort to improve labor relations. ♦ Advise management on union population employee, employee relations, and performance related issues, problems, discipline and guide them on disciplinary and/or employee grievance issues within the union and non-union population, interpreting company policies and advise on course of action. ♦ Develop and maintain constructive relationships with union representatives while advocating for the company. ♦ Demonstrated ability to influence/partner within a diverse organization to help drive business results. ♦ Facilitate training programs to management on various topics including: Manager/Supervisor Training, Customer Service, Workplace Safety and Harassment. ♦ Plan and execute all employee engagement activities and recognition programs. ♦ Participate in developing departmental goals and systems. Evaluate reports, decisions, and results of department in relation to established goals.

HR Director: ♦ Responsible for strategic companywide HR planning and development. ♦ Lead team that developed a company mission statement and core values. Conducted culture assessment, pulse check surveys, assembled focus group to work on the project, designed mission statement and core values, rolled it out to associates. Continue to integrate into all aspects of the BPG Brand: Mission, Values, Community. Saved $100K - developing in-house vs. outsourcing. ♦ Effectively recruit for positions companywide: doubling the size of the company in 3 years. ♦ Serve as a resource to management/staff on employee relations matters by interpreting company policies and advise on course of action. ♦ Facilitated/developed training programs on various topics including: Manager/Supervisor Training, Workplace Bullying, Customer Service, Workplace Safety, Harassment. ♦ Plan and execute all employee engagement activities/recognition programs. ♦ Participate in developing departmental goals/systems. Evaluate reports, decisions, results of department in relation to established goals. For example: Implementation of new HRIS system. ♦ Implement/update compensation program; conduct salary survey; develop salary budget. ♦ Recommend new approaches, policies, procedures to effect continual improvements in of department and services provided. For example: Research, select, implement new associate review software, streamline the review process and add a 360 feedback concept. Starbucks Brand Champion: ♦ Revitalized a failing store; made it self-sustaining. Effectively monitored inventory/costs to drive store to better performance and budget management. ♦ Successfully opened a second store; exceeded expectations with performance and budget. ♦ Responsible developing, managing two separate store budgets of $1 Million each. ♦ Oversight of recruiting, training, inventory, development/coaching of associates directly and indirectly to ensure effectiveness and enhance brand management knowledge.

HR Director for both Buccini/Pollin Group and BPGS Construction. See Below

HR Manager/Engagement and Performance Responsible for implementing and directing the property engagement and performance management programs. Highlights: ♦ Oversee and manage the performance calibrations and metrics to drive increased employee productivity. Streamed lined the process that allowed for a more effective calibration. ♦ Manage the performance evaluation processes that hold department managers accountable for timeliness and accurate distribution of ratings. ♦ Responsible for execution of the talent review process. ♦ Plan and execute employee activities and recognition programs that support the enhancement of employee satisfaction. Employee Opinion Survey results in November 2011 (3.95/5.0 – at the bottom of the CET group). Employee Opinion Survey results in November 2012 (4.19/5.0 – one the biggest shifts in the CET group for 2012). ♦ Partner with Service Strategy and operational managers in the development, planning, deployment and execution of Human Resources programs which support established employee satisfaction and talent management goals. ♦ Establish and maintain relationships with employees at all organizational levels. ♦ Provide both employees and management with an effective and accurate feedback network. ♦ Administer related HR metrics. ♦ Provide the necessary follow up and tracking to measure program success.

HR Specialist / HR Business Partner ♦ Project manages HR technology including the myQVC internal Internet re-design, PeopleSoft, and UPK Training. ♦ Accountable for multiple functions involved with LOA’s, compensation planning, succession planning, position descriptions, organizational charts, and ad hoc HR committees. ♦ Analyze project findings and generate summary reports on project outcomes for management review. ♦ Participated in multiple projects related to global-wide company start-ups and launchings, international succession planning, and organizational charts. ♦ Partnered in the development of an employee cultural awareness program to enhance knowledge in the business and cultural aspects related to QVC’s international companies. ♦ Charged with administrative operations across policies and programs centered on employee relations, staffing, and policy interpretations. ♦ Served business client needs by providing support in organizational effectiveness based on annual planning processes or business demands. ♦ Cultivated partnerships between business clients and company through effective internal business client staff meetings focusing on sound HR best practices ♦ Exercised positive communication throughout HR organization to enhance products and supported in planning of social activities. ♦ Entrusted with multiple complexities and supported HR Operations & Services, retail teams, specific client groups; directly reported to the Director of HR Customer Fulfillment Services. ♦ Ensured HR activities were accurately executed including job fairs, phone screens, employee interviews, background/reference checks, new hire on boarding, and other general HR activities. ♦ Maintained employee requisitions and recruiting status for outlet/retail groups and processed status reports.

Administrative Director Accountable for the administration of general HR functions including payroll, accounts payable/receivable, employee benefits, volunteer relations, documentation, program status reports, and employee database for a private grieving children’s center. Highlights: ♦ Dramatically increased budget from nine days to six months and effectively decreased expenditures by $75,000 within three years by closely working with organization’s treasurer. ♦ Introduced and managed a filing system to accurately maintain family and volunteer records and files. ♦ Liaised between Board of Directors and ED regarding operational issues and to ensure facility’s physical space. ♦ Provided support to Program Director in group coordination and children placement. ♦ Developed and managed annual calendar and rosters for support groups, fundraisers, and other functions. ♦ Partnered in coordinating fundraising events and maintained related reports.

Human Resources Manager Charged with HR operations for a multi-location client base of 600+ employees ranging from recruiting, staffing, orientation, and exiting employees, to benefits/compensations, employee communications, and other HR processes. Highlights: ♦ Provided sound counsel to employees and management on company policies/procedures, benefits, EECO/diversity issues and performance goals. ♦ Closely interacted with management in areas of disciplinary matters such as employee meetings, written warnings, and terminations. ♦ Assessed training needs for emerging training and development programs. ♦ Coordinated three databases, maintained HRIS system, and ensured records and databases were aligned with HR regulatory standards.