STEWART E. COHEN, SPHR

10548 Swerling Way s Raleigh, North Carolina 27614 s (c) 919-946-7919 s hrlaw@nc.rr.com

EXECUTIVE PROFILE

VICE PRESIDENT OF HUMAN RESOURCES

Talent Acquisition and Retention Expert s Organizational Development Leader s Generalist Guru

Highly accomplished and results-oriented human resources executive specializing in creating a competitive advantage for businesses that is reflected in the bottom line. Possess strong business and legal orientation to effectively align HR strategy with business goals. Strategic thinker with strong analytical skills; able to envision long-term human resources and business objectives to ensure continued growth while managing costs. Highly successful hands-on management style. Balances corporate and employee needs to achieve business goals; implements best management practices to maintain high morale within international and multi-site businesses. Extensive experience in developing and implementing core hr programs including performance management and organization development that increase business effectiveness.

Career Highlights

• Increased hiring capacity by 50 percent and reduced cost per hire by 25 percent by improving applicant screening and recruitment processes. [RWD Technologies, Inc.]

• Increased employee retention by 10 percent by establishing comprehensive training and development programs, including a corporate university, leadership development, succession planning and individual employee career development programs. [RWD Technologies, Inc.]

• Successfully launched HR department from the ground-up for a $70 million power plant company with 36 facilities in the Caribbean, South America, Europe Asia and Africa. [Wartsila Operations, Inc.]

• Managed the start-up of a 540-seat contact center in 90 days and below budget. [SITEL Corporation]

• Cut $2.2 million in costs by redesigning the organizational structure of two merged divisions with 12,000 employees. [SITEL Corporation]

• Recruited and hired 250 employees in less than six months while simultaneously relocating the division headquarters from Connecticut to New Hampshire without disruption and below budget. [FCI-USA]

Areas of Expertise

s High Volume Recruitment s Employee and Labor Relations s Compensation and Benefits

s Training and Organization Development s Continuous Process Improvements s HRIS, HR Reporting and Metrics

s International Human Resources s Policy and Procedure Development s EEO/AAP/OFCCP Compliance

s Acquisition Due Diligence / Integration s Employee Morale and Retention s ISO: 9000 / TQM Methodologies

PROFESSIONAL SUMMARY

CAMPBELL ALLIANCE GROUP, INC. Raleigh, North Carolina

A mid-size management consulting firm specializing in the pharmaceutical and biotech industries.

Vice President Human Resources 2007 to 2008

Created the corporate HR strategy for recruiting, human resources and training and development for a high-growth pharmaceutical management consulting firm. Established HR start-up of UK/European operations. Researched, selected and integrated HRIS and applicant tracking systems.

• Implemented improved recruiting and college relations programs to support 40 percent annual growth.

• Developed and implemented merit-based compensation and incentive plans to improve retention and link compensation with performance.

• Recognized by Triangle Business Journal as Best Place to Work in Triangle Area.

RWD TECHNOLOGIES, INC. Baltimore, Maryland

$180 million professional services firm focusing on ERP implementation training, lean manufacturing, software development and energy process improvement.

Vice President Human Resources 2004 to 2007

Designed and managed HR programs for 1,000 employees in the United States, Canada, United Kingdom, Germany, Belgium, France, Japan, Australia and New Zealand. Evaluated and implemented comprehensive global compensation and benefits programs.

RWD TECHNOLOGIES, INC. (continued)

• Evaluated HRIS and led implementation of SAP HR system and HR reporting and SLA’s

• Increased employee retention by 10 percent by developing and implementing in-depth corporate training and development programs including RWD University, succession planning, and individual career development plans.

• Successfully defended EEOC and State Human Relations claims and OFCCP audit.

TRG-iSKY Laurel, Maryland / Bend, Oregon

A global provider of direct marketing and data management services.

Vice President Human Resources, NA 2003 to 2004

Developed and implemented HR programs for 1,800 associates in three call centers and the corporate headquarters. Improved retention by implementing assessment tools to select quality employees and managers. Conducted evaluations of expansion sites for business growth.

• Developed and implemented supervisory selection, orientation and training programs to reduce attrition of first-line supervisors and associates; improved recruiting and hiring processes.

• Successfully negotiated a 10 percent reduction in health and welfare benefit costs.

SITEL CORPORATION Baltimore, Maryland

A $790 million leading global provider of outsourced customer support services.

Vice President Human Resources 1997 to 2000

Managed HR programs for 25,000 employees in 84 call centers in 20 countries.

• Resolved outstanding EEOC complaints; developed and implemented employment and labor law training programs which led to no additional claims.

• Reduced overall processing time and increased accuracy by updating HR scorecard, census and dashboard reporting.

WARTSILA OPERATIONS, INC. Annapolis, Maryland

$70 million international power plant operations subsidiary of $2 billion global manufacturer of diesel and gas engines.

Vice President, International Human Resources 1996 to 2000

Launched HR department from the ground-up for a $70 million power plant operations business with 36 plants in the Caribbean, South America, Europe Asia and Africa. Developed expatriate programs. Selected and implemented HRIS. Recruited and trained plant operations, maintenance and management staff.

• Served as the project manager for $1.5 million mobilization of independent power producer project in Ecuador.

• Reduced costs by 15 percent by establishing special purpose companies and off-shore medical and pension plans.

• Decreased outside legal costs by 20 percent by developing standard operations and maintenance contracts.

FCI-USA (Formerly Burndy Corporation) Manchester, New Hampshire

$325 million global manufacturer of electrical and electronic connectors.

Vice President, Corporate Human Resources 1988 to 1995

Managed HR function for a 3,200-employees. Evaluated domestic and international compensation and benefits programs; implemented changes to maintain competitive philosophy. Designed and conducted management and employee training programs. Negotiated multiple collective bargaining agreements on time, below budget and without workplace disruptions.

• Reduced administration of compensation and benefits and streamlined HR reporting by implementing a companywide HRIS.

• Spearheaded the ISO certification for all facilities; key member of ISO and TQM steering committee.

• Replaced under-performing distributor sales personnel and recruited 55 aggressive direct sales representatives and developed a highly effective sales compensation and commission plan.

• Cut workers compensation costs by 25 percent through safety awareness and aggressive back-to-work programs.

EDUCATION & CERTIFICATIONS

J.D., Law ♦ Massachusetts School of Law ♦ Andover, Massachusetts

M.Ed, Guidance and Psychological Services ♦ Springfield College ♦ Springfield, Massachusetts

B.S., Business Administration ♦ Bryant College ♦ Smithfield, Rhode Island

Massachusetts Bar ♦ Senior Professional in Human Resources (SPHR) ♦ Instructor: ZM Frontline Leadership