Highlights of Sherrell Kuhn’s experience’s span across the Human Capital function and include developing communications, change management, organizational and recruitment strategies. She has also designed employee engagement initiatives, training assessments, organizational development and design interventions, as well as process and policy redesigns. She has led cross functional business teams and partnered with various thought leaders within organizations to produce high quality and detailed deliverables. Sherrell can quickly establish a positive rapport while creating buy-in for initiatives.

North America Shared Service Center, HR Manager @ From September 2014 to 2015 (1 year) Cincinnati AreaGlobal HR Manager - Engineering and Commercial @ 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 From October 2011 to August 2014 (2 years 11 months) Cincinnati AreaHR Business Consultant/ Sr. HR Generalist @ • 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 From January 2010 to October 2011 (1 year 10 months) Human Capital Consultant- Organization and Talent @ 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. From 2008 to 2010 (2 years) Human Capital Consultant- Organization and Talent @ 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. From 2008 to 2010 (2 years) Human Capital Consultant @ 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) From 2008 to 2010 (2 years) HRLP Intern @ 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. From May 2007 to August 2007 (4 months) HR Analyst @ 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. From 2003 to 2006 (3 years)

MS, Human Resources, Business Administration @ Purdue University - Krannert School of Management From 2006 to 2008 BA, Personnel and Industrial Relations, Psychology @ University of CincinnatiWalnut Hills High School Sherrell PHR is skilled in: Talent Management, Organizational Effectiveness, Change Management, Business Strategy, HRIS, Succession Planning, Organizational Development, Deferred Compensation, Benefits Administration, Performance Management, Onboarding, Human Resources, Employee Engagement, Executive Coaching, Recruiting