An innovative Senior Human Resources Executive successful at building and leading world class teams that deliver employee engagement, accountability and financial performance. Progressive HR career at corporate, division and region levels within fast growth industries including technology solutions, telecommunications, marketing research, consulting and security services.

Vice President, Human Resources @ From November 2013 to Present (2 years 2 months) Senior Vice President, Human Resources @ High-energy “best practices” human resources visionary and change agent with proven leadership skills and record of accomplishment in diverse industries with a focus on customer centric environments. A team player with strong technical skills who possess the demonstrated ability to develop human capital strategies, engage employees, and implement solutions that enhance shareholder value, increase customer satisfaction, and improve overall employee engagement. From February 2012 to November 2013 (1 year 10 months) Vice President, Human Resources @ Reported to President of Residential/Small Business supporting North America Residential and Small Business channel for the industry leader in the Security Services sector leading integration efforts post acquisition (Tyco International acquired Broadview Security in May of 2010). Led a distributed Human Resources team who supported over 16,000 employees in workforce management, organizational performance, leadership development, employee relations and labor relations. • Led integration efforts and provided strategic direction to assimilate heritage Broadview employees into the ADT organizational structure bridging compensation plans and performance metrics and developing customized communication documents and training to ensure successful result. • Provided strategic direction to harmonize and align policies and procedures by establishing a standard policy manual and employee handbook to ensure compliance and alignment with enhanced culture. • Led transition team to sunset heritage Broadview benefit programs and HRIS systems ensuring smooth transition to Tyco programs and systems. • Executed employee engagement survey resulting in 88% participation rate and the identification of key drivers of employee engagement and retention for action planning and execution. From May 2010 to April 2011 (1 year) Senior Vice President, Human Resources @ Directed the Human Resources function, reporting to the CEO, for the residential security services industry leader in North America, leading organization through spin-off from subsidiary of The Brink’s Company to a stand-alone publicly traded company (Brink’s Home Security) and a rebranding initiative as a result (Broadview Security). Lead executive responsible for driving change and enhancing the Company’s values and culture through accountability with centralized team of 45 Human Resources professionals supporting 3,600 employees in the United States and Canada. •Instilled Company’s values, mission, and culture by fostering a positive employee relations philosophy, improving morale, eliminating the need for third party representation, and increasing customer satisfaction. •Developed and implemented pay for performance compensation philosophy by properly aligning business objectives to reward and recognition programs, including a comprehensive automated performance management process and policies and procedures resulting in increased operating efficiencies by 10%. •Provided strategic direction in transforming culture to one of coaching and talent development while increasing employee engagement and retention; recognized by JD Powers and Associates for six consecutive years. •Created and implemented efficient recruiting processes and programs aligned with defined competencies to ensure adequate high quality diverse candidates available to achieve staffing plans by reducing time to fill by 25% and reducing recruiting costs by 15%. •Developed and implemented talent management and succession planning processes which increased bench strength of talent within a promotion from within philosophy tied to defined competencies for each major job family. From January 2001 to May 2010 (9 years 5 months) Vice President, HR, People Development and Corporate Administration @ Hired to rejuvenate the People function within premier customer relationship marketing and research firm reporting to CEO and supporting over 5,000 employees nationally. Charged with fostering and leading Human Resources initiatives designed to maintain attractiveness of business during acquisition/due diligence process. • Realized increased employee satisfaction of 24% and a first year cost savings of over $500k through the merger of benefit plans and the implementation of a tiered benefit program. Successfully automated benefit enrollment by designing in house software program. • Created dedicated recruiting function aimed at reducing cycle time to hire client services and technology personnel. Achieved 18% reduction in time to fill (ttf) and reduced overall cost per hire (cph) 35% in client services roles. Introduced workforce planning to focus recruiting team on critical hires. • Introduced Talent Inventory process and Succession Planning to target employee development and training plans. Launched an improved High Impact Performance System and Team Review System creating a holistic Performance Management System. • Directed staff through the completion of the Omnicom acquisition including due diligence, benefit analysis and merger and facility review. From April 1999 to May 2000 (1 year 2 months) Vice President, People Development @ Directed total Human Resource Operations for the nation’s leading provider of wireless services including the strategic planning, developing, and implementing of all HR related programs. Led team of 35 HR professional supporting over 7,000 employees within a 14-state territory including 5 call centers and over 200 retail locations. • Chaired national task force to design a single sales compensation plan for retail stores lowering fixed expenses and increasing employee satisfaction and retention. • Led the development and implementation of total compensation strategy for engineering and operations personnel that resulted in increased employee retention and became the national standard. • Cultivated workplace harmony through Positive Employee Relations program avoiding a union campaign and resulting in a union free environment in both the call centers and retail centers. • Restored management confidence by developing and delivering training programs like Workplace Safety and Managing Lawfully to ensure risk management goals were met or exceeded. From 1996 to 1999 (3 years) Strategic Partner/Director of Human Resources @ NCR Corporation is a market leader in providing Relationship Technology solutions. During tenure NCR was acquired by AT&T and renamed Global Information Solutions. Teradata, a data warehouse solution provider, was also acquired and merged into the new entity. During 10 year tenure performed a variety of roles with increasing responsibility beginning as a Business Analyst in Management trainee program, moved into Human Resources function in 1991 and ending as Strategic Human Resources Partner/ Director of Human Resources. From 1986 to 1996 (10 years)

Bachelor of Science, Business Administration @ University of Kansas From 1982 to 1985 Stacey Rapier is skilled in: Change Management, Executive Compensation, Succession Planning, Talent Management, Talent Acquisition, Leadership Development, P&L Management, Mergers, Acquisition Integration, Benefits Design, Benefits Administration, Organizational Development, Organizational Effectiveness, Employer Branding, Internal Communications