Leader | Partner | Catalyst Roy Gabriel Pinzón, MAOM, BA, PHR Human Resources Professional ____________________________________________________________________________________________________ Leader | Partner | Catalyst

AGENDA Core Professional Self Identity Past Accomplishments Career Challenges Vision of Next Role Communication & Relationship Styles RGP Organizational Impact

CORE PROFESSIONAL SELF IDENTITY HR Knowledge & Expertise 19 Years of HR & Business experience Union and Non Union Experience HR support for corporate, divisional, manufacturing, & distribution settings Strong comprehension of the HR Body of Knowledge Experienced in handling routine and complex HR issues Communication Able not only to hear but listen to others Robust verbal & written communication skills Full Spanish & English fluency Time Management & Self Discipline Personal 24 hour response/update policy Respond with urgency and with accuracy Self management is necessary for survival Trustworthiness Trusted across all levels of organization Handle multiple & complex confidential situations Credibility Impartial & Objective Neutrality Focused on data and facts, not emotions Develop & Mentor Keep workforce SKA’s updated to maximize performance Develop self, employees & organization alike

PAST ACCOMPLISHMENTS PolyOne IMI Cornelius Convince managers that a reliance of contingent labor must cease Develop direct hiring strategy Strategy focused on attracting stronger candidates Strategy deployed the use of assessments to measure safety awareness, attitude, and risk behaviors Recruiting strategy shift resulted in: $35K in savings Reduced turnover Stronger candidates IMI Cornelius Developed partnerships with local charities Feed My Starving Children Shriner’s Local elementary schools Packaged ready made meals to feed 312 children for over one year Raised over $35K in employee contributions for charities Donated school supplies for 1st and 2nd Graders in three local elementary schools

CAREER CHALLENGES PolyOne IMI Cornelius Weak front line supervisory team Determine to do one of three options Determined right role in the organization Strengthen current supervisors via learning & development Exit organization Implement Supervisory Development Program Identified candidates Established curriculum consisting of safety, leadership, conflict resolution, LSS, and change management Recruited SME’s based on functioned from within BU, Division, and corporate IMI Cornelius Needed to train over 600 employees on organization’s ethics initiatives Three locations (2 USA, 1 Mexico) Two languages (English & Spanish) Identified & trained SME’s to present to different groups Rented 6 screen movie theater Linked via video & audio all six theaters to deliver the same opening message Each theater delivered on one of three different modules

VISION OF NEXT ROLE Opportunity to learn business unit and organization alike Develop business acumen outside of HR Establish self as a Business Partner Leverage current skill set to improve organizational HR infrastructure, employee relations, & labor relations Have a level of autonomy Professional and personal growth Longevity

COMMUNICATION & RELATIONSHIP STYLES Open, direct, & tactful Focused on collaboration Concentrate on issue, not emotions or person More concerned about reaching understanding and/or agreement than winning an argument Use data, figures, facts, etc. Relationship Team player Collaborator Coach Mentor Driven Meet challenges head on Competitive

RGP ORGANIZATIONAL IMPACT HR Knowledge & Expertise Communication Time Management & Self Discipline Trustworthiness Impartial & Objective Develop & Mentor