CHERIE MATTHAIDESS 7210 150th Ave. Kenosha, WI 53142 262-496-4255 cm1af1294@westpost.

net Human Resources Professional and People Manager with over 10 years of demonstrat ed experience in: Strategic HR Leadership to Clients Employee Relations Talent Acquisition Talent Management HR Technologies Coaching Training Development Project Management PROFESSIONAL EXPERIENCE S.C. JOHNSON & SON, INC., Racine, WI 2001-Present ~$8 billion dollar privately held Consumer Packaged Goods company with over 12, 000 employees and brands such as Ziploc(R), Glade(R), Scrubbing Bubbles(R), Wind ex(R), Pledge(R), OFF!(R) and Raid(R) Human Resources Director - Marketing & Marketing Services January 2011-P resent Provide strategic HR leadership to the North America Executive Committee, Market ing & Marketing Services and the SC Johnson Campus Recruiting program while mana ging 3 direct reports Served as North America HR Functional Lead that developed the Global HR System business case rationale and major expenditure authorization request that was app roved for 2012 implementation Improved the percentage of promotable Marketers in key feeder positions by 20% within one year Year-on-year improvement of retention of top tier Marketing talent resulting in 95% retention in 10/11 Demonstrated three years of progressive Global Employee Opinion Survey improvem ent in Marketing/Marketing Services in spite of recession and overall SC Johnson decline Led the integration of acquired KIWI employees into North America positions Delivered the SC Johnson Campus Recruiting Diversity strategy for Fall 2011 imp lementation Sr. Human Resources Manager - Marketing & Marketing Services July 2008-December 2010 Provided strategic HR leadership to Marketing & Marketing Services (~200 employe es) and the SC Johnson Corporate Campus Recruiting program while managing 3 dire ct reports Significantly improved Marketing Talent Management via a succession planning pr ocess that was identified by the SC Johnson HR Executive Committee as -best in c lass- within the organization Drove an objective performance and potential evaluation process that resulted i n transparent communication to Marketing employees about their potential for fut ure progression at SC Johnson Introduced a Marketing posting process that provided greater transparency of po sition opportunities and created needed differentiation amongst top, middle and lower performance tier Marketers Developed learning templates for undergraduate and experienced Marketers on cro ss-functional rotations that drove increased discipline on learning objectives a nd assignment criteria Implemented a Case Simulation that resulted in a greater ability to assess futu re Marketing talent

Increased -Culture of Coaching- through a program that introduced coaching best practices Served as the HR Functional Lead for the automation of employee data changes th at resulted in increased data integrity and efficiencies Human Resources Manager II - Sales February 2008-June 2008 Provided HR client support for the Sales Food Division (~200 employees) Improved the Sales on-boarding process through the development of core new hire learning objectives Led the change management process for Sales to online performance reviews Human Resources Manager II - Product Supply January 2007 - J anuary 2008 Broadened span of HR accountabilities via support of Marketing/Marketing Service s for 6 months while continuing Product Supply HR people management and client r esponsibilities Developed an external Skilled Trades interview process that resulted in the att raction and retention of strong external talent by effectively matching their sk ill set to the appropriate production pay plan level Revised and implemented a new hire review process for Production Associates tha t resulted in earlier feedback and objective decisions on their ability for succ ess beyond 90 days Led Corporate Tobacco Free Campus Task Force that implemented extensive smoking area adjustments based on employee focus group feedback Human Resources Manager I - Product Supply January 2005 - D ecember 2006 Developed people management skills through the management of 2 direct reports an d continued to build HR competencies through the client support of five manufact uring plants (~850 employees) Provided 6 months of interim HR generalist support to Fresno, CA manufacturing site that resulted in an updated production employee team design and revised pro bationary review process Led the employment transition of acquired Johnson Polymer Processing employees to SC Johnson with limited employee relations issues Served as HR Functional Lead for the implementation of a new Time & Attendance system and partnered in the development of the FMLA tracking capability within t he system Developed a corporate-wide Substance Abuse Policy training program that resulte d in clear and consistent processes for Human Resources and people managers to u tilize across various locations Partnered with the Employee Plans and Services Retirement team to deliver retir ement information sessions that resulted in improved knowledge of the retirement process by Product Supply employees Associate Human Resources Manager - Product Supply January 2003 -Decembe r 2004 Developed and applied HR generalist skills through the support of Product Supply initiatives and Specialty Manufacturing, Customer Service, Supply Chain client groups (~250 employees) Developed the plan for the Pledge(R) Grab-its production shut-down that resulte d in limited employee relations issues during the transition from 12 to 8 hour s hifts and redeployment to new teams Revised the Production Associate Performance Management Process and developed a training program that resulted in more robust performance feedback and developm ent plans for Production Associates Served as the HR Functional Lead for an Employee Awards review process that res ulted in clear guidelines on award administration and the implementation of an o n-the-spot recognition program Created a Boundary Management training program that resulted in increased commu

nication and problem resolution between Production Line Team Leaders and Product ion Managers Updated the Product Supply Intern recruiting strategy which resulted in a 100% intern and full-time offer conversion rate Assistant Human Resources Manager - Product Supply June 2001 - Dece mber 2002 Developed an understanding of SC Johnson`s approach to employee relations and HR processes through project work and the support of Product Supply initiatives Recommended a staffing strategy for five production plants based on a detailed attrition analysis Served as Project Lead for the implementation of a three phase Production Assoc iate Selection System that resulted in a 49% increase in retention of new manufa cturing employees over a 24-month period Completed a six month interim assignment in Employee Benefits that involved exe cuting the Company`s Long-Term Disability program and resolving employee benefit administration questions EDUCATION MARQUETTE UNIVERSITY Master of Business Administration, 2004 CARTHAGE COLLEGE Bachelor of Arts - Business Administration and Psychology, 2001 ADDITIONAL Racine Zoo Board of Directors, HR Vice Chair, 2009-2010 SCJ HR Executive Sponsor - Early Career Network, March 2008 - present Carthage College Alumni Ambassador, December 2004 - present Professional in Human Resources (PHR) Certification - June 2003 Johnson Mutual Benefit Association Board Member, 2002 - 2005 SC Johnson Loaned Employee to Racine County United Way, 2002