JOSEPH A.

TURTURICA
Clarks Summit, PA 18411 570.575.1645 SUMMARY Human Resources and Business Operations Executive with 22 years global generalist experience in the Manufacturing, Transportation Services, Third Party Logistics and Construction Equipment Rental Industries. Strong team player and individual contributor with high level of accuracy, professionalism, and work ethic. A leader, recognized for maximizing the contribution of Human Capital in an organization, utilizing world class Human Resources processes. Experienced in all aspects of Human Resources including: Employee Relations Labor Relations Talent Acquisition Compliance Benefits Training Union Avoidance Safety Merger and Acquisition PROFESSIONAL EXPERIENCE KANE IS ABLE, INC, Scranton, PA 2012 2013 Organizational Development Compensation Executive Development jturturica@yahoo.com

Senior Vice President, Human Resources Managed all aspects of Human Resources, Safety, Payroll and Innovation for a third-party logistics and transportation company with over 1K associates that specialized in the consumer packaged goods (CPG) industry throughout the United States. In total the company managed a truckload fleet of 140 power units, 800 trailers and operated over 6.5M square feet of 3PL warehousing space across 16 U.S. distribution center locations. Implemented state of the art Time and Attendance, Payroll, HRIS and Applicant Tracking Systems to prepare company for scalable growth. Created a performance management and organizational development system that linked individual and company performance, ensuring alignment between personal performance and business performance. Developed a methodology to create a culture of innovation. Generated and pitched multiple labor strategies to support the sales organization on proposals for quotes to large clients. Established Long Term Incentive Plan (Phantom Stock) for key executives including revised and updated employment agreements to align management and ownership goals. Implemented a progressive safety award program, resulting in an industry leading reduction in recordable incident rates. Initiated the companys first 401(k) Investment Committee, providing the appropriate fiduciary responsibility over the 401(k) and deferred compensation plans. Reduced overall cost to the company $5K by improving the health and welfare benefit plans. Developed selection systems designed to accurately hire the best associates. ACTIONCOACH BUSINESS COACHING, Phoenix, AZ 2009 2012

President and Certified Business Coach Owned a Business Coaching Franchise working with business owners on individually improving results. Provided both 1to-1 and group coaching to small and medium sized businesses. ActionCOACH operates in 26 countries and has more than 1K offices around the world. Received numerous awards including Fastest Growing Franchise, Top Franchisee Satisfaction, Best Overall Company and was named the number 1 business coaching franchise for more than 5 years. RSC EQUIPMENT RENTAL, Scottsdale, AZ 2005 2008

Senior Vice President and Chief People Officer Served as an Executive Committee Member hired with a mandate to design, develop and implement best in class Human Resources practices. Managed all areas of Human Resources for this publicly traded $1.6B Construction Equipment Rental Company with over 5K employees at 470 locations throughout the United States, Canada and Mexico. st Implemented the 1 succession planning and organizational development processes designed to identify the depth of talent in field operations and provide accelerated training for high potentials.

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Created and executed the companys 1 national level structured sales training curriculum, resulting in a documented ROI of $26M. Developed and implemented validated Selection Systems for all field occupations, resulting in more accurate selection of new hires and internal promotions. Established an Executive Assessment and Development program to assist in growing the next generation of mid and senior leaders. Developed a consistent employer brand that allowed the company to market itself professionally to a wide range of candidates. Achieved $1.5M savings in benefit programs through the successful selection of vendors and a provider negotiation process. Saved over $750K annually by implementing a Learning Management System to track training and provide eLearning opportunities. Improved customer service, professionalism and increased net promoter scores through the development and implementation of industry leading variable compensation programs for field based hourly employees. st Established the companys 1 ever Leadership Level I training for Supervisors and Managers designed to ensure professional leadership and fair treatment of employees. Implemented an automatic enrollment and auto escalation process, resulting in 401(k) participation moving from 65% to 96%. Collaborated in leading the company from Private Ownership to Private Equity Ownership and ultimately an IPO. PENSKE CORPORATION Penske Truck Leasing / General Electric Company, Reading, PA 1992 2005

st

Vice President, Staffing and Associate Relations 2000 2005 Led the global staffing and associate relations for 21K employees at over 1K locations worldwide. Penske Truck Leasing is a $3.4B limited partnership between Penske Corporation and the General Electric Company. Additional responsibilities included compliance, diversity, organizational development, communications, performance management and recognition. Implemented National Recruitment Advertising programs to provide consistent branding and digitized ad placement. Designed and implemented a digitized Hiring Management System that was deployed to over 1K locations, saving hundreds of hours of work otherwise completed manually. Created a digitized template to provide accurate headcount, turnover and diversity statistics directly to the user at any time. Developed and implemented a methodology for staff reductions that was utilized in the reduction of over 800 associates due to redundancy, profitability improvement or the relocation of work. Established a staffing strategy for the recruitment of internal and external Six Sigma Black Belts, increasing retention and successful placement into positions of greater responsibility. Implemented Behavioral Interviewing training for all staff with recruiting responsibilities to ensure the accurate selection of talent. Implemented a new hire selection system utilizing behavior based computerized testing, structured behavioral interviewing and job fit analysis, resulting in more accurate selection of internal and external candidates. Participated in the development and implementation of a World-Class Leadership Development and Succession Planning process for all domestic exempt associates. Introduced a Mentoring Program for high potential and diverse associates to accelerate placement into key management positions. Developed a Diversity Initiative to attract and retain qualified diverse associates. Managed a Glass Ceiling Audit by the OFCCP, resulting in no charges and the negotiation of a favorable "Definition of Applicant." Worked with the OFCCP to be one of the first companies to gain approval and implement a Functional AAP. Managed the Human Resources aspects of the acquisition of a $600M Truck Rental and Leasing Company with 4K employees, achieving total assimilation within 6 months. DETROIT DIESEL CORPORATION, Detroit, MI Vice President, Human Resources 1996 2000 1994 2000

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Director, Human Resources 1994 1996 Managed all aspects of Human Resources for Detroit Diesel Remanufacturing Corporation with 1.3K associates located at 4 plants across the United States. Detroit Diesel was a $2.1B partnership between Penske Corporation and Daimler Chrysler Corporation. Introduced customized location specific employee relations and union free strategies. Created all compensation systems for exempt and non-exempt employees. Implemented location specific pay-for-performance systems for hourly production staff. Negotiated a cost neutral 6 year agreement with the UAW, resulting in zero increases in base wages. Equalized employee benefits programs between 4 plants by consolidating into a corporate plan with improved benefits and cost savings. Merged four 401(k) plans into a corporate plan with improved fund selection and increased company contributions. Negotiated and implemented health, vision, dental, prescription drug, life, STD and LTD benefit plans to improve associate benefits while reducing cost. Developed Variable Compensation Plans and managed the annual bonus award program, aligning company goals with associate goals. Defeated union organizing attempts by the Operating Engineers and Steelworkers without a representation election. Managed the conversion of 4 locations from local ADP payroll offices to a corporate Payroll and HRIS System, resulting in reduced cost and greater accuracy. Managed the Human Resources aspects of several acquisitions and the consolidation of several facilities from due diligence through assimilation. PENSKE TRUCK LEASING, Reading, PA 1992 1994

Human Resources Representative Hired into a developmental position at the corporate office designed to gain experience leading to positions of greater responsibility in the field. Worked as a generalist with assignments in compensation, benefits, training, labor relations, and employment. Participated in several contract negotiations with the Teamsters at various locations. Developed an Automated Salary Planning System. Conducted Job Evaluation utilizing the Hay System. POPE & TALBOT, INC., Ransom, PA 1991 1992

Internship / Temporary HR Supervisor Worked as an intern in a temporary position leading all aspects of labor relations and training in a 500 associate unionized paper mill with 2 locations. Wrote contract language for collective bargaining agreements. Managed grievance processes from 1st to 4th step. Prepared for and participated in arbitrations, resulting in a 100% victory rate. Trained supervisors on collective bargaining agreements and grievance resolution procedures, reducing grievances by 75%. Participated in contract negotiations with the UPIU focusing on the staffing of a $20M Greenfield operation, changing to self-directed work teams. CERTIFICATIONS Green Belt Certification General Electric Certified Business Coach, ActionCOACH Business Coaching BOARD OF DIRECTORS Hope for Kids International Hope 4 Kids International is faith-based 501(c)(3) non-profit organization committed to helping children around the world that are suffering from extreme poverty through Dignity, Health, Joy and Love; 85% of donations go directly to the project that is designated. EDUCATION MS, Human Resource Administration, University of Scranton, Scranton, PA BA, Economics / BS, Psychology, University of Pittsburgh, Pittsburgh, PA