Richard aRika McCoy 5668 Melanie Circle Elizabeth, Colorado 80107 Telephone: 303.646.3101 Mobile: 253.441.0894 Email: rm12e71ca@westpost.

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VP/Director of Strategic Human Resources Initiatives & Employee Relations Specialty Areas Include Talent Management Resolving EEOC/DFEH Complaints HR Policy/Procedure Developme nt Succession Planning & Job Analysis Instituting Performance Management Systems Employee Retention BS/BA, SPHR, VP/Director of Strategic Human Resources Initiatives & Employee Rel ations with more than 20 years of proactive HR leadership experience in recruiti ng, assessing, developing and deploying talent that enables organizations to con vert corporate intent into achievable strategic objectives. Recent experience includes serving as VP of HR for Milgard Manufacturing charged with overseeing 17 different locations across the U.S. with 2,900 fulltime empl oyees, which generated annual revenues of $450 million.

Career Highlights Mentored HR professionals and location management on how to productivity downsi ze Milgard from 5,200 employees to 2,900 employees over the course of 1 year, wi thout incurring any EEOC or DFEH complaints. As a result of successful downsizin g, achieved annualized direct/indirect labor costs savings of $13.5 million. Entrusted by senior management with leading a 12-member HR professional team ta sked with reducing turnover at Milgard. Consequently accomplished the following 3 items: 1) Reduced overall turnover in a 2-year period from 48% to 33% annualiz ed, lowest turnover in company history; 2) Realized recruiting costs and direct labor savings in excess of $5 million and; 3) Achieved total labor/benefit costs for this population in excess of $100 million. Reduced safety incident rate from 12 to 5 (industry average is 7) through ongoi ng coaching of Behavior Based Safety methodology, which also proved instrumental in reducing annual Workers Compensation expenses by 17% a $952,000 reduction.

Benefit Statement Successfully negotiated within a 1-year period release from EEOC Consent Decree that previous management had been unable to favorably re-negotiate in 4 years wh ile simultaneously returning the 5-state region, Colorado, Utah, New Mexico, Ida ho, and Western Kansas, to profitability.

Key Areas of Expertise Employee Development & Accountability Formulating an Overall HR Strategy Confl ict Resolution Environment Health & Safety HR Leadership by Example Ability t

o Motivate & Engage Others Forming & Leveraging Vendor Alliances Utilizing Ben chmark & Best Practice Techniques Formal Presentation Skills Vendor Contract N egotiations.

Professional Experience & Accomplishments Milgard Manufacturing, Tacoma, Washington (Left due to company reorganizing) 200 1 to 2009 (A Custom window and door manufacturer with locations across the U.S.) General Manager, Aurora, Colorado (2008-2009) a" Scope of duties consisted of ma naging and strategically planning a $32 million manufacturing facility to includ e the functional areas of operations, sales, finances and human resources. Recognized as the third HR professional in history of Milgard to be promoted to General Manager position. Additionally, reduced employee turnover rate 50% from 2008 to 2009. Attained profitability for region, 1st time since 2008 and achiev ed budgeted company sales for 1st time in 3 years.

Richard aRika McCoy

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Received aCircled of Excellencea award for increasing safety in Denver facility . Increased market share 2% in a down economy through ongoing interaction with de alers and establishing competitive prices. Vice President of HR, Tacoma, Washington (2006-2008, promoted to General Manager ) a" Scope of duties consist of full responsibility for the strategic planning, development, and leadership of all HR, employee relations, labor relations, and organizational development initiatives for 17 different sites across the United States, totaling 2,900 employees and annual revenues of $450 million. Progressed from HR Manager to VP of Human Resources based on overall success in policy dev elopment, recruitment and retention initiatives, and innovative solutions. Developed Employee Relations programs resulting in 20% reduction in turnover ea ch year since 2006 and educated executives, senior management, and mid-level man agement professionals on leadership development, performance management, problem resolution, and succession planning. Slashed headcount at 15 different manufacturing locations while not incurring a ny EEOC or DFEH complaints. Reduced in 18 months safety all incident rates from 12 to 5 and annual Workers Compensation costs by more than 17% and reconstructed all aspects of Employee Ha ndbook and Milgard Performance System. HR Manager, Hollister, California (2001-2006, promoted to VP) a" Responsibilitie s included serving as Human Resources Manager for manufacturing plant consisting of 420 employees with $80 million in annual gross revenue. Implemented panel an d targeted selection interviewing for all levels within organization. Recruited, developed, and promoted 5 senior staff members to other Milgard locations.

Maintained number 1 or 2 position for lowest turnover within the company struct ure, thereby enabling Hollister location to attain the number one position for l owest direct and indirect labor cost while simultaneously receiving highest safe ty excellence audit score out of all locations. Accomplished the following 3 items: 1) Achieved 100% employee participation in community outreach efforts, first location to do so; 2) Developed and implemente d college intern program; and 3) Created leadership development program for mana gers and department heads, facilitating cross-functional communication and decis ion making. Chosen to deliver leadership development curriculum to 360 managers at an annua l event lasting 2 weeks. E. & J. Gallo Winery, Central Valley, California, Tacoma, Washington (Reduction in force) 1992 to 2001 (Worlds largest family owned winery and the largest exporter of California wine) Human Resources Manager a" Charged with managing 8 Central Valley ranches across 4 counties with 400 fulltime employees and 650 seasonal employees. Responsible for handling employee negotiations, terminations, evaluations and assessments. Successfully recruited and trained employees while simultaneously managing all aspects of grievance resolution from receipt to arbitration if necessary. Managed 2 contract renegotiations during tenure with company and directed recru itment each year for seasonal hiring of 100-120 employees for a 6 to 8 week peri od.

Education/Certifications & Endorsements BS, Business Administration, California State University, Fresno, California Senior Professional in Human Resources (SPHR), Recertifying Spring 2011 I first met Rik as a colleague at Milgard, and later served him in my real estat e business. In both instances I observed Rik as one of the hardest working, most dedicated leaders I have had the pleasure of meeting. Not only did he dedicate the necessary time to get the job done, he also committed his heart and mind to all projects. It sounds a bit corny in todayas world, but Rik is one of those re ar individuals that is truly a company man. Milgard has been fortunate to have h im as such an important part of their team. Mary Gorman, previous HR Manager, Milgard Manufacturing I have never felt as close to an HR professional as I did with Rik. He truly was a business partner in every sense of the termaa Scott Morgan, VP Sales and Marketing