Accomplished Human Resources leader with a sound HR generalist foundation in talent acquisition, culture building, labor & employment practices, organizational development, strategic talent management & succession planning, executive coaching, training development & delivery, benefits design & administration, and compensation planning.

SVP of Talent @ Echo Global Logistics is a leading provider of technology-enabled transportation and supply chain management services, delivered on a proprietary technology platform, serving the transportation and logistics needs of its clients. With over 25 locations and 1700+ employees, Echo is a fast growing company! Serving Echo as the chief talent strategist on all people issues related to attracting, engaging, developing, and retaining talent while ensuring that the organizational/cultural fabric of the business evolves and scales in the most effective manner. From March 2014 to Present (1 year 10 months) Independent Talent Consultant @ Design and develop an integrated talent management strategy for a global consumer goods company experiencing significant growth. Development of a cultural road map that will enable the long term business strategy. From December 2013 to February 2014 (3 months) Greater Chicago AreaHead of Talent Management & HR Business Partners @ Ulta Beauty is the largest beauty retailer that provides one-stop shopping for prestige, mass and salon products and salon services with over 600+ retail stores across 44 states with over 18,000 associates. Provided leadership to a team of 6 direct reports and 10 indirect reports. Responsible for designing the enterprise wide cultural roadmap and integrated talent management strategy in a time of high growth. Served as the talent strategist on people issues related to engaging, developing, and retaining talent. Key responsibilities included: • Develop and implement the talent strategies and programs for the field and corporate while ensuring their alignment with the business and impact on driving significant contributions towards the overall success of the company. • Develop, communicate and administer programs in support of a comprehensive performance management system that promotes optimal development and support of employees towards achievement of operational and strategic business objectives and aspirations. • Drive efforts to build a strong and engaged culture while shaping, supporting, and scaling cultural values throughout the organization • Drive and maintain a deep awareness of the talent across the Organization to ensure strong talent development and succession planning exists in order to deepen Ulta’s talent bench. • Regularly assess the organization’s culture and climate, identifying areas where opportunities to improve exist and develop, implement, and measure improvement initiatives setting high standards for the handling of employee relations matters • Serve as a trusted advisor to the executive team members through coaching and balanced counsel • Foster systematization and process development to elevate efficiency and relevant compliance From May 2012 to December 2013 (1 year 8 months) Sr. Director Human Resources @ Was responsible for the development and implementation of Human Resources programs, policies, and procedures to align with the overall business strategy. Responsibilities included but were not limited to: • Designed and implemented career development programs and tools that enhanced employee readiness into key roles and reduced need for external talent at critical levels. • Created the strategic approach for the individual and leadership development framework including curriculum planning, resource allocation, external resource management, and overall design. • Designed the total company compensation framework to include development of job grading structure, position leveling, and market pricing of each position to ensure a fair and competitive alignment to the marketplace. • Redesigned benefit offerings resulting in cost savings to the organization, increased employee awareness and engagement in existing offerings, and increased benefit offerings with actual employee perceived value while eliminating offerings with minimal perceived value. From 2011 to 2012 (1 year) Divisional Vice President of Talent Management & HR @ Responsible for developing and driving the strategic human capital strategies for the Marketing Business Unit; Kenmore, Craftsman & Diehard Business Unit; Finance & Procurement Business Unit; and Financial Services Business Unit. Provide leadership for the Human Capital strategy for approximately 2000 employee population. Lead the strategic planning, development and management of the key talent programs across the enterprise From 2010 to 2011 (1 year) VP Human Resources North America @ Provided leadership for 5 direct reports and 25 indirect reports that supported the Global Corporate Headquarters, 200+ North American retail locations, 3 distribution centers, 5 sales offices, Canada, and Mexico Operations. Provided leadership for the Human Capital strategy during a period of high growth from $500 Million in sales and 2,000 employees in 2001 to more than $2 Billion in Sales and over 4,500 employees in North America in 2010. • Played the chief HR strategist role for an acquisition resulting in full business continuity and achievement of estimated ROI • Maintained a 45 day average time to fill for all corporate positions with an average of 500 professional level placements annually. • Organizational design work to maximize the effectiveness of the wholesale sales structure, brand acquisitions, joint ventures, and retail while leveraging industry best practices • Extensive work in driving employee engagement resulting in an increase in engagement scores for 5 consecutive years • Designed 2 day Selection and Interviewing training program that was facilitated to over 230 field managers prior to holiday staffing resulting in significant increase in Q4 retail sales. From 2001 to 2010 (9 years) HR Specialist @ Responsible for recruiting, training, employee relations, vendor management in a 500 employee Union environment. From 1999 to 2001 (2 years) Staffing Associate @ Responsible for managing client relationships with accounts such as: Conrail, American Express, Qwest Communications. Responsible for staffing and recruiting intiatives involving resume review, behavioral interviewing, testing, simulations. From 1998 to 1999 (1 year)

BA Psychology, Focus in Industrial and Organizational Psychology @ University of Toledo From 1994 to 1998 Cheryl Johnson is skilled in: Succession Planning, Talent Management, Human Resources, Employee Relations, Performance Management, Recruiting, Organizational Development, Executive Coaching, Onboarding, Workforce Planning, Talent Acquisition, Temporary Placement, Program Management, Coaching, Strategic Planning