BRADLEY K. LONGENECKER 105 DUANE STREET - APT. 8K NEW YORK, NY 10007 HOME: 646-386-7526 MOBILE: 917-658-7368 E-MAIL: bl1ae974c@westpost.

net HIGHLIGHTS Successfully negotiated better quality health and welfare benefits for all org anizations - resulting in reduction of overall costs to the Company (8%-12% over 3 years) while increasing overall offerings to employees without any additional financial impact to all employees. Restructured Operations, Traffic, IT and Business Development departments leadi ng to improved efficiencies, reduction in employment costs/turnover and provided the opportunity for internal promotions to several key employees of EYE. Reduced Training and Development budget 20% by obtaining certification in OD to ols, thus reducing the need to hire outside trainers, etc. This also improved r etention and overall employee morale. Completely revised antiquated and unused performance management system with a user friendly- system that was very successfully embraced by all staff following training. Leveraging legal background and training was able to mitigate and reduce costs for the company associated with employee relations matters which resulted in any engagement of outside legal counsel. PROFESSIONAL EXPERIENCE HR CONSULTANT JANUARY 2011 - PRESENT

PROVIDING FULL RANGE HR SERVICES TO THE FOLLOWING COMPANIES: LAZARO SOHO - Luxury jewelry and apparel company. FIVE RINGS CAPITAL, LLC - Hedge Fund. PROMETHEUS SPRINGS - Boutique beverage company. EYE CORP. BER 2010 VP HUMAN RESOURCES, USA AND UK RK, NY JANUARY 2007 - DECEM NEW YO

RESPONSIBILITIES: Developed and implemented the global HR strategy across Eye USA and Eye UK. Ey e Corp is an international operator in the Out of Home advertising and media sec tor. Strategic leader of all organizational development, employee relations, compens ation and benefits and compliance/risk management issues and initiatives. Responsible for handling all employee Visa and related work permits for ex-pats in USA and UK Managed legal compliance and consistency of Eye HR practices and policies, cons idering country culture and employment laws to ensure a constructive and sustain able culture, while minimizing risk. Accountable for driving an achievement focused and consistent culture across th e business units. Impacted positively profitability and reductions in employment cost budget. Develop, implement and monitor a HR Business Plan/Budget to successfully ach ieve financial and strategic business plans. Plan Administrator for all health a nd welfare benefits programs Delivered organizational development programs: HBDI, OCI, LSI 1 and LSI 2 to develop all employees, measure and drive culture and impact leadership developm ent and training activities. Review, recommend and execute organizational change as necessary to create t he optimal workforce structure in line with business and financial performance.

Provide training and tools to support management in the attraction, recruitm ent, motivation, retention and performance management of staff. Developed and reviewed compensation and benefits strategies as Plan Administ rator. Advise management on competitive conditions and internal compensation an omalies. Coaching and counselling all staff with employee relations, grievances and i nternal investigations. STRATEGIC WORKFORCE SOLUTIONS VP OF HUMAN RESOURCES AND CAO Y OCTOBER 2004 - JANUARY 2007 NEW YORK, N

RESPONSIBILITIES: Lead all human resources administrative functions and managing employee relati ons for a temp/perm personnel placement company based in the US and UK. Provided HR strategy for the entire business - administrative support, payroll, recruitment, training and development, performance management, policy developme nt and compensation review. Assessed and advised organizational structural changes in the US and UK. Prepared all offer letters, non-compete agreements, commission plans, and termi nation papers. Plan Administrator for all health and welfare benefit offerings and 401K plan. Partnered with outside legal counsel on employee issues, workforce reductions. Implementation of new hire process and performance management system. LAZARO SOHO HR CONSULTANT FEBRUARY 2003 - OCTOBER 2004 NEW YORK, NY

RESPONSIBILITIES: Developed and implemented all HR requirements for a new luxury retail store in Soho, NY. Recruit all staff across all functional areas, including, policy and training d evelopment. Executed administrative and payroll functions/systems; trained and implemented performance management system and compensation guidelines. Advised President on organizational development initiatives and budget developm ent. Responsible for business/legal issues relating to employee relations. LIZ CLAIBORNE, INC. MAY 2000 - FEBRUARY 2003 DIRECTOR OF HUMAN RESOURCES NEW YORK, NY

RESPONSIBILITIES: Managed, advised and provided strategic HR guidance for the Modern Brands of Li z Claiborne. HR advisor to senior executives and all employees in sales, design, finance, me rchandising/business planning and production. Business partner to Group President and 11 Divisional Presidents on matters of recruitment, performance management, cross training and succession planning, com pensation, training and development, terminations and organizational structure. Execution and monitoring of all divisional HR strategic plans to achieve corpor ate goals. Contributor to Legal Department regarding training needs/policy development. I nstrumental member of task force to re-write employee handbook and new-hire mate rials. Facilitator of process-breakthroughs and off-sites for all divisions and relati ng to Myers-Briggs, Civil Treatment, Team Building and Emotional Intelligence. Certified Trainer for management and associate versions: The Legal Record, Civi l Treatment on the Job and Building Emotional Intelligence for Individuals and O rganizations.

SALANT CORPORATION - PERRY ELLIS MENSWEAR MAY 1996 - MAY 2000 DIRECTOR OF HUMAN RESOURCES AND CORPORATE AFFAIRS NEW YORK, NY RESPONSIBILITIES: HR Generalist with a legal background for designer apparel company with union a nd non-union associates. Partnered with management creating policies re: employee relations, internal in vestigations, organizational development and restructuring, budgets and communic ation strategies. Developed and implemented performance management system, cross training and suc cession planning needs. Recruited all open positions and instrumental in making compensation recommen dations. Developed Employee Handbook and Affirmative Action Program. Conducted manageme nt and employee seminars to educate on matters relating to Sexual Harassment, AD A and EEOC. Reviewed annually and made all recommendations on compensation and benefits pro grams. Drafted employment agreements, consulting agreements, separation and severanc e documents. SKADDEN, ARPS, SLATE, MEAGHER & FLOM, LLP AUGUST 1988 - MAY 1996 NEW YORK, NY Supervision of large M&A transactional work, anti-trust document productions . Conducted research, as well as, drafting guidelines for employment discrimina tion and legal malpractice cases. Development and execution of training materials and programs for new legal as sistants. Conducted research and analysis for various departments and assisted in SEC a nd court filings. Coordination and training of staff members in preparation of various legal do cuments (i.e. SEC Edgar filings). EDUCATION NEW ENGLAND SCHOOL OF LAW, BOSTON, MA J.D., DEAN`S LIST THE UNIVERSITY OF RICHMOND, RICHMOND, VA B.A., CUM LAUDE - MAJOR: ECONOMICS/POLITICAL SCIENCE; MINOR: GERMAN LANGUAGE STU DIES