Human Resources Sales

Gary C. McKinney

***** ******* ****** ****, ***** 77494

*********@*******.*** 713-***-****

Multifaceted Strategic Business Leader and Human Capital Expert with Global HR Responsibility and

demonstrated success driving all aspects of the Human Resources Value Chain, with outstanding skills in the fields of

International Human Resources Management, Strategic Planning, Change Management and Succession Planning

Strategies in complex business environments. Possesses the capacity to formulate unique business solutions for large

mission-critical initiatives and the tenacity to attract, recruit, manage, and retain the teams that execute them.

AREAS OF EXPERTISE

• • • •

Strategic Planning Worldwide HR Leadership Learning Management Succession

Systems Planning

• • • •

Talent Identification Training & Development Rapid Response Staffing Talent Retention

• • • •

Culture Compensation & Benefits Employee Engagement P&L Responsibility

Transformation

• • •

Global HRIS Strategic Growth Change

• Executive Management

• •

M&A Processes Systems Redesign

Compensation

• Six Sigma - Black

• Executive Search Belt

EXPERTISE DEMONSTRATED

VALERUS LP, HOUSTON, TX 2010 to Present

Valerus is a $1.2 billion mid-stream, gas handling and treatment services company. Reporting to the CEO, Mr. McKinney is responsible

for the global human resources strategy and operations. Valerus is located in 18 countries and has 1500 employees. The company is

majority owned by TPG Capital, and is in a period of rapid growth.

Chief Human Resources Officer, Senior Vice President (Officer of the Company)

The HR strategy is built to support the growth assumptions for the coloration. Accordingly, the major focus of the role

has been two-fold: to build a sustainable HR infrastructure to support growth and to build an integrated talent

identification and development model (right person, right place, and right time). The HR annual budget is $3.7 million

and there are 24 employees in the HR organization. The role has significant interface with the Board of Directors and

the Compensation Committee.

Sample Leadership Achievements and Impact:

• Building a sustainable HR transaction platform (from building initial job descriptions to installing a learning

management system) to support the growth of the organization.

• Developments of a rapid response staffing model to identify, recruits, assess, hire, and assimilate employees

into the organization.

• Building a cultural transformation model, this resulted in the integration of the CAPP (clarity, accountability,

professionalism, and pace) values into the fabric of the organization.

• Developing a compensation philosophy to drive performance behaviors consistent with sustaining a rapid

growth organization. This includes having all employees on an incentive based program that rewards meeting key

operational and strategic objectives.

• Developing a system to measure key HR performance metrics; currently developing applied analytics model

for data.

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• Instituting an employee engagement assessment process, with follow up activities to drive incremental profit

through engagement level increases.

AMEC AMERICAS NATURAL RESOURCES, HOUSTON, TX 2008 to 2010

AMEC is an EPCM company that sells engineering and project management services, with total revenues of $4.5 billion, and 22,000

WW employees. The Americas region includes the U.S, Canada, and Latin America; employing 6500 employees and generating $1.5

billion in annualized revenue. AMEC corporate is based in London.

Vice President, Human Resources

Mr. McKinney reported to the President of the Americas Natural Resources business.

Sample Leadership Achievements and Impact:

• Developed an HR strategy that is congruent with the 2015 Natural Resources strategic plan. Built yearly

operations plan that details specific deliverables to meet strategic goals and objectives.

• Conducted internal talent pool analysis that resulted in succession planning methodology being developed.

High potentials reviews are conducted 3 times per year, with development plans being updated accordingly.

• Developed resource forecasting model that balances work force requirements across the Company. The model

drives external recruiting as well as internal development training and activities.

• Developed executive pay philosophy, conducted survey, and implemented a redesigned compensation system

at the executive level.

• Project Manager to introduce a common platform, HRIS system across the entire global, AMEC businesses.

Project is ongoing and will require two years to complete.

DASSAULT SYSTEMS AMERICAS CORPORATION, CHARLOTTE, NC 2005 to 2008

$1.5 billion software and services company corporately based in Paris.

Vice President, Human Resources

Mr. McKinney reported to the DSAC President. In this role, he was accountable for the entire human resources function

for the Americas. The Geo included 2,000 employees in North America, and Latin America. A major focus of the role

was to provide leadership for a major sales transformation project, as the company transitions from an indirect, to a

direct sales organization.

Sample Leadership Achievements and Impact:

• Completed sales competency/skill analysis to determine common skill gaps, and built a strategic development

and staffing plan to ensure talent pool can support 20% annualized growth.

• With senior sales management, developed new sales process and account planning methodology. Built a

change management plan and deployed the new method in the Geo.

• Developed the sales compensation philosophy, and developed a new sales compensation plan. The plan has

reduced cost of sales per employee, and has resulted in the company meeting its annualized growth plans.

DHR INTERNATIONAL, AUSTIN, TX 2003 to 2005

DHR International is a leading, privately held provider of executive search solutions with more than 50 wholly owned offices spanning

the globe. DHR’s renowned consultants specialize in all industries and functions providing senior-level executive search, management

assessment and succession planning services.

Gary C. McKinney Page 3

Executive Vice President

In this role, Mr. McKinney was accountable for business development, and the execution of executive searches for this

Top 5 Executive Search firm.

LANDMARK GRAPHICS CORPORATION, HOUSTON, TX 1996 to 2003

$500 million software development and services company and a wholly-owned subsidiary of Halliburton.

Vice President, Human Resources

Mr. McKinney reported to the CEO, and was accountable for the entire global human resources function. He managed

42 employees with a $5.1 million annual operating budget, covering 4,000 employees operating in 83 countries.

Sample Leadership Achievements and Impact:

• Created a global talent pool to ensure that that the strategic plans of the business were met.

• The business grew from $60 million to over $500 million.

• Developed the People Development Process, and integrated talent management life cycle, to ensure talent

was available right place/ right time, to support rapid, worldwide growth.

• Outsourced the worldwide staffing function with a business partner, enabling $20 million incremental consulting

revenue due to cycle time reduction.

• Developed a culture analysis and assimilation model for the M&A process accelerating revenue growth for

acquired companies.

• Built a training organization that generated over $10M of annual revenue offering customized product training

for Landmark software products. Managed P&L for this business unit.

COMPAQ COMPUTER CORPORATION, HOUSTON, TX 1994 to 1996

Compaq Computer Corporation develops, sells and supports computers and related products and services and was the largest

supplier of PC systems during the 1990s. Compaq was acquired for $25 billion by HP in 2002.

Director, Human Resources

Mr. McKinney reported to the Vice President of Supply Chain and the Vice President of Manufacturing.

Sample Leadership Achievements and Impact:

• Provided HR and change management consulting to the Corporate Logistics and Manufacturing organizations.

• Member of the project team accountable for the redesign of the corporation's supply chain system and

methodology, and the evolution to a cell based manufacturing model.

• Working with McKinsey and Co., Mr. McKinney developed and implemented a change management

methodology for the implementation of a new supply chain and manufacturing model for the company.

MANUGISTICS GROUP, LTD., ROCKVILLE, MD 1990 to 1994

$150 million software development and services company.

Vice President, Human Resources

Mr. McKinney reported to the COO. He was accountable for the entire global human resources function for this early

stage,1,000-employee organization. He managed 10 employees with a $1.5 million annual operating budget.

Sample Leadership Achievements and Impact:

• Member of the senior management team that completed an LBO to establish the company.

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• Member of team that developed and executed the plan for the initial offering of the company's stock (IPO) to

the public.

• Developed integrated talent management system to support rapid growth business model. The company grew

from start up to over $150 million during his tenure.

• Member of team that completed four international acquisitions to support the company's growth model.

SCHLUMBERGER LTD 1977 TO 1990

Schlumberger Limited is the largest oilfield services company in the world today.

Multiple manufacturing/industrial positions of increasing accountability, Mr. McKinney's experience included union and

non-union work forces; with Chief-Spokesperson experience. Obtained Black Belt certification during this time.

Positions included:

• Director, Human Resources, Measurement & Systems Division (1200-person facility), Scranton, Pennsylvania

• Director, Human Resources - R&D, Wireline Division, Houston, Texas

• Director, Human Resources (1200 employees) - Dowell Schlumberger, Calgary, Alberta, Canada

• Director, Compensation & Benefits, North America (6,000 employees) - Dowell Schlumberger, Houston, Texas

• Human Resources Director, Measurement and Systems Division (900-person manufacturing plant), Georgia

• Employee Relations Manager - 2nd Level, Measurement & Systems Division (1100 employee manufacturing

plant), Clemson, South Carolina

EDUCATION

Bachelor of Science – Psychology and Business Administration

Presbyterian College (Clinton, SC)

PROFESSIONAL ORGANIZATIONS

• Board Member, Baylor Research Initiative and Collaborative (BRIC) – Baylor University

• Past Member, University of Michigan, Executive HR Education Curriculum Review Committee

• Past Co-Chair, Learning and Development Committee, Human Resource Planning Society (HRPS)

• Co-Chair, First Annual HRPS, Executive Learning Forum

• Past President, Information Services Human Resources Association

• Member of HRPS, 2005 Annual Conference Planning Committee (Generated record profit for HRPS)

PUBLICATIONS

• The Wall Street Journal, quoted twice

• HRPS Quarterly Journal, “This Isn’t Your Father’s HR Organization” co-written with Jeff Gill, presented at

the HRPS Annual Meeting.

Gary C. McKinney Page 5

• Currently co-authoring a paper with Dr. Nick Horney of Agility Consulting and Dr. Robert Prescott, of

Rollins University, regarding the importance of agility in executing the people strategy in organizations; to

be published in HRPS Quarterly Journal in Q1, 2014.

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