Adam T. Craddock

***** ********* ***** 314-***-**** (c) 314-***-**** (h)

St. Louis, MO 63131 abl76g@r.postjobfree.com

Career Summary

Seasoned 15-year HR Business Leader with extensive C-Suite and Board of

Directors relationships and interactions. Experience in strategic and

tactical Human Capital Management to attract, retain, motivate and support

Talent including Acquisition/Recruitment, Performance Management,

Development/Training, Succession Planning,, Labor Relations, Compensation,

Benefits, HR Technology, Payroll, and Compliance. Experience in leadership

positions and management consulting in various industries including

telecommunications, call centers, pharmaceutical/manufacturing, diversified

financial services, and client professional services.

. Board of Directors Compensation Committee preparation and facilitation

for senior executive, board-level and broad-based compensation, benefits,

governance and compliance

. HR program design, communication, administration and vendor management

. Chapter 11/restructuring preparation and emergence regarding compensation

and benefits

. Global program design in United States, Puerto Rico, Canada, United

Kingdom, France, Spain, Italy, India, China and South Africa

. Merger & Acquisition due diligence and integration for compensation and

benefits programs

. Vendor assessment, selection, negotiation and relationship/performance

management

. Balancing business partnership, collaboration and client service with

business strategy/objectives, financial constraints, best

practices/market trends, employee impact, and regulatory

compliance/governance

Work Experience

Charter Communications, Inc. - St. Louis, MO 2007 - 2009

Vice President - Compensation, Benefits, HR Information Systems and Payroll

Responsible for the design, delivery communication and administration of

executive and broad-based compensation, benefits, HRIS and payroll

functions (16,500 employees/100 union, 36,000 covered lives, $1 billion

payroll and benefits spend).

. Senior Relationships: Routine collaboration with C-Suite, Board

Compensation Committee, and Senior Business Leaders. Responsible for

agenda/materials/logistics of Compensation Committee.

. Chapter 11/Restructuring: Facilitated bondholder HR due diligence

research and responses. Designed and implemented executive retention

program. Implemented voluntary equity forfeiture program. Designed

emergence equity retention grant and future annual equity grant

proposals.

. Cost Savings/Efficiency: Achieved -5% cost trend 2006-2009 ($60 million

cost avoidance) through eligibility management, vendor efficiency,

population management, and plan design. Concentration on consumer plan

designs while broadening program offering. Ongoing focus to drive

engagement and behavior change via incentive/surcharge programs and

educational resources, decision support tools and communications. Vendor

migration to Merrill Lynch for equity administration for $50,000 savings

plus enhanced services and technology/decision support tools.

. Attraction, Retention, Succession: Redesigned long-term incentive program

to evolve over 4 years from equity to cash. Drove key talent Retention

Program annual design, process, and facilitation. Designed tax deferred

savings via group variable universal life insurance. Implemented

formalized educational materials and outreach. Annually reviewed program

structure and executive impact with Compensation Committee.

. Performance Management/Development: Responsible for the design,

facilitation, training, and administration of annual Performance

Management/Salary Adjustment Cycle. Provided training, oversight and

consulting to business leaders. Initiated continuous review/creation of

career paths/job families through business prioritization and

collaboration. Implemented all-employee Total Compensation Statements.

. Productivity/Simplification: Reviewed enterprise variable pay system with

$1 million savings. Consolidated $100 million/80 commission plans into

10 enterprise plans. Drove enterprise Career Path and benchmarking

initiatives. Redesigned and consolidated recognition/service programs

and vendors.

. Technology: Vendor search and implementation of automated Time &

Attendance System for $2- $3 million annual savings. Implemented

electronic and paperless pay protocols for $200,000 annual savings.

. Education/Communications: Holistic review and redesign of compensation

and benefits communications: new employee orientation, intranet

communication sites, manager and HR toolkits, print materials (e.g.,

annual benefits enrollment, benefits program z-card/wallet care, annual

bonus and LTIP awards and plan changes, 401(k) communications).

Adam T. Craddock Page Two

Mylan Laboratories, Inc. - Morgantown, WV 2005 - 2007

Director - Compensation, Benefits and HRIS

Responsible for the design, delivery communication and administration of

executive compensation, compensation, benefits, HRIS functions and on-site

pharmacy staff and facilities (3,000 employees/800 union, 6,000 covered

lives, $125+ million payroll and benefits spend).

. Senior Relationships: Routine collaboration with C-Suite, Board

Compensation Committee, and Senior Business Leaders. Responsible for

agenda/materials/logistics of Compensation Committee.

. Global Acquisition/Integration: Served on HR integration team for

acquisition of Matrix Laboratories (India headquarters, 10 European

operations). Established compensation and benefits plans for former

Executive Chairman. Created and administered new expatriate benefits

program.

. Performance Management/Development: Redesigned system to evolve from 4 to

5 rating categories, shortened process timeline, implemented on-line

tools/system, created and delivered manager training and reference

materials, aligned process with the annual salary adjustment and bonus

process. Created enterprise job family career paths including

competitive benchmarking slotting.

. Infrastructure/Process: Instituted annual market benchmarking review for

executive and broad-based compensation and benefits programs. Revised

and streamlined executive and employee compensation structures (salary

ranges, bonus targets, geographic differentials). Enhanced and aligned

annual bonus program to best practices to incorporate company and

individual performance measurement. Instituted, communicated and

administered biennial all-employee stock option program. Instituted

annual salary and bonus budget planning processes. Formalized and

enhanced annual salary adjustment and bonus allocation processes.

. Cost Savings/Efficiency: Led consolidation of benefits vendors (U.S.,

Puerto Rico) for $500,000 annual savings. Outsourced leave of absence

administration for $100,000 annual savings. Initiated benefits

compliance and governance audit to assess and mitigate possible risk

areas. Revised vacation policy to align and eliminate excess $500,000

liability.

. Labor Relations: Led mid-contract negotiation analysis for financial and

market competitive perspectives supporting head of Labor Relations.

Directed union wage and benefits benchmarking and assessment.

. Technology: Served as HR Executive Sponsor for SAP Human Capital

Management HRIS implementation. Initiated HRIS function and staffing.

Capital One Financial Corporation - McLean, VA 1999 - 2005

Director - Benefits (2003-2005)

Responsible for the design, delivery, communication and administration of

benefits program (15,000 employees, 32,000 covered lives, $1.5 billion

payroll and benefits spend).

. Healthcare: Executed Phase 2-of-2 of healthcare strategy redesign to

manage costs and augment employee choice and accountability: implemented

on-site medical clinic Q1 2005; designed and implemented Consumer

Directed Health Plan with HRA feature, implementation of condition

management programs, researching broad-based voluntary benefits

implementation. Responsible for on-site health clinic and pharmacy

implementation, management, and ongoing operations.

. Retirement/Savings: Implemented design to qualify under Safe Harbor,

broadened investment fund portfolio across the risk/return spectrum,

formalized and improved governance protocols with Investment Committee

and Investment Policy, conducted initial vendor audit to assess need for

new vendor RFI/RFP; Designed and implemented new executive deferred

compensation plan.

. Re-Engineering: Led HR re-engineering initiative for Compensation and

Benefits Team to streamline key processes and right-size staffing levels;

reduced Benefits staff from 22 to 12 over 18 months.

Interim Director - Compensation and Benefits (2003)

Responsible for the design, delivery, communication and administration of

compensation and benefits programs.

. Compensation: Initiated realignment of compensation program in

conjunction with redesign of performance management system.

. Benefits: Executed Phase 1-of-2 of healthcare strategy redesign to manage

costs and augment employee choice and accountability: increased co-pays,

added annual deductible, moved RX from 2-tier co-pays to 3-tier co-

insurance, reduced infertility benefits and added adoption assistance,

increased health FSA maximum and added OTC eligibility.

. Governance: Enhanced the compensation and benefits governance process

including formalizing the Benefits Committee charter, refining the

Benefits Committee meeting processes and protocols.

. Organizational Design: Realigned Compensation and Benefits Team structure

along functional expertise.

Adam T. Craddock Page Three

Group Manager, Compensation and Benefits Analysis (2002)

Responsible for the analysis, assessment, design and communication of

compensation and benefits programs.

. Compensation: Led global integration of compensation analysis and design;

enhanced non-U.S. analytics; aligned final global recommendations for

compensation structures. Participated in executive exchange program in

South Africa Joint Venture to share HR best practices.

. Benefits: Led improvement in benefits analysis and design to expand

assessment beyond individual plan and plan features to broader benefits

program; introduced Total Rewards concept.

. Staffing: Adjusted departmental recruiting strategy to hire seasoned

professionals.

Manager, U.S. Compensation Analysis (2000-2001)

Responsible for the analysis, assessment, design and communication of U.S.

compensation programs.

. Analytics: Upgraded analytical techniques for compensation analysis and

design; augmented annual study by increasing benchmark positions form 50%

to 70% of population and augmenting survey sources.

. Design: Redesigned compensation structures based on compa-ratio

positioning.

Compensation Manager, U.S. Operations (1999-2000)

Supported 3 business units with 5,000 exempt employees (Product

Development, Information Technology, Corporate Staff Groups) to assess

business objectives, diagnose issues, generate and implement solutions.

Developed education program. Created career paths for key job families.

Revitalized non-cash program. Served as individual contributor and

directed activities, training and development of junior staff.

Towers Watson (formerly Towers Perrin) - New York, NY 1993 - 1999

Executive Compensation Consultant (1997-1999), Executive Compensation

Associate (1993-1995)

Aligned clients' executive and Board of Directors compensation strategy and

design with business strategy. Managed client engagement processes.

Industries: high-tech, entertainment, media, manufacturing.

Leadership Roles

Adjunct Lecturer, MBA Course "Employee Health, Wellness and Safety" (2009)

Lindenwood University, St. Louis, MO

Member of the Board of Directors (2008-2009)

St. Louis Business Health Coalition

Member of the Client Advisory Group National Committee (2008-2009)

Anthem Blue Cross Blue Shield

Education

Colgate Darden Graduate School of Business Administration, University of

Virginia - Charlottesville, VA

Master of Business Administration, General Management (1997)

Washington and Lee University - Lexington, VA

Bachelor of Arts, Economics (1993)

Magna Cum Laude, Phi Beta Kappa, University Scholar, Honor Scholar;

President

Student Board of Advisors (1991-1993), Executive Officer, Sigma Nu

Fraternity (1989-1993)

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