Human Resources Management

Apex, NC ***** 919-***-**** **********@*****.***

Kristopher Weidling, MBA

STRATEGIC GLOBAL HR BUSINESS PARTNER

Leading change for Growth-Oriented, Billion-Dollar Life Science Leaders Bayer HealthCare 2006

“Premier Circle” Award

Winner

University of San

Francisco Organizational

Development Guest

Lecturer (2008 – 2011)

● Change Management

●Talent Management

● Executive Coaching

● Employee Engagement

● Performance Management

● Organizational Redesign

● Strategic Planning

● Employee Development

Maximizing the potential of employees to drive growth; a highly ethical, value-driven leader who improves business returns by innovating human capital with the intellectual horsepower needed to negotiate ambiguity and paradox. Develop and attract, enrich, and retain the best talent needed to capacitate businesses for sustainable growth and profitability. Build & Retain High-Performance Talent and Cross-Functional Teams Slashed Novartis turnover rates by 7%+ and retained nearly 100% of Novartis’ top- performers through the transition to CSL-Behring. Created Novartis’ Global Technical Development Career Framework.

Groomed 2 direct reports to assume Director positions with CSL-Behring following acquisition of Novartis Vaccines.

Increase Business Agility

Develop Bayer HealthCare’s Best Practice Tools for Sustainable Change, eliciting invitations to the 2010 International HR Meeting in Berlin.

Reclaimed 70% of legal costs. Captured $250K in training costs by effectively managing employee relations and engaging top performers for training development. Overview of 18 Years’ Organizational & People Management Expertise CSL-Behring

2016 to Present

CSL-Behring, a bio-

pharmaceutical company with

18K employees, $6.5B annual

revenue, and $45B market

capitalization, researches,

develops, manufactures, and

markets vaccines and plasma

protein biotherapies to treat

and prevent human medical

conditions.

Sr. Director, Global Change Management

Promoted after leading Novartis Influenza Vaccines transformation to CSL-Behring, created and built the global change management organization, capability, and talent.

Aligned the organization for growth to $10B annually by 2020, by securing executive buy-in to a common Change Management methodology to drive increased organizational agility.

Captured $300K in consulting expenditures with projected year-on-year savings growth as practitioner numbers grow by creating Change Management certification course for global employees in Australia, Germany, Switzerland, and the United States.

Transformed a $160M Change Project–the biggest in CSL-Behring history–implementing new Change Management methodology at the initial stages of the 3-year project.

Accelerate CM capability and attracted executives to purchase a $250K PROSCI Organizational License in 2017 through success with phase one use of a 3-phase Enterprise Change Management maturity model.

Led the strategic design and execution of the first IBM-Kenexa culture/engagement survey in 4 years, attracting executive buy-in for bi-annual short surveys, aligned with year-end objective setting and mid-year reviews.

Novartis Influenza

Vaccines

2015 – 2016

Head of Human Resources, U.S.

Global Head of Talent Management and Organizational Development Led the Novartis Vaccines Executive Team through the Organizational Talent Review process and implemented actions to retain and engage our top talent through the 15-month transition to CSL.

Retained 90% of the top 130 talents in Novartis Vaccines throughout 2015-2016. Developed the Risk Retention strategy that evaluated bench strength and created plans to address succession plan gaps.

Identified and retained 20 high potential associates through the “BRIDGE” program that provided structured development on critical transition projects for Day 1 readiness.

Served as an executive business partner, trusted advisor, and people/organizational SME for integration strategy. Assessed the U.S. market position for all roles.

Seamlessly migrated the HRIS to an interim benefits system during secondment. Kristopher Weidling Apex, NC 27539 919-***-**** **********@*****.*** Novartis Vaccines &

Diagnostics

2011 – 2015

Holly Springs, NC

Siena, Italy

Marburg, Germany

Director of Human Resources (2011 – 2015)

Global H.R. Business Partner Technical Development (2013 – 2015) As a member of the Senior Management Team, provided strategic and operational HR guidance for the billion-dollar greenfield vaccines production site in Holly Springs, North Carolina.

Fostered a unified culture and increased employee engagement by 20% in 3 years. Provided key engagement metrics to drive HR strategies by creating the bi-annual “Pulse Check” Engagement Survey.

Decreased turnover from 15.8% to 8.6% and increased development plans use by 40% to 91%. Implemented US and Global Novartis Vaccines and Diagnostics Staffing Model and employee benefits programs.

Reduced legal costs by 70% in 3 years. Improved employee relations management for conflict resolution, problem solving, advocacy, and policy development by using alternate HR, legal, and senior line management resources.

Cut $250K in training costs by leveraging high potential internal employees to deepen the business understanding of people leaders and provided a framework for success.

Created and implemented New Leader On-Boarding Program to accelerate the time taken for new leader to align team on objectives and reach peak effectiveness.

Increased HR’s voice in the overall business decision-making process. Facilitated HR policy alignment with corporate growth and values. Strategically advised Global HR on the business unit needs and priorities.

Bayer HealthCare

Berkeley, CA

2004 – 2011

The center of Bayer

Pharmaceuticals’ €1B

biotechnology operations,

supports a diverse community of

1K+ employees, creating

biotherapeutic patient

treatments.

Sr. Human Resources Business Partner

“Premier Circle” Award in 2006 – recognizing the top 5% of Bayer Berkeley performers.

Improved the time-to-fill cycle for job posts from 131 days to 45 days; hired 500 external employees over 2 years. Hired, trained, and developed 6 biotech recruiters.

Generated a sustainable talent pool using the Lominger Competency Modeling. Identified effective training solutions to improve front-line managers and support succession planning, talent pool management, key employee lists, and key positions.

Achieved synergy targets through the “blending of the best” post-acquisition process designed to seamlessly integrate Schering Pharmaceuticals.

Negotiated the I.L.W.U. Contract for 550 bargaining unit employees in partnership with the Labor Negotiations Team.

Previous Experience

Regional Human Resource Manager Givaudan Flavors & Fragrances 2002 – 2004 Led all aspects of human resources for 1000 employees at 3 manufacturing facilities for this $2B global fragrance and flavor industry leader. Delivered union-free workplace while achieving 5% staffing reductions, a $400K compensation and benefits savings. Motivated and supported a cross-functional team in successfully championing merit-based compensation. Led de-certification of union in St. Louis facility by motivating workforce to successfully champion merit-based compensation. Sr. Human Resources Specialist > Regional Human Resources Manager US Filter Corporation 1998 – 2002 At one of the 100 fastest growing companies in the US at the time, led the full HR function for 16 branches West Coast branches of Culligan Water, a $70M division. Supported corporate acquisitions by retaining and growing talent pools for $5B leading global provider of water and wastewater treatment systems, products, and services. Qualifications & Certification Courses

University of San Francisco, Master in Business Administration

* Awarded full Bayer Scholarship

University of Kansas, B.S. in Psychology, Journalism Minor PROSCI:

Train the Trainer Program (2017),

Enterprise Change Management (2016),

Change Management Practitioner Program (2016)

USC Marshall School of Business:

Beyond Change Management (2009)

Harvard University:

Negotiating Labor Agreements (2003)

Ideo Design Thinking Program (2014)

Root Training M-Compass Managerial Training (2013) Experience point Change Management Simulation (2009) Corporate Coach U Licensing Program (2005)

CCL 360 Feedback Facilitator Course (2004)

Senior Professional Human Resources Certification (2003) Fast Interviewer Training (DDI Certified Trainer)

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