Human Resources Sales

JAMES P. SYKES

*** ********* ******

609-***-**** Oreland, PA 19075 **************@*****.***

SUMMARY

Senior strategic executive business partner focused on driving bottom line results in fast paced, growing companies. Known for the exceptional ability to assess and develop talent while fostering an effective culture focused on aligning human capital with the goals of the business. Strong senior level business coaching experience as well has exposure to working with and answering to the board of directors.

EXPERIENCE

KVK Tech Inc., Newtown, Pa 2016 to Present

Growing $400 million generics pharmaceutical company building off its position of being the highest quality developer, manufacturer and marketer of FDA approved pharmaceuticals.

Director Human Resources

CHRO member of the executive team reporting to the Chief Executive Officer with responsibilities for the human capital strategy of the expanding business; focused on the acquisition and development of key leaders, establishment of key human resources strategies, FDA and cGMP compliance, policies, procedures and programs to support growing $400 million business supported by over 275 associates.

Developed and currently executing the human resources strategy to support the immediate and long term growth of the expanding business. Direct management and development of four HR professionals.

Key strategic business partner with the critical focus on scalability of compliant cGMP manufacturing and all supporting functional areas of the organization; driving efficiencies and safety while controlling cost resulting in a 25% increase to manufacturing throughput and significant top and bottom-line growth. Hired 100 new associates in the first year.

Evaluate and recommend appropriate changes in the organizational structure to promote greater efficiencies and stronger leadership resulting in significant enhancements in communications, collaboration and accountability to meet the demands of company’s strategic goals while decreasing the business life cycle time from research and development to product commercialization.

Introduced talent review and succession planning concepts to identify future leaders and leadership gaps in the organization. Established individual development plans for all key employees and monitored progress driving productivity, producing bench strength for the organization and reducing recruiting and training costs.

Developing a culture focused on effective communications, goal / metrics orientation, accountability and pride resulting in improved cGMP results by decreasing errors, investigations and corrective actions helping to prevent quality issues that could result in production delays, customer complaints or recalls saving hundreds of man hours in the operations, quality control and packaging.

Introduced a series of Leadership Development programs to prepare future leaders and strengthen the core of the organization. Provide talent gap analysis, talent review and developed an internal succession planning reducing the training recruiting, onboarding and recruiting costs; creating career paths to improve employee morale and reduce turnover.

Conducted full audits on all human resource procedures and programs; established standard operating procedures to ensure full compliance with all federal, state and local regulations resulting in streamlined operations with both immediate and long term cost savings as well as minimized compliance and financial exposure.

Established and executed a strategic staffing plan to support the growth in R&D, Quality Assurance, Quality Control, Regulatory and all of manufacturing reducing recruiting fees by over $100,000 in the first year.

CANNAPHARMARX INC., Carneys Point, NJ 2014 to 2015

Early-stage pharmaceutical company whose purpose is to advance cannabinoid research and discovery using proprietary formulation and drug delivery technology currently in development. Company was not able to raise the necessary capital to move to phase one trials.

Vice President Human Resources

CHRO member of the executive team, reporting into the CEO, with full responsibility of the Human Resource function. As a startup company, my role has been focused on the establishment of a strategic human resources business plan, strategy and operating model for this publicly traded organization. Additionally, I was responsible for the establishment and ongoing involvement with the Board of Directors at CannaPharmaRx .

Lead the identification of a well-rounded Board of Directors and selected the chair of the finance, compliance, compensation and corporate governance committees.

HR operating model design and implementation with a specific focus on talent acquisition, total rewards & recognition, talent development and compliance.

Identification and selection of third party relationships to facilitate and administer payroll, health and welfare benefits, 401(k) and company time off programs.

Provided support in relation to SEC filings, acquisition due diligence review/audit and other related human capital matters

Board of Directors/Investor related presentations and reporting.

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CARDINAL HEALTH, INC., Dublin, OH 2002 to 2014

Leading provider of innovative products and services to the healthcare industry.

Cardinal Health is a Fortune 19 company, with annual revenues in excess of $110 billion.

Group Director / Business Partner Human Resources – Medical Segment 2011 to 2014

Human Resources Business Partner with the responsibility of supporting our $1.1 billion Laboratory Products business, $1.2 billion Presource business, $700 million Distributor Management business as well as our entire Medical Products and Services national selling organizations. Direct business partner responsibilities for three SVP / GMs and all of their direct reports.

Successfully restructured Laboratory Product and Presource organizations including overhauling sales, marketing, sales operations, pricing and operations as well as the Medical Products and Services national selling organization based on the change in go to market strategy and cost to serve model resulting in the increasing sales by 12% and improving margins by 9%

Successfully restructured the Presource manufacturing operation by closing more costly plants and moving the operations to El Paso and Mexico saving $15 million per year in operating costs.

Successfully started up Nursing Products and Orthopedics selling organizations improving medical segment sales by 8%

Selected to participate on the CEO Advisory Council; challenged to use managerial courage and my overall Cardinal Health business knowledge to help drive cultural changes in the medical segment.

Recognized as a strategic thought leader in the organizations and subsequently selected to participate in HR Leadership Impact pilot program focused on driving human resources as strategic business leaders.

Group Director / Business Partner Human Resources - Integrated Provider Solutions 2006 to 2011

Human Resources Business Partner supporting two Executive Sales Management Teams including 17 Cardinal Health businesses and 850 professional selling resources representing half the United States. Increased sales, sales margins and customer retention through the introduction of collaborative integrated selling resulting in a 10% overall company sales growth, stabilization of margin erosion and significant improvement to profitable customer retention.

Successfully integrated 17 different selling organizations and go to market strategies into one integrated team focused on collaborative solution selling resulting in a major organization restructure, the reduction of duplicate responsibilities and realignment of senior management with a savings in excess of $5 million per year.

Conducted the first multiple business unit Talent Review promoting cross segment opportunities for development, coaching and promotions increasing internal promotions by 20% while simultaneously working with the staffing shared services department to eliminate recruiter fees resulting in a $500,000 per year savings.

Established consistent performance improvement plan standards across all business unit driving sales quota an average of 10% and improving margins in both the medical and pharmaceutical segments year over year through the integration of products and services, organic and new sales growth.

Lead executive level interview teams to fill key vice president level positions in the Midwest and Northeast for our capital equipment, manufacturing, specialty products and services, integrated solutions and distribution businesses.

Executive coaching of all senior managers elevating overall performance within the Midwest and Northeast.

Regional Director Human Resources, Pharma Distribution, Atlantic and Ohio Valley Regions 2005 to 2006

Responsibilities increased to support two senior regional management teams with annual sales in excess of $13 billion dollars. Directed three human resource managers and their teams supporting multiple sites in two regions.

Regional Director Human Resources, Pharmaceutical Distribution, Atlantic Division 2002 to 2005

Integral part of the senior management team responsible for the distribution of pharmaceutical and over- the- counter products to hospitals, pharmacies, Department of Defense and mail order customers with annual sales in excess of $7.5 billion representing over 12% of Cardinal Health, Inc. revenue.

Instrumental in developing recruiting, retention and performance management programs to support the growth of the Atlantic Region going from $2 billion in revenue to $7.5 billion in just over two years.

Evaluate and recommend appropriate changes in the organizational structure of the operation to promote greater efficiencies and stronger leaders resulting in significant enhancements to the region.

Evaluated work flows and developed operational standards and measurement procedures in the warehouse driving productivity and reducing payroll cost by $1 million per year. Representing a 33% reduction as a percentage of sales.

*Established and maintain a culture of positive employee relations remaining free of Union representation by establishing a Community Relations and Employee Activities Committees.

BISYS PLAN SERVICES, Ambler, PA 1999 to 2002

Director Human Resources / Business Partner

Full responsibility for Human Resources management supporting a 650 associate 401(k) record keeping division of BISYS Group, Inc. Worked directly with senior managers in a fast paced growing organization to establish several best practice human resource initiatives. Managed a budget of $1 million.

Introduced and led efforts to build extraordinary succession planning and performance management programs that achieved substantial success in fast growth companies’ retention efforts.

Worked directly with department managers to establish staffing models based on workflow, reducing headcount by 15% in six months while increasing efficiency.

Reduced turnover from 34% to 9% in two years, significantly reducing costs and improving customer satisfaction.

Selected as the primary human resources lead for the acquisition of a large block of business from Merrill Lynch, including performing due diligence and the successful assimilation of 250 associates to BISYS, helping to solidify largest partner relationship.

Grew division from 300 associates to 650 associates in two years to support both incremental sales growth and acquisition.

QVC, INC. West Chester, PA 1993 to 1999

Corporate Human Resources Manager/ Business Partner

Responsible for all human resources functions including recruitment, performance management, strategic business planning, employee relations and organizational development for Information Systems & Technology, Merchandising, Sales & Product Planning, Marketing, Affiliate Relations, Finance, Broadcast Engineering organizations.

Designed and implemented corporate-wide bench strength program including the creation of a mentor program, career analysis, leadership development and succession planning.

Created and maintained QVC University Relations program called “Catch a Rising Star.”

Grew information systems and technology group from 125 associates to 300 associates in three years, recruiting for up to 50 positions at one time.

Human resources responsibility for the start-up of i-QVC, On-Q records, QVC Local and Q Direct, all divisions of QVC, Inc.

Reduced turnover from 27% to 14% in three years.

EDUCATION

BS, Business Administration, La Salle University, Philadelphia, PA

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