Human Resources Management

Kenneth P. Pennington, MSILR, SPHR

Raleigh/Durham, NC 732-***-**** **************@*****.***

www.linkedin.com/in/kennethppennington/

HUMAN RESOURCES LEADERSHIP

Proven Leadership in Driving Talent Competency, Capabilities, and Cultures

of Excellence

Forward-thinking leadership with a solid 15+-year track record of success

in leading human resources strategy and the execution of critical

initiatives for Fortune 500 and top-tier consulting firms; consistently

exceeds goals and expectations. Diverse industry and human resources

experience across manufacturing, R&D, and site and corporate functions,

combined with a professional and creative approach to achieve a proven

record of success and delivery. Driven high-impact leader in cultural

change, executive mentoring, employee/labor relations, and innovative

facilitation.

SIGNATURE STRENGTHS:

. Excels in leading client organizations and regional markets through

complex change and transformation.

. Known for impeccable record of execution and delivery, and for

providing progressive, strategic vision that has repeatedly

prepared organizations for change in today's highly competitive

global market.

CORE COMPETENCIES / AREAS OF FOCUS:

Cultures of Accountability & Ownership HR

Performance Metrics, Analytics & KPIs

HR / Business Operations Transformation Progressive

HR Business Models

Change Management Strategy / Execution Ability to

'See Around the Corner'

Effective Leadership in High Matrix Environments Talent

Management, Development & Retention

Human Capital and Workforce Planning Leadership

Development / Executive Coaching

PROFESSIONAL EXPERIENCE

COMCAST / NBC UNIVERSAL Livermore, CA / Oakland, CA

2012 - 2014

The largest mass media and communications company with $65.4B in revenues

comprised of 136,000 employees worldwide

Director, Human Resources Operations and Strategy, 2013 - 2014 / Livermore,

CA

Market Director, Human Resources, 2012 - 2013 / Oakland, CA

Promoted within 7 months to lead a $3.97B business segment comprised of

3,800 employees, 750 front-line leaders, and 3 executive-level leaders

within Technical Operations, Engineering, and Finance, overseeing a team of

12 Human Resources Directors and Managers. Provided HR solutions in the

areas of workforce planning, pay-for-performance, talent management, talent

acquisition, and succession planning in order to achieve overarching

objectives and goals.

Achievement Highlights:

. Hired to lead a 1,100-employee regional market (the largest within CA)

through critical technology and personnel transition

- Transformed the market from a transaction-based HR business model to a

highly consultative, strategic model.

- Provided the leadership and execution needed to achieve this level of

change, introducing and establishing a Center of Excellence (COE) and

Human Resources Business Partner (HRBP) model within 10 months.

- Structured and executed successfully, and promoted to within 2 months

of implementation based on level of success with improved LOA and

return to work, increased internal promotions, and an integrated and

cross-functional TMP

- Designed and implemented an HR delivery model to support this

transition. Replaced an HR business model comprised of 65 HR

Generalists to a model of 3 HR Managers and 12 Directors in the field

to achieve new, strategic-level goals.

- Provided ongoing executive coaching and counsel to HR Directors and

client group leaders to improve leadership effectiveness,

communication strategy, and employee engagement impact.

. Promoted within 7 months to Operations and Strategy Director to

additionally lead a $3.97B business segment with 3,800-employees based on

success of the new HRBP/COE business model's ability execute and deliver

services.

- Built a region that performed better than all other markets across 33

regions based on focused capabilities, specialized teams, and

strategic execution.

- Charged with leading transformation across all markets. Designed HR

strategic pillars (TMP, Diversity, Business Intelligence Modeling, and

Leadership Development) and HR transformation model needed to achieve

new objectives.

. Drove a culture of mindfulness and change, and increased accountability

and focus.

- Developed pro-employee engagement and labor strategies to maintain,

reduce, and address ongoing complaints, contract negotiations, and

possible labor risks.

- Drove long-term employee engagement programs, and tracked leadership

activities to promote open communication with the front line and

strengthen leadership competencies.

BRISTOL-MYERS SQUIBB (BMS) New Brunswick, NJ; Syracuse, NY

2006 - 2012

A $20B+ American pharmaceutical company comprised of 28,000 employees

worldwide

Global Human Resources Associate Director, 2008 - 2012 / New Brunswick, NJ

Promoted to global role, providing strategic leadership needed to effect

change, supporting a client group comprised of 3,000 non-bargaining unit

employees in CT, NJ, Puerto Rico, and major facilities in the UK, Belgium,

France, and Spain.

Achievement Highlights:

. Led significant design and change processes in the Corporate Labor

Relations COE for a union base of 440 employees in both Technical

Operations and R&D. Strengthened relationships with union enabling new

possibilities.

- Reduced overall grievances by >65% and arbitrations by 50% while

increasing business efficiencies and decreasing number of union

employees.

- Established crisis management model to handle site emergencies,

laboratory impacting events, and employee concerns.

Manager, Human Resources, 2006 - 2008 / Syracuse, NY

Partnered with Biologics to transform existing business model as the

company prepared to shift from a longstanding low risk-based manufacturing

operation to a higher risk-based manufacturing model in order to remain

competitive within a growing competitive global market.

Achievement Highlights:

. Led client organization through complex change in talent, workforce

planning, and business operations, collaborating with BioTech

Manufacturing, Process Development, and Technical Services management to

implement HR programs, practices, and initiatives that would support the

new high-tech and compliance mindset and capabilities.

. Created a culture focused on talent retention and pay-for-performance.

Developed long-term incentives, compensation planning, career development

opportunities, and business case for competitive market segments.

CITY OF PITTSBURGH Pittsburgh, PA

2003 - 2006

Newly formed municipality

Functional Director, Human Resources, 2004 - 2006

Human Resources Practice Manager, (Contracted through Tier 1 Business

Solutions, Inc.), 2003 - 2004

Built out Human Resources, Benefits, Safety, and Payroll functions for

newly formed independent municipality. Worked on a daily basis with 9 CBUs

in 6 locations. Decreased non-compensatory time off by 95% by improving

polices and advising supervisory staff. Developed case management programs

to support worker's compensation, STD, LTD, and LOA leaves.

CGEY/KPMG Peat Marwick, LLP Cleveland, OH

1998 - 2002

One of the largest professional services companies in the world and one of

the Big Four auditors

Senior Human Resources Consultant III

Provided mergers and acquisitions, change management, and process

improvement consulting to Fortune 500, emerging markets, and compliance

auditing. Developed compensation processes, conducted compliance audits,

and designed development programs.

EDUCATION / CREDENTIALS

Master's Degree in Industrial and Labor Relations, Study Concentration:

Employment Law

West Virginia University, College of Business and Economics

Bachelor's Degree in Journalism, Major: Advertising, Minors: English and

Social Psychology

West Virginia University, Reed College of Interactive Media

CERTIFICATIONS: Senior Professional in Human Resources (SPHR)

certification, 2006

PROFESSIONAL AFFILIATIONS: Society for Human Resource Management, (SHRM),

Member 1996 - Present

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