Christopher D. Carpenter, SPHR, SHRM-SCP

**** **** **** *** ************, TN 37128

H: 615-***-**** C: 410-***-**** (Preferred)

E: actuxi@r.postjobfree.com

VICE PRESIDENT/DIRECTOR OF HUMAN RESOURCES

Accomplished, values driven, action oriented, and forward thinking Human Resources executive who leads organizations and teams by example by strategic planning, establishing direction, solving problems, and executing initiatives to support business objectives and values. Brings practical, hands-on experience, leadership, and integrity to Human Resources by solid developing professional relationships with Executives, Management, Employees, and Representatives. Results-focused and proven success in improving organizational productivity through the development and implementation of strategies that foster operating synergies and facilitate lasting, positive change. Superior ability to assemble talented teams and devise effective strategies, coupled with extensive experience in employee relations and diversity. Relevant skills include:

Leadership Strategic Planning Coaching & Development Organizational Development Legal Compliance Compensation Design & Management Organization & Communication Change Management Labor Relations & CBA Negotiations Associate Relations Talent, Performance, & Succession Management Talent Acquisition & Retention Continuous Improvement Budget Planning Health & Safety Programs Union Avoidance Policy Management HRIS PROFESSIONAL EXPERIENCE

INGRAM CONTENT GROUP 2015 - Present

Vice President – Human Resources (Operations)

Senior HR leader responsible for strategy, objectives and daily execution for six (6) global manufacturing and five (5) US distribution sites, including ~1,800 associates. Assembled a collaborative, high performing team serving as value- added and contributing business partners. Inspire organizational reflection and empowered change for the purpose of exceeding business objectives. Influence HR to demonstrate integrity, service, and solid working relationships with stakeholders. Identify and lead improvement opportunities across the total HR function.

Quickly built a rapport with Operations client group stakeholders, improving lines of communication.

Effectively broke down organizational silos and barriers, improved processes and inefficient norms.

Oversaw administration of the Talent Management, Compensation, and Benefit programs.

Highly focused on associate relations. Introduced feedback tools (i.e. roundtables and stay interviews).

Introduced workforce planning strategies and tools to ensure proper staffing throughout volume changes.

Refreshed key metrics and applied predictive analytics to pinpoint various improvement actions.

Created targeted, comprehensive retention strategies for various workgroups, with measured improvement.

Oversaw various talent acquisition strategies and execution in a hyper-competitive labor market.

Led all HR elements for a very successful large facility start-up in less than 60 days. Conducted periodic post mortems to identify continuous improvement opportunities.

Established a HR Policy & Process Review Team to (1) improve management flexibility, (2) support the shared needs of the business and associates, and (3) reduce exceptions or non-compliance. Applied LEAN principles, i.e. process simplification, voice of the customer, and eliminating wastes (time, labor, etc).

Designed a comprehensive strategy to improve salary/wage competitiveness to market value, with consideration to budgets, productivity, and other costs such as sourcing, training, and turnover costs.

Appointed by the CHRO to lead a cross-functional safety/security steering team.

Supported organizational development by certifying all HR Managers (direct reports) as DDI facilitators.

Implemented enhanced communications geared for Operations associates.

Created and oversaw a comprehensive strategy to achieve a cultural turnaround in struggling locations.

ROCKWOOD PIGMENTS NA, INC (Acquired by Huntsman Corporation) 2012 –

2015 Director - Human Resources, N. America

Responsible for all HR strategies, objectives, and daily execution for four (4) separate operating divisions consisting of fifteen (15) locations in the N. America. Reporting directly to the President and contributing member of the senior management team of each division. Well balanced strategic and "hands on" approach to building a modern HR, centralized function and changing how HR works within the business. Identified and implemented numerous opportunities to standardize and/or "harmonize" the total HR function and administration. A high degree of focus on the business and organizational culture development through formal and informal initiatives.

Introduced and implemented full-cycle Talent and Performance Management practices, including recruiting and selection, appraisals, staff development and succession planning.

Designed and implemented or modernized several compensation programs, salary (merit) planning, and variable bonus plans design rooted in key business metrics.

Effectively and successfully managed all employment related risk issues, coordinating with various management, counsel, third parties, and regulators.

Designed and implemented various policies, processes, and systems to improve operating.

Managed various benefit programs and compliance, including healthcare, leave programs, and retirement

(defined benefit and discretionary contribution).

Managed all aspects of Collective Bargaining and Labor/Management relationships for several locations.

Spokesperson for Company in all Labor Negotiations.

Directed and managed all HR aspects and organizational design for a new, green field manufacturing plant.

Directly managed all HR aspects of major business reorganizations, and union/non-union plant closures.

Managed all HR elements of M&A, due diligence to integration. OLIN CORPORATION – Chlor Alkali Products Division 2008 – 2012 Regional HR Manager, Cleveland, TN, 2009 - 2012

Progressive record of positions with increasing responsibility leading the development of HR strategies and objectives for four plants and six business groups consisting of over 725 employees. Develop and direct business strategies and teams for Organizational Development & Training, HRIS integration, and Payroll/Administrative services. A leader of corporate culture by applying expert skills in Employee Relations, Leadership Development, Talent Management, as well as Organizational Optimization and Design. Provides strategic coaching and mentoring to Directors/Managers across the organization while infusing company with new, high-energy culture-building initiatives. Ten (10) direct reports, three (3) indirect reports.

Provided effective strategies, planning, and leadership to successfully negotiate collective bargaining agreements within bargaining authority and without work stoppages.

Designed and implemented effective Union Avoidance strategy for non-union locations.

Developed and implemented a comprehensive Organizational Development strategy and function.

Led major change management processes from inception to completion.

Led key enhancements to Talent Management process and Compensation strategies. Area HR Manager, Charleston, TN/Augusta, GA, 2008 - 2009

Served as Business Partner for Plant Management Team with direct responsibility for daily HR functions regarding two non-union chemical manufacturing sites. Oversaw employee relations, performance management, recruitment, legal compliance support, and management skills training.

Led management on legal and company HR policies and practices while serving as key point-of-contact regarding community relations.

Managed the Performance Management process by facilitating the goal setting method while creating and implementing internal training and development programs. Christopher D. Carpenter Page 3

TMSI, INC. 2001 – 2004 / 2005 - 2008

Corporate HRIS Manager, Fernandina Beach, FL, 2008 3PL, Supply Chain. Supported the corporate culture by providing leadership and direction of the HR Information System (HRIS) requirements to meet the needs of the company. Acted as lead in selection, implementation, and ongoing support and maintenance of HRIS and served as liaison to the HR community, system users, IT department, employees, and managers while providing user controls to maintain confidentiality.

Corporate Project Leader for Kronos Suite installation in more than 25 locations nationwide since 2002.

Collaborated with Accounting, Operations, and Organizational Development to successfully define and lead strategies designed to integrate HR, Payroll, Performance Management, and Recruiting.

Procured, implemented, and operated HRIS systems in an effort to capture and maintain employment data including employee performance, job applicant tracking, and payroll administration. Regional HR Manager, Knoxville, TN, 2007 - 2008

Responsible for duties of HR/Organizational Development for more than 500 associates in eight (8) facilities nationwide, seven non-union and one union.

Conceptualized and achieved implementation of a “self-funding” incentive programs based on KPI’s.

Leveraged expertise to provide effective training and coaching of union avoidance and employee relations.

Identified methods enhance the employees and customers relations to support organizational growth. HR / Labor Relations Manager, Knoxville, TN, 2005 - 2007 Oversaw the daily administration of policies and programs for a unionized, large Distribution Center, with 300+ employees. Business partner for the Operations Management Team in addition to managing HR Generalist and Payroll activities. Experienced in facility start-ups and recruiting/staffing.

Partnered with Ops Managers to strategize/implement cost-effective staffing, processes, and policies.

Prepared grievance, arbitration, and union contracts supported by successful negotiations.

Positioned company for sustained growth by acquiring the highest quality talent and successfully negotiating salary and other benefits.

HR Supervisor / Generalist, 2001 – 2004

Performed a wide variety of both complex and routine administrative services relating to Labor Relations, Safety, Training, Work Comp, FMLA, Benefits Administration, Annual Appraisals, Succession Planning, Discipline, Staffing, and Payroll. Advised management on HR practices while providing general support and information to employees about regulations, contract language, and policies.

Mastered comprehensive knowledge of FMLA and Worker Compensation laws.

Utilized technical expertise to produce effective business presentations for internal/external customers. BATESVILLE CASKET COMPANY, INC., Vicksburg, MS 2004 - 2005 Human Resources Manager

Led HR practices and objectives to provide an employee-oriented, high performance culture that emphasize empowerment, quality, productivity, and standards, goal attainment, and the recruitment and ongoing development of a superior workforce for a unionized facility with 230 employees.

Provided counsel to the Plant Manager and department heads regarding daily HR issues while consistently meeting and exceeding organizational goals and business objectives.

Restructured the HR office to increase organization and efficiency, shifting from administrative to generalist.

Implemented contributory healthcare during labor negotiations.

Recognized by the Corporation for excellence of business continuity plan during labor negotiations. Christopher D. Carpenter Page 4

EDUCATION & CERTIFICATIONS

BS, Business Administration (HR Program)

University of Tennessee, Knoxville, TN

Senior Professional in Human Resources (SPHR)

SHRM Senior Certified Professional (SHRM-SCP)

Activity Vector Analysis (AVA) Certified Analyst

Executive Education Programs

Negotiating Labor/Management Agreements for Competitive Advantage, Michigan State Univ. Strategic Planning, University of Tennessee

LEAN Principles, University of Tennessee

AFFILIATIONS

Present Member, SHRM, Middle TN SHRM Chapter

Army National Guard (Tennessee), Honorable Discharge (Enlistment Completed) TECHNICAL SKILLS

Oracle/PeopleSoft, UltiPro

Kronos, ADP

ATS - Taleo and Brass Ring/Kenexa

MS Office, including SharePoint

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