JODI L. LEWIS

Galena, OH ***** M: 859-***-**** acvk18@r.postjobfree.com www.linkedin.com/pub/jodi-lewis/12/b41/911/en SENIOR HUMAN RESOURCES EXECUTIVE

Accomplished leader with a 20+-year track record of success in leading complex change initiatives across global employee populations. Trusted for ability to lead and execute to plan within aggressive timelines, providing scalable HR solutions that drive shareholder value. Reputation for managing change, identifying and hiring top talent, and building successful teams. Significant HR leadership experience in complex, fast-moving growth environments.

SIGNATURE STRENGTHS:

§ Vision to see what is needed to prepare the organization for tomorrow’s challenges.

§ Outstanding relationship-building skills with adept ability to move critical change initiatives forward.

§ Long track record as a trusted executive and management coach for diverse employee populations.

§ Proven ability to effectively lead through chaos and ambiguous environments. TEAMS TO 65 STAFF HR BUDGETS TO $4M SYSTEMS BUDGETS TO $25M EFFECTIVE MATRIX MANAGEMENT PROVEN LEADERSHIP IN GLOBAL HUMAN RESOURCES STRATEGY, CHANGE MANAGEMENT & EXECUTION

- Strategic Vision & Planning - U.S. & Global Initiatives - Shared Services Operations

- Change Management Leadership - U.S. Labor Management - Leadership Development

- Strong Relationship-building Skills - Global Talent Management - Training / Succession Planning

- M&A Integration and Divestitures - Workforce Restructuring - Compensation Design

- Large-scale / Enterprise Projects - Cultural Assessment / Design - Employee Communications

- High-performing Team Development - Systems / ERP Implementation - Regulatory Compliance LEADERSHIP NARRATIVE

ASHLAND, INC. Columbus, OH 1989 – Present

A global leader in providing specialty chemical solutions to customers in a wide range of consumer and industrial markets with $6B in annual sales and approximately 10,000 employees in >100 countries. Executive Director, Global Talent Management & Ashland Performance Materials Columbus OH, 2009 – Present Report directly to the CHRO, providing HR leadership for the Performance Materials commercial unit, Ashland Resource Groups and Global Talent Management. Manage 15 direct reports/$4M annual budget.

§ Began HR career in the Valvoline Instant Oil Change retail commercial unit in 1989, and advanced rapidly within the company to increasing levels of oversight, scope and challenge. o Within 25 years, built a reputation for managing complex, people-challenged projects requiring broad perspective, quick-decision making, practical creativity, leveraging a win/win approach. o Gained a strong foundation and broad perspective providing HR leadership for diverse employee populations spanning Sales and Marketing, Supply Chain, Global Manufacturing, Staff Groups, Unionized/Non-unionized, R&D, Shared Service Centers and Retail/Franchisees

§ Recruited to Ohio headquarters to lead the HR function for a $3.4B/2,000-employee commercial unit and 6,000- employee, 100 plant-Global Supply Chain organization. o Rebuilt and refocused an under-performing HR organization within first year. Served as HR lead in divesting the $3.4B/2,000-employee commercial unit within first 6 months. o Assumed HR oversight for a $1.5B/500-employee Performance Materials unit in 2010, while continuing to manage the Global Supply Chain organization.

o Served as a HR lead for a 6,000-employee Global Supply Chain organization through change to integrate two newly acquired global companies (50% of Ashland’s total employee population). As a member of the leadership team designed the new organization structure, redesigned the incentive plans, and led the integration of systems, processes and policies.

JODI L. LEWIS M: 859-***-**** acvk18@r.postjobfree.com PAGE 2 OF 3

§ Served as HR lead for a $200M, Ashland Inc. cost-cutting restructuring initiative in 2013 that resulted in the downsizing of >500 employees and decentralization of a 6,000-employee global Supply Chain organization. o Defined new hierarchies, policy and processes, and led the transition of 6,000 employees effectively delivering to an aggressive 8-month timeline. Ensured strategic employee-communications plan rolled out. o Role evolved in 2014 following the restructuring to provide HR leadership for the newly structured Performance Materials commercial unit, while taking on the Global Talent Management function in 2014.

§ Assumed additional responsibility for a 1,300-employee Resource Groups (comprised of Law, Finance, HR, Environmental Health & Safety and IT) in April 2014.

§ Additionally appointed to lead Global Talent Management for Ashland Inc. in April 2014, providing new strategic direction for staffing, training and leadership development across a 10,000-employee population. o Took over existing enterprise Talent Management System (SuccessFactors) roll out initiative involving the implementation of career profiling, succession planning and employee development modules. o Led efforts to deliver on ambitious goals despite a 50% reduction in staff following 2013 restructuring, leading a 5-member team to run all Talent Management programs and systems integration globally.

§ Presently working on a new strategy and roadmap to reinvent the U.S. staffing model that will improve how recruitment, talent sourcing and on-boarding practices are executed and delivered. o Working with senior leadership to put in place new recruitment and employment branding practices to address the changing population of employees, as 30% of the company’s 10,000 employees are 50+ years or older. o Establishing focus groups to better understand where the noise is coming from and where the needs are. o Defining Success Profiles that will enable better assessment and career pathing for critical roles. Director, Human Resources Service Center Lexington, KY, 2004 – 2009 Promoted to lead the integration of HR services, including Payroll (U.S.-based) and global HR Master Data, Call Center, Staffing Services Group, HR Security and Process Optimization. Managed a 65-employee Shared Service center.

§ Led global $25M, 2-year SAP implementation to replace an obsolete, 30-year-old, U.S.-centric mainframe system impacting 6,500 employees. Effectively managed a 50+-member cross-functional team to meet aggressive timeline. o Evaluated and selected implementation partner. Determined modules and design of new system. Defined budget, and which pieces of the project to bring in-house or to outsource. o Defined implementation team structure; recruited and selected team members for the 50-member task force. o Triaged between IT, HR and Consultant to clarify business user needs and workflow processes. o Kept $25M project under control and within budget and timeline. Steered decisions time-and-time again to ensure top quality implemented while costs and deadlines met.

§ Concurrently transformed a 65-employee HR Share Service organization from a U.S.-centric mindset into a Global Operations function.

o Transitioned a decentralized, U.S.-centric HR department to a global centralized HR-processing organization. o Evolved HR Transactions team into a Global Master Data team. Mentored and engaged staff for change, scaling operations to support a global HR platform. o Ensured a seamless payroll transition for 9,000 U.S.-based employees during a large-scale acquisition.

§ Played a key contributor role in executing global initiatives as the company reinvented itself and evolved from an oil company to a specialty chemical company.

o Served as a key contributor of the HR leadership team as the company moved through multiple acquisitions and divestitures requiring the reworking of HR processes and practices. o As an executive leader in HR, served as a significant change management champion during this challenging transitional stage, providing win-win solutions to build the new organization. Human Resources Manager, Valvoline Instant Oil Change Lexington, KY, 1990 – 2004 Head HR leader for a $10M retail commercial unit supporting 5,000 employees/500 locations. Managed all aspects of HR including compensation design, staffing, training, employee relations and HR services. As a senior leader of the management team, led initiative to develop the business unit’s vision and values, which is still embraced by the employees and franchisee community today.

Earlier role: Marketing Research Analyst, 1989 – 1990 JODI L. LEWIS M: 859-***-**** acvk18@r.postjobfree.com PAGE 3 OF 3 ACADEMIC & CERTIFICATION CREDENTIALS

B.B.A., Marketing, Ohio University, Athens, OH

Certified by Development Dimensions International® as an instructor for Targeted Selection® a structured interviewing and selection technique for hiring managers. Certified by Development Dimensions International in providing 360 feedback. Professional Human Resource (PHR) Certification.

Myers Briggs Type Indicator (MBTI) Certification.

BOARD APPOINTMENTS / COMMUNITY LEADERSHIP

Appointed to the Olentangy School District policy committee. Led the Dublin Community Engagement team with oversight of local community outreach programs including COSI sponsorship.

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