Human Resources Business Partner

Chris R. Gordon page *

CHRIS R. GORDON, SHRM-CP

312-***-**** ***************@*****.*** Marengo, IL 60152 Human Resources Leader/Executive Business Partner HR Generalist PROFESSIONAL PROFILE - https://www.linkedin.com/in/chris-gordon-hr Human Resources Leader/Executive and HR consultant to CEO, CFO, and the entire Executive team. Dynamic leader with both high level & hands-on experience, including strategic planning, recruitment, benefits, engagement, talent, & training with strong analytical and project management skills. Proven achievements and lasting business impact across industries including environmental, transportation, construction, manufacturing, and retail areas. Thrives in high-volume/high-growth environments with the ability to serve as link between executive leadership, management, and employees, fostering a productive culture for growth and success. Human Resource team developer.

• Recognized as primary point of contact in all areas of Strategic Human Resources, Talent Acquisition, Compensation, Change Management, Benefits, and Employee Law and Policy/Procedural Compliance.

• Adept at cultivating business partnerships and building trusted relationships across divisions, bridging communication gaps to ensure smooth transitions and optimized processes to drive culture & results. AREAS OF EXPERTISE

Empathy - Conflict Resolution – Talent Management – HR Process Optimization – Full Cycle Recruitment – Budgets Strategic Planning – Consulting – Diversity & Inclusion – HRIS Systems & Implementation – Operational Leadership Employee Engagement & Retention – Best Practices – Benefit Administration – Learning & Development – Compensation PROFESSIONAL EXPERIENCE

HERITAGE – CRYSTAL CLEAN, LLC – (Public Environmental & Transportation) Feb 2019 to Nov 2024 Vice President, Human Resources

Leader of all HR strategy/operations/functions, reporting to the CEO, including talent & development, employee engagement, employee relations, recruitment, benefits, payroll, HR admin., overseeing HR staff of 30 supporting 130 locations/2100 employees. Collaborate directly with Executive Officers as business partner and HR coach. Developed and implemented numerous HR functions and programs previously not in place. Notable Contributions:

• Partnered in doubling company’s annual revenue from 2020 (400M) to 2023 (800M), by aligning and elevating the HR functionality from administration to business partnering and support to align with the company’s business goals.

• Cultural Transformation - Created and developed SHARRIE Values (Safety, Honesty, Accountability, Respect, Relationships, Inclusive Excellence) to create value-based culture across the organization to drive an employee empowered culture with successful review, reflection and monitoring of aligned performance and goal setting. Vision/Mission/Values.

• Member of the Executive Compensation Committee, aligned variable pay by level, numerous presentations to the Board of Directors, partnered with Mercer on market analysis reviews.

• Key Architect in implementation/updating of Human Resources policies, programs, services and best practices impacting recruitment, on-boarding, retention, legal compliance, employee benefits, and employee relations.

• Leader in multiple acquisitions integrations, playing integral role in transitions, creating new programs for managers and field training, culture alignment, and analytics that improved communication and engagement.

• Created & Implemented Talent and Development department to focus on creating a learning culture & programs to support the business and significant head count growth – from 1200 employees in 2019.

• Created & Implemented Talent Acquisition department focused on supporting the business (over 500 hires per year) and decreased time to fill average from 70.1 to 48.5 days.

• Achieved decrease in total turnover year-over-year (32% to 25.6%), and increase in retention rates (from 76% to 83.6%). New-hire mentor (GAP) program.

Chris R. Gordon page 2

• Implemented Pay for Performance, including employee/manager 1:1’s, annual review and bonus program, job levels and Compensation grades. Created an in-person, 3-day, Manager training program to support.

• Embedded engagement, safety, and a performance management culture by ensuring clear goals and objectives, feedback, and the improvement of company objectives through behaviors aligned with our values.

• Drove the upgrade & implementation of all HR systems (HRIS, ATS, LMS, Payroll, etc.).

• Managed and led national HR team as well as Labor Relations resources and Union Relations.

• Partner with the business, local management and legal resources to manage employee relations for Corporate office, branches, hubs, waste water facilities, anti-freeze facilities, refinery, and depots.

• Led and Managed $20mil annual self – insured health & welfare plans.

• Leader of 401k compliance and administration ($105 million dollar plan).

• Partner closely with related departments and functions (Legal, Safety (EHS), Audit, Accounting, Marketing, IT) on various projects and initiatives.

• Created frame work and structure for Succession Planning (approved by BOD).

• Created frame work and structure for Salary Grades and Job Levels.

• Coach and counsel employees at all levels of the organization (including senior leadership) on behaviors, tone, communication approaches and initiatives to ensure alignment and a positive employee experience.

• Helped Private Equity ownership take company from Public to Private, $1.2 Billion transaction, in October of 2023, included employee communications, messaging, converting shares/rsu’s and analytics. BROCK GROUP, LLC – (PE owned International Industrial Construction) Aug 2015 to Feb 2019 Sr. Director of HR, US & Canada/Senior HR Business Partner, Brock Industrial & Brock Products US Leader of HR for the Industrial Group, supporting over 4000 employees (18,000 employees company total). One of 40 individuals selected to lead, create, and implement improvement initiatives for the entire company, known as B-BEST Ambassador. Member of Senior Management Team and developed solid employee relations, both Union and Merit, across all levels from overhead, admin, craft, safety, WHSE, and delivery drivers. Team Lead for Performance Management initiatives companywide.

Notable Contributions:

• Successfully implemented various HR initiatives including 1:1 Meetings for Managers and direct reports, Electronic Time & Attendance system, and talent acquisition hiring process.

• Aligned and updated employee benefits plans for both United States and Canada, coaching and mentoring leadership teams.

• Aided and championed employees through strategic HR planning, guiding staff of 12 across 120 locations.

• Initiated CBA contract review and admin process, with over 103 Active Unions.

• Partnered and collaborated with Operations to establish North Project Controls team.

• Managed several Mergers and Acquisitions for the Industrial group.

• Implemented and Developed the core HR team for the Canada region.

• Presented HR initiative proposals and analytics to PE and Company Leadership. OERLIKON – (Public Global Conglomerate & Industry Leader in Coatings & Manufacturing) June 2011 to Aug 2015 Sr. Manager of Human Resources, United States & Canada Managed the Recruitment/Selection, ATS administration, Employee Relations, and administration of the Human Capital Management and Performance (Salary/Bonus) Review processes. Incorporated HRIS and ATS, Referral programs, peer to peer recognition initiatives, new hire on-boarding programs, process improvements and built significant trust. Supported over 1200 employees (15,000 employees company total). Notable Contributions:

• Leader in performance management system implementation, working through global matrix governance model to ensure consistency and standardization to support business needs and internal customers.

• Primary liaison for all HR topics, providing corporate and ethical leadership.

• Analyzed and identified areas for improvement including KPIs, developing timely and accurate reporting.

• Implemented job levels and job grades for all US and Canada field positions and locations.

• Member of Global HR team assigned to create and implement Core Competencies. Chris R. Gordon page 3

MICRODYNAMICS – (Multi-site Private Printing) Jun 2008 to Jan 2011 Head of HR - Senior Human Resources Manager

Member of Executive Leadership overseeing recruitment, benefit design and administration, payroll, worker’s compensation, 401k, disability claims, federal/state/local employment laws, unemployment, on-boarding, safety, security, performance management, training and employee relations for over 800 employees. Notable Contributions:

• Key manager in merger of 2 companies regarding organizational development, company culture and policy, laws, employee transition and benefit unification, creating an entire division for HR from scratch.

• Supported executive management on key aspects of HR policies and objectives, implementing procedures and controls for new hires, standardizing processes and ensuring compliance with legal and company regulations.

• Created employee policy manual and benefits plans to unify locations, “One Company One Plan.”

• Implemented Job Forecasting and position budgeting for all locations. DEL GLOBAL TECHNOLOGIES – (Multi-site Public Manufacturing) Jun 2006 to Jun 2008 Human Resources Manager

Led as Manager of Human Resources for 2 locations/350 employees across 2 states, responsible for numerous HR functions including employment laws, safety, compensation, performance management, and employee relations. Monitored HR budget.

Notable Contributions:

• Implemented ADP system to automate HR administrative and record keeping functions that included technical solutions such as Pay Expert, E-time, and more, and launched employee Self-Service website.

• Provided successful counsel and made recommendations for leadership and executives for HR and relations.

• Achieved building and strengthening the organization through increasing capabilities and developing high- performance culture, training, performance management programs, and legal compliance. ADDITIONAL PROFESSIONAL EXPERIENCE

MEMBER OF BOARD OF DIRECTORS COMMITTEES – EXECUTIVE COMPENSATION, BENEFITS, AND RISK BENEFITS ANALYST, HEWITT & ASSOCIATES (GLOBAL/FORTUNE 500 HR CONSULTING) CLIENT SERVICE ASSOCIATE, HEWITT & ASSOCIATES (GLOBAL/ FORTUNE 500 HR CONSULTING) STORE OPERATIONS MANAGER (NEW STORE IMPLEMENTATION), WALGREENS (RETAIL/PHARMACY) EDUCATION, SYSTEMS & CERTIFICATIONS

MASTERS CERTIFICATE IN HUMAN RESOURCES VILLANOVA UNIVERSITY

CERTIFICATE IN PROFESSIONAL HUMAN RESOURCES VILLANOVA UNIVERSITY

SYSTEM EXPERIENCE INCLUDES: ADP (WORKFORCE NOW & NEXTGEN), DOCEBO, GREENHOUSE, SUCCESS FACTORS, KRONOS, WORKDAY

BACHELOR OF BUSINESS ADMINISTRATION (BBA) MGMT & FINANCIAL ORGANIZATION UNIVERSITY OF MIAMI

SHRM - CP

LOMINGER COMPETENCY-BASED INTERVIEWING, CERTIFIED DISC TRAINER, CRUCIAL CONVERSATIONS CERTIFICATION

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