Director, Human Resources

WHIT NOBLE, MBA, SPHR

****.*****.****@*****.*** 770-***-**** Germantown, TN Linkedin.com/in/whit-noble-mba-sphr/ HR LEADERSHIP BUSINESS PARTNER WORKFORCE STRATEGY HR SNAPSHOT – Human Resources and Business Partner with 15+ years of experience in HR operations, talent development, employee engagement, and workforce planning across healthcare, manufacturing, and distribution industries. Known for stabilizing high- turnover environments, guiding leadership through complex organizational shifts, and building workplace cultures that improve retention high-SIGNATURE performance and HR performance. QUALIFICATIONS workforce. Works closely with senior leadership to align HR strategy with business needs while cultivating a collaborative, Workforce Team HR Compensation Workers Building Operations Employee Planning Compensation & Staff Relations & & & Compliance Talent Management Benefits Strategy Leadership HR Information Union Financial Multi-Change Development & Site Labor Management Management HR Systems Relations Support & (Training HRIS) Workday Diversity, Key Applicant Recruiting Performance Performance Management Equity Tracking & Retention & Management Indicators Inclusion Systems & Strategies Reporting (((ATS) KPI) DEI) PROFESIONAL EXPERIENCE

Encompass DIRECTOR Scope: Brought OF Health in HUMAN to improve & Rehabilitation RESOURCES engagement, Hospital retention, Memphis, and HR TN strategy at a time when the hospital was experiencing MAY high 2021 attrition, – PRESENT below- market strong Select Achievements: workforce compensation, strategy and while inconsistent providing guidance HR processes. on employee Partner relations, closely compliance, with hospital and leadership talent development. and corporate Supporting: HR teams 200 employees. to create a

• • Led a Implemented #1 engagement ranking in a hospital-the initiatives Central wide that Region compensation elevated and a employee Top restructure, 20 ranking engagement securing (out of from 166 approvals one hospitals of the for lowest nationwide)phased in salary the . region adjustments, to 90% positive bringing ratings, pay to 104% securing of market rate and reducing turnover related to pay disparities.

• • Redesigned workplace Partnered expectations, with onboarding leadership leading and to orientation, develop to higher training retention introducing programs rates a and structured for frontline a stronger process managers, sense that of belonging provides equipping within new them hires the with organization. with the a tools better needed understanding to navigate of

• employee Actively term hiring participate relations, strategies. in performance workforce planning management, and staffing and conflict discussions, resolution. working with department heads to forecast needs and develop long- St. SENIOR Scope: Francis Stepped HUMAN Hospital into RESOURCES a rapidly (Tenet evolving Healthcare) GENERALIST healthcare Memphis, environment TN marked by leadership turnover, a pending acquisition, NOV 2019 and – a MAY workforce 2021 restructuring efforts. Direct team due to management COVID-19. Partnered of 2 generalists, with leadership 1 specialist, to navigate 1 admin these and challenges supported while 1,900 reinforcing employees employee across relations Memphis and (1,compliance 400) and Bartlett Key Business (500) Impact: locations.

• • • • Led impacted Managed disputes Developed Implemented system. workforce and employees labor training maintain digital relations, reduction for with positive transformation department clear representing efforts, working communication working leaders efforts, relationships the to with hospital improve and shifting leadership transition with in consistency HR union union operations to support. contract conduct representatives. in handling from negotiations a structured, outdated performance paper-legally and working issues, based compliant workflows with terminations, managers reduction to a and to more navigate in conflict force, efficient resolution. workplace providing digital AmerisourceBergen HR Scope: GENERALIST Initially hired / OPERATIONS as Corp HR Olive Generalist MANAGER Branch, for MS 3 distribution centers, focusing on high-volume hiring, workforce MAR 2017 stabilization, – AUG 2019 and leadership Key Business training. Impact: Recognized for operational insight and promoted to Operations Manager, overseeing distribution and logistics.

• Developed training, adjusting an engagement hiring practices, and retention and refining strategy, employee reducing feedback turnover processes. from 24% to below 5% in 6 months by improving management Page 2

AmerisourceBergen • • • • Oversaw operational Provided employees Supported hazardous Transitioned HR recruitment materials compliance to needs leadership from provide Corp and HR Experience in guidance to cultural with accordance during and Operations strict onboarding – major fit. and Continued federal with transition Manager, changes, industry and – of 125+ state including support. overseeing laws. regulations, employees, facility outbound closures, ensuring working distribution relocations, proper with hiring and handling and warehouse managers reductions of controlled to logistics ensure in force, substances, while candidates working managing pharmaceuticals, closely were a team with aligned of affected 100+ with and supervisors and associates.

Brimhall HUMAN Scope: leadership Key Business Tasked RESOURCES Foods on employee Impact: with Company bringing MANAGER relations, Bartlett, structure benefits TN administration, to HR operations and compliance. within a 250-employee snack food manufacturing MAR 2016 company, – MAR providing 2017

• • • Redesigned streamline Advised Led investigations leadership administration. employee into on benefits workforce employee programs, relations planning, working issues, helping handling with to balance leadership cases staffing with and needs discretion external with vendors and financial delivering to goals introduce fair while outcomes. more maintaining competitive service offerings levels. and EARLIER CAREER EXPERIENCE

WHOLE Team Managed developing cost the Southeast controls, Leader FOODS HR future functions and region, / Department MARKET productivity, leaders working within and – Germantown, a strengthening closely resulting Manager department, with in leadership increased Leadership: coaching TN team performance profitability employees, on staffing 9 employees Turned and resolving and operations. operational around workplace an efficiency. underperforming issues, Supported and leading department, multiple hiring efforts. new improving store Focused openings labor on planning, across NOBLE Owner Launched management, / MEAT General a full-and MARKET service team Manager butcher leadership. – Marietta, Leadership: shop, overseeing GA 6 employees all business operations, hiring, and product sourcing. Balanced customer service, financial UNIVERSAL Human Directed Developed Resources company-and STAIR executed wide Manager PARTS strategic operations, – Ball Supported: plans Ground, including that shaped GA 100 P&employees L the management, company’s growth HR, safety, trajectory business and market development, expansion. marketing, and vendor relations. EDUCATION & CERTIFICATIONS

Master Bachelor Certified of Professional of Business Business Administration, Administration in Human Resources Specialization in Management, (PHR) in Human Human Emphasis Resource Resources in Human Certification Ashford Resources Institute University The (HRCI) University of Mississippi