Amy Carter, Shrm-Scp Email & Phone Number

HR Partner for 6K Energy PlusCAM™ enterprise, providing support and leadership to drive the HR objectives for site start up. • Cultural Architect for first PlusCAM™ site in Jackson, TN. Responsible for designing and defining the culture for the organization in alignment with organizational goals, mission, and values. • Act as community liaison responsible for building and maintaining positive relationships in the community by facilitating communication, collaboration, and mutual understanding. • Created quarterly training plan for people leaders by conducting needs assessment to identify areas for improvement, designing content tailored to meet critical skill gaps, and delivering training. • Creating talent pipelines and building workforce readiness to increase speed to hire and staff site for plant start up.• Provide thought partnership and day-to-day performance guidance to the leadership team. • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.• Advise and provide input to the enterprise compensation partner to build a robust compensation framework for the organization. • Guide and oversee the annual Performance Management Process. Partners closely with COE to evaluate and improve performance management and assess talent across the organization. • Responsible for workforce reporting related to state and federal grants. • Collaborate closely with Talent Acquisition Partners to establish hiring process, manage headcount plans, and source top talent. • Provide support to HR and Leadership team members regarding employment law, risk mitigation, and managing the FMLA and ADA accommodation process.

• Lead and coach a team of site HR Business Partners to deliver best in class Human Resources management for the Jackson, TN campus. Team partners with various business streams including production, distribution, quality, maintenance, and engineering while supporting a workforce of over 1,000 employees on site. • Partner with site leadership team through the full life cycle of talent management. Including quarterly talent assessments, annual talent review, and career development plans. Career development plans included individual planning and coaching, as well as organizational initiatives to build a strong internal talent pipeline. • Lead initiatives to drive a positive and engaging culture by partnering with site leadership to identify and define the behaviors that create the desired culture and ensure that all levels of the organization are equipped with leaders to express, model, and reinforce those behaviors daily throughout the site. • Created an agile labor plan in partnership with leadership that allowed the site team to scale down and quickly ramp up headcount to meet the needs of an uncertain production forecast. • Launched a new quarterly bonus program for hourly workforce. Partnered with site leadership team to set quarterly goals around Safety, Delivery, and Quality. The program allowed leadership to set agile goals that adapt to a quickly changing business environment, increasing awareness and knowledge of metrics throughout the hourly workforce, and increased engagement by rewarding team members for performance more frequently. • Lead exit interview pilot process and partnered with site leadership team to create an action plan to address key drivers of turnover. Used standard problem-solving process to create a countermeasure plan and set metrics to track progress over a 6-month period.• Exit interview and engagement activities improved turnover by over 10% and met a monthly goal of 4% by March 2023.

• Lead team of 3 Talent Acquisition Partners that worked through backlog of over 70 salary positions within 12 months. The team extended over 135 offers in 12 months with a 91% offer acceptance rate.• Increased diversity in the candidate pipeline and set DEI standards within the Talent Acquisition process that more than doubled diverse representation in people leader roles vs. prior year.• Stood up centralized hourly recruiting model to support largest workforce in Jackson, TN. Pilot was successful in supporting headcount growth at Jackson, TN facility to meet headcount increase of over 100 new hourly roles across multiple functions in production and shipping. • Built in-house sourcing capabilities for salary hiring by creating a team of sourcing partners to penetrate the market and create a pipeline of diverse talent to meet growing organizational needs.• Partnered with MASCO enterprise to launch Phenom CRM to improve candidate experience. Created communication plans, facilitated user acceptance testing, and worked with internal stakeholders to launch new career sites. • Leveraged HRIS (Workday) capabilities to increase visibility to hiring leaders around the role prioritization and headcount planning process. • Partnered with a 3rd party agency to create a comprehensive assessment process that improved quality of hire for positions at director level and above. • Developed a Hiring Leader Toolkit to equip leaders with greater accessibility to the tools and resources needed to support the hiring process.

• Lead and empower a team of 10 HR partners to deliver high quality, efficient, and repeatable people services for a workforce of over 2,000 employees across multiple US locations.• Worked with team of site HR Business Partners to review and update policies to meet the current needs of the workforce in unprecedented times. Policy updates allowed for greater sped to hire by updating hiring requirements, increased retention by improving work life balance with updated attendance guidelines, and greater employee engagement by updating employee appreciation practices across all sites. • Partner with MASCO enterprise legal and EHSS team to create the COVID pandemic emergency response plan for all business units.• Provided coaching and development to interim HR Manager at the largest facility in Jackson, TN as well as acting escalation point for HR Business Partners across all locations in the US.

Jackson, Tennessee Area

Lead and empower a team of partners to deliver high quality, efficient, and repeatable services for a workforce of over 1,400 employees. • Lead and developed hourly talent acquisition and retention plans to support a 34% increase to the hourly workforce with in 10 months. • Reduced monthly new hire turnover by 27% through the creation and implementation of an Introductory Period Policy to provide better work life balance and support new hires transitioning during their first 90 days of employment. • Drive Inclusion and Equity with in the workforce through training, creating platforms where all voices are heard, consistently applying policies, and actively seeking diverse thoughts and perspectives for input.• Created a Frontline Leadership Profile of organizational leadership behaviors to identify and promote leaders within the hourly workforce and create a leadership pipeline to salary leadership roles• Project Lead for the Pandemic Workforce Support strategic deployment plan for all domestic locations• Created and implemented Union Awareness and Avoidance training for all business units• Responsible for setting the long range and short-term strategic priorities for the human resources department in alignment with the organizations top level business objectives. • Use data to evaluate problems, perform root cause analysis, and create action plans with countermeasures to drive optimal outcomes for the workforce and operational partners.

• Support over 700 employees for multiple plants in Tennessee and Kentucky.• Project Team Leader for Global Onboarding Program. • Successfully managed workforce expansions which included the recruitment and hiring needed to meet a targeted increase to headcount with in the fiscal year for multiple divisions and plants. • Managed FMLA and ADA process to ensure compliance and facilitated the interactive process for making accommodations. • Implemented automated Time and Attendance System and created and implemented policy and process changes accordingly.• Partnered with plant leadership to create Mentoring Program for assembly area. This included defining the criteria by which mentors were selected, creating training program and timeline for Mentor Relationship, selecting the Mentors and setting parameters for pay and designation.• Global Employee Appreciation Day Project Team Member. Created and launched the Employee Appreciation Day materials, resources and theme for entire organization. • Employee Engagement Survey. Worked with team to create and launch employee engagement survey for employees in North America for entire company• Worked with plant leadership to create effective training programs to increase productivity, efficiency and engagement.

• On-site manager at a manufacturing facility for 250 temporary associates• Used Turnover Data and production forecasts to successfully staff and maintain appropriate headcount to meet the needs of the customer with an average time to fill of one day or less. • Recruited for highly skilled positions in maintenance and machine shop.• Reported and analyzed workforce data and statistics reduce turnover and increase employee engagement.• Responsible for weekly payroll. This included processing weekly time, insuring accurate pay rates, allocating labor to the appropriate cost centers, calculating incentives and bonuses when applicable and completing the full payroll process. • Managed the full safety and work comp process. Accountable for all safety activities related to the temporary workforce. This included; accident investigations, preventative safety audits, safety improvement planning and safety culture awareness.• Project Team Member for Employee Appreciation Day Events. Worked with the team to create the theme, coordinate activities and budget for the annual Employee Appreciation Day.

• Responsible for all the daily human resource functions of the hotel.• Developed, implemented and evaluated training programs. Programs included New Hire Celebration Orientation. • Lead Safety Committee and was responsible for managing the work comp process.• Successfully managed the Quality Assurance evaluation process and met all brand standard requirements to earn a passing score every time.• Twist Midtown Grill & Bar Opening. New restaurant opening created an increase to headcount of over 20 servers, bar tenders and hosts.• Successfully implemented a Sustainability Program for the hotel and earned the first Green Certification form the Tennessee Hospitality Association in West Tennessee

B.A., Political Science & Philosophy

Bachelor Of Arts And Science

Master Of Business Administration - Mba