Chris Peters Email and Phone Number

Serve as a catalyst for organizational effectiveness initiatives with a focus on HR operations, employee experience, and talent management. With a focus on change management strategy development and execution, we are preparing the organization for a Q4 Workday global launch.

Focused on global HR Technology strategy and implementation and US People Operations focused on employee relations, compliance, and engagement initiatives. In my HR Technology role, I led the organization through vendor selection of Employee Survey and Reward & Recognition tools with global impacts. Also completed the review and selection of a global HRIS to be launched in 2024. In my work supporting US People Operations, I worked guided HR Managers and Plant Leaders through various business cycles (including growth cycles and plant closures/restructuring) and employee relations issues. I served as the point person for legal and compliance issues, managed the Ombuds program with a 90% reduction in backlog cases, and ensured the prompt review and closure of all employee concerns.

Served as a PMO lead for multiple HR projects with a primary focus on talent strategy and talent management initiatives. Collaborated with the L&D team to build and deliver development offerings in a way that aligned with our new culture and strategy focus, holding learning sessions every 6 weeks with 250+ global leaders in each session.

• Lead Change Management initiatives related to enterprise-wide HR Transformation, Workday implementation• Developed change network to increase awareness and education of Workday project• Connected global feedback with training development, focusing on needs of target personas

This role was a held during a merger between GE O&G and Baker Hughes. I provide HR leadership across two manufacturing operations housing multiple functions and organizational layers. Focused on employee relations and engagement, staffing strategy, compensation analysis, leadership coaching/mentoring, and cultural integration during an 18 month merger period.

Led HR activities and strategy for Nortek Air Solutions AHU business. Worked closely with leadership team and HR leadership organization to support ~1000 employee organization in US and Canada. Included oversight of recruiting, employee relations, employee communications, benefits, and other responsibilities.

Led HR function for CIRCOR Energy Distributed Valves business segment. Included multi-national sites, full P/L responsibilities.

Supported the Finance (150 EEs), IT (125 EEs), Legal (8 EEs), and Communications (20 EEs) for the Distributed Power business. Located across the globe, I supported the various functions through the performance review process, organizational talent review, development planning, merit/compensation planning, and worked with leaders through organizational change and restructuring.

Support 60+ salaried and 370 hourly employees at the Aero global supply chain manufacturing site in Houston. With a team of two HR Managers, I oversee all HR activities on site, including all aspects of employee relations and development. I work closely with the supply chain GM to set the HR agenda and strategy for the team.

Directly oversees and drives HR processes for ~260 global engineers with strategic oversight for ~400 additional engineering resources. Manage all aspects of the HR function to include the performance management cycle, salary planning, employee relations, communication development, recruiting and staffing, succession planning and reward and recognition management.

Provided HR support for 300 field service engineers for a $300MM wind services organization. In working with this non-union, hourly population, I worked to update the compensation program and training/development path, employee handbook, career path identification, etc. Human Resources Leadership Program Jan 2007- Jan 2009As a graduate of the premier corporate HR development program, I was able to work in 3 different roles with a variety of exposure to business operations and critical HR practices and operational rigor. Through great global interaction and network building, I am able to approach and solve any HR or business problem.

In this role I provided employee relations support to over 500 employees across 6 subsidiary companies across multiple locations in the state of Oklahoma. Other duties included benefit administration, new employee orientation, recruiting and staffing plan that included the implementation and use of an Applicant Tracking System. I supported the business through coaching managers and front line supervisors in employment issues, disciplinary action, performance management, and legal issues. Legal issues include regulatory compliance in FMLA, FLSA, and ADA.2,085 characters remaining

I was responsible for all Human Resources activities for a 700+ employee organization, including payroll and benefit administration, the development and implementation of a performance management program, worker's compensation administration, training and development programs (for both staff and management), corporate and business unit compensation programs, and recruiting and orientation. In the role I worked with senior management to develop strategic plans that incorporate HR initiatives with the corporate business plan as well as line managers to help interpret and provide guidance concerning employment issues in relation to federal and state employment laws and regulations.