Dave Merriman Email and Phone Number

-Lead HR strategy for 6,000 employees across 50 locations and 7 manufacturing sites representing $2.5B in sales.-Responsible for developing, leading and execution of Human Capital initiatives that support and deliver business results. -Designed program to implement Operating Principles in all Southeast Region locations.-Partner with HQ/Region executive leadership team to drive and execute a significant change agenda.-HR lead to implement over 100 go to market initiatives to drive the productivity growth agenda. -Partnered with HQ to create a national policy for natural disasters inclusive of disaster and return to work compensation. -Divested two large sites and developed comprehensive plans to close five facilities. -Ensure talent sustainability by driving a robust People Plan strategy averaging 200+ promotions per year.-Chair of the Southeast Region Diversity Advisory Board.-Led Full Line Vending divestiture and multi-site closure plans.-Built a robust campus pipeline talent strategy to improve diversity representation.-Highest Organizational Health results in Pepsi.-Partner with HQ to drive an aggressive capability agenda.-Implement comprehensive strategies to maintain Union-free status.-Oversee labor relations for three Union contracts in sales and warehouse locations. -Collaborated with HQ to close wage gaps across critical markets resulting in improved retention.

Vice President, Human Resources, South Business Unit (2/11 – 3/12)-Provided Human Resources support for 12,000 employees across 120 locations representing $5B in sales. Managed a team of 50 HR professionals. -Played a key role in developing the strategy to integrate two regions.-Partnered with functional leads to select the best talent to drive an aggressive business strategy.Vice President, Human Resources – Southeast Region (12/07 – 1/11)-HR business partner for 6,000 employees across 60 locations representing $2.5B in sales. -Implemented several programs to improve organizational capability. -Led multiple reorganizations to better position the organization during challenging business conditions. -Served as HR lead to integrate Pepsi Americas Company locations into PepsiCo.

Director, Human Resources – Home Services – Roofing, Siding and Windows (9/06 – 11/07)-HR lead for 3,500 associates & 1,500 subcontractors across 28 US branches representing $1B in sales. -HR team lead responsible for completing all due diligence associated with two acquisitions. -Revised the bonus program to better align individual and company performance. -Guided the senior team through a $4MM cost reduction. Director, Human Resources (11/03 – 8/06)-Supported the EVP Information Technology, six VP’s of IT and more than 1,600 associates.-Appointed by CHRO to lead efforts to establish a new 500 associate technology center in Austin, TX. Developed the detailed HR project plan including business case, external risk analysis, organization charts, adverse impact analysis, internal / external communication plans and legal review to support the project. -Upgraded 50+ percent of the IT management team. -Provided HR leadership to outsource 200+ positions to India. -Led the effort to create and implement five new job families better defining career paths and expectations. -Chaired the IT Employer of Choice communication team and three individual portfolio Employer of Choice teams.

Vice President, Human Resources – Acuity Lighting Group (8/01 – 9/03)-Provided support for a $1.5 billion Lighting Manufacturing Company with over 5,000 employees. -Six Sigma (Q6) “Champion” for all Human Resource projects. Completed 4 projects and saved $1.2MM. -Appointed by the CEO to lead design and implementation of the Acuity Brands Leadership Development Process.-Partnered with the VP Global Sourcing to establish Asian sourcing offices in Beijing and Shanghai. -Negotiated a contingent workforce service agreement that reduced costs by $525,000 (15%). -Reduced total relocation expenses by $145,000. Implemented the Company’s first Opinion Survey process. Director, Human Resources (9/98 – 7/01)-HR lead during the integration of three acquisitions. -Chaired the HR Executive Leadership team comprised of the CEO and his staff that reviewed HR strategic initiatives. -Designed and implemented the first formal Mentoring program designed to retain “High Potential” employees. -Developed and implemented strategic professional and college recruiting strategies. Corporate Manager, Compensation and Recruiting (9/97 – 8/98)-Designed and implemented recruiting strategies to attract key talent to the organization. -Provided Human Resource support for Finance, Marketing Operations and Information ManagementSystems that included succession planning and career development.

Manager, Compensation Corporate Office (2/97 – 8/97)-Developed and implemented competitive commission pay systems for four of eight business units. -Coordinated the non-union wage and benefit review and approval process. Designed and implemented a “pilot” national vending pay system.Human Resources Manager (1/95 – 1/97)-Managed all activities for 13 locations including 8 union locations (5 IBT, 3 USW), 700 employees, and $130MM in revenue. -Key contributor in negotiating five labor contracts. Successfully managed a three-day strike mobilizing over 200 workers. Business Unit point person for implementing national change initiatives.

Employee Relations Manager Cooper Power Tools (3/93 – 1/95)-Responsible for all Employee Relations functions for a plant of 350 employees. -Led Human Resources strategy & execution to consolidate two manufacturing facilities. Cooper Industries Employee Relations Rotational Training Program (8/90 – 2/93)-Various Human Resource responsibilities included rotations at a union facility, non-union facility and the corporate office.