Certified as a Great Place to Work in 2018, 2019 and 2020, ECI has also been named as one of the 50 Most Engaged Workplaces for the past five years. ECI provides business and e-commerce solutions, offering on-premise and cloud-based technologies. For 20+ years, ECI companies have served the manufacturing, service technology, office supplies, contract office furniture, lumber and building materials and hardware sectors. We are industry experts supporting the entrepreneurial spirit and profitable growth of small and medium size enterprises. Privately held by LGP, is headquartered in Fort Worth, Texas, USA, with offices and companies throughout the U.S., Canada, New Zealand, Australia, England and the Netherlands.Provides human resources partnership and collaboration to ECI’s senior leadership team and supports 1500+ employees globally in 7 countries. Assists in defining and driving the execution of Corporate HR strategies, operational plans, and provide hands on consultancy and solutions across the organization. ► Responsible for the administration and HR Subject Matter Expert (SME) for our global HRIS/Payroll system, Ceridian Dayforce. ► Supports merger/acquisition activities for onboarding of new companies ► Assists in policy development and rollout, and ensures compliance with federal and state regulations and requirements. ► Leads the HRBP team for US, Canada and Australia

Utilized business, HCM experience and knowledge to advise and consult on human capital needs as well as general business strategy for multiple companies. Key projects and activities:► Served as fractional VP Human Resources for multiple companies in the technology space providing both strategic and tactical HR leadership as well as organizational development, talent management and talent acquisition. Also provided thought leadership and served as business partner to leadership teams in support of continued growth strategies► Selected and implemented health and retirement benefits for Canada, US, Egypt, India and USA for a start-up cyber security company► Strategy facilitation for $100M real estate company► Established all HR operations for a cyber security start-up including selection and implementation of the first HCM and payroll systems for Canada, US, Egypt, India and USA► HCM strategy for a start-up cyber security company► Speaking engagements at local executive groups regarding HCM and talent acquisition processes

Kimberly Sudderth joined Womack Machine Supply as Vice President of Human Resources and was promoted to Executive Vice President of Operations in June 2013 to provide strategic direction for Human Resource (HR), Information Systems, and Supply Chain. Member of the executive leadership team and HR advisor reporting to the CEO. Facilitated process improvements for the HR, customer service, information systems, supply chain, and manufacturing groups, resulting in efficiency gains and cost savings. Instituted many “firsts” for the company, including HRIS system, compensation ranges, title harmonization, 360 evaluation, talent management tools, performance management, and the employee development process. Built talent management and succession planning initiatives and developed training courses, including senior leadership, sales management, mid-level management, customer service induction, and rookie sales training.► Led organizational change, people integration, and assisted in the due diligence of 5 acquisitions in 14 months► Redesigned 50-year-old sales commission plan growing revenue over 300% in 5 years► Established first compensation ranges in company history, resulting in better alignment to market fair pay for positions and motivating high performers► Streamlined employee processes by researching, selecting and implementing HRIS (UltiPro) to move from paper to online operations and enable employee self-service for many tasks► Integrated operational improvements in HR department to decrease cost by 46% or $500K ► Reduced non-performing and overall cost of inventory $5M over 3 months with processes to reduce inventory by $8M by 8 months and with consistent performance ► Orchestrated research, selection, and implementation of ERP system (Epicor Profit 21) completing the project on time and within budget, right-sizing headcount by 25%, reducing ERP cost by $1.75M, and lowering operating costs by $1M in 3 months, 2015

As the Area Director of Human Resources for the Southwest with KPMG, Kimberly Sudderth was a business partner to the regional managing partners for the audit, tax, and advisory practices influencing US HR service delivery center and US accounting service centers. Mobilized as line manager for southwest region HR organization, refining policies, practices, and client support services in Colorado, New Mexico, Texas, Oklahoma, Arkansas, and Louisiana.► Piloted training to teach managers to conduct meaningful performance conversations► Designed the southwest audit function compensation model, improved pay for performance, simplified the salary reviews, and established best practice for the firm► Advised cross-functional teams on advanced firm-wide job rotation project, employee recognition, and crisis management► Pioneered first new partner school to educate on everything from personal finances to C-level networking for business development► Instituted first senior manager school to increase productivity and prepare to become partners► Initiated project and work tracking for southwest HR organization.

As the Human Resources Director for Central USA at Nokia, Kimberly Sudderth held line management responsibility for the most extensive operational HR function in the US. Supported 4,300 employees and managed multiple sites, including the Irving, Seattle, Atlanta, Boston, and New York campuses. Unified all business departments, including sales, manufacturing, and supply chain with a total of 31. Heavily involved with international HR administration to support multiple countries. Collaboratively developed and piloted global company-wide processes, including talent inventory and rotation, functional training ladders, employee engagement planning, leadership review, and career coaching workshops. Kimberly joined as Safety Engineer in 1995 and promoted based upon merit to HR Manager in 1996, to Strategic Planning Manager in 1999, to Sr HR Manager in 2001 and ultimately to HR Director in 2003.► Governed recruiting for multiple US and international sites included Irving, Seattle, Atlanta, Boston, New York, Helsinki, Singapore, India, and South America► Ramped up recruiting team to place 300 employees per year to 300 employees per quarter without adding headcount and with minimal cost to improve average satisfaction score from 3.2 in 2002 to 4.4 in 2006 on a five-point scale► Established and monitored key objectives, analytics, and metrics to ensure activities of HR aligned with business requirements to increase business satisfaction scores from the lowest in the region to the highest from 2.95 in 2003 to 4.2 in 2006► United Nokia Internet Communications from a collection of 11 acquired startups into a single business unit with common goals and processes► Developed and executed business unit people strategies within the geography► Led organizational initiative to increase employee satisfaction in a single business group to result in a 16% overall index increase, a 38% increase in HR year on year, and a 15% greater satisfaction than the industry average