HR Director @ From September 2015 to Present (4 months) Cincinnati AreaHR Director, NOAM Operations @ Provide holistic HR support for North American Flavors Operations organization. From April 2013 to September 2015 (2 years 6 months) Human Resources Business Partner @ Human Resources Business Partner supporting North American Commercial team and Global Science & Technology team. From January 2011 to March 2013 (2 years 3 months) People Management COE Manager @ From July 2009 to February 2011 (1 year 8 months) Learning and Development Manager @ Responsible for the development of long-range plans and implementation strategies aimed at building organizational performance and operational success across a diverse employee population within North America and Latin America. • Facilitate organizational effectiveness strategies that improve business performance, organizational systems, and relationships within and across business units. • Provide internal management consulting support and services across departments on a broad array of human resource topics including assessing new business reconfiguration, establishing human resource strategy, etc. • Analyze the performance, effectiveness, and strengths of human resource practices within departments and recommend actions that will improve human resource services and management effectiveness. • Create a business unit curriculum that best serves business and performance needs and includes, but is not limited to, leadership, process development and team or business related coursework. From May 2008 to June 2009 (1 year 2 months) Regional Manager, Human Resources @ Senior member of the Corporate HR team, with responsibility for developing and delivering strategic HR programs, projects and procedures that align the workforce with the strategic goals of the organization. • Direct and facilitate the execution of daily HR requirements, including workforce planning, compensation and salary management, recruiting and hiring, employee training and relations, and performance management for 1400+ unionized and non-unionized employees. • Partner closely with leaders and employees to improve work relationships, build morale, and increase productivity and retention. • Lead organizational design and development initiatives in support of corporate objectives. • Developed and implemented a strategic, centralized recruiting model which included an on-boarding process to optimize HR administration, employee productivity, satisfaction, and retention. • Designed and implemented Human Performance tools resulting in highly improved investigatory abilities promoting individual and organizational accountability and sustained focus toward procedural compliance using TPS and continuous improvement principles. • Manage and provide direction to a staff of 11 geographically dispersed HR Generalists and Corporate Recruiters. From April 2007 to May 2008 (1 year 2 months) Global Organizational Development Manager @ Member of the Human Resources Leadership team with responsibility for driving the implementation of organizational and management development initiatives, executive level training, team development, change management strategies, career and succession planning, and global communications. • Developed a plan that drove the successful integration of three separate businesses post-acquisition. This entailed a detailed review/revision of key strategic processes within the organization including leadership and employee development, assessment and selection practices, communication and engagement efforts, and performance management. • Established a global leadership development model that integrated competencies, practices, and skill sets necessary to be a successful leader within Kao Brands, from frontline supervisor through the executive level, ensuring that culture and organizational identification were consistent throughout the business. • Designed and implemented a Global Communications strategy that included a CEO Communication plan and the development of a global Employee Communications Portal leveraging in-house SAP technology. • Developed and delivered key training programs within the organization including career planning, performance management, mentoring, and management skills. • Partnered with senior leaders within the organization to develop and execute business process and organizational design changes. • Provided direction for HR due diligence for new ventures/acquisitions and start-up locations. • Participated in the recruitment of key leadership positions. • Supervised two exempt-level OD specialists. From October 2005 to April 2007 (1 year 7 months) Global Compensation and Benefits Manager @ Responsible for the planning, development, administration and communication of both international and domestic compensation and benefits plans including active and retiree health care, life insurance, retirement plan and disability plans, deferred compensation, and short/long-term incentive plans. • Set strategic direction and design for health care plans for domestic operations. Implemented new design changes which helped reduce the health care costs for employees and the company by an average of 17% over three years. • Created and launched a global strategy for total compensation in a post-acquisition environment. • Evaluated, measured and analyzed the cost effectiveness and market competitiveness of compensation in the US, Canada, Western Europe and UAE. • Provided advice and guidance to HR managers and business leaders on performance management, compensation and benefits training and education, annual salary planning, and company policies and practices. • Managed a cash balance pension plan and a 401(k) program in excess of $60 Million and $140 Million, respectively. • Responsible for annual employee merit and bonus administration, performance management and benefits enrollment cycles. • Developed, implemented and managed expatriate and short-term assignment policies. • Supervisor to two analysts, two benefits administrators, and two payroll clerks. From November 2003 to October 2005 (2 years) Compensation and Benefits Analyst @ • Assisted with the research, development and administration of the company’s compensation and benefits programs. • Managed the procurement and implementation of a new HRIS system. • Collected and evaluated data for internal equity, external competitiveness and legal compliance. • Played a pivotal role in annual salary reviews, the merit process and the calculation of incentive payments based on EVA. From August 2002 to November 2003 (1 year 4 months) Human Resources Representative - Training & Org. Development @ From June 2000 to August 2002 (2 years 3 months) Human Resources Representative - Special Projects @ From May 1999 to June 2000 (1 year 2 months)

Bachelor of Science, Industrial Labor Relations @ Northern Kentucky University From 1994 to 1998 Krista Combs is skilled in: Organizational Development, Change Management, Coaching, Talent Management, Talent Acquisition, Strategic Planning Facilitation, Team Building, Training & Development, Training Delivery, Workforce Planning, Employee Relations, Strategic Planning, HR Policies, Human Resources, Management, Organizational Design, Succession Planning