Thomas Craig Williams, Ph.D

Thomas Craig Williams, Ph.D.

Senior Human Resources Executive and Educator with demonstrated success in building and leading highly effective teams that are aligned to the values and objectives of the business. Skills and experience in:  Strategy development and business planning  Organizational design and the management of complex organizational change  Organizational assessment and measurement  Talent management, including succession planning, performance management, executive and leadership development  Leadership team development and executive coaching  Workforce planning and talent acquisition  Learning and career management  Rewards and recognition  Employment law and employee relations  Development and execution of HR plans, tools, and practices associated with mergers, acquisitions, and divestitures  Implementation and management of HR information systems  Development and execution of HR strategy that is fully aligned and integrated with business strategy

Education & Certifications

 Ph.D., Industrial & Organizational Psychology, North Carolina State University, Raleigh, NC, 1990  M.A., Industrial & Organizational Psychology, East Carolina University, Greenville, NC, 1983  B.A., Psychology, East Carolina University, Greenville, NC, 1980  Certificate, Harvard University, Harvard Business School, Pfizer Management Forum, Cambridge, MA, 1996  Certificate, University of North Carolina at Chapel Hill, Kenan-Flagler School of Business Administration, The Burroughs Wellcome Management Institute, Chapel Hill, NC, 1987  Senior Professional in Human Resources (SPHR), Society for Human Resource Management, 1998-Present  Licensed Real Estate Broker, State of North Carolina, 2005-Present

Professional Experience

East Carolina University 2013 – Present Teaching Assistant Professor, College of Business Responsible for supporting the mission of the College of Business through effective teaching and service.

Walmart, Inc. 2008 – 2013 Vice President, Global Organizational Effectiveness Responsible for providing global leadership and enterprise support to organizational design, change management, job design & analysis, selection & assessment, performance management, team alignment, survey research and workforce analytics.  Established an internal organizational design and change management consulting capability; supported major organizational design projects for markets within the International Division, Walmart Stores US, Sam’s Club, and Home Office Corporate functions  Deployed a technology platform, process, and tools to support associate performance management in the US and markets within the International Division  Significantly increased both the efficiency and effectiveness of the global associate engagement survey through improvements in measurement methodology, process, and supporting technology (administered annually to 2.1 million associates in the US, Latin America, Europe, and Asia)  Developed and deployed a global process and technology to align validated job data to key human resource management systems and processes, linking validated job data to recruitment, selection, training, and performance management  Developed and deployed validated selection methodology and tools within International markets, the Home Office, and Field Operations in the US  Established an internal team alignment and performance development capability; led team alignment work at the executive levels within Walmart Stores US, Sam’s Club, and Home Office Corporate functions  Led a global initiative to increase alignment across HR teams and build HR skills in organizational design, change management, and internal consulting Johnson & Johnson 2005 - 2008 Director/Head, Human Resources (VP equivalent) Human Resources executive responsible for the Latin America Region, Ireland Operations, and Jacksonville Headquarters of Johnson & Johnson Vision Care, including Research & Development, Manufacturing & Supply Chain, Finance, Information Management, Global Marketing, Regulatory Affairs, and Quality Assurance.  Developed and led the process for redesign of the global Regulatory Affairs, Quality Assurance, and Information Management organizations; developed and led execution of communications and change plan  Led chartering of the Global Claims Council, with responsibility for driving category and market share growth through strategic management of product claims  Led chartering of a cross-functional technology transfer leadership team responsible for strategic alignment between Research & Development, Quality Assurance, and Ireland Operations  Conducted a comprehensive talent assessment in Latin America based on both current performance requirements and future capabilities critical to the Region’s five year business plan; working with the Regional Leadership Team, developed strategies to close performance and capability gaps  Provided leadership to the design and execution of a new HR strategy and organization design aligned to both the Vision Care business strategy and J&J global HR transformation model

Wachovia Corporation 2004 - 2005 Senior Vice President & Director, Performance & Leadership Consulting Chief organizational effectiveness and learning executive for the organization.  Achieved approval of an enterprise performance management process and technology platform  Developed and executed the enterprise SouthTrust merger training plan  Fully implemented entry level and advanced leadership development curricula  Achieved recognition as one of Training Magazine’s 2004 Top 100 learning and employee development organizations  Executed PLC organizational changes, leading to a budget reduction of over two million dollars and significant increases in productivity, quality, and team morale

Pfizer Inc 1995 - 2004 Vice President, Human Resources (2002 – 2004) Chief human resources executive for the Pfizer Consumer Healthcare Division, North America Region (PCH NA), including the US, Canada, Mexico, Central America and the Caribbean.  Migrated the Warner Lambert Consumer Healthcare North America organization to the Pfizer HRIS, compensation, and performance management systems  Led transition of the US sales training function to a new learning & development team supporting all North America and division headquarters organizations  Reorganized the HR generalist and staffing functions, resulting in significant cost savings and performance improvement  Led development of the global PCH human resources strategic plan  Developed and implemented the PCH post-merger strategic diversity and inclusion plan  Planned and fully executed all Pharmacia Consumer Healthcare talent management merger activities  Developed and implemented the division’s first workforce measurement system Group Director, Human Resources (2000 – 2002) Responsible for leading the Groton Laboratories human resources organization, providing support to the Groton facility and all satellite facilities located in the Northeast.  Developed the post-merger operating model for site governance and launched the Groton senior leadership team  Designed and launched the site facilities and work environment leadership team  Designed and implemented the post-merger site HR operating model and led the startup of the site HR leadership team  Developed and rolled out the vision, goals, and business plan for the new post-merger HR organization Integration Planning Team (2/2000 – 9/2000) Selected to serve as the human resources representative to the divisional team responsible for planning and coordinating the Pfizer – Warner Lambert R&D integration.  Contributed to design of the global integration planning model and established the initial integration communications process  Developed the human resources integration master plan and timeline  Developed the senior executive selection and key talent retention processes  Contributed to the development of the end state R&D model and organizational design

2 Director, Human Resources (1997 – 2000) Provided human resource management support to the Development Sciences and Exploratory Development organizations of the Central Research Division.  Led the startup of a new human resources generalist team  Planned and managed the Exploratory Development reorganization  Led the startup of a new Development Sciences organization  Managed the global core values survey process for the division  Designed and implemented a new leadership development and succession planning process  Developed a human resource planning model and associated tools  Developed a measurement model and process for continuous assessment of HR performance Director, Learning and Organizational Development (1995 – 1997) Responsible for the Groton site learning and organizational development function and served as global learning and organizational development head for the division. Global responsibilities included R&D facilities in the US, UK, France, and Japan.  Designed and staffed a new headquarters learning and organizational development function  Established a new training and education center  Redesigned the Groton site performance management process  Developed and led the rollout of a global organizational vision for research & development

Burroughs Wellcome Company, Production & Engineering Unit 1984 - 1995 Director, Training and Development (1993 – 1995) Through a series of positions of increasing responsibility and scope, built and led the unit’s training and organizational development function.  Managed the unit-wide transition to work teams (138+ work teams across three sites)  Designed and implemented team peer appraisal and peer employment selection processes  Developed and implemented employee selection, training and technical/regulatory qualification processes for the startup of a new sterile products manufacturing facility  Contributed to the design and implementation of a global executive development and succession planning process Manager, Training and Development (1990 – 1993)  Installed computer-assisted instructional systems for both technical and non-technical applications  Installed a computer-assisted testing system to support technical/regulatory training and qualification  Developed and implemented a new training information management system  Implemented a career planning and management program for all unit employees Department Head, Training and Development (1985 – 1990)  Led the startup of the unit’s first internal training, organizational development, media and communications functions  Developed and implemented a structured management assessment and development process  Designed and led the startup of an on-site learning center  Established a structured technical/regulatory training and qualification system  Developed and implemented training curricula for professional, administrative and operative/craft employees  Developed and implemented employee selection, performance management, training and team development processes for the startup of a new biotechnology manufacturing facility Human Resource Development Specialist (1984 – 1985)  Developed and implemented an operative/craft performance management process  Evaluated and revised the unit’s entry-level management training curriculum  Developed and implemented an internal trainer certification program to support training delivery

Independent Consultant 1982 – 1984 Worked as an independent consultant while attending graduate school. Worked with organizations such as Carolina Power & Light, North Carolina State Government, IBM, and Burroughs Wellcome. Projects included employee survey research, job analysis, development of performance management processes and tools, and instructional design.

Organizational Training Experience

Developed and/or delivered organizational training programs in the following content areas:

Performance Management Active Listening Assertion Conflict Management Oral Presentation Time Management Basic & Advanced Leadership Basic & Advanced Selection Interviewing 3 Training Delivery (Train-the-Trainer) Performance Measurement & Rating Accuracy Creativity and Innovation Problem Analysis and Decision Making Career Planning & Management Process Improvement & Quality Management Instructional Design & Test Development Team Alignment & Performance Team Leadership Group Facilitation Internal Consulting

Teaching Experience

Teaching Instructor, College of Business, East Carolina University, Greenville, NC  Human Resource Management Adjunct Instructor, Department of Psychology, University of New Haven, New Haven, CT  Human Resource Management Invited Faculty, Russian Entrepreneurship and Management Training Program, Walker College of Business, Appalachian State University, Boone, NC  Introduction to Human Resource Systems Part-time Instructor/Adjunct Associate Professor, Department of Psychology, East Carolina University, Greenville, NC  Statistical Methods for the Behavioral Sciences  Learning and Behavior  Tests and Measurement  Quality Management and Team Development (Seminar)  Selection Interviewing (Seminar) Part-time Instructor, Human Resources Management Program, Pitt Community College, Greenville, NC  Performance Management  Training Technology I: Needs Analysis, Design and Development  Training Technology III: Delivery Instructor, Teacher Executive Institute, Pitt County Educational Foundation, Pitt County, NC  Creativity and Innovation Graduate Teaching Assistant, Department of Psychology, North Carolina State University, Raleigh, NC  Introduction to Industrial – Organizational Psychology Graduate Teaching Assistant, Department of Psychology, East Carolina University, Greenville, NC  Introduction to Psychology I  Introduction to Psychology II  Introduction to Psychology – Honors Section

Service

Business Advisory Council, College of Business, East Carolina University, 2011 – 2012

Program Committee, Society for Industrial and Organizational Psychology, 1989 – 1991; 2002; 2004; 2007 – 2008; 2012

Steering Committee, Human Resources Solutions Network, Sponsored by Organization Resource Counselors, 2002 – 2004

Board of Trustees, Centenary College, Hackettstown, NJ, 2002 – 2003

Human Resources Leadership Association of Eastern Connecticut, Chapter of the Society for Human Resource Management (SHRM), Charter Member and President, 2000 – 2001

Ed.D. Dissertation Reader and Defense Committee, George Washington University:  Rene G. Verlleux, A Nationwide Descriptive Study about the Status of Organizational Learning in United States Businesses as Perceived by Human Resource Development Practitioners, 1995

Ed.D. Dissertation Reader and Research Advisor, North Carolina State University:  Tina Winter, A Strategy for Identifying when Interventions Should Occur in Computer-Assisted Instruction, 1994

M.A. Thesis Committee Membership, East Carolina University:  David L. Angel, The Effects of Data Collection and Locus of Control on the Quality of Information Given in a Situational Interview, 1994

4  Wendy S. Smith, Assessment of Pay System Preference and its Relationship to Job Performance, 1994  John A. Pelkey, The Psychometric Properties of the Coaching Skills Inventory and Evidence of Behavioral Modeling with Respect to Manager – Subordinate Manager Coaching Effectiveness, 1990  Anthony Hubert, The Relationship between Rater Self-Esteem and Rating Error, 1990  Mary Wilson Waters, Identifying Critical Behavioral Dimensions in Industrial Training: A Demographic Study, 1988  James A. Shaw, Subordinate Attitudinal Correlates of Three Types of Rater Error, 1988  Mark T. Wisniewski, Identifying Critical Behavioral Characteristics of Industrial Trainers, 1987  Anne M. Butterworth, Employee Satisfaction with a Behavioral Expectation Scale Method of Performance Appraisal, 1985

Volunteer: Special Olympics & The ARC (Association of and for People with Intellectual & Developmental Disabilities), 1990 – 2001

Continuing Education Advisory Board, Pitt Community College, 1993 – 1995

Eastern Carolina High School Quiz Bowl, sponsored by East Carolina University, Moderator and Judge, 1992 – 1995

East Carolina University Adult Education Advisory Board, 1992 – 1995

Executive Committee, Society for Industrial and Organizational Psychology, 1991 – 1993

Consultant to the Pitt County School System and Pitt County Board of Education, 1990 – 1995

Board of Directors, Literacy Volunteers of America - Pitt County, 1989 – 1991

Steering Committee (Chairperson), Pitt County Teacher Executive Institute, 1989 – 1991

Workshop Committee, Society for Industrial and Organizational Psychology, 1989 – 1993 (Co-Chairperson, 1992 - 1993)

Advisory Committee, Personnel Technology Program, Pitt Community College, 1988 – 1995

Papers and Publications

Williams, T.C. & Rains, J. (2007). Linking strategy to structure: The power of systematic organization design. Organization Development Journal, 25 (2), 163 – 170.

Adams, D.M., Grossnickle, W.F., Pelkey, J.A., & Williams, T.C. (1997). Gaining employee acceptance for peer rating processes. Paper presented at the annual convention of the Southeastern Psychological Association, Atlanta, GA.

Winter, C.S., Taylor, R.G., & Williams, T.C. (1996). A strategy for deciding when interventions should occur in computer- assisted training. Journal of Instructional Psychology, 23, 245 – 248.

Williams, T.C. & Zahed, H. (1996). Computer-based training vs. traditional lecture method: Effect on learning and retention. Journal of Business and Psychology, 11, 297 – 310.

Zahed, H. & Williams, T.C. (1994). Computer-based safety training for the pharmaceutical industry. Pharmaceutical Technology, 18, 98 – 102.

Williams, T.C., Thayer, P., & Pond, S. (1991). Test of a model of motivational influences on reactions to training and learning. Paper presented at the annual conference of the Society for Industrial and Organizational Psychology, St. Louis, MO.

Williams, T.C. (1983). The use of rater training in employee performance appraisal. Paper presented at the annual meeting of the National I-O & OB Graduate Student Convention, Chicago, IL.

Williams, T.C. (1982). The development and assessment of a behavioral expectation scale used in conjunction with a traditional method of performance appraisal. Paper presented at the annual meeting of the National I-O & OB Graduate Student Convention, College Park, MD.

Professional Memberships

 American Psychological Association  Society for Industrial & Organizational Psychology  Society for Human Resource Management