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Executive Compensation Consultant Resume
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| Desired Industry: Human Resources |
SpiderID: 4759 |
| Desired Job Location: Fairfax, Virginia |
Date Posted: 1/16/2006 |
| Type of Position: Full-Time Permanent |
Availability Date: Immediate |
| Desired Wage: 90000 |
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U.S. Work Authorization: Yes |
| Job Level: Management (Manager, Director) |
Willing to Travel: Yes, Less Than 25% |
| Highest Degree Attained: Bachelors |
Willing to Relocate: No |
Objective:
I am looking for a good match for my broad base of knowledge and skills, that carries significant challenges, be it contract, temporary, or permanent. I am flexible and open to temporary project oriented and/or consulting tasks, such as incentive or variable compensation plan development, assistance with issues in expatriate compensation, market and job analysis, including executive, review and recommendations for existing or proposed compensation arrangements, etc. I am able to work from home as well as be present in your place of business. I can work equally well with large or small companies, and, particularly, companies undergoing change.
Experience:
RELEVANT PROFESSIONAL EXPERIENCE:
January, 2002 to September, 2005
Compensation Manager
IIT Research Institute (IITRI), now Alion Science and Technology Corp. a 100% ESOP Owned S-Corp.
Develop Executive Compensation Strategy and plan design for executive team, and overall compensation policy, structure and practice for a not-for-profit research and development government contractor which moved to a for-profit S Corporation employee owned through an ESOP Trust. Researched practice for similarly situated companies through review of S-1 and proxy filings with the SEC. Recommended use of SARs/restricted phantom stock plans in addition to short term, annual incentive bonuses, to protect S Corp. status. With counsel, prepared Plan documents for Board approval, which had to be submitted to the SEC with final S-1. Performed overall market analysis and recommended salary structure that would be competitive and, yet, meet the scrutiny of DCAA auditors. Prepared billing rates for responses to RFPs. Worked with Service Contract Act (SCA) compliance and Wage Determinations. Act as Administrator for all executive compensation plans. Developed and instituted expatriate program using balance sheet approach with tax equalization, crafted International Assignment Agreements, costed out and reviewed all international assignment agreements, and made arrangements with payroll, finance and outside consultants to handle taxation issues. Provided compensation program structure integration and mapping for several substantial acquisitions. Led the process of redesigning all non-qualified deferred compensation plans as result of “American Jobs Creation Act of 2004”.
August, 2000 to January, 2002
Principal Compensation Administrator
September, 1999, to August, 2000
Contract Senior Compensation Consultant, ANSER, Inc.
Perform analysis of compensation plans, both new and ongoing, and advise management on compensation issues. Design variable incentive plan for management and key employees using Balanced Scorecard approach for performance payout criteria. Prepared spreadsheets for merit increase program and reviewed recommended increases for consistent application of policy. Designed shift differential policy for IT employees. Researched and developed expatriate policy and compensation programs, and drafted expatriate agreements/letters of assignment for employees on international assignments. Designed an incentive plan for a business area based on performance under an award fee contract.
August, 1998,to April, 1999
Contract Sr. Compensation Consultant, Logicon Sector of Northrop Grumman
Perform analysis of compensation plans, both new and ongoing, and advise management on compensation issues. Advised Director, HR, on allocating Restricted Stock Performance Rights and NQSOs offered by Northrop Grumman Corporate. Developed base line method of allocating participation slots and available shares. Prepared submittal for Corporate on RPSRs and NQSOs. Assisted Business Units in developing contract capture bonus plans, incentive bonus plans for management, and retention plans for critical skills. Performed market analysis and developed basis for compensation planning for the next fiscal year. Performed job analysis and evaluation for redesigned organization as a result of the acquisition of Logicon by Northrop Grumman, including market pricing, for executive and senior level positions. Prepared market data justification for pricing of jobs in a bid proposal for several major government contracts.
July, 1996 to August, 1997 Director, Compensation and Benefits
American University, Washington, DC.
Direct the development, formulation, and implementation of compensation policies and programs for the University, covering some 1000 staff employees. Develop a complete new classification system for staff, along with compensation policy and Salary Administration. Direct administration, planning, and formulation of plan design and benefits for 1600 faculty and staff.
May, 1993 to July, 1996 Director, Human Resources Support Services
Georgetown University, Washington, DC.
Direct the development, formulation, and implementation of compensation policies and programs for the University, covering some 2500 staff employees in the Central Administration, Main Campus, Medical Center, and Law Center, 630 Non Teaching Academics on the three Campuses, and 2500 hospital employees. Provide monitoring of job classification and compensation policy application through HR Generalists, acting as front line contacts to departments, and activities of Hospital Human Resources. Directs the operation and maintenance of University Human Resource Information and Record systems. Directs the delivery, and day to day administration of employee benefits services for all faculty, academic, and staff employees (some 7,500, full time) in the University and Hospital Communities.
October, 1991 to May, 1993 Compensation Manager, Georgetown University, Washington, DC.
November, 1990 to October, 1991 Compensation Project Manager/Consultant,
Georgetown University, Washington, DC.
May, 1987 to November, 1990 Agent / Registered Representative
The Franklin Companies & State Mutual Companies.
April, 1983 to April, 1987 Consultant,
D. L. Mead & Associates, Springfield, VA
Performed design, installation, administration, amendment, and termination of qualified pension / profit sharing plans for clients ranging from single, self employed to employers of over 500 employees. Work included all aspects of plans: reconciliation of trust funds; plan valuation; minimum funding standards and full funding limitations; 403(b) maximum exclusion allowances; 401(k) ADP testing; allocation of income, forfeitures and contributions; preparation of IRS / DOL Forms 5500, etc.; and comparability studies between plans of an employer for anti-discrimination.
June, 1976 to October, 1982 Manager, Salary Administration,
Southern Railway System, Washington, DC.
Directed the administration of the compensation program, and program development, including job measurement using the Hay System, for 3,500 non-union employees from clerical to senior management. Administered Southern's management incentive plan, and assisted in the design and installation of a TRA '76 investment credit TRASOP. With Hay, operating management, and BRAC union leadership, designed, gained acceptance, and implemented a job classification system with six "grades" for 2,800 BRAC jobs, that previously had over 1,000 different rates of pay, varying by pennies per hour. Acted as chair of the Hay Railroad Survey Group, an industry survey group using Hay technology.
June, 1974 to June, 1976 Salary Analyst,
Southern Railway System, Washington, DC
Education:
BA Economics, 1968, Davidson College, Davidson, NC
Affiliations:
WorldatWork
Skills:
Working knowledge of MS Office 2000 applications (Word, Excel, Access, PowerPoint), WordPerfect, Lotus 1-2-3, QuattroPro in a Windows 2000 environment.
Job analysis/evaluation
Market pricing
Variable pay/incentives, long & short term
Stock and synthetic securities plans
NQ deferred comp.
Additional Information:
OTHER:
Completed and passed exam (Score =99%), WorldatWork (ACA) Certification Course C9: “Elements of Expatriate Compensation”, 2001.
Registered, National Association of Securities Dealers, Series 6 & 63
Completed 4 of 6 examinations for Certified Financial Planner
Hay Courses in Basic Job Evaluation (1974), and Advanced Job Evaluation (1976)
ASPA C-2 Course "Tax and Regulatory Environment for Qualified Pension / Profit Sharing Plans" (1985).
Member, Blue Ridge Alliance for the Performing Arts, Trinity Players.
American Legion
MILITARY SERVICE:
August, 1968 - July, 1970: 1LT, Platoon Leader, Company Commander, Transportation Corps including Viet Nam service. (Bronze Star Medal, Viet Nam Campaign Medal, Viet Nam Service Medal, National Defense service Medal).
Reference:
Supplied on reply
Candidate Contact Information:
| Name: Andrew Bird |
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| Street: |
Phone: 703-787-6650 |
| City: Sterling |
Fax: - |
| State: Virginia |
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| Zip: 20164 |
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| Web Site: |
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