kim thompson bio 2011
TRANSCRIPT
KIM THOMPSON PROFESSIONAL BIO & SERVICES OFFERED
2011
Operations Analysis
Sales Compensation Design
Policies & PlanningGap Analysis – Organizational Development Planning
HR Advisory Consultant
Legal Advisory
Sales Administration Analysis
Contract Administration
Employee Relations Advisory Strategic Development Planning
Coaching & DevelopmentFLSA Compliance Auditor
Technical Recruiter – Technical, Engineering, Construction, Architecture, Sales and C-LevelGlobal Compensation Analysis
Executive Bonus Design
Market Base Pay AnalysisFunding Liaison - New Products & Services, Start-ups / New Ventures, Turn-Arounds
Performance Management Coaching & Analysis ~ All Levels
Operations
Finance
Sales Comp Design
Policies & Planning
Human Resources
Legal Advisor
Customer ServiceSales Administration
Contract Administration
ConsultantProvisioning
FLSA Compliance
Employee Relations
Strategic Development
Task Force Leader
Coaching & Development
FLSA Auditor
Global Compensation
Executive Bonus Design
Mkt. Base Pay Analysis
Performance Mgmt. Coaching
Executive Recruiter
Account Executive
~ Sr. Technical Recruiter ~
Professional, High-Tech Corporate Recruiter, with hands-on full life- cycle recruiting experience recruiting a wide-range of positions for Sales, IT,
Engineering and Professional-level placements. Responsible for full-cycle recruiting process from screening,
interviewing, offer preparation, negotiating and closing the candidate.
Create and maintain extremely strong client relationships with hiring authorities.
Specialize in “passive” recruiting by maintaining very high-level relationships with past business associates, clients and senior-level executives in the high-tech industry.
Utilize consultative approach in dealing with both clients and candidates to ensure exceptional matchmaking.
Manage all logistics, including out-of-state client management, relocation of new hires, client interview processes, scheduling and pre-qualification processes, and subsequent follow-up.
Leadership (C- Level), Sales, Engineering, IT, and Professional-level positions recruited / placed include the following (to name a few):
Leadership: President, CEO, COO, CFO, CTO, CIO
Sales: VP of Sales, VP of Logistics, VP of Procurement, Account Executives, Sales Engineers ISAM’s, ICAM’s, Enterprise / Channel Sales Managers, SW / HW Technical Sales Managers.
Engineers: (Licensed PE’s / EIT’s)Mechanical, Electrical, Plumbing Design, Control Plane, Network, SONET, DWDM, Analog Design, Application, RF Design, Real-Time Embedded Software, Test Engineer, Field Application, Civil Engineer (Hydrology & Hydraulics), Design Architect, Sr. Architect, Civil EIT / PE - Transportation, Architectural CAD Tech
IT: Program Managers, Project Managers, Database Administrators ( Oracle & SQL ) Business Analysts, Application Engineers, SAP and PeopleSoft (various disciplines), Software Engineers ( J2EE, Portal, Weblogic etc. ) Systems Engineers, Systems Administrators, Unix Administrators, Developers, Programmer Analyst, Infrastructure Personnel and all aspects of Computer Security.
~ SR. TECHNICAL RECRUITER ~
~ INDUSTRIES / VERTICALS ~Consulting Engineering / CivilConstruction Mining IndustryInformation TechnologyElectronicsAerospace and Defense Consumer Packaged Goods Computer Professional Services Market SegmentsUtilities Travel Transportation Manufacturing IT
ArchitecturalTelecomChemical Health Care Leisure Life Sciences Agriculture Personal Care Products Energy Oil & Gas / PetroleumFinancial Services Food and Beverage Security Retail TradeSEO / SEM
~ Global Compensation ~
Manage / Coordinate Projects Performance Mgmt. Coaching Market-base Pay Analysis Benchmarking Administer Merit Increase Program Counsel Management Transformation Planning Mentoring & Strength Development /
Coaching New Hire Orientation – “How Do I
Get Paid?” Implement group-wide initiatives Investigate / Resolve employee
issues Help to build a positive business
culture Exploit skills available to internal HR
Recruiter
Liaison between HR, Sales, Finance, Operations and Legal
Help deliver business strategy Implement processes, policies and
standards (recommend changes) Attract, motivate, develop, retain
great talent via resourcing, training and development, performance management and reward strategies
Design and develop competitive variable pay programs
Create adhoc incentive bonus plans to increase revenue and motivate sales teams
Provide analytical support via financial modeling, directional statements, correlation analysis and trend analysis
Stream International~ Global Compensation Analyst ~
Human Resources
European Compensation Review European Annual Bonus Plan Design European Focal Point Review European Comp ratio Review European Job Mapping / Grade Analysis Global Executive Analysis
European Countries included: France, Germany. Ireland, N. Ireland, Netherlands,
Spain, Sweden, Tunisia, United Kingdom
MCAFEE, INC.~ SALES COMMISSION REDESIGN PROJECT ~
PHASE 1 - ASSESSMENT Current Plan(s) vs. Business Plan Competitive Posture Internal Pay Practices Organization ("The Players") Business Strategy
PHASE 2 - PROGRAM DESIGN Develop Models Determine Plan Architecture Eligibility Criteria Performance Measures Performance Periods Program Structure Payout Opportunity Payout Frequency Payout Vehicles Funding Requirements Goal Setting Functional Linkages
PHASE 3 - TESTING Financial Simulation Implication On Other Reward Systems Assessment Against Key Feasibility Factors Assure Self-funding Goal Attainment (Functions & People)
PHASE 4 - IMPLEMENTATION Communication Performance Planning Administrative Systems
STEP 5. MANAGEMENT AUDIT Ongoing Review
Finance
In April 2004, the Department of Labor (DOL) published important changes to the Fair Labor Standards Act (FLSA) redefining the white collar exemption tests used to determine whether an employee must be paid overtime. The first time changes have been made in over 66 years.
Human Resources
Accurately classified executive, administrative, professional, and outside sales employees under the new overtime regulations by performing internal audits.
Interviewed, assessed, determined exemption status – this required a complete understanding of the new regulations set forth by DOL.
Made recommendations for cost-effective changes to avoid expensive enforcement action and class action law suits. Composed comprehensive briefs / legal summaries for the Legal department with documented assessments and examples which may be used for future litigation by Blockbuster, Inc., if necessary.
Blockbuster, Inc.~ FLSA Compliance Advisor ~
BMC SOFTWARE, INC.~ SR. COMPENSATION ANALYST ~
Human Resources
Representative at senior-level meetings Sales Compensation Redesign Committee – Compensation / Bonus Plans Sales Compensation Review Board (SCRB)
Liaison between HR, Sales, Operations, Finance & Legal Approved commission payments to sales participants
Analyzed internal pay practices and made salary recommendations based on market-based rates
Remained current on all personnel policies, programs and practices, as well as, new laws and regulations Created “loophole” clause resulting in multimillion dollar savings to
company Task force leader elected to design:
Global Rewards and Recognition Program Best Practices for “Migration to India” Retention Bonus Plan for future off-shoring pilot programs
LANDMARK GRAPHICS CORPORATION~ SR. COMPENSATION ANALYST ~
Finance
Directed overall sales compensation process Quota-setting Plan Guide, Amendments, Definitions of Sales Incentive Programs, Corporate
oversight for plan design, interpretation and administration to OVP’s and sales teams
Obtained market data and recommended compensation practices and plan changes, as needed
Ensured that the compensation and benefits were aligned with the strategic objectives of the company
Salary management Incentive compensation Executive and sales compensation
Reconciled compensation issues Implemented global policies & procedures
The above responsibilities were performed for the US, Canadian andLatin American markets.
LANDMARK GRAPHICS CORPORATION~ SR. COMPENSATION ANALYST ~
Operations
Compensation Plan design and management Incentive Bonus design and implementation Liaison between sales participants and Ops VP Consultant to OVP’s and all Business Units Quota – Setting and management Monthly revenue / achievement reports Financials: Forecasted Revenue –vs- Actuals Budget Reconciliation / Justification
The above responsibilities were performed for the US, Canadian andLatin American markets.
NORTEL NETWORKS ~ SR. COMPENSATION ANALYST ~
Sales
Motivated higher levels of performance Provided internal customer service by:
Coaching sales participants, building development plans Consulting with top-level management with progress reports on top-level sales participants
Directed salesperson’s time to the most important activities… selling! Provided workshops which explained
“How Do I Get Paid?”
Rewarded all achievements Uncovered a multi-million dollar error that resulted in mega commissions for sales participants – dubbed the “Queen
of Comp” Developed competitive bonus plans to reward sales participants for specific product sales
Complemented corporate goals Increased level of awareness and “better understanding” that resulted in increased sales / revenue
MCI WORLDCOM~ ASSOCIATE ENGINEER ~
Engineering - Provisioning
Acted as liaison between management and field engineers by troubleshooting and resolving problems that impacted the network.
Created and utilized new methods for resolving issues quickly, which resulted in a 53% increase in productivity.
Increased completion rate by over 70% by utilizing multiple-person conferencing to resolve issues that impacted the network.
Note: This position was the beginning of my desire to solve problems,increase high productivity by coaching, and working with those responsiblefor cutting-edge technology.