Sales Manager

J OS EP H P . S KIR CHAK

**** ******** ******, ***. **** Philadelphia, PA 19103 617-***-**** **********@*******.***

T O T A L R E W A R DS P R OF E S S I ON A L

Extensive experience and leadership in the analysis, design, implementation and maintenance of corporat e

compensation and benefit programs and systems. Demonstrated ability to quickly evaluate, analyze, recommend

and implement strategic solutions to company operating issues associated with the effective utilization of human

resources. Developed and implemented:

Total rewards systems that supported and reinforced a company’s total rewards philosophy.

Short- and long-term variable pay plans that supported strategic business goals.

Traditional and broad-banded total compensation systems.

Performance management systems that appropriately recognized and rewarded employee performance and

contributions.

PROFESSIONAL EXPERIENCE

COBHAM, plc, Philadelphia/Lansdale, PA 2008 to 2013

A manufacturing company offering products, technologies and services for commercial, defense and security

markets with annual sales of $4.5B and 10,000 global employees.

Director, Compensation & Benefits (2009-2013)

Total Rewards Consultant (2008-2009)

Managed development, implementation and maintenance of company’s compensation and benefit s programs and

systems. Analyzed and developed competitive, cost-effective programs consistent with the company’s total

compensation philosophy and business goals and objectives .

Created a new compensation system that consolidated six different business units into one program.

Developed a framework for establishing a global compensation system.

Coordinated development of a common benefits platform for all US business units.

Developed new incentive plans and forecasting models for participant statements and accounting accruals

DE LAGE LANDEN FINANCIAL SERVICES, Wayne, PA 2007 to 2008

A financial services company offering leasing, business and consumer finance solutions with annual sales of $250 M

and 1,000 employees.

Director, Total Rewards

Managed compensation, benefits, HRIS and payroll functions. Analyzed, developed and maintained programs to

ensure cost-effectiveness and alignment with company’s Total Rewards Philosophy. Managed accurate and timely

processing of HRIS and Payroll transactions.

Developed and implemented variable pay plans that supported strategic business objectives, drove

appropriate behaviors and delivered competitive compensation levels to plan participants.

Developed and implemented a new Performance Management and Compensation Planning system that

streamlined the process and facilitated the quick analysis of planning data.

Utilized available technology to automate manual HR processes that improved execution accuracy and

decreased operating costs.

GMAC RESCAP, Ft. Washington, PA 2005 to 2007

A subsidiary of GMAC that originated and serviced prime and sub-prime mortgages with 12,500 employees.

Director, Variable Pay Plans

Consulted with business unit management in the assessment, development and implementation of variable pay

compensation plans that aligned with strategic business goals and objectives and the company’s total rewards

philosophy. Analyzed and monitored cost and behavioral effe ctiveness of existing plans, and modeled and

recommended modifications. Oversaw development and implementation of systems and procedures to forecast and

administer variable compensation payments.

Established strategic partnerships with line management in assessment and development of variable pay

plans that facilitated the achievement of business goals and objectives.

Created forecasting and modeling tools that supported business unit operations and financial planning.

DYNAMICS RESEARCH CORPORATION, Andover, MA 2001 to 2004

A services company delivering engineering, logistics and information technology services to government and

commercial customers with annual sales of $250 M and 1,700 employees.

J O S E P H P . S K I RC HA K 617-***-**** J PSKIRCHAK@COMCAST .NET PAGE TWO

DYNAMICS RESEARCH CORPORATION (continued)

Director, Compensation & Retirement Programs

Developed and implemented DRC’s compensation and retirement programs. Analyzed, recommended, implemented

and assessed cost and operational effectiveness of base salary, short - and long-term variable pay, employee

recognition, defined benefit, and defined contribution policies, programs and systems.

Developed, communicated and implemented a new compensation system covering a diversified array of

professional services employees.

Froze DB plan and enhanced the DC plan to better align with company and employee needs. Developed

detailed communication materials to explain the changes to management and employees.

Developed new management and sales compensation plans.

Developed and implemented a new Performance Management and Compensation Planning process.

NATIONAL GRANGE MUTUAL INSURANCE CO., Keene, NH 1998 to 2000

A property and casualty insurance company with annual net written premiums of $450M and 1,000 employees.

Director, Compensation & Benefits

Developed and implemented compensation, benefits, HRIS, payroll and relocation programs and systems. Analyzed

operation of, and developed and recommended modifications to, executive, management, field sales, professional

and non-exempt compensation programs.

Developed Total Compensation Philosophy and Target Total Compensation Structure for all positions.

Developed incentive compensation plans for all company employees.

Established Compensation & Benefits organization structure, designed and implemented HR Service Center

and managed conversion to a new HRIS/Payroll system.

STATE STREET CORPORATION, Quincy, MA 1997 to 1998

A diversified financial services company providing global custody, investment management, capital markets, and

commercial banking services with annual revenues of $2.5 B with 15,000 global employees.

Vice President, Compensation Design

Analyzed, designed and implemented compensation programs and systems. Consulted with business unit

management in the use of compensation tools and techniques to enhance employee performance and job

satisfaction, and to facilitate the achievement of strategic business goals and objectives.

Developed standardized corporate Total Compensation System with flexibility to support unique operating

and compensation requirements covering both domestic and international operations.

Developed Target Total Direct Compensation levels for all company positions.

Created and/or revised variable pay plans for each business unit; included all exempt employees in plans.

BEN & JERRY’S HOMEMADE, INC., Burlington, VT 1994 to 1997

A manufacturer of premium ice cream products with annual sales of $160M and 750 employees.

Manager, Compensation & Benefits

Analyzed, developed and implemented compensation, benefits, HRIS and the first relocation programs and systems.

Consultant to line management in creating a motivating, productive work environment in a cost -effective manner.

Established Total Compensation Philosophy and Total Cash Compensation structure .

Created short-and long-term variable compensation plans for management and field sales personnel .

Initiated a skill/competency based compensation program for manufacturing employees.

Developed and implemented a Livable Wage approach for anchoring the entry wage for non -exempt staff.

SMITHKLINE BEECHAM CLINICAL LABORATORIES, King of Prussia, PA 1987 to 1994

Manager, Compensation & Benefits (1994)

Human Resources Manager (1991 to 1994) – Waltham, MA

Manager, Compensation Programs (1987 to 1991)

SIBSON & COMPANY (Compensation and HR Consulting firm), Princeton, NJ 1981 to 1986

Consultant (1983 to 1986)

Associate Consultant (1981 to 1983)

EDUCATION & CERTIFICATIONS

THE COLLEGE OF NEW J ERSEY, Ewing, NJ

Bachelor of Arts (BA) in Psychology & Sociology, Graduated Summa cum Laude

Certified Compensation Professional (“CCP”) from World at Work

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