Manager Sales
Resume:
Patrick D. Brain, CCP, GRP
***** **** ***** *****, *****, MD 20841; ************@*******.***; Cell:
OBJECTIVE
Utilize my exceptional knowledge, skills, and abilities in leading and
managing compensation programs and functions to better align business
strategies and practices to company goals.
SUMMARY
A proven leader at developing, implementing, and managing executive,
international, sales, and non-sales compensation programs. I bring over 16
years of Compensation experience including 10 years managing Compensation,
5 years managing HRIS, and experience managing Benefits. I have experience
implementing and administering qualified and non-qualified deferred
compensation plans and designing, communicating, and managing criteria-
based bonus pay plans and practices. I possess superb technical skills, am
highly resourceful, diplomatic, courteous, and a solid team leader.
CAREER
Manager of Compensation, Howrey LLP, Washington, DC April 2007 to
November 2010
Managed the Compensation function for a 400+ million dollar international
law firm with 600+ attorneys, 17 locations, and 1400+ employees worldwide.
Reported to the Chief of HR until October 2008, then to the CFO.
< Developed a compensation program including a 25 page handbook for
executives to use as reference guide. Saved the firm over $300,000 in
compensation expenses by redesigning the salary structures based on
extensive analysis.
< Managed and significantly improved the annual merit and bonus processes
firm-wide by providing management with more informative communications
and reports. Lead the review processes in the executive staff meetings
and provided market data and justifications for desired actions as
needed.
( Managed the annual performance evaluation program. Identified
process and software deficiencies and collaborated with I.T. staff to
implement desired changes.
( Managed the participation process of 10 annual salary surveys.
Analyzed the company's market competitiveness of employee compensation.
Supervised support staff with completing designated surveys.
( Significantly improved the company's job description tool for easier
use by managers. Developed and implemented job coding and titling
protocols. Produced reports for management review, system uploads, and
data clean-up efforts.
Manager of Compensation & HRIS, Rydex Investments, Rockville, MD May
2002 to April 2007
Managed the Compensation, HRIS, Relocation and Time Off functions for a
mutual fund company.
< Developed and implemented a corporate compensation program entailing
objective, philosophy, structures, classifications, and expected
practices. Conducted training sessions for 60+ supervisors, managers,
and executives.
< Managed sales and variable compensation programs by producing
communications and data reports, designing incentive plans, developing
and conducting training presentations, outlining procedures and
timelines, calculating pay, and overseeing administration through
payroll.
( Managed an anniversary salary review and administration process,
designed, implemented, and provided training on automated tools, and
provided consultation to management on salary increase types, timing, and
amounts.
( Managed the participation process for 6 to 10 annual salary surveys
while continuously analyzing the company's market competitiveness of
personnel pay and total rewards.
( Significantly revitalized the utilization of the HRIS by restoring
data integrity, implemented new versions and modules, designed and
implemented custom panels and cost center hierarchy reporting structure,
created and produced custom reports, and provided training to end users.
( Produced monthly HR metrics reports on new hires, departures, overall
and departmental headcount, open positions, YTD and 1 year rolling
turnover rates, average tenure, and YTD and average merit, equity, and
promotion increases.
( Trained and mentored our HR Coordinator and Sr. Payroll/Benefits
Administrator on spreadsheets, HRIS, career progression, administration
procedures, and communication efforts.
Manager of Compensation, CORT Business Services, Fairfax, VA January 2001
to February 2002
Managed the Compensation function for a $300+ million multi-outlet
furniture retail and rental organization with approximately 2500 employees.
Routinely worked with management on compensation planning and
administration, redesigned sales incentive plans, and provided project team
leadership.
< Analyzed sales jobs and sales incentive plans and implemented recommended
changes. Interviewed sales personnel, researched and gathered market
data, presented recommended changes for implementation.
< Evaluated and negotiated contract aspects with People-Soft for dedicated
technical support through various HRIS modules. Lead the HR team of 5 in
the design of various database table setups to coincide with our needs
for reporting and administration purposes. Created project timelines and
provided senior management weekly updates.
( Managed and coordinated the company performance management and salary
administration programs. Assisted supervisors with performance reviews
and preparing them for their discussions with their support personnel.
Manager of HR Services, Simplexity.com (dot com startup), Herndon, VA
July 2000 to December 2000
Managed and coordinated the Compensation, Benefits, HRIS, and Payroll
functions for 82 employees. Simplexity.com was a telecommunications
company dependent upon venture capital funding that dissipated in late
2000.
< Successfully implemented Employ-ease HRIS and use of ADP PC/Payroll for
Windows software.
< Directed and coordinated the company Benefits program. Conducted annual
open enrollment sessions. Addressed and resolved claims disputes and
managed our COBRA program.
( Provided compensation analysis and policy recommendations. Directed
projects for the HR Coordinator and Executive Assistant related to
benefits administration and human resources record keeping.
Sr. Compensation & HRIS Analyst, Teleglobe Communications, Reston, VA
August 1999 to July 2000
Lead functional teams and worked with executives and management on
compensation planning and administration matters.
< Lead the Compensation & HRIS team on the performance program by outlining
the guidelines, timelines, and communications to management. Managed the
focal point salary review and administration process for domestic and
international personnel, established pay ranges, and provided
consultation to management on salary increase levels.
< Analyzed international jobs and provided market competitive salary ranges
and benefits information to management.
( Lead a project team of 5 on successfully implementing the Lawson
HRIS.
Manager of Compensation, Qwest Communications, Arlington, VA June 1998 to
July 1999
Managed the Compensation programs for a 60,000 employee telecommunications
company. Partnered with management in developing and implementing policies
and procedures, a deferred compensation plan, and incentive pay programs.
< Provided compensation consultation and support in making informed,
competitive, and cost effective decisions.
< Provided support on the development and implementation of a non-qualified
deferred compensation program.
( Coordinated and conducted a management training session for our San
Antonio site on policies, procedures, and practices. Lead the
implementation process of a job evaluation and classification project,
successfully meeting deadlines for our PeopleSoft HRIS conversion
project.
Sr. Compensation Analyst, Integrated Health Services, Sparks, MD June
1994 to June 1998
Lead HR Directors and Business Line Leaders in designing and implementing
compensation policies, procedures, and programs. Partnered with management
on legal and accreditation compliance, and systems conversions for a 3+
billion dollar organization consisting over 90,000 employees. Supervised
assistants and temporary staff.
< Developed and implemented a quantifiable performance rating system
linking pay to performance and provided performance appraisal guidelines.
Developed and implemented leadership competencies. Presented company
performance management program and conducted training sessions to
management personnel.
< Participated in a variety of salary surveys. Provided analysis reports
to senior management on market weighted averages and medians, percentage
differentials, compa-ratios, etc. Responsible for HRIS Compensation
tables and properly assigning salary plans, grades/bands, FLSA, and EEO-1
job classifications.
( Managed and coordinated Employment activities during our search for a
Recruiter. Posted jobs through media resources, coordinated interview
schedules, screened and interviewed applicants, and negotiated offers.
Loan Analyst, Bank of America, Greensboro, NC 1992 to 1993
Accounting Assistant/Internship, R. J. Reynolds Tobacco Company, Winston-
Salem, NC 1989 to 1990
EDUCATIONAL BACKGROUND
< Certified Compensation Professional (May, 2005) and Global Remuneration
Professional (October, 2009) designations
< Bachelor of Science in Business Administration with emphasis in
Management, West Virginia University, May 1992
( Certificate in Computer Applications (one year program) from South
University, June 1994
( Regulatory compliance knowledge, such as FLSA, EEO, ADA, Title VII,
ERISA
( Advanced computer skills in MS Office, People-Soft, Lawson, Sage
Abra, Employ-ease, Ultipro, ADP Payroll
( Exceptional Excel skills including writing "if" and "vlookup"
formulas, macros, linking data, creating charts, etc.
References Available Upon Request
Contact this candidate