David M. O'Harra

**** ****** ****

Birmingham, AL 35242

Home: 205-***-****

SUMMARY:

An experienced compensation, project management, human resources

professional at the corporate level that has the education, experience, and

desire to provide the support required to exceed expectations and meet the

objectives of the organization.

HUMAN RESOURCES & RELATED SKILLS:

Supervision

Compensation

Recruiting

Job Analysis

Market Analysis

Policies and Procedures

Executive Compensation

Performance Appraisals

FLSA & Labor Laws

Program Design

Administration

Manning Tables

CompMaster Software

Excel/Word/PowerPoint

International Compensation

HUMAN RESOURCES EXPERIENCE:

Owner

DCO Recruiting & Compensation Consulting, Inc

May, 2001 to Sept., 2003

Responsible for all functions of an incorporated company designed to

provide compensation consulting, coaching and recruiting services to middle

sized and small companies as well as potential candidates; primarily

focused on the Birmingham and Southeast.

Accomplishments:

Established this new company developing a business plan, designed and

prepared the Company's advertising brochure and web site.

Provided compensation consulting services to the City of Talladega

including: organization review, job description guidelines, job description

preparation, salary survey development and analysis, FLSA findings, pay

philosophy, structure design, pay administration policies and procedures

and budget impact analysis.

Represented the "Internet Recruiting Group"; provided recruitment and

placement services to various organizations.

Manager of Compensation

University of Mississippi Medical Center

January, 2000 to April, 2001

The University Of Mississippi Medical Center is a medical research facility

and teaching hospital with several off-campus locations consisting of over

300 beds and approximately 6,000 employees.

Directed a staff of two employees; provided compensation management support

by making recommendations to assure compliance with all applicable laws;

administered pay in compliance with established policies and procedures;

completed compensation projects and resolved issues that directly impacted

the objectives of the organization.

David M. O'Harra

Page 2

Manager of Compensation

University of Mississippi Medical Center (continued)

Accomplishments:

Nurses pay was not competitive and existing promotional policies adversely

impacted first line nursing management pay creating compression problems

and turnover. Coordinated a project with the Director of Nursing to better

define responsibilities, and reviewed the market to determine job value.

Established a new pay program for all nurses resulting in UMMC being more

competitive in their defined market, and reduced turnover and re-training

costs.

Job descriptions guidelines were non existent. Recommended, implemented

and established a new format with written, specific, easy to use guidelines

for the preparation of job descriptions.

Designed and implemented a policy for all promotions from non-exempt to

exempt positions directly reducing compression on supervisory/management

positions.

As a result of hospital acquisitions and normal job review requests,

evaluated numerous positions and provided training to staff and management

concerning UMMC compensation guidelines, policies and procedures.

Manager of Compensation

Russell Corporation May, 1988

to December, 1999

Russell Corporation is a Fortune 500 international textile/apparel

manufacturing company that specialized in active wear, and athletic

uniforms with over $1 billion in annual sales and 15,000 employees.

Directed a staff of four employees and was responsible for the planning and

administration of the compensation program for 2,700 employees in

management, professional, technical, sales, and white-collar non-exempt

positions throughout the United States. Administered the executive

compensation program and provided support to international organizations.

Accomplishments:

Annually reviewed market data for key jobs and designed the wage curve and

merit increase guidelines, and provided a cost analysis for implementation.

At the request of the President and CEO, and the Chief Financial Officer,

participated in the review and revision of the executive compensation

program for Russell's management consisting of short-term bonuses, stock

options, and performance units, and administered the programs. Designed and

implemented the use of individual performance ratings in the short-term

bonus calculation.

Recognized the problem of maintaining job evaluation consistency under new

management/strategic business unit approach and recommended the

establishment of and implemented the new point factor job evaluation system

in conjunction with Mercer, Inc.

Requested to review the base pay program for employees assigned to numerous

locations throughout the United States and determine if we could be more

competitive and cost effective. Designed wage curves based on geographic

differentials resulting in a more competitive and cost effective pay

program that was easily understood, equitable and a cost effective means of

transferring employees

David M. O'Harra Page 3

Manager of Compensation

Russell Corporation (continued)

Accomplishments:

The existing Human Resources Information System was primarily designed for

payroll and requested reports sometimes took a week or more to produce.

Reviewed various software systems available with the objective of having a

system for compensation analysis and would be more efficient for use by

human resources and top management. Recommended the purchase of the

CompMaster/Prism system and coordinated its implementation resulting in the

accurate and timely analysis of pay data and reduced the turnaround time to

in some instances the same day.

During Y2K requested to review the pay for the salaried positions in the

Information Systems Department in an effort to assure the company's ability

to attract and retain qualified professionals.

Reviewed the problem with the VP of Information Systems and conducted an

analysis of our wage curve designing a new wage curve and separate merit

increase grid for that organization, resulting in the reduction of turnover

during and well after the Y2K period.

Participated in the training of managers and supervisors with respect to

performance appraisal management and provided additional counseling.

Supervised the maintenance of all files associated with jobs and employees.

Administered pay in conjunction with the payroll department.

Reviewed applicants submitted by employment against job qualifications and

determined starting pay in conjunction with recruiter's and management.

Manager of Compensation

Transit Management of Southeast Louisiana December,

1986 to December, 1987

Transit Management of Southeast Louisiana provided city transportation

services to the City of New Orleans. My responsibilities were to approve

job descriptions, participate in and analyze compensation surveys, design

pay structures, and administer pay for the company.

Compensation Administrator

System Services, Inc. (Entergy) October,

1983 to October, 1986

System Services, Inc. was the service organization to the holding company

of five electric utilities. My responsibilities included approving job

descriptions, participating in and analyzing compensation surveys,

designing pay structures, and administering the pay program.

Professional Recruiter

Unit Rig & Equipment Company March, 1982 to

January, 1983

Unit Rig & Equipment Company was a subsidiary of Ken Davis Industries, now

TEREX. It is an international company manufacturing high horsepower, off-

road vehicles for use in oil fields, mines, airports, etc. At that time

there were approximately 2,500 employees. My responsibility was to provide

complete recruiting services for exempt and non-exempt non-production

positions.

David M. O'Harra Page 4

Compensation Analyst

Amerada Hess Corporation

July, 1981 to February, 1982

Amerada Hess was the oil exploration company for Hess Oil. My

responsibilities were to review job descriptions, evaluate jobs using the

Hay System, participate in and analyze survey data, and place jobs in pay

grades.

Supervisor of Salary Administration & Manning Tables

Public Service Company of Oklahoma

February, 1977 to July, 1981

Supervisor of Salary Administration - (1979 to 1981)

Employment Representative - Nuclear Construction Project (1978 to 1979)

HR Generalist (1977 to 1978)

Accomplishments:

Reviewed, modified and approved job descriptions.

Chaired the compensation committee during the total re-evaluation of all

jobs in the company

Designed pay structures, assigned pay grades, administered the performance

appraisal/merit/budget program.

Recommended starting pay rates for qualified job applicants, both internal

and external, based on experience and pay ranges.

Managed the company's "Manning Table" program for the Executive VP of PSO,

identifying which were new and replacement positions, and providing a

manpower count by each department.

Employment Representative - Nuclear Construction Project - (1977 to 1979)

Assigned to develop the recruiting/employment function and represent PSO in

the filling of professional and management positions on the first nuclear

construction project (Black Fox).

Accomplishments:

Developed Public Service Company's first recruiting packet for outside job

applicants coordinating the design, written materials and printing.

Received and managed the personnel requisitions for the nuclear

construction project.

Formalized hiring and relocation procedures for the nuclear power plant

construction project. Negotiated the relocation program and coordinated

relocations with an outside vendor.

Provided human resources support in the development of the project-staffing

plan.

Reviewed job descriptions with management to determine their needs and

developed a plan for networking, advertising and interviewing.

Conducted interviews, recommended candidates, scheduled interviews with

management and discussed offers with management and compensation and

prepared letters of offer.

Tracked all activities with each resume/application and prepared letters of

rejection.

David M. O'Harra Page 5

NON -RELATED EXPERIENCE

Jos. A. Bank January,

2007 to Present

Asst. Manager/Sales Executive

A retail store selling better men's clothing to professional clients

(doctors, lawyers, engineers, managers, top executives, etc.).

Provided dress for success recommendations to customers.

Negotiated product prices within the company's policy to provide strong

customer relations and assure future sales.

Marking clothing to be tailored assuring proper fit according to customer's

preferences and clothing styles.

Contacting customers and informing them about upcoming events and making

appointments.

Opening Jos. A. Bank "Corporate Accounts" with each company owner and/or

representative.

Reviewing and revising data on customer accounts.

Receiving new stock and placing it in the designated areas by category,

size, color, etc.

Maintaining stock, checking for and making price changes and preparing for

sales events.

Operating cash registers to make sales, cash, debit and credit, and to

handle returns/exchanges and price adjustments.

Adult Admissions Representative

ITT Technical Institute

April, 2005 to September, 2006

Telephoned potential students to discuss the programs offered. Conducted

telephone interviews, scheduled campus visits, used PowerPoint to make

course presentations.

Provided counseling to students in an effort to identify their career

interests and college major.

Provided an overview of financial aid programs, and facilitating their

transition to full time students assuring that all of the documents were

properly completed and signed.

Provided student retention support by contacting each student when they did

not come to class or had expressed a desire to leave school.

Participated in weekly recruiting meetings to present results and receive

instruction from the ITT Directors.

Utilized special mainframe software for tracking potential students and

maintaining recruiting activity information on each person contacted along

with Word, Excel, and Outlook Express.

David M. O'Harra Page 6

Men's Clothing Specialist

Macy's May, 2003 to

April, 2005

Promoted twice from Contingent Sales Associate to Tommy Hilfiger & Nautica

Specialist over those two product lines in the Men's Department and then to

the Men's Clothing Specialist selling men's suits, shirts, ties, corporate

casual, etc. Maintained stock; set up new credit card accounts; and handled

customer returns and exchanges.

EDUCATION:

Bachelor of Science in Business Administration

Major: Human Resource Management

Minor: Economics (Labor)

Pittsburg State University-Pittsburg, Kansas

Dean's List

Outstanding Business Alumnus

Omicron Delta Epsilon Honor Society in Economics

MILITARY:

United States Air Force

Honorably Discharged

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