Project Manager Human Resources

HARRY J. SCHUM

** **** **** **** ****: 203-***-****

Wilton, Connecticut 06897 Fax: 203-***-****

*******@*********.*** Cell: 203-***-****

SUMMARY

Senior Human Resources, Compensation & Benefits Executive

Unique blend of corporate and consulting experience. Lead HR executive in

numerous change management situations skilled in case study, solutions,

design, project management and implementation. Can think and act

strategically as well as tactically while linking HR programs to business

plans. Corporate background includes global utility provider, leading

financial services

organization, major consumer products organization, and national consulting

firm.

Change Management Compensation Strategy Development

Sales Incentives Executive Compensation

Career Transition Management HR Project Management

Executive Recruitment and Selection Coaching/Counseling

Global Expertise Board Facilitator

HR Due Diligence Global Strategic Directive Team

Presenter

BUSINESS EXPERIENCE

COMPENSATION RESOURCES, INC. Upper Saddle River, NJ 2003-

Present

Human Resources Consulting Firm and 1993-1994

Senior Consultant & Vice President, Business Development, New England

Region

Project manager and consultant to major national and international clients

covering all phases of compensation programs, principal project work

conducted:

. Developed executive compensation strategies for successful design of

annual and long term incentive plans.

. Created Supplemental Employee Pension Plans for both individuals and

executive groups.

. Presented new compensation plan recommendations to Boards of

Directors.

. Designed Employee Performance Management Programs to include creation

of custom appraisal documentation and delivery of management training

on new appraisal process.

. Invited to speak at numerous national and regional human resource

conferences to provide insight into compensation issues resulting from

the down turn in the economy.

SUEZ CORPORATION (Parent) Paris, France 1997-2003

A $40 Billion Global Provider of Industrial Solutions in Energy and

Environment

235,000 Employees in 175 Countries

Vice President, HR & Administration (2002-2003) Infilco Degremont, Inc.

Richmond, VA

Vice President, Human Resources (1998-2002) Trigen Energy Company

White Plains, NY

Director, Compensation, Benefits & HRIS (1997-1998) Trigen Energy

Company (NYSE-listed)

. Led U.S. group in a Senior Management Forum to identify organization and

management practices and issues in transforming company from a vertical

utility supplier to a quick-to-market industrial solutions provider.

Presented results to global board

. Named to Company's Top 1,500 "Leaders for the Future" initiative.

. Redesigned Incentive Program into four separate programs to emphasize

successful corporate behavior and cooperative departmental integration

attitudes. (Project Sales, Business Development, Project Management and

Management Incentive Plan)

. Coordinated with parent company, the U.S.-based roll-out of a new Global

Stock Purchase Program

HARRY J. SCHUM PAGE 2

. Conceptualized and spearheaded the virtual consolidation of five-U.S.

based subsidiaries to create a single "Suez NA" unit to present to

benefit vendors for significant overall cost efficiencies

. Initiated a company-wide team task force for benefit study plan review

intended to provide a uniform "flex" approach to a company comprised of

an amalgam of smaller acquired companies that carried over vestiges of

prior plans and programs.

o Identified new plan design, conducted RFP's and negotiated final

program costs with vendors for medical, dental, pharmacy, basic life,

AD&D, and LTD

o Established five-year employee cost sharing plan to move

employer/employee premium percentages from 90/10 to 80/20

o Implemented benefit program for Mexican and Canadian subsidiaries

o New comprehensive benefit programs approved with annual cost savings

of $1,000,000.

. Led Board of Directors' search to hire new General Counsel

. Identified senior executives to create new in-house Project Services and

Design/Build departments (40 Engineering Professionals).

. Sat at negotiating table with local IBEW units and represented HR in

grievance procedures.

. Design diversity recruiting and college internship program to expand

supply-side human intel.

. Created professional and technical training program to support non-

organic growth strategy.

. Designed and implemented a Long-term Equity Accumulation Plan that

tandemed Incentive Stock Options with Restricted Stock Awards and

encorporated Stock Ownership guidelines with accumulated EPS goals to

emphasize company goal of adding shareholder value.

. Following company privatization, managed transition and re-designed long-

term plan to a Performance Unit Plan.

. Led and managed the replacement of incumbent 401(k) vendor trustee and

record-keeper, prepared exit strategy, negotiating exit penalties and on-

going lower fee structure, increased company match, introduced

educational communication program and created internal 401(k) fiduciary

committee. Implementations produced with a $200,000 annual savings.

. Designed and implemented an omnibus deferral plan comprised of salary and

incentive deferrals, ERISA excess, and stock option and restricted stock

appreciation deferrals.

. Manage eleven HR due diligence efforts to support non-organic growth in

non-regulated cogeneration energy out-source business model to plants,

institutions and universities.

MASTERCARD INTERNATIONAL Purchase, NY 1994-1996

Vice President, Global Compensation & HRIS (1994-1996)

Director, Global Compensation (1994)

0. Designed and implemented a specialized "mutual fund" appreciation

rights to replicate long-term stock incentive vehicles in competitor

companies to provide attraction for key executives.

1. Implemented standardized international "total remuneration" studies in

overseas locations to confirm competitive position for all cash and non-

cash payment initiatives.

2. Led move to a "common review date" for all incentive eligible positions

to streamline performance appraisal assessments, merit increases,

incentive recommendations, long-term plan participation, and promotion

recommendations thus eliminating redundant objective-setting program.

Redesigned all incentive programs to emphasize pay-for-performance and

align annual and corporate goals with employee objectives to confirm line-

of-sight compensation results and alleviate long-standing objection of

Compensation Committee.

HARRY J. SCHUM PAGE 3

DELOITTE & TOUCHE Wilton, CT 1988-1993

Director, Compensation & HRIS (1992-1993)

Manager, HRIS (1988-1992)

4. Initiated project to develop and install an internal LAN-based Flex

Benefit Administration System to replace an ineffective third-party

carrier saving $400,000 annually.

5. Led project unifying all HR systems following merger and define standard

applications to assist over 100 local offices nationwide and senior level

executive partners with work-flow efficiencies

RJR-NABISCO East Hanover, NJ 1981-1988

Director, Personnel Data System-Nabisco Brands (1985-1988)

Manager, Corporate Compensation-Nabisco Brands (1981-1985)

Compensation Specialist-Nabisco, Inc. (1981)

6. Managed programs to merge Nabisco's and Standard Brands' compensation

and HR programs, job evaluation, salary administration, and performance

appraisal into standardized practices.

7. Automated the data collection and capture of benefit information for

more accurate reporting to carriers realizing a $2 million cash-flow

improvement in health and welfare premium costs.

8. Built programs supporting the transformation of a centrally-controlled

organization to a decentralized, and market-driven group to better react

to competitive opportunities.

KWASHA LIPTON Englewood Cliffs, NJ 1975-1981

Compensation Consultant (1978-1981)

Actuary Assistant (1975-1978)

EDUCATION

MBA, Organizational Behavior, Hagan School of Business, Iona College

Full Academic Scholarship

BA, Mathematics, Fordham University

Full Academic Scholarship

New York State Regents Scholar

Society of Actuaries

PROFESSIONAL AFFILIATIONS

Society of Human Resource Management Professionals

World at Work (Lecturer)

MENSA Eligible Candidate

COMMUNITY ACTIVITIES

High School Football Referee Little League

Board of Director

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