Manager Human Resources
Resume:
James D. Everett
Georgetown, TX. *****
abngc1@r.postjobfree.com
Available for Contract, Consulting and Full Time positions.
Core Competencies:
Building strong, functional, globalized work teams; Leadership Development; Culture
Attainment (Vision, Mission, Values); Compensation and Benefits Analysis;
Workforce Planning, Culture based Staffing; Insurance; Security.
Experience:
March 2008 to April 2009
Terralliance Technologies, Inc. Vice President of Worldwide Human Resources.
Recruited into this 5 year old technology driven International oil and gas Exploration and
Production Company to design, develop and implement a wide array of global Human
Resource services while balancing the flexibility of a company with a start-up culture.
The technology utilized to initiate exploration processes is a proprietary satellite Remote
Sensing technology that was further developed in Gen II to be deployed by internally
owned aircraft platforms both large fixed wing and rotor craft. I assumed responsibility
for developing and implementing all HR programs in the United States, Canada,
Malaysia, Africa, and Europe.
HR services had been delivered on an ad-hoc basis prior to my arrival. While hiring a
staff of 5 to address rather immediate tactical needs, I developed a global HR strategy
focused on service model delivery which included uniformed compensation, benefits, and
performance incentive programs consistent to and competitive with the mid-sized
international energy companies. Provided the initial compensation analysis using
competitive data and lead the development of a global compensation system including
exempt, non-exempt and executive compensation.
Talent acquisition being of an immediate concern, two staffing plans were developed in
parallel. A tactical staffing plan addressed the critical short term headcount need to meet
requirements necessary to complete four projects worldwide where in excess of $70Mil
was being spent on exploration and pre-production activities. A Strategic plan was then
developed which focused on service delivery and staffing metrics to be able to measure
progress against staffing goals. The tactical plan was then merged into the strategic plan.
An enterprise staffing system was implemented to provide tools necessary to improve
hiring efficiency and productivity across the business, as well as tracking and
maintenance of EEO records, etc. The combined plans resulted in exceeded hiring
requirements for the first time in the company’s history.
Developed policies and procedures that enabled the company and its divisions to continue
to operate in an entrepreneurial manner while adhering to State (California, Colorado,
Texas and New Mexico) and Federal regulations and laws. Applied the same principles to
policies and procedures for our Canadian exploration division as well as foreign entities.
Took over responsibility for managing the existing employee stock pool, developed new
hire options guidelines and for developing a performance based stock option incentive
plan. Administered a $7.25Mil budget with a variance of less that 1% quarterly.
Initiated company-wide benefits analysis and implemented country by country benefits
programs to provide consistency with corporate plan. Reduced benefits costs by 16%.
Identified and developed culture norms and by commissioning a corporate culture video
on DVD and Intranet which was distributed to all employees internationally to cement
corporate culture and values.
Lead the international executive leadership team in vision, mission and values
identification sessions to maintain positive cultural attributes and eliminate negatives.
Developed recruiting and staffing metrics to reduce cycle times, while implementing a
behavioral/culture interviewing program to insure hires met cultural norms to avoid any
hires not aligned with identified company values which culminated in meeting the
corporate hiring plan for the first time in the company’s history.
Formed the corporate Compensation Committee comprised of three carefully selected
board members to ratify the corporate Compensation Management System. Called all
Compensation Committee meetings in connection with any pay increases outside CMS
guidelines, new hire options approvals, etc.
Attended all Board meeting and made presentations as required or requested.
Worked very closely with General Counsel, CFO, CAO, Outside Auditors, Outside
Counsel, and the Board of Directors on Corporate Governance Issues, Investigations,
Federal Compliance issues (FCPA), etc.
Traveled to company facilities in the U.S. (California and Colorado), Ghana, Kazakhstan,
Kuala Lumpur, and Canada, as well as drilling sites in Turkey, and Mozambique to
provide a corporate/executive presence in all areas of operations.
Was additionally responsible for all business insurance worldwide including P&C lines
for facilities, equipment (oil rigs as well as systems and technology), aircraft, etc…
Also oversaw all personal and corporate security including the set up and coordination of
security for visiting foreign dignitaries and personal security for executives traveling
abroad.
November 2002 to January 2008
NextIO, Incorporated
Vice President of Human Resource Operations and Co-Founder.
Was invited into NextIO, a fables semiconductor company, as a co-founder prior to
venture funding. Early responsibilities included setting up all HR infrastructures from
ground zero including compensation, benefits, recruiting, employee relations, payroll
administration, and culture attainment.
Made initial contact and set up first Venture Capital firm (Arch Ventures) presentation.
Established a compensation system using Radford survey.
Manage employee stock option awards and pool.
Established, maintained and administered Human Resources and Facilities budgets of
approximately $1Mil.
Recruited and hired all employees without any agency assistance.
Selected health benefits and negotiated terms and pricing.
Facilitated the development of NextIO’s desired company culture by leading the
executive staff in recognition, formulation and implementation of company vision,
mission, purpose and values.
Facilitated meetings with engineering groups in culture attainment through shared
expectations and values recognition.
Directly handled the recruitment of all employees and contractors primarily focused in
design, verification, systems engineering and software development.
Located and negotiated a sub lease of class A, 11,000 square foot facility for an effective
- full service rate of $14.57 per square foot over five and a half years where the primary
leaser (Charles Schwab and Company) is paying $31.00 per square foot.
Located, screened, qualified and requested bids from General Contractors to build out a
3500 square foot lab facility and oversaw all construction including mechanical, electrical
and HVAC.
Demonstrated net savings in excess if $350,000 in HR and Facilities expenditures within
the first year of the corporation’s existence.
Attend and present at all Board of Directors meetings.
Adviser to the executive team.
January 2000 to November 2002
Consultant
Worked with several Austin, TX based start-ups including Banderacom, Silicon Metrics,
Cynergy Design Systems, etc. where HR services were not required on a full time basis
but infrastructure was required either by growth, or requested by their respective Board of
Directors.
Provided compensation analysis, design and implementation; staffing processes, hands on
recruiting, and benefits analysis and redesign.
Worked closely with executive teams on Leadership Development with specific focus on
entrepreneurial leaders who had little leadership training before being thrust into a fast
growth situation.
June 1990 to January 2000
Advanced Micro Devices, Inc. (AMD)
.
Major Accomplishments:
Sourced, recruited and negotiated acceptable offer for Dirk Meyer, now President of
AMD processor business unit. Dirk was responsible for the architectural development
and success of the Athlon and Operton microprocessor product lines.
Developed and implemented the staffing strategy for AMD’s then premier fabrication
facility, Fab 25 in Austin.
Assisted in the development of the staffing strategy for AMD’s Dresden Germany
facility.
Achieved, as a staffing organization, the highest hire volume, the lowest cost per hire,
and shortest cycle times in AMD’s history in 1997, and then improved upon that in 1998.
1999 to 2000: Director of Corporate Staffing.
1998 to 1999: HR Manager for Computation Products Division
and Site Staffing Manager.
1997 to 1999: Austin Site Employment Manager.
1994 to 1997: Staffing Manager – Product Line Divisions.
1991 to 1994: Senior Recruiter.
B. Human Resources Management – Hill University - 1993
Additional Information available on request
References:
Terry Gerhart
CEO, Terralliance
abngc1@r.postjobfree.com
K.C. Murphy
CEO, NextIO, Inc.
abngc1@r.postjobfree.com
Chris Lewis
VP and General Council
Terralliance
abngc1@r.postjobfree.com
Mr. Clay Robinson
Sr. VP - Exploration
Terralliance
abngc1@r.postjobfree.com
Hobbies: Harley Davidson Motorcycles, Fly fishing, Music, Golf.
Papers authored: Resolving Embedded Inefficiencies.
Guest Lecturer: St. Edwards University – Austin, Texas
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