Manager Sales

N. Richard Pastrano, CCP

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

Winter Park, Florida 32789

H: 407-***-**** / C: 407-***-****

E: abnohv@r.postjobfree.com

GLOBAL TOTAL REWARDS PROFESSIONAL

• Extensive experience within the domestic and international energy, natural resources, consumer products,

financial services, and business support services business sectors.

• Certified Compensation Professional (“CCP”) with a successful record of designing, integrating and

administering practical and cost effective global programs aligned with business objectives, to include Hay job

evaluation; market pricing analysis; base pay, short-term, long-term, sales, and incentive compensation plans;

benefits plan strategy and program administration; recruitment; international assignment programs; succession

planning; and organizational change.

• In depth experience with external HR-related service provider selection and management.

• Proven skills in building effective business relationships with senior executives and Board members.

• Highly motivated business partner, team leader, and mentor.

PROFESSIONAL BACKGROUND

INDEPENDENT CONSULTING – WINTER PARK, FLORIDA (2008 to Present). Providing compensation

and benefits plan design advice and counsel on a project / contract basis.

BRAMBLES LTD – ORLANDO, FLORIDA (2004 to 2008). The USA-based corporate business entity of

Brambles Industries Ltd., a global business services outsourcing company headquartered in Australia employing

36,000 employees when first joined and had 11,000 people in over 40 countries with FY07 revenues of US$4B

when position ended.

VICE PRESIDENT, GLOBAL TOTAL COMPENSATION (2006 – 2008): In charge of an international team of 4 directors

and 2 global specialists located in Australia, UK and USA. Major contributions included:

• Creating a “Level Playing Field” model providing internally equitable and externally competitive total

compensation opportunities across all business units, to include base pay, sales incentives, benefits, and both

short- & long-term incentives;

• Developing an enhanced and more cost effective benefits plans and international assignment programs;

• Global alignment of ~1200 executive roles utilizing the Hay job evaluation methodology, and;

• Creating comprehensive global market pricing protocols.

DIRECTOR, TOTAL COMPENSATION TEAM - AMERICAS (2004 – 2006): Transitioned a selected team of HR and HRIS

specialists from its former embedded transactional business unit role to a high performing, strategic and

consultative role within the HQ HR function while maintaining a quantifiable value-added return on investment.

(NOTE: My role here was made redundant.)

N.R. Pastrano CV August 2009 1

INDEPENDENT CONSULTING – WILMINGTON, DELAWARE (2003 to 2004). Provided compensation

and benefits related advice and counsel on a project / contract basis. Major client was Brambles Industries Ltd.

(NOTE: My role here transitioned to full-time.)

AMP LTD – SYDNEY, AUSTRALIA (2001 to 2003). Australia's largest life insurer and financial services

group with 14,000 employees. The company’s core markets are Australia, New Zealand, and the UK.

CORPORATE HR DIRECTOR, REMUNERATION & REWARDS: Responsible for the vision, strategy, research, planning,

design, communication, and overall administration of worldwide total remuneration programs and the

processes/systems associated with supporting these programs. Major contributions included:

• Creating a performance-based remuneration model utilizing a mix of compensation elements responsive to

each business units’ specific needs and aligned with shareholder value;

• Rebuilding the relationship between the HQ compensation function and the Board compensation committee.;

and,

• Creating a global remuneration delivery framework integrating cash and equity-based awards, benefits plan

coverage, as well as new executive short-term and long-term incentive plans.

(NOTE: My role here was made redundant and I returned to the USA.)

BHP BILLITON LTD – MELBOURNE, AUSTRALIA (1999 to 2001). Among the world's top producers of

iron ore, coal, and is a major producer of petroleum products such as crude oil and natural gas. Other units

produce aluminium, copper, lead, zinc, gold, and silver.

GLOBAL PRACTICE LEADER, REMUNERATIONS & REWARDS: Responsible for setting the strategy and administering

worldwide total compensation programs, assessing compensation practices against specific marketplace

benchmarks, and developing recommendations to enhance the overall delivery of global total remuneration.

Major contributions included:

• Integrating cash and equity-based award programs;

• Introducing an innovative phantom share plan for a group of highly technical experts;

• Functioning as a key “change agent” in facilitating a major redesign of BHP’s culture; and,

• Serving as a key member of the BHP / Billiton due diligence merger integration team.

(NOTE: I was recruited by AMP.)

KELLOGG COMPANY – BATTLE CREEK, MICHIGAN (1997 to 1999). Kellogg is the #1 US breakfast

cereal maker with selling its products in over 180 countries and has more than 25,000 employees.

VICE PRESIDENT, GLOBAL TOTAL COMPENSATION: Responsible for all total compensation and expatriate programs

for Kellogg’s employees worldwide. Major contributions included:

• Redesigning all total rewards programs into a global model aligned with business objectives;

• W orking with the senior management to ensure consistency and reduced costs in the benefits plans and

international relocation programs;

• Participating on the review / selection team examining expanded HRIS systems capabilities (ORACLE);

• Serving on the internal development team that created a shared services capability for HR; and,

• One of 50 executives selected to create a new business model for the corporation that significantly challenged

the status quo, which resulted in the selection of a new CEO / Chairman.

(NOTE: I was recruited by BHP Ltd. and moved to Australia.)

N.R. Pastrano CV August 2009 2

BROWN & ROOT, INC – HOUSTON, TEXAS (1996 to 1997). Was the international engineering &

construction business segment of the Halliburton Company, with approximately 60,000 employees worldwide.

DIRECTOR, EMPLOYEE & ORGANIZATION DEVELOPMENT: Responsible for the identification, design, development,

and implementation of all training programs, development efforts, and change management activities.

(NOTE: My role here was made redundant.)

UNOCAL CORPORATION – LOS ANGELES, CALIFORNIA (1987 to 1996). Unocal was a US-based

independent oil and gas exploration and production company with approximately 6,000 employees operating in

the Gulf of Mexico, Asia, Africa, and Latin America.

Responsible for designing, implementing, and administering all

CORPORATE COMPENSATION MANAGER:

compensation and related programs, to include base and performance incentive programs, foreign service

premiums, organization redesign for improved efficiency, executive job assessments, core competencies, and

career ladders. Major contributions included:

• Designing and implementing an automated salary planning and administration system;

• Developing extensive technical and non-technical career ladders;

• Leading organization redesign, re-evaluation, and culture change projects; and,

• Creating the compensation department for a US-based joint venture with the government of Venezuela.

(NOTE: I was recruited by Brown & Root.)

DUPONT / CONOCO – WILMINGTON, DELAWARE (1982 to 1987). DuPont / Conoco was a fully

integrated international oil & gas exploration and production subsidiary of the E.I. DuPont de Nemours Company

with approximately 25,000 employees worldwide.

CORPORATE CONSULTANT, GLOBAL COMPENSATION: Designed, developed, and administered company-wide base

compensation programs, including merit programs, executive job assessments, and organization re-design.

Major contributions included:

• Implementing worldwide senior executive and management level job assessments using the Hay methodology;

• Facilitating the quarterly senior executive organizational and assessment review and approval process; and,

• Computerizing a support system related to job assessments and general compensation practices.

(NOTE: I was recruited by Unocal.)

GLOBAL MARINE DRILLING COMPANY – HOUSTON, TEXAS (1977 to 1982). Global Marine was an

international offshore drilling contractor with a diversified fleet of drilling vessels employing approximately 2,500

people worldwide. The company was acquired in November 2001 by Santa Fe International and in 2008 merged

with Transocean Drilling.

PERSONNEL ADMINISTRATOR: Developed, implemented, and administered all personnel policies and procedures

for this division of Global Marine, Inc. Responsibilities included compensation, management training, executive

staffing, and managing relationships with external consultants. Major contributions included:

• Developing and administrating a four-year management-training program with 36 trainees;

• Redesigning the personnel files storage and retrieval systems; and,

• An 18-month developmental assignment as Sales & Contracts Support Manager during which I created an

award winning petroleum industry advocacy campaign.

(NOTE: I was recruited by DuPont / Conoco.)

N.R. Pastrano CV August 2009 3

WHITTIER COLLEGE – WHITTIER, CALIFORNIA (1976 to 1977). W hittier is a private liberal arts college

with an undergraduate enrollment, at that time, of approximately 1,100 students.

ADMISSIONS COUNSELOR: Assisted in the recruitment and general academic counseling of new students, as well

as served as the designated counselor for students who were veterans of the US Armed Forces.

(NOTE: I was recruited by Global Marine.)

EL RANCHO UNIFIED SCHOOL DISTRICT – PICO RIVERA, CALIFORNIA (1975 to 1976). El

Rancho is a public school system serving, at that time, the local community of approximately 15,000 residents.

TEACHER: Long-term temporary assignment as English, Composition & Debate instructor at the high school.

(NOTE: I was recruited by Whittier College.)

EDUCATION & PROFESSIONAL CERTIFICATIONS

W hittier College, California; Bachelor of Arts, Sociology

•

Chapman University Graduate School, California; MBA (course work incomplete due to business transfer)

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Chapman University Graduate School, California; Graduate School Certificate in HR Management

•

American Compensation Association; Certified Compensation Professional (“CCP”)

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N.R. Pastrano CV August 2009 4

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