Kurt M. Wolfer, CCP

** ******** ***** * *********, Connecticut 06795

860-***-**** / acwbhy@r.postjobfree.com

Human Resources Leader

Strategic global human resources leader with proven results-oriented expertise in broad based and executive compensation and benefits strategy, HR operations, process improvement, customer-focused operational excellence initiatives, HR metrics development and achievement, and executive level business partner consultation.

Developed executive, sales, and broad based company incentive strategies that drove and delivered achievement of company, department, and individual objectives and a new unique “Breakout Growth” sales plan that drove revenue growth, customer focus and differed from common plans through design and participation.

Directed, developed and implemented a comprehensive strategy that included expanded market data focus, management education on broad banding versus market job detail, strategic high technology survey participation, and creation of an Access tool for HR client managers that provided at-a-glance reports that provided all the data needed to make competitive salary offers assuring internal and external equity.

Project leader and ACE Pilot for HR team that achieved ACE Bronze and Silver operational excellence certifications in one year and ACE Gold in the second year. Achievement included superior performance to metrics, customer engagement and feedback, process root cause analysis, and complete value stream development.

Areas of Expertise

Benefits Planning & Design

Equity Administration

Executive Rewards

Global Incentive Plans

Leadership Development

M & A Integration

Operational Excellence

Project Management

Performance Management

Process Improvement

Sales Compensation

Talent Development

Career and Achievement Summary

Tangoe, Inc, Corporate Headquarters, Orange, CT December 2015 to April 2016

Sr. Director, Compensation, Benefits & HRIS

Stanley Black & Decker, Corporate Headquarters, New Britain, CT, 2011 to December,2015

Director, Compensation

Developed and maintained recordkeeping database for all executive compensation programs replacing manual spreadsheet oriented recordkeeping and providing real-time access to executive information and reporting and streamlined administration of executive programs.

Manage global executive compensation program including annual and day-to-day compensation processes, long-term incentives, preparation of board materials, record keeping, tracking, and payment.

Manage executive consultant relationship including preparation of Compensation Committee analysis, presentations and exhibits.

Manage Long-Term Equity and Performance Award Program – annual grants and communications.

Developed database application to manage and administer annual merit planning process.

Project Manager on project to review, evaluate, and select integrated talent/performance management /compensation planning tools.

Leader on HR process evaluation, review, assessment, and improvement.

Designed structure for all salaried jobs including executive levels and initiated review and assessment of global job leveling project.

Designed overall global market data strategy and project lead on implementation of rewards tool.

Proxy preparation and analysis.

Project lead for sales compensation review of Security platform including plan and sales role review and design.

Pitney Bowes, Global Financial Services, Shelton, CT, 2010 to 2011

Global Sales Compensation Manager

Managed overall design of Global Financial Services sales compensation plans for field, inside sales, and financial support services employees.

Designed and implemented sales data reporting for leadership team and sales associates

Daymon Worldwide, Stamford, CT, 2009 – 2010

Global Compensation Consultant

Expert consultation to HR team and organizational executives on compensation short and long term strategy.

Directed global salary planning process, including preparation of personalized smart worksheets, database development and management, communication materials and process standard work and visuals.

Advised field and corporate human resources on job offers, FLSA guidance, job specifications, leveling, and current pay practices and processes.

Initiated corporate global market data strategy, including assessment of survey consulting companies, proposals, and overall long-term global strategic plan.

United Technologies Corporation (Hamilton Sundstrand, Sikorsky Aircraft), 2004 – 2009

Hamilton Sundstrand– Windsor Locks, CT, 2008 – 2009

Global Compensation Manager

Consultant on global compensation strategy and processes for salary planning, performance management, employee data, sales and annual incentive plans.

Managed expatriate program including vendor relationships and assignment consultation.

Lead Global ACE (Achieving Competitive Excellence) operational excellence initiatives through standard work, process mapping and identification of continuous improvement opportunities.

Developed global market data management strategies for gathering of non-U.S. employee data.

Sikorsky Aircraft – Stratford, CT, 2004 – 2008

HR Business Partner, 2007 - 2008

Strategic business partner responsible for employee relations, succession planning, performance management, staffing, training and development of employees for Corporate Strategy, Commercial Programs, Government Programs, and the Sales and the Marketing & Communications organizations.

Manager, Compensation & Benefits and ACE 2004 - 2007

Project leader on base salary equity analysis for 4,000 Salaried Exempt employees resulting in an assessment of organizations market standing and market correction for high technology engineers and educating managers on use of data for salary decision making.

Responsible for management and design of incentive plans including all subsidiary plans and commercial sales incentive plan.

Managed employee resource center personnel responsible for answering employee questions regarding benefits, policies, and general human resources issues.

ACE (Achieving Competitive Excellence) Pilot – human resources lead in corporate wide quality and lean manufacturing program including value stream mapping, relentless root cause analysis, and standard work.

Led HR ACE Project team that achieved operational excellence ACE Bronze and Silver certifications in the same year and Gold the following year.

ADVO, Inc. (NYSE AD) Windsor, CT

Director, Compensation 2002 – 2004

Designed executive plans that motivated and rewarded achievement of strategic business objectives.

Directed sales compensation annual review including the design, management, communication and implementation of new team compensation sales plan in support of Breakout Revenue Growth Strategy.

Leader on team tasked with designing field sales compensation plans including component changes, mix, role definition, communication and implementation.

Designed and implemented individual performance objective measure added to annual incentive plan that rewarded achievement of individual objectives.

Leader on team that developed HR Service Center and overall HR technology plan including manager and employee self-service, compensation planning, and benefits administration.

Crane Co. (NYSE CR), Stamford, CT

Corporate Manager, Compensation & Benefits & Corporate Manager, Human Resources 2000 - 2002

Directed corporate health & welfare strategic objectives for global diverse manufacturing organization with over 9,000 employees, including leading regional human resources project teams assigned with reviewing benefit programs, recommending changes and containing costs. 2002 initiatives saved Crane over $350,000.

Managed Global Economic Value Added (EVA) Incentive Plan for Crane Executive Leadership Team including performance based incentive impact analysis, design, reward review, and CEO presentation.

Partnered with business and human resource leaders to provide leadership planning and review including competitive compensation and benefit benchmarking data collection, analysis and recommendations.

Responsible for talent management including recruitment of professional and administrative staff and corporate and Internet job sourcing boards.

Directed salary planning process including merit budgeting, performance assessment and development.

Barnes Group Inc. (NYSE B), Bristol, CT

Global diversified multi-site precision metal manufacturer, aerospace, and OEM Distribution Company

Corporate Manager Compensation & Benefits 1997 – 2000

Compensation & Benefits Analyst 1996 - 1997

Directed design of competitive cost effective total compensation plans in support of corporate initiatives to attract, retain and motivate key employees.

Compensation lead on due diligence in support of corporate merger and acquisition strategies.

Strategic planning, development, implementation, communication, and administration of the health and welfare benefits program.

Internal consultant to 15 field human resources representatives in regard to strategic pricing and grading of positions, health and welfare issues and compliance.

Led acquisition due diligence and integration team to assimilate acquired company employees into Barnes’ culture, policies, procedures and compensation and health and welfare programs.

Prepared and presented analytical reports that showed competitiveness of corporate total compensation programs in support of organizational strategies and objectives.

Implemented benefit carrier and plan changes that resulted in competitive comprehensive benefit plans while reducing annual costs by $100,000.

Education

MS, Project Management MBA, Human Resource Management

Boston University, Boston, MA University of New Haven, West Haven, CT

BBA, Human Resource Management

Western Connecticut State University, Danbury, CT

Professional Memberships:

WorldatWork - Certified Compensation Professional

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