DONALD R. MARICH, CCP

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

Dunwoody, Georgia 30360

770-***-**** / ad3qaq@r.postjobfree.com

PROFESSIONAL SUMMARY

A Human Resources Professional with over thirty years experience in management of Compensation, Executive Compensation and Succession Planning Programs. Extensive skills in compensation program design and resources, provide depth to manage and consult on a national basis for multiple organizations. High volume and specialty recruiting with skills rebalancing activities, compliment my human resources career.

PROFESSIONAL EXPERIENCE

DRM CONSULTING, INC. ATLANTA, GA. 1996 - PRESENT INDEPENDENT COMPENSATION ENGAGEMENTS,

Extensive consulting work with numerous companies in various industries on key Human Resources issues: Including extended and repeat engagements to initiate new or update existing programs for Executive and General Compensation planning and rollout, Succession Planning, Sales Compensation Design, Job Pricing, Performance Mgt., Career Counseling, M & A Clean Room activities.

Clients included: Typical Assignments:

Human Capital Consulting Consulting on Executive Pay Practices and Executive Job Pricing.

Comp. system design & turnkey programs for M & A accounts. S/W Developer

Colonial Pipeline Co. LLC/ Robert Half) Compensation consulting activity focused on Market Pricing & Comp.

Surveys for midstream pipeline skills & talent. Administer merit & promotional programs. Planning and data collection for 2019 Comp. program including Executive Comp. . Contract term (4/01/16-1/4/19)

CCI Consulting/ HARSCO, Inc. Preliminary work on LTI Progs. for 2016. Timeline & Plan Review.

Biz-Tec/ Ventyx,/ABB Inc. Merit Increase rollout for 2014 Common Review Date. Data validation. Merit increase table, Budget review and management documentation, International.

The Mergis Group / TSYS Inc. Sales Compensation assignment to finalize 2012 commission plans

and implement new compensation & commission plans for 2013 Merchant Solutions sales force.

The Mergis Group / NEETRAC/ Ga. Tech Compensation consulting on research engineer pay programs and retention issues. Job description documentation and analysis of organization performance calibration. Analysis of pay relationships to survey and internal data with recommendations.

Meeting Consultants, Inc. Produced all Compensation Plan Programs / design & development, job pricing, structure development, merit system & bonus plans for executive & nonexecutive positions. Development of a Performance & Evaluation System, Career Development & Career Counseling Programs.

The Bankers Bank Compensation Program design & job pricing for executive & nonexecutive positions for multiple banks with assets of $1.0 Bil. to $5.0 Bil.

Bellsouth Mobility Inc / Sales Compensation, Commission Plan / Bonus Plan design activities

Cingular & AT&T Wireless for all sales channels ( 4,000 Sales Reps & Mgt) . Focus group facilitation, survey data analysis, executive selling of findings and cost results. Job Pricing, “Broad Band” implementation, Executive Comp. Program development of LTI, Performance Unit & Deferred Compensation Plans. M & A activity (Accenture) for the AT &T Wireless acquisition & 3rd party relationships.

MedQuest Associates, LLC Executive Comp. & General Comp. Plan implementation, Salary Survey

and Market Pricing of Exec., HQ and field positions in the Healthcare Industry.

First Data(First Image)Corp/ Contractor : Asst. Vice President, Compensation: Responsible for Anacomp, Inc. design and implementation of all Base Salary, Bonus, Incentive & Commission Plans, Compensation Programs and day to day advice and counsel at the corporate level - pre & post acquisition.

NDC (National Data Corp.) Executive Compensation Bonus Plan & Stock Option Program design activities including deferred compensation, executive retention programs . M & A executive compensation assessment & due diligence (Physicians Software). Sales Compensation Plan design (Global Payments).

Early, Cloud, Inc. / IBM, Corp. M & A activity for software company acquisition. “Broad Banding” positions, merge a new skill based pay system & management training.

.

IBM CORPORATION, Atlanta, Georgia Increasing areas of responsibilities 1967 – 1996

Compensation Programs Manager 1992 - 1996

Responsible for design and implementation of compensation programs including salary increase, variable pay, bonus and incentive programs for multiple divisions, to complement global re-engineering efforts and “Broad Banding”.

Charged with designing Compensation Base, Increase and Variable Pay programs tied to Corporate goals.

Designed and managed bonus plans for multiple divisions ( Education & IBM PC Company & Sys Development Div.) to motivate and ensure management buy in of compensation philosophy change affecting 30,000 employees.

Development of grade level evaluation criteria for competency based careers & skills development re-engineering programs. Produced an on-line jobs library for management and employees with 1,000 unique position descriptions.

Human Resources Programs Manager 1988 - 1991

Responsible for resources activities during IBM’s downsizing and restructuring which resulted in the internal placement of 2,000 employees and separation of 2,000 employees throughout the southeast. Recruited, screened and interviewed marketing and technical professionals to fill selected positions in the southeastern marketing organization and other areas experiencing skills imbalances.

Executive Compensation & Resources Manager-IBM, Corporation 1982 - 1988

Executive Compensation

Designed and administered the total executive compensation program, making recommendations on base, increase, incentive pay, stock options and grant size for 100+ executives in the 20,000 employee South West Marketing Division. Programs were business (division & corporate) goals driven.

Executive Resources/Succession Planning

Managed the executive resources program for South West Marketing Division ( 20,000 employee population) to insure a pipeline of executive and management replacements (divisional and corporate requirements). Provided early identification of new talent, EHP, HMP, MHP & WHP tactical & strategic assignments for their development. Developed replacement planning tables for Division and, Corporate executive positions. Prepared presentations for Division Presidents succession plan to the Chairman/CEO and Board of Directors.

Compensation & Benefits Manager 1979 - 1982

Personnel Services Manager 1978 - 1979

Compensation & Benefits Advisor 1967 - 1977

EDUCATION

BS/BA Business Administration, Bowling Green State University,

World at Work - Certified Compensation Professional, CCP October, 1993-Current

SPHR training with SHRM-Current, Certified Scuba Diver

U.S. ARMY - 1st Lieutenant/Infantry Officers Basic Class, Top Secret Clearance, 1965-1967

EXTERNAL RELATIONS/COMMUNITY

Volunteer for IBM - United Way Charitable Campaign. Led 1988 campaign to $1.2M donation result.

Habitat for Humanity volunteer, Georgia Aquarium Volunteer 2012-2013, Linked in

TECHNICAL SKILLS

PCs, NOTES SUITE, MS WORD, EXCEL, ACCESS, POWERPOINT, MMS/CERIS,

PRICING MERCER WIN & MERCER IHN, ERI, WATSON-HEWITT IHN,

TOWERS-WATSON COMP SOURCE, SALARY.COM (CompAnalyst), Market Pay

Towers Watson-LPR ( Comp- on- Line), PIPELINE, GAS & OIL, HEALTHCARE, TECHNOLOGY & TELECOMMUNICATIONS INDUSTRIES

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