RICHARD ELY

Gurnee, IL ***** adgtjf@r.postjobfree.com

224-***-**** linkedin.com/in/richard-ely-0646033

COMPENSATION MANAGEMENT PROFESSIONAL

SALES BROAD-BASED VARIABLE INCENTIVES

Collaborative compensation manager with experience in sales and broad-based plans, with an emphasis on variable incentive compensation, especially for sales organizations. Expert in the design, implementation, and support of compensation plans. Highly skilled in the establishment of incentive programs to achieve strategic business goals. Regular presentation of findings and recommendations to executive management. Experienced people manager skilled in the creation of an atmosphere of empowerment, accountability and a sense of urgency resulting in timely, accurate execution while fostering subordinate visibility and professional growth.

CORE COMPETENCIES

Incentive Plan Design Annual Bonus Process Analytics Job Descriptions

Job Grading Market Pricing Annual Merit Increases FLSA Status

Job Evaluations Reporting Models Sales Crediting Training Materials Change Management

PROFESSIONAL EXPERIENCE

RITCHIE BROTHERS, DOWNERS GROVE, IL 9/2018 – 8/2020

Sales Compensation Manager

Provide expert guidance and perform tasks related to broad-based and sales compensation management:

Developed and presented new global salary structure and associated ranges for the global organization.

Developed 2019 and 2020 incentive plans to support corporate strategic direction, including plan modeling and calculation templates for the global organization, including Field Sales & Sales Management, Inside Sales, Financial Services Sales & Support, and Non-Sales Short Term Incentives.

Performed 2019 and 2020 sales incentive calculations for unique high-level plans unsupported by automated processes and verified systemically generated calculations.

Provided leadership on the implementation of new Incentive Compensation Management system; following unsuccessful first launch before my arrival.

Completed extensive on-going incentive cost analysis for executive management.

Implemented new PayScale market pricing software application.

Managed and conducted market pricing activities for significant departments within the organization.

Developed Regional Adjustment Factors (RAFs) for corporate and sales organizations.

Interfaced frequently with the CEO, CFO, and CHRO.

Assist with quota setting.

Rewrote and distributed all 2018, 2019 and 2020 sales incentive plan documentation; augmented by web based models and ”what if” tools for use by field sales people.

Worked with Finance to update sales crediting methods and system queries.

WORLD FUEL SERVICES, MIAMI, FL 3/2015 – 7/2017

Compensation Lead

Responsible for the full range of compensation functions; job evaluations and determination of base salary and short term incentive targets; design and implementation of incentive plans for sales and non-sales positions; recommendations and approvals of promotions and market adjustments. Also, responsible for market pricing, and the design of sales SPIF short term incentives.

Responsible for the calculation and payroll submission of all incentives and incentive accruals, which include monthly, quarterly, semi-annual and annual payment timing.

Global scope across multiple business units.

Daily interface with HR Business Partners and business leaders to include the SVP of finance, CFO and CHRO.

Richard Ely 224-***-**** Page 2

JOHNSON CONTROLS, MILWAUKEE, WI 3/2012 – 4/2014

Compensation Manager

Global incentive design and implementation responsibility for variable incentive plan for sales and management professionals. Responsibility for job evaluation, grading, and creation of job offers. Worked in concert with Human Resources generalists, Finance, and Information Technology counterparts to create comprehensive and executable compensation programs.

Designed and implemented 83 incentive plans, covering sales, management, and operational positions.

Key contributor to the establishment of new corporate wide global compensation job evaluation and grading program.

Worked with internal stakeholders and outside consultants to establish an entirely new incentive plan scheme to align with a holistic change in organizational structure and go-to-market strategy for the North American Building Efficiency business.

Regularly prepared and presented to senior leadership.

Designed new sales incentive plans which harmonized with a new customer strategy and sales approach, which involved combining the focus of three previously independent sales organizations into a single framework, creating motivation to reach aggressive growth goals.

Worked effectively in a matrix management structure reporting to a direct superior in Europe with indirect reporting relationships locally.

Effectively worked with Finance and Information Technology team members in the systemic implementation of incentive plans.

OFFICEMAX, NAPERVILLE, IL 8/1998 – 9/2011

Senior Manager Sales Compensation and Recognition

Sales Compensation and Recognition Manager

Sales Performance Team Leader

Progressive promotional increases in responsibility. Overall responsibility for the compensation function for the company’s business-to-business segment (equal in size retail) including sales and all other supporting exempt and non-exempt positions. Within this segment there were unique independent business units requiring specifically designed compensation plans, especially for salespersons. Involved in the creation, evaluation, grading and market pricing of all new jobs and associated plans, approved new hire and promotional compensation levels. Responsibility for the annual merit review process. Created all plan specific analytics and associated reporting.

●Management and development of variable incentive plans for 1,300 person outside sales force and 200 person inside sales force. 44 unique plans across multiple business units all with unique go to market strategies, with a sales compensation expense of $120 million annually.

●Model plan designs, present findings to management, and prepare plan effectiveness assessments.

●Responsible for the accurate, timely calculation and submission to payroll of all sales incentives

●Established and maintained all sales quotas, with input into the sales territory coverage models.

●Creation of all plan related documentation and training materials to include the facilitation of plan training.

●Responsibility for the creation of an overhaul of all sales compensation plans for Canada. Performed in a consultative capacity for the Australia and New Zealand operations.

●Key decision maker in the selection, and implementation of a sales compensation IT solution.

●Managed compensation analysts and administrators.

●Developed short term and long-term incentive plans for non-sales positions.

●Management and development of SPIF programs and other short-term sales incentive programs.

●Launched a consolidated third-party solution, including an on-line presence, vendor interface and active reporting.

●Managed the corporate sales recognition programs (incentive trips).

Richard Ely 224-***-**** Page 3

ADDITIONAL RELEVANT EXPERIENCE

(Interim Contract Assignments)

ITW, GLENVIEW, IL 5/2018 – 7/2018

Compensation Consultant (short-term contract assignment)

VYAIRE MEDICAL, METTAWA, IL 9/2017 – 11/2017

Sales Compensation Consultant (short-term contract assignment)

DISCOVER FINANCIAL SERVICES, DEERFIELD, IL 9/2014 – 3/2015

Compensation Project Manager (long-term contract assignment)

FRESENIUS-KABI, LAKE ZURICH, IL 5/2014 – 6/2014

Compensation Consultant (short-term contract assignment)

EDUCATION

Master of Business Administration (MBA)

SHIPPENSBURG UNIVERSITY, Shippensburg, PA

Bachelor of Business Administration (BBA) in Marketing

UNIVERSITY OF NOTRE DAME, South Bend, IN

TECHNICAL SKILLS

●Microsoft Office Suite (Excel – expert, Access – intermediate, PowerPoint – expert, Word – expert, Outlook – expert)

●Towers-Watson – Global Grading System

●Mercer – IPE Grading System

●PeopleSoft

●Workday

●Optymyze (formerly Synygy) – Sales Compensation Incentive System

●Varicent – Sales Compensation Incentive System

●Salary.com – Market Pricing Application

●PayScale – Market Pricing Application

●MarketPay – Market Pricing Application

●Proprietary systems and sales compensation applications

CERTIFICATIONS

Certified Compensation Professional (CCP) – in process

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