Kim Thompson Bio 2011


Published on

  • Be the first to comment

  • Be the first to like this

Kim Thompson Bio 2011

  2. 2. <ul><li>Operations Analysis </li></ul><ul><li>Sales Compensation Design </li></ul><ul><li>Policies & Planning </li></ul><ul><li>Gap Analysis – Organizational Development Planning </li></ul><ul><li>HR Advisory Consultant </li></ul><ul><li>Legal Advisory </li></ul><ul><li>Sales Administration Analysis </li></ul><ul><li>Contract Administration </li></ul><ul><li>Employee Relations Advisory </li></ul><ul><li>Strategic Development Planning </li></ul><ul><li>Coaching & Development </li></ul><ul><li>FLSA Compliance Auditor </li></ul><ul><li>Technical Recruiter – Technical, Engineering, Construction, Architecture, Sales and C-Level </li></ul><ul><li>Global Compensation Analysis </li></ul><ul><li>Executive Bonus Design </li></ul><ul><li>Market Base Pay Analysis </li></ul><ul><li>Funding Liaison - New Products & Services, Start-ups / New Ventures, Turn-Arounds </li></ul><ul><li>Performance Management Coaching & Analysis ~ All Levels </li></ul>K Resources Technical Recruiting & Professional Services
  3. 3. MCI WorldCom Landmark Graphics BMC Software Nortel Networks Operations Finance Sales Comp Design Policies & Planning Human Resources Legal Advisor Customer Service Sales Administration Contract Administration Consultant Provisioning Blockbuster FLSA Compliance Employee Relations Strategic Development Task Force Leader Coaching & Development FLSA Auditor Stream Int'l McAfee Global Compensation Executive Bonus Design Mkt. Base Pay Analysis Performance Mgmt. Coaching Adecco Executive Recruiter Account Executive
  4. 4. ~ Sr. Technical Recruiter ~ <ul><li>Professional, High-Tech Corporate Recruiter, with hands-on full life- </li></ul><ul><li>cycle recruiting experience recruiting a wide-range of positions for Sales, IT, Engineering and Professional-level placements. </li></ul><ul><li>Responsible for full-cycle recruiting process from screening, </li></ul><ul><li>interviewing, offer preparation, negotiating and closing the candidate. </li></ul><ul><li>Create and maintain extremely strong client relationships with hiring authorities. </li></ul><ul><li>Specialize in “passive” recruiting by maintaining very high-level relationships with past business associates, clients and senior-level executives in the high-tech industry. </li></ul><ul><li>Utilize consultative approach in dealing with both clients and candidates to ensure exceptional matchmaking. </li></ul><ul><li>Manage all logistics, including out-of-state client management, relocation of new hires, client interview processes, scheduling and pre-qualification processes, and subsequent follow-up. </li></ul>
  5. 5. ~ SR. TECHNICAL RECRUITER ~ <ul><ul><li>Leadership (C- Level), Sales, Engineering, IT, and Professional-level positions recruited / placed include the following (to name a few): </li></ul></ul><ul><ul><li>Leadership: </li></ul></ul><ul><ul><ul><li>President, CEO, COO, CFO, CTO, CIO </li></ul></ul></ul><ul><ul><li>Sales: </li></ul></ul><ul><ul><ul><li>VP of Sales, VP of Logistics, VP of Procurement, Account Executives, Sales Engineers ISAM’s, ICAM’s, Enterprise / Channel Sales Managers, SW / HW Technical Sales Managers. </li></ul></ul></ul><ul><ul><li>Engineers: (Licensed PE’s / EIT’s) </li></ul></ul><ul><ul><ul><li>Mechanical, Electrical, Plumbing Design, Control Plane, Network, SONET, DWDM, Analog Design, Application, RF Design, Real-Time Embedded Software, Test Engineer, Field Application, Civil Engineer (Hydrology & Hydraulics), Design Architect, Sr. Architect, Civil EIT / PE - Transportation, Architectural CAD Tech </li></ul></ul></ul><ul><ul><li>IT: </li></ul></ul><ul><ul><ul><li>Program Managers, Project Managers, Database Administrators ( Oracle & SQL ) Business Analysts, Application Engineers, SAP and PeopleSoft (various disciplines), Software Engineers ( J2EE, Portal, Weblogic etc. ) Systems Engineers, Systems Administrators, Unix Administrators, Developers, Programmer Analyst, Infrastructure Personnel and all aspects of Computer Security. </li></ul></ul></ul>
  6. 6. ~ INDUSTRIES / VERTICALS ~ <ul><li>Consulting Engineering / Civil </li></ul><ul><li>Construction </li></ul><ul><li>Mining Industry </li></ul><ul><li>Information Technology </li></ul><ul><li>Electronics </li></ul><ul><li>Aerospace and Defense </li></ul><ul><li>Consumer Packaged Goods </li></ul><ul><li>Computer </li></ul><ul><li>Professional Services </li></ul><ul><li>Market Segments </li></ul><ul><li>Utilities </li></ul><ul><li>Travel </li></ul><ul><li>Transportation </li></ul><ul><li>Manufacturing </li></ul><ul><li>IT </li></ul><ul><li>Architectural </li></ul><ul><li>Telecom </li></ul><ul><li>Chemical </li></ul><ul><li>Health Care </li></ul><ul><li>Leisure </li></ul><ul><li>Life Sciences </li></ul><ul><li>Agriculture </li></ul><ul><li>Personal Care Products </li></ul><ul><li>Energy </li></ul><ul><li>Oil & Gas / Petroleum </li></ul><ul><li>Financial Services </li></ul><ul><li>Food and Beverage </li></ul><ul><li>Security </li></ul><ul><li>Retail Trade </li></ul><ul><li>SEO / SEM </li></ul>
  7. 7. ~ Global Compensation ~ <ul><ul><li>Manage / Coordinate Projects </li></ul></ul><ul><ul><li>Performance Mgmt. Coaching </li></ul></ul><ul><ul><li>Market-base Pay Analysis </li></ul></ul><ul><ul><li>Benchmarking </li></ul></ul><ul><ul><li>Administer Merit Increase Program </li></ul></ul><ul><ul><li>Counsel Management </li></ul></ul><ul><ul><li>Transformation Planning </li></ul></ul><ul><ul><li>Mentoring & Strength Development / Coaching </li></ul></ul><ul><ul><li>New Hire Orientation – “How Do I Get Paid?” </li></ul></ul><ul><ul><li>Implement group-wide initiatives </li></ul></ul><ul><ul><li>Investigate / Resolve employee issues </li></ul></ul><ul><ul><li>Help to build a positive business culture </li></ul></ul><ul><ul><li>Exploit skills available to internal HR Recruiter </li></ul></ul><ul><ul><li>Liaison between HR, Sales, Finance, Operations and Legal </li></ul></ul><ul><ul><li>Help deliver business strategy </li></ul></ul><ul><ul><li>Implement processes, policies and standards (recommend changes) </li></ul></ul><ul><ul><li>Attract, motivate, develop, retain great talent via resourcing, training and development, performance management and reward strategies </li></ul></ul><ul><ul><li>Design and develop competitive variable pay programs </li></ul></ul><ul><ul><li>Create adhoc incentive bonus plans to increase revenue and motivate sales teams </li></ul></ul><ul><ul><li>Provide analytical support via financial modeling, directional statements, correlation analysis and trend analysis </li></ul></ul>
  8. 8. Stream International ~ Global Compensation Analyst ~ <ul><ul><ul><li>Human Resources </li></ul></ul></ul><ul><ul><ul><li>European Compensation Review </li></ul></ul></ul><ul><ul><ul><li>European Annual Bonus Plan Design </li></ul></ul></ul><ul><ul><ul><li>European Focal Point Review </li></ul></ul></ul><ul><ul><ul><li>European Comp ratio Review </li></ul></ul></ul><ul><ul><ul><li>European Job Mapping / Grade Analysis </li></ul></ul></ul><ul><ul><ul><li>Global Executive Analysis </li></ul></ul></ul>European Countries included: France, Germany. Ireland, N. Ireland, Netherlands, Spain, Sweden, Tunisia, United Kingdom Stream Int'l
  9. 9. MCAFEE, INC. ~ SALES COMMISSION REDESIGN PROJECT ~ <ul><ul><li>PHASE 1 - ASSESSMENT </li></ul></ul><ul><ul><li>Current Plan(s) vs. Business Plan </li></ul></ul><ul><ul><li>Competitive Posture </li></ul></ul><ul><ul><li>Internal Pay Practices </li></ul></ul><ul><ul><li>Organization (&quot;The Players&quot;) </li></ul></ul><ul><ul><li>Business Strategy </li></ul></ul><ul><ul><li>PHASE 2 - PROGRAM DESIGN </li></ul></ul><ul><ul><li>Develop Models </li></ul></ul><ul><ul><li>Determine Plan Architecture </li></ul></ul><ul><ul><li>Eligibility Criteria </li></ul></ul><ul><ul><li>Performance Measures </li></ul></ul><ul><ul><li>Performance Periods </li></ul></ul><ul><ul><li>Program Structure </li></ul></ul><ul><ul><li>Payout Opportunity </li></ul></ul><ul><ul><li>Payout Frequency </li></ul></ul><ul><ul><li>Payout Vehicles </li></ul></ul><ul><ul><li>Funding Requirements </li></ul></ul><ul><ul><li>Goal Setting </li></ul></ul><ul><ul><li>Functional Linkages </li></ul></ul>McAfee <ul><ul><li>PHASE 3 - TESTING </li></ul></ul><ul><ul><li>Financial Simulation </li></ul></ul><ul><ul><li>Implication On Other Reward Systems </li></ul></ul><ul><ul><li>Assessment Against Key Feasibility </li></ul></ul><ul><ul><li>Factors </li></ul></ul><ul><ul><li>Assure Self-funding </li></ul></ul><ul><ul><li>Goal Attainment (Functions & People) </li></ul></ul><ul><ul><li>PHASE 4 - IMPLEMENTATION </li></ul></ul><ul><ul><li>Communication </li></ul></ul><ul><ul><li>Performance Planning </li></ul></ul><ul><ul><li>Administrative Systems </li></ul></ul><ul><ul><li>STEP 5. MANAGEMENT AUDIT </li></ul></ul><ul><ul><li>Ongoing Review </li></ul></ul><ul><ul><li>Finance </li></ul></ul>
  10. 10. <ul><ul><li>In April 2004, the Department of Labor (DOL) published important changes to the Fair Labor Standards Act (FLSA) redefining the white collar exemption tests used to determine whether an employee must be paid overtime . The first time changes have been made in over 66 years. </li></ul></ul><ul><ul><li>Human Resources </li></ul></ul><ul><ul><li>Accurately classified executive, administrative, professional, and outside sales employees under the new overtime regulations by performing internal audits. </li></ul></ul><ul><ul><li>Interviewed, assessed, determined exemption status – this required a complete understanding of the new regulations set forth by DOL. </li></ul></ul><ul><ul><li>Made recommendations for cost-effective changes to avoid expensive enforcement action and class action law suits. Composed comprehensive briefs / legal summaries for the Legal department with documented assessments and examples which may be used for future litigation by Blockbuster, Inc., if necessary. </li></ul></ul>Blockbuster, Inc. Blockbuster, Inc. ~ FLSA Compliance Advisor ~
  11. 11. BMC SOFTWARE, INC. ~ SR. COMPENSATION ANALYST ~ <ul><li>Human Resources </li></ul><ul><li>Representative at senior-level meetings </li></ul><ul><ul><li>Sales Compensation Redesign Committee – Compensation / Bonus Plans </li></ul></ul><ul><ul><li>Sales Compensation Review Board (SCRB) </li></ul></ul><ul><li>Liaison between HR, Sales, Operations, Finance & Legal </li></ul><ul><ul><li>Approved commission payments to sales participants </li></ul></ul><ul><li>Analyzed internal pay practices and made salary recommendations based on market-based rates </li></ul><ul><li>Remained current on all personnel policies, programs and practices, as well as, new laws and regulations </li></ul><ul><ul><li>Created “loophole” clause resulting in multimillion dollar savings to company </li></ul></ul><ul><li>Task force leader elected to design: </li></ul><ul><ul><li>Global Rewards and Recognition Program </li></ul></ul><ul><ul><li>Best Practices for “Migration to India” </li></ul></ul><ul><ul><li>Retention Bonus Plan for future off-shoring pilot programs </li></ul></ul>BMC Software
  12. 12. LANDMARK GRAPHICS CORPORATION ~ SR. COMPENSATION ANALYST ~ <ul><li>Finance </li></ul><ul><li>Directed overall sales compensation process </li></ul><ul><ul><li>Quota-setting </li></ul></ul><ul><ul><li>Plan Guide, Amendments, Definitions of Sales Incentive Programs, Corporate oversight for plan design, interpretation and administration to OVP’s and sales teams </li></ul></ul><ul><ul><li>Obtained market data and recommended compensation practices and plan changes, as needed </li></ul></ul><ul><ul><li>Ensured that the compensation and benefits were aligned with the strategic objectives of the company </li></ul></ul><ul><ul><ul><li>Salary management </li></ul></ul></ul><ul><ul><ul><li>Incentive compensation </li></ul></ul></ul><ul><ul><ul><li>Executive and sales compensation </li></ul></ul></ul><ul><ul><li>Reconciled compensation issues </li></ul></ul><ul><ul><li>Implemented global policies & procedures </li></ul></ul><ul><li>The above responsibilities were performed for the US, Canadian and </li></ul><ul><li>Latin American markets. </li></ul>Landmark Graphics
  13. 13. LANDMARK GRAPHICS CORPORATION ~ SR. COMPENSATION ANALYST ~ <ul><li>Operations </li></ul><ul><li>Compensation Plan design and management </li></ul><ul><li>Incentive Bonus design and implementation </li></ul><ul><li>Liaison between sales participants and Ops VP </li></ul><ul><li>Consultant to OVP’s and all Business Units </li></ul><ul><li>Quota – Setting and management </li></ul><ul><li>Monthly revenue / achievement reports </li></ul><ul><li>Financials: Forecasted Revenue –vs- Actuals </li></ul><ul><li>Budget Reconciliation / Justification </li></ul><ul><li>The above responsibilities were performed for the US, Canadian and </li></ul><ul><li>Latin American markets. </li></ul>Landmark Graphics
  14. 14. NORTEL NETWORKS ~ SR. COMPENSATION ANALYST ~ <ul><li>Sales </li></ul><ul><li>Motivated higher levels of performance </li></ul><ul><ul><li>Provided internal customer service by: </li></ul></ul><ul><ul><ul><li>Coaching sales participants, building development plans </li></ul></ul></ul><ul><ul><ul><li>Consulting with top-level management with progress reports on top-level sales participants </li></ul></ul></ul><ul><li>Directed salesperson’s time to the most important activities… selling! </li></ul><ul><ul><li>Provided workshops which explained </li></ul></ul><ul><ul><ul><li>“ How Do I Get Paid?” </li></ul></ul></ul><ul><li>Rewarded all achievements </li></ul><ul><ul><li>Uncovered a multi-million dollar error that resulted in mega commissions for sales participants – dubbed the “Queen of Comp” </li></ul></ul><ul><ul><li>Developed competitive bonus plans to reward sales participants for specific product sales </li></ul></ul><ul><li>Complemented corporate goals </li></ul><ul><ul><li>Increased level of awareness and “better understanding” that resulted in increased sales / revenue </li></ul></ul>Nortel Networks
  15. 15. MCI WORLDCOM ~ ASSOCIATE ENGINEER ~ <ul><li>Engineering - Provisioning </li></ul><ul><li>Acted as liaison between management and field engineers by troubleshooting and resolving problems that impacted the network. </li></ul><ul><li>Created and utilized new methods for resolving issues quickly, which resulted in a 53% increase in productivity. </li></ul><ul><li>Increased completion rate by over 70% by utilizing multiple-person conferencing to resolve issues that impacted the network. </li></ul><ul><li>Note: This position was the beginning of my desire to solve problems, </li></ul><ul><li>increase high productivity by coaching, and working with those responsible </li></ul><ul><li>for cutting-edge technology. </li></ul>MCI WorldCom