KIM THOMPSON PROFESSIONAL BIO & SERVICES OFFERED

2011

Operations Analysis

Sales Compensation Design

Policies & PlanningGap Analysis – Organizational Development Planning

HR Advisory Consultant

Legal Advisory

Sales Administration Analysis

Contract Administration

Employee Relations Advisory Strategic Development Planning

Coaching & DevelopmentFLSA Compliance Auditor

Technical Recruiter – Technical, Engineering, Construction, Architecture, Sales and C-LevelGlobal Compensation Analysis

Executive Bonus Design

Market Base Pay AnalysisFunding Liaison - New Products & Services, Start-ups / New Ventures, Turn-Arounds

Performance Management Coaching & Analysis ~ All Levels

Operations

Finance

Sales Comp Design

Policies & Planning

Human Resources

Legal Advisor

Customer ServiceSales Administration

Contract Administration

ConsultantProvisioning

FLSA Compliance

Employee Relations

Strategic Development

Task Force Leader

Coaching & Development

FLSA Auditor

Global Compensation

Executive Bonus Design

Mkt. Base Pay Analysis

Performance Mgmt. Coaching

Executive Recruiter

Account Executive

~ Sr. Technical Recruiter ~

Professional, High-Tech Corporate Recruiter, with hands-on full life- cycle recruiting experience recruiting a wide-range of positions for Sales, IT,

Engineering and Professional-level placements. Responsible for full-cycle recruiting process from screening,

interviewing, offer preparation, negotiating and closing the candidate.

Create and maintain extremely strong client relationships with hiring authorities.

Specialize in “passive” recruiting by maintaining very high-level relationships with past business associates, clients and senior-level executives in the high-tech industry.

Utilize consultative approach in dealing with both clients and candidates to ensure exceptional matchmaking.

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.

Leadership (C- Level), Sales, Engineering, IT, and Professional-level positions recruited / placed include the following (to name a few):

Leadership: President, CEO, COO, CFO, CTO, CIO

Sales: 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.

Engineers: (Licensed PE’s / EIT’s)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

IT: 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.

~ SR. TECHNICAL RECRUITER ~

~ INDUSTRIES / VERTICALS ~Consulting Engineering / CivilConstruction Mining IndustryInformation TechnologyElectronicsAerospace and Defense Consumer Packaged Goods Computer Professional Services Market SegmentsUtilities Travel Transportation Manufacturing IT

ArchitecturalTelecomChemical Health Care Leisure Life Sciences Agriculture Personal Care Products Energy Oil & Gas / PetroleumFinancial Services Food and Beverage Security Retail TradeSEO / SEM

~ Global Compensation ~

Manage / Coordinate Projects Performance Mgmt. Coaching Market-base Pay Analysis Benchmarking Administer Merit Increase Program Counsel Management Transformation Planning Mentoring & Strength Development /

Coaching New Hire Orientation – “How Do I

Get Paid?” Implement group-wide initiatives Investigate / Resolve employee

issues Help to build a positive business

culture Exploit skills available to internal HR

Recruiter

Liaison between HR, Sales, Finance, Operations and Legal

Help deliver business strategy Implement processes, policies and

standards (recommend changes) Attract, motivate, develop, retain

great talent via resourcing, training and development, performance management and reward strategies

Design and develop competitive variable pay programs

Create adhoc incentive bonus plans to increase revenue and motivate sales teams

Provide analytical support via financial modeling, directional statements, correlation analysis and trend analysis

Stream International~ Global Compensation Analyst ~

Human Resources

European Compensation Review European Annual Bonus Plan Design European Focal Point Review European Comp ratio Review European Job Mapping / Grade Analysis Global Executive Analysis

European Countries included: France, Germany. Ireland, N. Ireland, Netherlands,

Spain, Sweden, Tunisia, United Kingdom

MCAFEE, INC.~ SALES COMMISSION REDESIGN PROJECT ~

PHASE 1 - ASSESSMENT Current Plan(s) vs. Business Plan Competitive Posture Internal Pay Practices Organization ("The Players") Business Strategy

PHASE 2 - PROGRAM DESIGN Develop Models Determine Plan Architecture Eligibility Criteria Performance Measures Performance Periods Program Structure Payout Opportunity Payout Frequency Payout Vehicles Funding Requirements Goal Setting Functional Linkages

PHASE 3 - TESTING Financial Simulation Implication On Other Reward Systems Assessment Against Key Feasibility Factors Assure Self-funding Goal Attainment (Functions & People)

PHASE 4 - IMPLEMENTATION Communication Performance Planning Administrative Systems

STEP 5. MANAGEMENT AUDIT Ongoing Review

Finance

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.

Human Resources

Accurately classified executive, administrative, professional, and outside sales employees under the new overtime regulations by performing internal audits.

Interviewed, assessed, determined exemption status – this required a complete understanding of the new regulations set forth by DOL.

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.

Blockbuster, Inc.~ FLSA Compliance Advisor ~

BMC SOFTWARE, INC.~ SR. COMPENSATION ANALYST ~

Human Resources

Representative at senior-level meetings Sales Compensation Redesign Committee – Compensation / Bonus Plans Sales Compensation Review Board (SCRB)

Liaison between HR, Sales, Operations, Finance & Legal Approved commission payments to sales participants

Analyzed internal pay practices and made salary recommendations based on market-based rates

Remained current on all personnel policies, programs and practices, as well as, new laws and regulations Created “loophole” clause resulting in multimillion dollar savings to

company Task force leader elected to design:

Global Rewards and Recognition Program Best Practices for “Migration to India” Retention Bonus Plan for future off-shoring pilot programs

LANDMARK GRAPHICS CORPORATION~ SR. COMPENSATION ANALYST ~

Finance

Directed overall sales compensation process Quota-setting Plan Guide, Amendments, Definitions of Sales Incentive Programs, Corporate

oversight for plan design, interpretation and administration to OVP’s and sales teams

Obtained market data and recommended compensation practices and plan changes, as needed

Ensured that the compensation and benefits were aligned with the strategic objectives of the company

Salary management Incentive compensation Executive and sales compensation

Reconciled compensation issues Implemented global policies & procedures

The above responsibilities were performed for the US, Canadian andLatin American markets.

LANDMARK GRAPHICS CORPORATION~ SR. COMPENSATION ANALYST ~

Operations

Compensation Plan design and management Incentive Bonus design and implementation Liaison between sales participants and Ops VP Consultant to OVP’s and all Business Units Quota – Setting and management Monthly revenue / achievement reports Financials: Forecasted Revenue –vs- Actuals Budget Reconciliation / Justification

The above responsibilities were performed for the US, Canadian andLatin American markets.

NORTEL NETWORKS ~ SR. COMPENSATION ANALYST ~

Sales

Motivated higher levels of performance Provided internal customer service by:

Coaching sales participants, building development plans Consulting with top-level management with progress reports on top-level sales participants

Directed salesperson’s time to the most important activities… selling! Provided workshops which explained

“How Do I Get Paid?”

Rewarded all achievements Uncovered a multi-million dollar error that resulted in mega commissions for sales participants – dubbed the “Queen

of Comp” Developed competitive bonus plans to reward sales participants for specific product sales

Complemented corporate goals Increased level of awareness and “better understanding” that resulted in increased sales / revenue

MCI WORLDCOM~ ASSOCIATE ENGINEER ~

Engineering - Provisioning

Acted as liaison between management and field engineers by troubleshooting and resolving problems that impacted the network.

Created and utilized new methods for resolving issues quickly, which resulted in a 53% increase in productivity.

Increased completion rate by over 70% by utilizing multiple-person conferencing to resolve issues that impacted the network.

Note: This position was the beginning of my desire to solve problems,increase high productivity by coaching, and working with those responsiblefor cutting-edge technology.