Pete Gresens - Independent HR / Compensation Consultant by PeterGresens3


									                                              Peter M. Gresens
                                            14306 Post Mill Drive
                                            Midlothian, VA 23113
(804) 517-0340                                                               

High energy, results oriented HR professional with extensive experience in the development, implementation, and
ongoing measurement of compensation (total rewards) programs for companies in a broad array of industries.
Experienced collaborating with all levels of management, developing solutions through leadership of cross-functional
teams, and in streamlining HR programs to enhance program understanding and effectiveness. JD/MBA, CCP, SPHR.

                                      PROFESSIONAL EXPERIENCE
Independent HR / Compensation Consultant – Richmond, VA                                            Current
Work with HR and total rewards leadership teams on development of streamlined base, incentive, equity and other
programs to drive higher levels of HR effectiveness / employee engagement. Focus on the use of a variety of
communication vehicles and technology to make programs easy for management and employees to access and
understand. Richmond based clients include The Federal Reserve Bank, VCU Health System and the Virginia
Community College System (John Tyler Community College).

CIRCUIT CITY STORES, INC. – Richmond, VA                                                               2007- 2009
Director of Compensation
Re-staffed function and implemented new field and corporate headquarters compensation programs within 18 months.
Managed executive and broad based comp staff of seven impacting corporate payroll of $1B.
  Aligned compensation programs with the staffing, performance management and succession planning processes
   driving more effective use of the organization’s base salary, merit, incentive and equity award budgets.
  Worked with store leadership team on re-launch of commission plan for home theatre segment that realized an 11%
   increase in profitability. Lead incentive redesign efforts within Firedog Services and the call center business units.
  Proposed management incentive plan changes resulting in annual savings estimated at over $7M ongoing.
  Managed development of MS SharePoint site that improved communications and service delivery to the field.

YRC WORLDWIDE (Yellow Roadway Corporation) – Overland Park, KS                                            2004- 2007
Director of Compensation
Managed compensation and HRIS (staff of five) for corporate center and eight union and non-union divisions.
  Successfully integrated Roadway Express and USF Freightways (six divisions) acquisitions to common compensation
   program increasing market alignment, internal equity and program efficiency and effectiveness.
  Managed executive compensation program administration. Lead development of MS Access database used to provide
   rolling 3year analysis of awards. Developed analyses for exhibits for compensation committee. Provided competitive
   analysis of perquisites and other executive compensation program elements.
  Lead HRIS team in developing and implementing web-based, self-service tools such as an HR portal, compensation
   planning and applicant tracking systems to improve delivery of HR services to the management team.
  Implemented HRIS shared service model, reducing head count by twelve while enhancing data integrity and service

ROCKWELL COLLINS (Rockwell International spinoff) – Cedar Rapids, IA                                  2002- 2004
Manager, Corporate Compensation
Managed broad based employee compensation programs and compensation staff of four.
  Changed the compensation strategy to an external market focus, broad grade salary structure and more flexible pay
   delivery practices, improving the organization’s effectiveness in attracting and retaining talent.
  Proposed and implemented changes in performance management and annual award processes to increase pay for
   performance focus and award differentiation, improving the attraction and retention of top performers.
Peter M. Gresens                                                                                                                                                                            Page 2                                                                                                                                          (804) 517– 0340

HEWITT ASSOCIATES – Lincolnshire, IL                                                                      1997- 2002
Senior Consultant – People Value and Human Resource Management
Consultant to company executives in a wide variety of industries on compensation and HR program issues. Supervised
project work of junior consultants and analysts. Major project initiatives included:
  Development of total rewards philosophies/strategies enhancing rewards program alignment with business strategy.
  Management of global rewards competitiveness studies that aligned client reward programs with market objectives.
  Design of management and sales incentives focusing on the identification of key metrics and development of
   appropriate plan structures to drive improved business results.
  Development of long-term incentive programs focusing management on long-term business results and wealth
   accumulation and providing balance to annual incentive programs. LTI program development initiatives included
   phantom and share based equity plans and non-qualified deferred compensation plans (NQDC).

AMERITECH CONSUMER SERVICES - Hoffman Estates, IL                                                       1995- 1997
Manager, Performance Reinforcement & Rewards
Business unit compensation program design and administration. Managed team of four.
 Developed and piloted broadband structure for business unit that reduced employee turnover. The corporate parent
   subsequently adopted the approach for all of IT.
 Developed & implemented general manager’s annual incentive & customer care center recognition programs,
   improving call center morale and performance.
 Increased business unit efficiency by automating yearend comp planning and implementing online policy manual.

WHIRLPOOL CORPORATION - Benton Harbor, MI                                                                                                                                                                                                                                                                                                                         1992- 1995
Manager, Human Resource Services – Dayton Technology Center (1994 – 1995)
Field HR Manager supporting 12 Consumer Services branch offices and major engineering facility.
Compensation Manager - Whirlpool Financial Corporation (1993-1994)
Special projects manager leading broad banding and benefits re-pricing initiatives.
HR Administrator - Whirlpool Financial Corporation (1992–1993)
HR Generalist supporting the corporate headquarters and collection center.

TOWERS PERRIN – Chicago, IL                                                                                                                                                                                                                                                                                                                               1984 – 1988
Actuarial & Compensation Analyst roles.

                                                                                                                   EDUCATION & CERTIFICATIONS
JD / MBA - The University of Richmond, Richmond, VA. American Bar Association – Student Chapter President;
Hornbook Award; Silver Key Award; Distinguished Service Award
Illinois State Bar - Member
BS – Mathematics - Vanderbilt University, Nashville, TN
CCP - Certified Compensation Professional – The American Compensation Association
SPHR - Senior Professional in Human Resources, The Society for Human Resource Management (SHRM)

Compensation Philosophy, Total rewards, strategy, strategic, base pay, annual incentive, short-term incentive, STI, long-term incentive, variable pay, sales incentives, annual pay increase, merit pay, compensation planning, LTI, equity, perquisites, proxy, CD&A, Sarbanes Oxley, regulatory, federal, state, local, compliance, EEO, FMLA, policy, policies, special recognition, pay for performance,
performance management, performance appraisal, job evaluation, world-wide, global, international, HRIS, HRMS, PeopleSoft, PowerPoint, MS Word, PeopleSoft, MS Excel, prioritize, prioritization, time management, problem solving, process oriented, proficient, project management, seasoned, SPHR, CCP, Fast Paced, strong, flexible, hands on, team building, builder, leader, thought leader, leadership,
presence, time management, transform, model, models, variable pay, vendor management, third party management, recommend, recommends, responsible, development, develops, develop, implement, communicate, communication, executive influence, budget responsibility, expense management, expertise, expert, market based, surveys, market research, consulting, consultative, consultant, customer
focused, decisive

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