Robert Griffard
| Headline: | Entrepreneur |
| Skills: | Business, Leadership, Management, Public Relations |
| Interested in: | Brainstorming, Finding business partners, Finding cofounders, Finding team mates, Meeting new people, Professional opportunities, Promoting my startups, Recruiting for my startup |
| Schools: | Brigham Young University |
WORK EXPERIENCE
| Employer: | Human Resources Pro, Boise ID |
| Position: | Human Resources Consultant |
| Time period: | April 2007 - Present |
| Description: | Provide HR consulting services to small, medium, and large businesses. Specialization in compensation program development, employee classification systems, job analysis, job audits, survey development, survey analysis, policy development, FLSA audit, OFCCP audit, variable pay plan development, etc. |
| Employer: | MPC Computers, Nampa, ID |
| Position: | Compensation Analyst; Compensation Manager; International Human Resources Manager; Human Resources Director; Human Resources Area Vice President |
| Time period: | August 1995 - April 2007 |
| Description: | Progressed from first Compensation Professional hired by this growing company to become the head of Human Resources. Provide direction to line managers and HR Managers on compensation and HR policies for manufacturing operations that have varied in size from 1,500 employees to 4,000 employees at 6 sites, including 3 international operations.
• Consulted with management ensuring proper alignment of HR programs with organizational direction and management capabilities resulting in improvements in employee programs. • Provided guidance to supervisors increasing their understanding of policies and programs. • Conducted internal focus groups ensuring employee concerns addressed. • Established international HR function, developed and administered HR programs for expatriate personnel, third country national personnel, and local national employees. • Conducted market research ensuring competitive pay structure, policies and programs. • Developed specialized compensation programs for bonuses, incentives, commissions, and management incentive plans. • Developed and maintained equity/long-term incentive plans. • Participated with core team to develop a new performance appraisal system linking performance with rewards resulting in greater acceptance by supervisors and employees. • Directed recruiters on new hires and internal promotions to ensuring candidates meet job qualifications and offers are appropriate. • Consulted with management on international plans ensuring HR implications, legal compliance and proper handling of non-US employees. • Established complete HR organization for Japan operations within 2 months providing for a faster than scheduled entry into a new market. • Conducted research and interviews on job qualifications and responsibilities to established new job documentation system providing clearer direction to employees on job requirements and career paths. • Established, maintained, and updated policies to ensure compliance with internal controls and external regulations. • Staff managed: Compensation Analysts, Recruiters, HR Managers, Benefits Administrators, Benefits Manager, Sales Compensation Specialists, HR Generalists. |
| Employer: | West One Bancorp, Boise, ID |
| Position: | Compensation Analyst |
| Time period: | January 1994 - December 1995 |
| Description: | Provided analytical support for the development, implementation and administration of compensation policies and programs.
• Reviewed and modified job evaluation process to reduce processing time by 60%. • Conducted geographical area study, developed recommendation and implemented pay differential policy to recognize differences in labor markets. • Determined participation in compensation and benefit surveys ensuring proper market comparison. • Analyzed survey data to develop pay program recommendations and merit budgets. • Conducted job audits to assess job requirements and determine appropriate classification. • Reviewed personnel actions ensuring appropriateness and accuracy. • Integrated the compensation programs with US Bank following the merger of the two. • Managed staff of one compensation analyst. |
| Employer: | Mailboxes Etc., Boise, ID |
| Position: | Owner |
| Time period: | January 1992 - December 1994 |
| Description: | Established a new franchise store by analyzing available properties, determining best location, negotiating commercial lease, negotiating equipment leases, contracting build out, directing marketing activities and providing direct customer service.
• Became cash flow positive in less than 4 months. • Achieved revenues that ranked store in top 10% of northwest region within first year. • Established owners association to coordinate marketing efforts and volume purchase agreements. • Managed all operations and employee base of five. |
| Employer: | Bank of America |
| Position: | Compensation Services Manager, San Francisco, CA |
| Time period: | January 1988 - December 1992 |
| Description: | Directed the HR compensation services for the commercial and wholesale banking divisions with 5,500 employees in California and major money center locations in the US.
• Advised management on job design, organizational structure and employee relations issues improving career development, efficiency of operations, and increased employee satisfaction. • Established the policy governing the development of all variable pay programs. • Trained other consultants to develop variable pay programs. • Conducted market research and developed recommendations ensuring a competitive pay structure, policies and programs. • Consulted with management ensuring proper alignment of HR programs with organization • Managed staff of 4 compensation analysts. |
| Employer: | Bank of America |
| Position: | Manager, International Compensation and Benefits, San Francisco, CA |
| Time period: | January 1985 - December 1988 |
| Description: | Responsible for international compensation and benefit program development for the World Banking Division.
• Review all international compensation and benefit programs for the Bank’s international operations (Europe, Mideast, Africa, Latin America, and Asia). • Consulted with Division heads to set direction for international programs. • Approved all international programs. • Developed policies for International HR function covering 14,000 local employees and 500 expatriate employees. |
| Employer: | Bank of America |
| Position: | Manager, Compensation and Benefits, Tokyo, Japan |
| Time period: | January 1980 - December 1985 |
| Description: | Provided direction for the development of formal compensation and benefits programs for the Asia Division with a population of 5,000 local employees and 200 expatriate employees in 15 countries.
• Established the first compensation office for the bank in Asia. • Consulted with all country managers on issues relative to their HR needs. • Coordinated the hiring of local HR Managers for the 10 major locations. • Provided training in professional human resource management to local managers. • Consulted on joint venture bank with South Korean government integrating western and Korean HR practices creating efficient operations and motivated employees. • Managed staff of five direct reports and ten indirect reports. |
| Employer: | Litton Data Command Systems, Calabasas, CA |
| Position: | Manager, Compensation and Benefits |
| Time period: | January 1979 - December 1980 |
| Description: | Managed the set up of the compensation and benefits functions for a new subsidiary responsible for the completion of a large multi-year contract with the Saudi Arabian government.
• Reviewed existing corporate programs and migrated the best fit policies and practices. • Established all HR policies and procedures for operations in Saudi Arabia. • Managed all comp and benefits programs in the US and Saudi Arabia through the company’s growth to 1,500 employees. • Managed staff of two compensation professionals and two benefits professionals. |
| Employer: | Morrison Knudsen Co., Inc., Boise, ID |
| Position: | Human Resources Research Analyst |
| Time period: | January 1976 - December 1979 |
| Description: | Provided analytical support to management with respect to human resource planning.
• Analyzed HR policies, practices and procedures to reduce redundancies and speed operations. • Conducted turnover study determining causes and cost effect and developed recommendations that would save $3.5million over the life of a 7 year project. • Researched and wrote the HR portion of a contract bid that resulted in the awarding of the Morrison Knudsen Saudi Arabia Consortium contract. • Developed a process for recruiting third country national employees that resulted in consistency and reduced recruiting time. Tested the process by recruiting English speaking Egyptian employees to work in Saudi Arabia. |
| Employer: | US Air Force, various US and international locations |
| Position: | Voice Intercept Processing Specialist |
| Time period: | December 1972 |
EDUCATION
| University: | Brigham Young University |
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