Adam Craddock Mba Sphr Ccp Cbp Grp Email & Phone Number

Fairfax, Virginia , Us

We provide a support group for people who are blind or visually impaired in the Vienna, Virginia area. We invite speakers and educators to share information, programs, technologies, medical advancements, etc. that can assist our members and conmmunities to live better lives and help others.

Human Resources consultancy providing strategic and tactical HR executive leadership services for short, medium, and long-term engagements. Also provides customized design, implementation and communications HR consulting / advisory services including people strategies, programs, processes, technologies, projects, and analytics.

HCIA Client: CFA Institute

HCIA CLIENT: Be My Eyes (Private Technology Early Stage Start-Up, Series A Funding Round, <$5M sales, 10-20 employees)Reporting to Vice President, National Sales. Engaged to help design, develop, and build sales for new workplace technology product and services to assist blind and low vision employees of organizations with normal business activities. Developing product attributes, marketing channels, potential leads, and customer relationships.

HCIA CLIENT: Non-Profit Senior Living Facility Management.Engaged to advise HR leadership regarding best practices and market prevalent strategies and tactics in the Total Rewards space.• Advising and mentoring new leaders in Total Rewards design and execution.• Reviewing compensation strategy and organizational readiness to evolve from "Pay-for-Stay" to "Pay-for-Performance" orientation.• Advising regarding compensation positioning philosophy holistically - from a single global perspective toward targeting differentiated employee segments.• Assessing key compensation infrastructures, including data survey sources, salary ranges, market zones, salary administration, geographic differentials, and incentive pay.

HICA CLIENT: Reingold, Inc. - Marketing / Communications ($30M sales, 250 employees), Alexandria, VA. Engaged to assess infrastructures and execute market best practices and sophisticated programs, processes, analytics, technologies, and communications to propel the people strategy to catalyze ongoing 20% compound company growth.• Commenced creation and integration of firm’s first career path lattice model and compensation structures; business leaders’ engagement increased by 25% with direct design and feedback inclusion.• Assessed HR information and payroll systems. Conducted gap analysis and created remediation plan that increased productivity by 33%. Created financial controls and augmented vendor management and ongoing operational processes of $1.1M spend for 10% savings.• Proposed enhanced communication / education strategy, operational deployment, and metrics (established baseline and set 20% target increase in awareness / comprehension / impact / engagement).• Remediated, completed, and enhanced operational processes for regulatory compliance (EEO reporting, FLSA classification, ERISA reporting / disclosure, nondiscrimination testing, FMLA tracking).• Conducted and operationalized first formal compensation and benefits market benchmarking analysis. Adjusted 84% of employees within competitive market zones using 5.2% merit budget. Reviewed and revised $1.3M bonus plan to add firm and individual performance metrics. Crafted / articulated Total Rewards Strategy and Employee Value Proposition with Partners and showcased in employee townhall.• Led holistic benefits program revision resulting in only 2% cost increase: plan design / renewal (generally enhanced benefits at low / no cost, implemented annual $850 client-funded Health Savings Accounts HSAs and health care / wellness incentives), enhanced and led open enrollment process (90% enrollment), brokerage and consulting service provider request for proposal RFP (reduced-fee target of 10%).

HCIA CLIENT: OTHER ENGAGEMENTS• Senior HR Advisor to President of Disabled Veteran-Owned Federal Contractor. Creation of $325K short- and $475K long-term incentive plans for non-owner employee incentive / retention to drive ownership behaviors. Holistic benefits program benchmarking review, with executive medical, disability, deferred compensation, and life insurance plans.• Senior Advisor to COO and CFO of national non-profit agency for the blind. Led 8 task forces charged to design new $20M building interior aspects, processes, and plan move into new facilities. Initial design of new executive compensation plans including $250K annual incentive plan, deferred compensation plan, and executive medical program.• Senior HR Advisor to CEO and CFO of non-profit foundation for blind children. Conducted compensation benchmarking of various teaching and care-giving positions. Assessed and designed retention strategy for highly specialized, high-risk attrition roles. Developed initial performance-based talent management program to enhance employee value proposition.• Vice Presiden t Compensation to national non-profit association serving retired Americans. Advised head of compensation and benefits. Conducted executive compensation benchmarking study and drafting of presentation to senior leadership. Enhanced education / communications employee materials. Augmented program, technology, and processes.• Vice President Total Rewards for a US multisite subsidiary of Australian entertainment company. Reported to Chief HR Officer. Conducted executive compensation and benefits benchmarking assessment (pay levels, pay mix, structures and recognition programs), including crafting and presenting results to senior leadership. Designed Total Rewards strategy and 3-year phased implementation.

HCIA CLIENT: Sprouts Farmers Market - Public Specialty Retail / Grocery ($4B sales in growth phase, 22,000 employees). Retained to design human capital governance, programs and deploy technology for newly public company to drive culture transformation and enable scalability to support 10-times growth to 2,000+ locations. Also served as HR Chief of Staff. • Redesigned benefits program for $3M cost avoidance by reducing healthcare cost trend from 8% to 0%. Assessed, negotiated with and replaced vendors. Introduced features to encourage healthy decisions / lifestyles for $1M annual cost reduction.• Orchestrated $30M HRIS initiative replacing ADP with Ultimate Software UltiPro core HR, payroll, ICIMS applicant tracking, and Cornerstone Learning Management system through Phase 1 of implementation. Designed HR Shared Services model to reduce HR headcount by 10%, increase productivity by 10% and enhanced 24/7 employee / manager service experience.• Revamped long-term incentive plan eliminating performance units and adding stock options and restricted stock, requiring delicate facilitation between contentious management and Board of Directors.• Enhanced executive compensation program to 75th percentile at $0 / minimal cost (nonqualified deferred compensation, long-term disability, life insurance) to retain current and attract key talent.• Instituted line-of-site financial performance metrics into $10M corporate bonus plan to add 2-times payout leverage, and influenced new VP Operations to incorporated voluntary turnover metrics into the retail stores’ bonus plan to drive 60% reduction in annual voluntary attrition.

HCIA CLIENT: Houghton Mifflin Harcourt - Public Publishing / Digital Media ($1.4B global sales, 4,000 employees). Engaged post-IPO (Initial Public Offering) to design and implement best practices in executive compensation; establish governance model, processes and systems; rebuild trust and working relationship between Board of Directors Compensation Committee and Management; and enable scalability for global integration and growth. • Designed executive compensation practices and processes: $11M executive long-term incentive equity program and ownership guidelines; $23M annual bonus plan with financial performance metrics; Say-on-Pay and Say-on-Frequency; formal annual Total Compensation benchmarking; revised Compensation Committee charter authorizations and delegations; and initial proxy statement disclosure compensation discussion and analysis CD&A.• Received written commendation from Chairman of the Board for aligning compensation practices with public company requirements and inspiring collaboration among stakeholders in a challenging environment.• Revamped $104M sales commission program, remediating $3M in overpayments, consolidating 102 plans into 31, simplifying metrics, streamlining calculations, and enhancing oversight and financial controls.• Led $6M Request for Proposal for conversion of ADP to Workday HRIS to consolidate 16 systems, increase cost and operation efficiencies by 15%, leverage workforce analytics, and enhanced 24/7 manager / employee service experience.• Stabilized HR team: hired first head of HRIS, doubled size of compensation and benefits staff, lowered HR Service Center attrition 33% to 0%, and increased engagement by 14%, 25%, and 70%, of 3 HR teams.

Charlotte, North Carolina, Us

Hired to create a global compensation, benefits, and mobility philosophy and infrastructure for a company with disparate operations in eight countries transitioning from public to private-equity-owned (acquired by Blackstone Group). Served as HR Chief of Staff.• Harmonized / integrated compensation, benefits, and mobility programs globally from 8 to 1 to position company for growth and sale ( governance, processes, operational efficiencies, cost reductions).• Executed organizational infrastructure redesign for $10M annual savings, flattening organization, optimizing span of control, and eliminating positions.• Achieved $5M in global benefits cost savings over four years, while enhancing executive programs for $0 / minimal cost and implementing on-site healthcare clinics.• Introduced new $9M LTI plan with phantom equity and cash components for top 100 executives, researchers and scientists, decreasing voluntary attrition from 14% to 1%.

Stamford, Connecticut, Us

Appointed by and reported to CEO during Chapter 11 bankruptcy process.

Stamford, Connecticut, Us

Recruited to assist in financial turnaround, restructure and develop compensation and benefits strategies to retain and attract key executives, optimize human capital investments and mitigate costs. Served as HR Chief of Staff. Served as Co-head of HR reporting to CEO for 2010during Chapter 11 bankruptcy proceedings.• Engineered $75M four-year savings in healthcare program reducing increases from 18% to 4% (78% change) due to implementation of high deductible plans, consumerism, decision support tools, incentives, as well as consolidation of and selection of new vendors and increased administration discipline. Delivery of enhanced education drove 51% and 39% increases in benefits awareness and understanding, respectively.• Reduced executive attrition from 20% to 5% and equity utilization / run rate from 5% to 2%, as well as stabilized equity dilution / share overhang at 15% by designing restricted stock and performance cash into LTI plan in addition to Stock Options. Created voluntary exchange program enabling recipients to replace undervalued stock options with highly valued restricted shares at an 8-to-1 ratio.• Secured $3M in annual savings by implementing new payroll HRIS Kronos system enabling more accurate capture of worktime, minimizing overtime overpayments and mitigating wage-and-hour compliance risk.

Canonsburg, Pennsylvania, Us

Recruited to institute best practices and governance in compensation and benefits after company transitioned from private to public. Promoted to broader HR leadership role in less than one year. Introduced processes and standards that supported continued organic and M&A growth globally.• Implemented public company best practices: annual compensation market benchmarking guidelines, established process / controls for $12M salary increases, established line-of-sight metrics for $20M bonus plan, and designed / implemented $30M annual all-employee stock option program.• Assumed leadership of $3M implementation of new SAP HCM Human Capital Module and Success Factors performance management system; launched HR Service Center to increase HR productivity by 33% and enhanced 24/7 manager employee service experience.• Played key tactical role in early due diligence and integration of India-based pharmaceutical company.

Canonsburg, Pennsylvania, Us

Mclean, Va, Us

Leadership Progression:Director, Compensation & Benefits (Interim)Group Manager, Total Rewards AnalyticsSr. Manager, Compensation AnalysisCompensation Manager

London, England, Gb

London, England, Gb

Master Of Business Administration (Mba), General Management

Bachelor Of Arts, Economics (Psychology Emphasis)

High School, High School/Secondary Diplomas And Certificates