Mark Richards Email & Phone Number

Oakland, Ca, Us

As the Head of HR for Rainin, I partner with the business leaders to work on organizational efficiencies and solutions, implementing global best practices and HR processes while remaining a champion of the Rainin brand in Oakland, CA.My role spans:*Talent acquisition and Staffing*Performance Management and Development*Employee engagement and Communications*Compensation, Benefits, HRIS, and ComplianceRainin, a METTLER TOLEDO Company, is the leading provider of advanced pipetting solutions for life scientists worldwide. We offer a wide selection of manual and electronic pipettes, BioClean pipette tips, and expert services that work together as a complete pipetting solution – Pipetting 360°. Rainin has long been the largest selling brand in North America and consistently rank among the top premium pipette brands in Europe, Asia and the Middle East. Top quality, innovative design and state-of-the-art production result in superior pipetting products with years of reliable operation.

Us

Work closely with the Executive Team and Corporate Business Leaders to provide a combination of strategic and tactical support to address core business needs and enable the PPS growth initiatives. Leads all Human Resources Business Partners and Operations Team. Manage the performance management process, communication and related tools to meet the needs of the business, identify improvement opportunities and recommend solutions. Developed and implemented sales commission plans and field incentive plans. Drives consistency in administering Human Resources policies and procedures ensure issues are addressed appropriate, mitigating risk while provide appropriate remedies and solutions. Coached leaders through difficult, complex and litigious situations.

Cork, Ireland, Ie

Director Human Resources, Global Security & FireKey partner in developing the business strategies and implementation plans which allowed the Security and Fire business to create $800 million in EBIT. Teamed with leadership to set a proactive strategy around profit and productivity while effectively managing SG&A. Designed and staffed the Product Development and Commercial Execution departments. Filled 163 positions during FY13 while significantly upgrading the quality of Security & Fire industry knowledge in the Marketing and Product teams. Met with the Global and NA leadership team to streamline the hiring process. Implemented the Branch Manager & Operations On-Boarding Program. Established the Security & Fire Internship Program. Hired 12 interns, 100% diverse. Implemented 50 modules designed to build Security & Fire core competencies at the field levelRegional Human Resources Director, Building EfficiencyManaged several strategic initiatives focusing on employee engagement; recognition and rewards; effective recruitment efforts; using metrics to drive continuous improvement; leadership development that supports growth; succession planning; workforce planning that includes diversity as a business priority; and ensuring HR standards and processes are understood and practiced throughout the business.

Provided clients with a broad range of Human Recourses products, services and advice. Recent experience includes design and implementation of full service Human Resources Department for a Non Profit Agency with approximately 200 employees. This included design and implementation of the benefits, performance management, compensation and an organizational effectiveness plan. Completed several project associated with a start-up Biotechnology Company. The projects included the design and implementation of a strategic talent acquisition system, revitalizing the performance management process and established job families and lines of progression

Gaithersburg, Maryland, Us

Provided strategic Human Resources counsel and services to the Executive Vice President-Chief Medical Officer, Vice President Medical Affairs, Vice President Clinical Research, Vice President Clinical Operations, and the Vice President Product Safety. Developed an organizational effectiveness action plan which identified critical challenges facing the Regulatory Affairs /Clinical Research departments and developed solutions associated with structure, process and people. Designed and implemented a “Foundations of Leadership” program for core emerging leaders that targeted two tracks to include Supervisors and Project Managers. The program aligned Med Immune’s overall culture, business objectives, core competencies, values and identified developmental needs. Implemented Lominger’s Leadership/Career Architect competency model.

Minneapolis, Mn, Us

Identified, developed and implemented the key Human Resources systems and functions necessary for the growth of Medtronic Vascular. Participated on the leadership team that developed the blue print for Medtronic Vascular‘s evolution from a single site start-up company of 350 employees, to a world class, worldwide billion-dollar business unit of 4,500 employees. Managed a department team of 16 highly skilled Human Resource Professionals and Administrators. Completed a comprehensive international market review of the Galway Ireland manufacturing facility, calibrated pay bands, job titles, and reward systems externally to the local market and internally to Medtronic’s reward philosophies. Initiated a Vascular Diversity Awareness campaign which identified a business case for workforce diversity, provided skill building, as well as, recruitment and retention. Developed the annual sales compensation plan for the Coronary, Peripheral and Endovascular sales forces. Each plan clearly identified pay objectives, comparative frame work, pay positioning, internal equity and consistency, and equity based programs. Established training that enabling managers, supervisors and employees to effectively carry out their responsibilities.

San Francisco, California, Us

Provided strategic direction that ensures linkage to business plans for LS&CO’s worldwide variable and executive compensation practices. Coached the leadership team and affiliate HR directors in global remuneration priorities such as flexible pay, performance management, and employee recognition. Provide creative and flexible base salary and variable pay programs for all levels of employees. Direct the implementation of non-monetary recognition programs. Ensure that performance management programs are tied closely to business objectives and were linked to individual accountabilities, development and career planning initiatives. Managed a team of eight compensation professionals.Manager, Compensation Planning and Analysis, The AmericasLead the design and implementation of pay systems that support changing business goals, recognized and rewarded individual and team performance, and encouraged a broadly skilled workforce. Provided creative and flexible programs, addressing varied employee needs and the challenging demographics of a workforce consisting of 5,000 exempt and 17,000 hourly employees. Ensured that pay systems were in line with the changing labor market and easy to understand. Managed a team of compensation professionals that handling job evaluation, salary administration, annual and long-term cash incentives, area differentials, cash incentive and supplemental pay programs for the U.S.

San Francisco, Ca, Us

Consulted with officers and managers on emerging compensation issues. This was particularly challenging due to the merger and the diverse cultures of Union Bank and Bank of California. Designed and developed new incentive plans which reinforced business objectives and cultural values. Developed retention strategies which emphasizing both monetary and non-monetary options. Responsible for the annual salary planning process, market data collection and policy changes or enhancements. Supervisory responsibilities for three compensation consultants and one assistant.

Oakland, California, Us

Participated on the project team that redesigned the Company’s compensation systems. The scope of the project included design and implementation of the Company’s new market-based pay philosophy, broadbanding, short and long-term incentive plans, and a new spot award program. Managed the company’s job evaluation system and the administration of corporate and business unit compensation programs. Supervisory responsibilities for five compensation consultants and two assistants.Labor Relations Director, Electric Supply Human ResourcesProvided labor relations support and advice to Human Resources representatives and line managers throughout Electric Supply Business Unit. Conducted fact-finding and provided negotiations support, contract interpretation, performance management consultation and labor relations training for Electric Supply. Served on various Company bargaining committees such as the Technical Ad-Hoc and Geyser Commute Agreement.Human Resources Manager, Geothermal OperationsDeveloped the initial design and implementation of the Geysers Power Plants full service Human Resource Department. Responsible for all aspects of Human Resources including performance management, labor contract administration, labor-management cooperation, benefits administration, wage and salary administration, affirmative action, employment and work force planning for 1,000 employees at 12 locations. Supervised three HR professional and two assistants. Held various Corporate and Field Human Resources position such as Succession Planning Consultant, Career Management Representative and Employment Consultant.

Mba, Human Resources

Bachelor Of Science, Business Administration, Business Administration And Management, General