Marc D. Goldberg, J.D., SPHR, CBM's Resume

Marc D. Goldberg, J.D., SPHR, CBM
FL USA	(561) 866-9033 www.sumapartners.com

SUMMARY

SENIOR HUMAN RESOURCES EXECUTIVE

Applied 20+ years of expertise in organizational effectiveness, change management and performance improvement within Fortune 500 and emerging companies. Integrated management philosophies and organizational styles to create corporate cultures and HR programs that advance financial, operational and market growth. Promoted the value of organizational development and employee communication as key business drivers. Demonstrated astute labor relations and union avoidance skills, and breadth and depth of experience across industries. Earned advanced business, HR and legal academic credentials, complemented by an early career with GE and serving as a financial services arbitrator with FINRA.

SKILLS

- Human Resources Strategies
- M & A, Due Diligence and Implementation
- Corporate Culture Change
- Labor Relations Strategies and Negotiations
- Union Avoidance
- Organizational Assessment and Development
- Employee Audits and Change Communication
- Profit and Nonprofit Experience

WORK EXPERIENCE
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1995 - Present President & Consulting Principal	SuMa Partners, Ltd.	Boca Raton, FL
Formed a consultancy to capitalize on the growing demand for proactive HR leadership involving operational assessments, strategic planning and creation and implementation of policies, processes and programs. Specialize in change management, employee communication, employee/labor relations in the manufacturing and services sectors. Developed and led a written and supervisor delivered communication process to assist a major utility accomplish its labor contract negotiation objectives. Audited a $60 million, 800-employee, multi-site apparel manufacturer. Culminated in long-term relationship mentoring the HR Director and designing new HR policies and practices. Developed implemented and marketed Hiring for Attitude "SM", an employee selection and hiring process to focus on job flexibility, workplace attitudes and learning new job skills. Developed, implemented and marketed Reality Audits"SM" to assess what is really going on in the workplace. Added value to a two-year union avoidance assignment at a major public utility by suggesting and helping to implement changes in hiring practices and employee/management communication. After two successful union avoidance campaigns, mentored the HR team of a regional utility to become more effective in its programs. Helped devise a 10-year communication/retention/severance plan for a nuclear plant shutdown. -
1993 - 1994 Vice President Human Resources	Mobile Telecommunication Technologies - Skytel	Jackson, MS
$130 million OTC listed leader in global wireless messaging services with 1000 employees,operating as Mtel/Skytel First-ever HR executive hired to build a formal structure and process to support growth to $1 billion in revenues. Assessed existing personnel, operations, compensation plans and performance objectives, then outlined and gained acceptance for a change management initiative. Reported to the President of Skytel, Mtel's lead operating unit. Led a team of nine. Revitalized and formalized key operational structures that supported a change in the business to an employee-focused culture and contributed to rapid growth of revenues by 30%+ annually. Defined the strategy around creating new roles, responsibilities and performance-based incentives that completely overhauled the sales organization and compensation structure. Created stock option grant guidelines to bring credibility to the process and link the program to corporate objectives. Introduced an international travel policy and revised the relocation policy to improve financial controls. Implemented first employee attitude survey and used responses to gain support for management development initiatives. Earned positive buy-in from management and employees alike. -
1990 - 1993 Organizational Design Consultant	The Mescon Group	Atlanta , GA
Niche consulting firm specializing in organizational development, strategic planning and performance improvement. Offered proven HR expertise to the firm and its clients, and helped to implement self-directed workforces. Expanded industry experience into education, healthcare and forest products. Honed acumen in strategic planning and organization design. Facilitated development of a long-range strategic plan, mission, vision and business philosophy that sustained the perform¬ance of a large private academic institution for over seven years. -
1986 - 1989 Vice President Human Resources	CONTEL BUSINESS SYSTEMS/EXECUTONE, INC.	Atlanta, GA
$330 million telecom/computer manufacturer, sales and service business with 3000 employees in 90 US and international locations. Joined a six-member executive team to orchestrate the acquisition and roll-up of regional businesses into a national organization. As a direct report to the President, built a 14-person HR organization to provide effective, yet flexible programs in close alignment to business objectives. Held additional oversight for 13 facilities/fleet management staff. Established a cohesive business structure, proactively addressing the disparity in corporate cultures between entrepreneurial nature of acquired companies and the "Fortune 500" philosophies of the parent organization. Played a key role in due diligence and negotiation of four acquisitions. Uncovered organizational weaknesses in two acquisitions that led to termination of contract negotiations. Appointed to a select team of senior executives that led an organizational restructuring, culminating in the sale of the two key divisions, shutdown of the corporate HQ and transfer of leadership to new owners over 180 days. Established a cohesive business structure, proactively addressing the disparity in corporate cultures between entrepreneurial nature of acquired companies and the "Fortune 500" philosophies of the parent organization. Played a key role in due diligence and negotiation of four acquisitions. Uncovered organizational weaknesses in two acquisitions that led to termination of contract negotiations. Appointed to a select team of senior executives that led an organizational restructuring, culminating in the sale of the two key divisions, shutdown of the corporate HQ and transfer of leadership to new owners over 180 days. Spearheaded the integration of sales and executive compensation and benefit plans, negotiated new executive performance objectives and incentives, introduced 401K and short-term disability benefit packages. Won full senior management buy-in for a management by objectives and performance-based compensation plan. Engaged in constructive renegotiation of facility leases, reducing annual rents by $5 million (35 %+). Centralized control of 12 labor contracts, which led to cost reductions and improved management control. Set up a comprehensive employee communication program to support sale of businesses. Negotiated retention and severance packages for all employees and commended for balancing employee interests with corporate objectives. -
1980 - 1986 Manager, Human Resources	General Electric - Integrated Communication Services	Schenectady, NY and Atlanta, GA
$150 telecom, data and test instrumentation, installation, service and leasing business with 1200 employees and 66 US locations. Selected as the top HR Executive to integrate several organizations into a semi-autonomous business. Converged business strategy, organizational development and employee relations to design and implement the policies, programs and services that would serve a business undergoing dynamic change including rapid market expansion and new leadership. Designed the initial organization plan and subsequent actions to support 300% growth over five years. Increased headcount by 35% and influenced two union decertifications out of the 12 locations with contracts. Developed a comprehensive succession plan that was recognized by GE as a model plan. Built a national telecom sales organization, hiring 125 sales reps in four months. Converted salaried field sales and inside sales staffs to commission and incentive plans resulting in 10-20% sales increases attributable to the changes. Formalized management training programs for primary and secondary line managers. Dramatically improved management/employee relations as measured by favorable employee surveys. Outlined a HQ relocation strategy that placed the business in the optimal location to serve key clients. Won corporate approval for the plan and orchestrated the move from New York to Georgia, retaining 95% of key personnel. -
1969 - 1980 Various	Early General Electric HR/LR Career	Several Locations
Encompassing up to 3000 union and non-union employees in manufacturing, service and R&D facilities. Prepared a new workforce for cross-training and manufacturing automation systems. Built rapport with six unions, negotiated mid-contract changes, reduced strike days 30% and stopped an organizing effort. Led a 10% reduction-in-force while creating stronger employee loyalty and community relations at a non-union plant. -

EDUCATION
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1962 - 1966	Boston University College of Liberal Arts	Boston, MA
B.A., Sociology Criminology -
1966 - 1969	Boston University School of Law	Boston, MA
J.D. Law -

CERTIFICATIONS

SPHR - Senior Professional in Human Resources
CBM - Certified Business Manager

COMMUNITY INVOLVEMENT

Executive Volunteer - Center for Nonprofit Excellence, Palm Beach County, FL
Chairman- Jeffers Glen Community Association (HOA) Columbia, MD
Director - Pocono Mountains Chamber of Commerce, Stroudsburg, PA
Silver Award - United Way, Stroudsburg, PA Member - United Way Training and Development Committee. Atlanta, GA Volunteer - Boy Scouts, Dunwoody, GA

COURSE WORK

University of Toronto, Socio-technical Analysis and Design
University of Maryland, Labor Law for Practicing Attorneys
Employee Relations Management Program, General Electric
Manufacturing Studies Program, General Electric
Assessing Managerial Potential, General Electric
Work Effectiveness, General Electric
Nuclear Reactor Plant Technology, General Electric
Radiation Worker Qualification Course, General Electric
Problem Solving and Decision Making, Kepner-Trego
The Selection Interview, Drake Beam Morin
Leadership and Teamwork, PAR Training Corporation
Fundamentals of Industrial Hygiene, National Safety Council
Fundamentals of Occupational Safety, National Safety Council

Marc D. Goldberg, J.D., SPHR, CBM's Resume (Last updated February 25th 2008)