James M. Sullivan – MBA, SPHR, HCS 2287 Autumn Court Odenton, Maryland 21113 Telephone: 240.529.5036

Email: jmsull.connect@verizon.net http://www.linkedin.com/in/jimsullivanhrfinancialexec

Leader, Strategic Human Resources, Financial & Administrative Initiatives

Executive Profile Strategic Human Resources, Financial and Administrative Initiatives Leader with extensive business experience, most recently in leadership roles building unified performance based teams that consistently supported short/long-term organizational goals and objectives. Demonstrated track record of accomplishments in financial and human capital management, strategic business planning, project management, and employee welfare/wellness administration. Proven success in implementing financial controls that positively impact bottom-line results, produce higher levels of customer satisfaction and improve employee morale and effectiveness.

Areas of Expertise

Talent Acquisition Human Resources & Corporate Compliance Performance Management Leadership Development HRIS Implementation & Administration Executive Compensation

Conflict Resolution Financial Budgeting, Control, Audit Oversight Legal Counsel Liaison Administrative Policies and Procedures Development Vendor Alliances

Pay for Performance Programs Staff/Organizational Development Cost Management Programs Reward, Recognition & Retention Strategies Benchmark and Best Practice Techniques

Formal Presentation Skills Coaching, Motivating & Mentoring Others

Selected Achievements

Worked closely with outside legal and financial advisors to facilitate recovery of over $500,000 in organizationally sensitive bad debt due the MIL Corporation. Achieved successful resolution of numerous Employee Relations issues.

Successfully led Contracts, Accounting, Human Resources and Pricing and Budget teams through the Audit of MIL’s 2008 – 2010 Defense Contract Audit Agency (DCAA) Incurred Cost Submissions; negotiated the close-out of the final Audits resulting in over $400,000 savings to MIL.

While at Force 3, collaborated with CFO to gain greater cost control over healthcare benefits (the second largest operational expense line-item) for workforce that grew to 300+ employees by transitioning from fully insured to self insured programs. Consequently, achieved annual savings of $300,000 (a 20% operational expense line-item reduction), allowing for a reduction in employee contribution expense going into self-funded program year two.

In partnership with the University of Maryland, launched a Leadership Development Training program for 20-25 key emerging and existing leaders; enabling participants to increase their understanding of Force 3’s strategy, gain interdisciplinary perspectives, further develop critical leadership skills, and foster collaboration and the breakdown of silos across business units.

Led competitive pricing efforts for proposals specific to services opportunities generating multi-million-dollars of new business, with annual run rates that ranged from $5 million to more than $20 million.

Designed, built, and administered Executive Compensation Programs that tied each Executive Team member’s incentive compensation plan pay-out to individual MBO achievement, and achievement of quarterly corporate EBIT targets. Result of this compensation program was that each business unit became closely aligned with overall corporate goals.

Drove the implementation of on-boarding programs for sales and engineering talent, including ‘Value Selling.’ After completion of programs, new sales team members developed stronger customer relationships and met annual sales quota targets 25% earlier (after completing one year of service) than sales team members who had not participated in the on-boarding program.

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Professional Experience The MIL Corporation, Bowie, Maryland 2012 to 2016 (A CMMI® Level 3 rated company providing federal agencies with outstanding professional services and innovative solutions in the areas of financial management, information technology, engineering, and cybersecurity. Headquartered in Bowie, Maryland with offices throughout the United States; achieving market growth throughout 3 ½ year tenure from approximately $85 million to $113 million in revenue, and 550 employees to 675 employees)

Vice President of Administration and Managing Director (2014-2016) – Directed the operation of the Corporate back office team leading 9 direct reports and 16 indirect reports across 7 main functional areas (Talent Acquisition and Management, Corporate Contracts and Procurement, Corporate Compliance, Facilities and IT, Pricing and Budgets, Marketing and Proposals, and Industrial Security). Scope of duties included Secretary to the Board of Directors and direct oversight of recruitment, retention, employee relations, compensation, benefits, administration and compliance. Additionally, guided corporate contracts and procurement teams, industrial security, pricing and budgets, marketing and bids and proposals.

Championed the implementation of an on-line Employee Performance Appraisal tool that streamlined the evaluation process and standardized competency based reviews across the organization.

Guided an extensive internal and external review of all Company employee related Policies and Procedures resulting in two comprehensive updates to the Employee Handbook; drafting required additional policies and procedures as necessary in conjunction with outside legal counsel.

Organized Quarterly Vice President meetings ensuring State of the Company and State of the Sector information was disseminated to Senior Management and Executive Teams; developing key metrics to measure quarterly and annual results.

Key member of the Financial Team responsible for the development, review and administration of Corporate and Business Sector Annual Budgets and Mid-year Budget Refresh.

Successfully negotiated the final outcome of DCAA Audit of 2008 – 2010 Incurred Cost Submissions, mitigating exposure on claimed costs resulting in over $400,000 cost savings to MIL.

Vice President of Administration and Director of Human Resources (2012-2014) – Responsibilities included general HR administration, recruiting and retention programs, staff development initiatives, contract administration, industrial security program, and corporate compliance. Evaluated, maintained and enforced the company ethics policy, employee manual and other company policies and procedures to expand the implementation of a comprehensive and effective corporate compliance program.

Directed the team responsible for a comprehensive analysis of the Company’s adherence to McNamara – O’Hara Service Contract Act requirements, resulting in a multi-year review of Contract, Payroll and Human Resources data to ensure that the Company had administered these programs correctly; and established and implemented a process and methodology to ensure adherence going forward on a pay-period basis.

Redesigned the tools used to perform the Annual Total Compensation Review to enable Management and Executive Team to apply required compensation adjustments in a consistent and equitable manner for all Company employees.

Developed strategic working relationships with third party advisors in the areas of legal, health and welfare benefits administration, professional business liability, and property and casualty insurance to ensure that all business risk was addressed and programs established to ensure risk mitigation.

Consolidated talent acquisition and talent management oversight to ensure laser focus on corporate Human Capital requirements, allowing for greater synchronization of the implementation of all employee lifecycle programs, policies and procedures.

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Force 3, Inc., Crofton, Maryland 1996 to 2011 (An IT technology solutions provider, achieving market growth throughout 14 ½ year tenure, from approximately $70 million to $300 million in revenue, and 70 employees to 325 employees)

Senior Vice President (2007-2011) – Scope of duties included recruitment, retention, employee relations, compensation, benefits, administration and compliance. Additionally, directed corporate contracts and compliance teams, industrial security, and bids and proposals.

Championed the implementation of a 360-degree feedback program for executive and senior management teams that resulted in individual development plans for each participant, coaching sessions for each participant to monitor progress of individual goals and objectives, and follow-up assessments for participants to monitor year-over-year progress.

Expanded talent acquisition process to incorporate behavioral interviewing techniques and enhanced training for all management team members involved in the hiring process to ensure that hiring managers based hiring decisions on the right person, the right job, and the right compensation plan.

Successfully negotiated the renewal of Force 3’s GSA Schedule 70 Contract, ensuring the company was positioned to offer products, services and solutions through the federal government's most widely used contract vehicle.

Vice President, Human Resources & Administration (2003-2007) – Responsibilities included general HR administration, recruiting and retention programs, staff development initiatives, contract administration, industrial security program, and corporate compliance.

Served as a trusted adviser in employee relations and benefit issues, effectively balancing the needs of the individual with those of the organization to optimize benefits offerings at the most economical costs.

Directed, advised and coached the Company Contracts Team to drive continued success in regulatory compliance and achieving value-added benefit to the company.

Developed, implemented and managed financial reporting and control functions for Services Division that achieved record sales and earnings during a time of significant organizational and industry change.

Director of Human Resources & Business Manager (2000-2003) – Led the development, implementation and deployment of HR initiatives, policies, practices and programs consistent with legal requirements, government regulations and Force 3’s vision, mission and corporate goals to preempt litigation and minimize risk.

Responded to regulatory audits or requests for information from external agencies while leveraging use of outside legal resources.

Presented financial performance information to senior management designed to enhance the understanding of operating results, financial statements and emerging trends.

Business Manager (1996-2000) – Primary duties focused on the development and monitoring of services division’s annual budget and midyear reforecast to ensure careful cost control and detailed financial performance targets for this start-up business unit were available for senior management use in guiding key business decisions.

Education/Certifications & Professional Development

MBA (Finance), Loyola College of Maryland, Baltimore, Maryland BS (Business), University of Maryland, College Park, Maryland

BA (Urban Planning), University of Maryland, College Park, Maryland

Senior Professional Human Resources (SPHR) Certification, Human Resources Certification Institute Human Capital Strategist (HCS) Certification, Human Capital Institute

ISO 9001:2008 Internal Quality Systems Auditor, BSI Society for Human Resource Management (SHRM), Member