Human Resources Executive successful at establishing the human resources strategies necessary to align with corporate goals. Demonstrated ability to lead and influence from a strategic and operational level in achieving business goals. A solid background of progressive HR responsibility in a broad range of assignments within the I.T. professional services, financial services, hi-tech, medical/legal, Fortune 50 and start-up industries. Specialties:Organizational Review and Redesign, Performance Management, Talent Acquisition, Compensation and Benefit Design

Human Resources Business Partner, Americas @ From January 2014 to Present (1 year 11 months) Houston, Texas AreaDirector - Talent Acquisition and Management, SunGard Consulting Services @ Report to the President of SunGard Consulting Services in the role of Human Resources Business Partner, member of the Senior Leadership team; supervise a staff of 4 direct and 13 indirect human resources and recruiting staff for this $100MM Global Consulting Organization. Responsible for the global delivery of employee relations, talent management and recruitment services to a 650 person global services organization across 6 countries including the US, Canada, UK, Germany, Ireland, Australia. From August 2011 to December 2013 (2 years 5 months) Senior Manager - Employee Excellence, SunGard Global Services @ Facilitated the identification and implementation of various employee related initiatives for a newly formed 5,000 person I.T. services organization across 7 countries (US, UK, India, Germany, France, Ireland, Australia) to align with the organizations strategic direction. From April 2010 to July 2011 (1 year 4 months) Houston, Texas AreaVice President, Human Resources @ Report to the CEO, Member of the Senior Leadership team, supervise a team of 2. Direct all Human Resources planning, budgeting and operation initiatives for this $14M, 200 employee, privately held medical/legal consulting company. Responsible for the redesign of HR processes and procedures to address the needs of the company while bringing the HR department into a business partnering role with the organization. •Co-led, with the VP of Client Services, the organization review and restructuring efforts to align our business with MRC’s clients needs while operating more efficiently •Created and implemented a competency/skills framework for the organization to align MRC's staff's skills/capabilities to the overall organizational needs •Implemented a regular part-time employee classification to reduce the percentage of full-time staff by 30% enabling significant flexibility in resource planning •Moved the company’s 401(k) plan from MetLife to The Standard improving both the cost structure and service level for both the company and the employees •Amended MRC’s medical benefit plans resulting in an annual savings of $149K for the company •Worked with the VP, Client Services in implementing a formal performance benchmark for the staff increasing overall performance of the Record Retrieval department by 35% From March 2008 to March 2010 (2 years 1 month) Vice President of Talent Management @ Charged with building a talent management function for the Financial Systems Division of this $5 billion, 12,000+ employee global software company. Led the analysis, selection and implementation process for an ATS to support the 5,000 US employee base. Supervised five direct and 14 indirect professionals at seven locations with an operating budget of $3.5 million. Reported to the Senior Vice President, Human Resources. •Negotiated contracts with three major internet job boards resulting in over $450,000 in annual savings •Within the first three months, reduced third party contingency search fees paid by 15% •Created the organization structure, processes and work flow for the recruiting function to increase individual recruiter hiring volume by 50% •Successfully implemented Peopleclick across the Enterprise and created a sustainable recruiting workflow which provided efficiencies in time and cost per hire. •Developed a scorecard and metrics to measure the effectiveness of the talent management function From April 2007 to February 2008 (11 months) Director of Human Resources @ Led all aspects of the Human Resources function for this 300+ employee, $35 million professional services consulting firm servicing primarily financial services and energy clients across the US and UK. Supervised four direct and seven indirect professionals. •Led the HR acquisition due diligence and employee integration efforts of an IT consulting firm with locations in New York, NY and Houston, TX resulting in a 100% headcount increase in New York and 25% increase in Houston •Teamed with outside experts (Capstone / KKR) to review SunGard’s Shanghai, Singapore, Kuala Lumpur and Sydney businesses and made recommendations for organizational/operational improvement of 35%. Required long-term stay in Asia Pacific region to conduct in-person interviews and analysis. •Responsible for training the HR and Corporate staff on Capstone organizational design and operational effectiveness methodology •Led the hiring, on-boarding and integration of nearly 200 staff in 2006, represented 97% growth in 2006. This model included an offshore hiring focus to augment staff. •Member of SunGard’s Chief Human Resources Officer’s Human Resources Executive Council (HREC) From January 2006 to March 2007 (1 year 3 months) Group Human Resources Manager @ •Responsible for the Human Resource function of two business units within SunGard Trading, Treasury & Risk Management Systems (300+ employees, four US locations, two European locations) •Reported to VP of HR for SunGard Trading, Treasury & Risk Management Systems with dotted-line reporting relationship to the business unit presidents •Standardized human resource processes, procedures and payroll/benefits across business units •Supervised a staff of four (two full-time and two part-time) From October 2004 to December 2005 (1 year 3 months) Human Resources/Recruiting Manager @ •Managed the day-to-day human resource function for 150+ employees including employee relations, performance management and compensation administration •Advised managers on progressive discipline procedures (both verbal and written) •Facilitated settlement negotiations with executive and legal council •Conducted investigations of employment related charges/claims by employees and documented findings •Managed the semi-annual performance review/compensation adjustment process for all employees •Developed a recruiting approach plan which included a sourcing strategy, assessing process, and hiring plan based on estimated sales, turnover, and internal promotions •Researched and implemented legal requirements around company recruiting policies and procedures •Recruited/hired all staff into Corporate, Houston, Mid-Atlantic, London and Stockholm offices •Managed the visa processing for employees of Enform (F-1, H1-B, Permanent Residence) From March 2000 to September 2004 (4 years 7 months) Recruiting Specialist @ •Recruited/hired technology professionals for the Houston, Dallas, and Austin offices •Led research of on-line skills testing and background checks which included vendor analysis, discussions, and demos to determine feasibility of implementation •Developed user/performance requirements of on-line resume databases for use by Accenture From April 1998 to March 2000 (2 years) Technical Recruiter @ Recruited IT professionals for contract opportunities in various companies in Houston From 1997 to 1998 (1 year)

MBA @ Louisiana Tech University From 1995 to 1997 Bachelors of Science, Marketing @ Louisiana Tech University From 1991 to 1995 David Gray is skilled in: Talent Acquisition, Performance Management, Human Resources, Employee Relations, Employee Benefits, Change Management, Project Management, Strategy, Leadership, Management, Recruiting, Talent Management, Onboarding, Training, HRIS, Personnel Management, Applicant Tracking..., Integration, Sourcing, Executive Search, Technical Recruiting, Strategic Planning, ERP, Risk Management, Vendor Management, Interviews