PHILIP H. ALBER, CCP Frisco, Texas 75033 Residence: (972) 335-6667 Cell: (972) 632-7805 E-Mail: philip_alber@att.

net

PROFILE: Results driven human resources executive with strong leadership experience as a human resources generalist and strategic business partner. Director level experience in compensation, benefits, organization development/effectiveness, project management and business planning & operations. Extensive experience in the design, implementation and management of successful strategies, plans and programs and their supporting processes. Outstanding interpersonal skills to build and lead high performing teams. Strong computer skills in MS Office and PeopleSoft. PROFESSIONAL EXPERIENCE: Better Homes & Gardens Real Estate/Keller Williams Realty/Weichert Realtors (2006 Present) Real Estate Broker/Agent (2006 Present) Independent Agent representing buyers and sellers in residential and commercial property transactions in New Jersey, Pennsylvania and Texas. Personally responsible for over 1500 real estate transactions in excess of $29,000,000. Team Leader for 15 agents and 2 property management representatives. Selected for participation in the Lead Mentor and Broker/Office Manager Leadership Continuity Programs. Certified e -Pro Agent. Led several training and development seminars in sales, marketing and financial applications as they relate to real estate sales and support personnel. Licensed in 1973 in NJ, 2005 in PA and 2008 in TX. Holder of multiple designations. CREATIVE CONSULTING, LTD. (1998 - 2006) Principal & Managing Partner, (1998 to 2006) Led the activities associated with establishment and day-to-day leadership of a successful and growing HR consulting practice directed to Strategic Business Partner (Generalist) Activities, Compensation & Benefits, Organization Development & Effectiveness, and tactical HR function/process requirements. The practice was sold in 2006. Strategic Business Partner activities include acting as a Business Partner to establish, introduce, manage and measure an HR Plan that supports the needs and goals of the business and addresses the success of the organization and the individual associates. It may include Tactical Support Functions, Centers of Excellence & Staffing/Outsourcing. Compensation and Benefits (Total Rewards) activities are for executive, general management, non -exempt (union/nonunion), as well as, sales and sales leadership positions. They include job descriptions, job rating & banding, job match and salary surveys, and development of the compensation components (salary, bonus, commissions, stock options, etc.) and benefits mix that will attract and retain top performers. Sales Compensation Plans are for executives, managers and telemarketing (exempt and non-exempt) and direct sales (exempt) personnel. Organization Development & Effectiveness related activities in clude performance management plans, succession planning, team building, 360-degree feedback surveys, design and implementation of corporate, organization and departmental structure and responsibilities. It may encompass, Corporate, Team and Individual Objectives alignment, project/process definition and management, and associate training and development. AT&T CORP., (1983 - 1998) Senior Strategic Business Partner - Human Resources, (1996-98) Member (Senior Director Level) of the Business Network Services (BNS) Executive Team, with responsibility for leading the Human Resources functions. Directed the HR team for the 8,200+ associate Data, Voice and Emerging Markets Sales and Marketing Organizations. Provided leadership of the Human Resources, Compensation, and Organizational Design and Effectiveness Teams. Formulated Strategic HR Plans to support the Business Plan and drive success of the business. Led organization redesign team to identify and meet strategic business challenges and meet/exceed elevated financial performance demands for the New AT&T following the 1996 AT&T spin off of the NCR and Lucent Technologies corporations. Led planning and implementation of new organization structure. Served as Business Unit Representative to Executive Compensation and Benefits Committees.

PHILIP H. ALBER, CCP (Page 2) Led Project to design and implement a Performance Management System and Management Compensation Plans for Executive, General Management, Sales and Occupational personnel that support the organizations strategies and drive results. Conducted organization Vitality (staffing and succession planning) effort to address short and long term skills, competencies and personnel requirements. Directed, facilitated and participated in organization leadership planning and goal setting sessions to ensure consisten cy with the new Corporate and Business Operating Unit (BOU) strategies and objectives. Cascaded these goals and aligned objectives throughout the organization. Director - Human/Organization Performance & Effectiveness, (1994-96) Led Human Resources Generalist and Organization Design and Organization Effectiveness (OD/OE) activities in support of the 6,000+ associate Consumer & Small Business Products. Assessed and evaluated the existing organizations structure and processes with the goal of providing new and/or improved processes, procedures and policies. Formulated strategic and tactical HR and OD/OE plans and programs to drive the continuous improvement of the organization. Developed, implemented and administered the sales compensation plan for the in-language, in-culture multicultural faceto-face sales force driving organization to exceed objectives. Acted as Project Manager for the organizations 1994 Malcolm Baldrige National Quality Award winning effort. Formulated and instituted Associate career planning/development programs, (i.e. Telemarketing Representative Career Plan, Account Executive Certification & Technical Career Plan career -ladder programs). Director - National Operations, (1992-94) Directed the nationwide operations of an In-language, In-Culture Customer Care telemarketing force of 3,600+ in six call centers located in Texas (2), Florida, California, Illinois and New York. Established and integrated a 350+ person Inlanguage, In-culture national sales force to target the Asian, Eastern European and Hispanic consumer markets. Teamed with the National Sales Director to build this organization from scratch. Led effort to initiate a custom compensation plan for the organization. Researched and secured AT&T and Industry Benchmarks for job matching and earnings targets. Ensured consistency with business unit strategy and goals. Primary areas of responsibility included: Strategic Planning, Organization and Structure Design, Policy, Human Resources, Operations, Measurements and Results Analysis. Selected to lead cross-departmental effort to regain lucrative and strategic International Direct Distance Dialing (IDDD) market share and revenues. Drafted Business Plan, secured corporate approval, and directed the start-up design and staffing processes for a face-to-face sales organization. Coordinated internal and external recruitment efforts in expedited timeframes. Integrated Customer Care efforts with the existing telemarketing organization serving the same market. Organizations first year results were at 135+% of quota. Created Policies and Procedures to launch direct sales organization and drive performance to meet ambitious objectives in short timeframes in a key lucrative market. Designed systems requirements and report formats to facilitate timely, complete and accurate reporting of results & expenses and assessment of organization performance. District Manager Human Resources & Sales Compensation, (1986-92) Led HR Generalist team. Developed and implemented domestic and international sales compensation and honors & recognition plans and programs and their supporting MIS. Programs were for executive, premises sales, telemarketing, technical support and line management personnel in the direct and indirect domestic and international sales organizations. Selected to represent Computer Systems in several industry job match and earning/commission surveys. Directed the business planning and measurements/results reporting process. Formulated and administered the quota assignment process. Managed staff of thirty-four with an incentive/systems budget of $26.4 Million. Project managed cross-functional team in the Business Case Initiative to assess revenue, market share and profitability for entry into the computer market. Delivered in an expedited time frame to identify key financial, business & personnel issues, assess impacts and formulate a business plan. Secured executive approval to proceed. Led overall Business Partner Responsibilities (Organization Design efforts. Managed staffing, training and set-up of an effective sales & marketing organization). Reduced commission processing expenses by 58% and improved operations staff productivity by 40% through process improvements and the design/implementation of a new results and sales commission reporting system. EDUCATION/PROFESSIONAL TRAINING: Rutgers Center for Management Development WorldAtWork (American Compensation Association) Rutgers University CHRM (Certificate in HR Management) CCP (Certified Compensation Professional) BS Marketing