Mark Brydges, CPC, SHRBP, JCDC, CTS, JCTC

Experience

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  Computer Task Group

  Jan 1994 - Dec 1996

  Sales Manager (IT Staffing & Project based Professional Services)

  Leveraged the firm’s best practices to manage and maximize business development efforts. Produced an impressive track record, exceeding multi-million dollar performance quotas year over year.Team emphasis on recruiting, deploying and retaining top talent to meet end clients’ staff-augmentation and project based staffing needs. Performed client staffing need assessments and forecasts across a variety of business categories, functions and skills. Supported project management efforts in delivering fixed cost, turnkey projects on time and on budget. Results include:● Revenues increased from an annualized run rate of $2 MM in first quarter of 1994 to $4.4 MM in first quarter of 1996● Branch achieved ISO-9001 Quality Management System/QMS certification; the first of over 70 CTG branch offices to be certified nationally● Annual CTG Achievement Forum attendee in 1995 & 1996 (recognition for top performers among CTG employees worldwide) Show less

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  Questcon Technologies

  Jan 1996 - Jan 1997

  VP & Managing Partner (HR, Talent Acquisition & Recruitment)

  Assumed shareholder position within this Professional Services/IT Consulting firm (formerly GSC, Inc.) specializing in software Quality Assurance/QA testing services. Implemented core operational efficiencies and related best practices in HR and Talent Management with an emphasis on Talent Acquisition and recruitment.Aligned workforce/people strategies with business objectives, closing the gap between current and projected skills needs. Scaled recruitment efforts to fuel corporate growth, supplementing consulting staff with subcontractor personnel. Managed risk and adhered to hiring/EEO guidelines and related temporary-staffing regulations. HR activities included benefits administration, compensation analysis, employee relations, performance management, and succession planning.Results include:● Within first 6 months, increase in billable staff headcount more than doubled top line revenues● Hourly gross margins increased from 12 to 45%● Corporate debt was eliminated and a discretionary cash position established through securing risk capital● Staff utilization averaged 95% Show less

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  Harris Corporation

  Jan 1998 - Jan 2001

  VP, Talent Acquisition & Recruitment

  Served as a Human Capital/HR Business Partner for Exigent Solutions Group, a Professional Services subsidiary specializing in the implementation of Oracle-based/ERP applications. Spearheaded Talent Acquisition and recruitment efforts while collaborating and consulting with corporate leadership to ensure workforce planning strategies aligned with business objectives.As a member of the practice management team, contributed to building a dynamic organizational plan for sustained growth. This plan balanced sound HR policy with "people-focused" initiatives that facilitated rapid acquisition of specialized talent.These efforts played a key role in acquisition activities that ultimately led to Harris Corporation acquiring Exigent International and its subsidiaries.Results include:● Billable staff headcount tripled within first 12 months, increasing annualized revenue run rate by over 200%● Credited with lowering average hourly cost per billable consultant by 30%, representing a turn-around for company profitability● Employee retention increased to nearly 90% within an industry typically experiencing 40% turnover● Reduced consultant “bench” time and significantly increased staff utilization by successfully integrating subcontractor personnel Show less

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  The Julmark Group, Inc.

  Jan 2001 - now

  Principal & Sr. HC/HR Business Partner

  Julmark is a Human Capital (HC) solutions consultancy powerfully integrating the core competencies of Talent Acquisition/recruitment, HR advisory/business partnering, and career development and job transition coaching.Although these complementary service offerings are “people” centric, priority is on understanding the client’s business strategy followed by impacting the people or workforce plan that executes to that strategy.● Apply a true Talent Acquisition model by filling current key positions while targeting future top talent in support of workforce plans that directly impact business objectives● Leverage strong business acumen in providing trusted, independent counsel and coaching to corporate leaders. Related HR advisory includes EEO compliance/interviewing protocols, benefits and compensation analysis, workforce planning, employee engagement/retention strategies, performance management, and succession planning● Provide comprehensive recruitment services ranging from direct-hire entry to the C-Level. Efforts go beyond sourcing and selection and afford a high touch candidate experience including expert offer/salary negotiation, benefits presentation, counteroffer coaching, coordinating onboarding, and post-placement career development counseling ● Career development and job transition strategies are based on the practical “real-world” experience of placing hundreds of professionals within multiple industries. Related outplacement activities include serving as a career transition consultant for a leading international outplacement firm● Maintain industry-recognized Talent Acquisition, HR, and career development/transition certifications as well as a completed diversity in the workplace certificate program (Related personal interests include neurodiversity and the unique value these individuals contribute to the workforce) Show less