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David CCP

HR Business Partner

Human Resources Business Partner at Google

San Francisco Bay Area

Section title

David CCP's Email Addresses & Phone Numbers

David CCP's Work Experience

Google

HR Business Partner

February 2014 to Present

Mountain View, California

WorldatWork

Faculty

May 2006 to Present

BMC Software

HR Manager / Business Partner - EMEA Region

June 2012 to February 2014

Madrid

David CCP's Education

New York University

Masters Industrial / Organizational Psychology GPA 3.7 / 4.0

1989 to 1991

Southern Methodist University

B.A. Interdisciplinary Humanities / Spanish Minor GPA 3.4 / 4.0

1984 to 1988

IESE Business School - University of Navarra

PDD Business Administration

2000 to 2001

David CCP's Professional Skills Radar Chart

Based on our findings, David CCP is ...

Organized
Tough
Inspirational

What's on David CCP's mind?

Based on our findings, David CCP is ...

57% Left Brained
43% Right Brained

David CCP's Estimated Salary Range

About David CCP's Current Company

Google

Frequently Asked Questions about David CCP

What company does David CCP work for?

David CCP works for Google


What is David CCP's role at Google?

David CCP is HR Business Partner


What is David CCP's personal email address?

David CCP's personal email address is da****[email protected]


What is David CCP's business email address?

David CCP's business email address is d****[email protected]


What is David CCP's Phone Number?

David CCP's phone (**) *** *** 200


What industry does David CCP work in?

David CCP works in the Internet industry.


About David CCP

📖 Summary

• Senior Human Resources Business Partner with 20 years experience in world-class U.S. multinationals (Google, BMC, Dell, Baker & McKenzie, Towers Watson). • Deep international HR Work experience in the US and eleven EMEA countries. Fully fluent in English and Spanish. • Commercially minded, customer-focused, comfortable with growth and change. Consulting and analytical approach. • Very strong technical knowledge in Talent Management, Performance and Rewards. • Credible and confident operating and coaching at senior levels within the organization and with proven ability to build a strong HR team.HR Business Partner @ From February 2014 to Present (1 year 9 months) Mountain View, CaliforniaFaculty @ Recognized as the world’s standard since 1976, WorldatWork certifications are known throughout the employee rewards community as a mark of expertise and excellence in all areas of compensation. As Faculty with WorldatWork, have instructed many Human Resources professionals in preparing for the Global Remuneration Professional (GRP) certification. Courses taught include: • Total Rewards Management • Strategic Communication in Total Rewards • Base Pay Administration and Pay for Performance • Variable Pay — Improving Performance with Variable Pay • Market Pricing — Conducting a Competitive Pay Analysis From May 2006 to Present (9 years 6 months) HR Manager / Business Partner - EMEA Region @ Role covered Spain, Norway, Finland, Denmark, Sweden sites, to provide leadership, consultation and advice in different areas of HR (employment relations / law, organizational effectiveness / development, diversity, staffing, performance management, compensation, recognition programs, management development / coaching, employee development, design / delivery of organization interventions). From June 2012 to February 2014 (1 year 9 months) MadridHR Director @ Role included building the HR Dpt and implementing effective people practices, including: • Defined locally the “Baker Lawyer Academy”, a very complete L&D program w/ “blended learning” approach (classroom training, intl development, on-the-job learning, e-learning, mentoring, etc). --- Results: overall very positive feedback Partners / Associates. Presented as an EMEA “best practice” in 2010. • Defined locally Branding / Recruitment initiative: 1. Recruitment collateral; 2. Defined clear sel process; 3. Opened new recruitment channels, etc. --- Results: Accelerated the entire selection process and recruited outstanding professionals, while saving money. B&M ranked 2nd most attractive Law Firm in Spain (Job&Talent/Expansión, 3/2011). Overall HC increased since joining by close to 40% with highly qualified recruits. Positive user survey results. Presented as EMEA "best practice" in EMEA Partners Mtng. • Implemented a Performance-Oriented Culture, including: 1. Balanced scorecard of KPIs; 2. Stronger emphasis on merit / variable pay / recognition; 3. Implemented the processes and tools to assure that People Mgmt is part of the “day-to-day”, (mgnt training, 1x1 meetings, multi-source on-line talent review process, nine-box model, etc.). --- Results: FY08 Associate survey process indicated that 96% felt that the PM process has helped them ID strengths / weaknesses and improve performance. Invited in 2008 to participate in global team to review / enhance B&M's ww PM process. • Enhanced positive culture / working environment: Sample initiatives: 1. Healthy Lifestyle / “Baker-Olympics” 2. CSR policy 3. Supported flexible working, etc. --- Results: Engagement Survey 2011 results: 9 in 10 score “great place to work” question, Engagement Index result: 85%. • Developed an efficient and motivated HR team (5 members) and implemented a client-focused HR Business Partner model to provide better service. From August 2006 to June 2012 (5 years 11 months) Human Resources Generalist Senior Advisor @ Role included overall responsibility for the range of Human Resources functions for client groups (all of Portugal and Preferred Accounts (PA) BU in Spain). Member of BU's “Senior Management Team” (SMT). Also, primary accountability for specific HR sub-functions: Compensation & Benefits, Performance Management, Talent Development / Succession Planning, Payroll / Admin., Health & Safety. Helped the business achieve ambitious targets and promoted “Great Place To Work” goal through the effective execution of the following key HR priorities. • Developed employee talent by implementing a new Talent Management program for all employees – “Talent Direct.” • Promoted a pay for performance driven culture through implementing a new Performance Management Program (“Performance Direct”), New Incentive program for back office (“ICP”), new non-cash recognition program for non-sales. • Helped meet aggressive recruitment targets (Headcount increased over 100% in Iberia during my tenure). • Leveraged Dell Brand to employees with actions that boosted employee opinion results in the semi-annual “Tell Dell” employee survey of 18% YOY. • Improved the HR Service to our internal customers by implementing an Implant Model for Personnel Admin and Payroll. Reengineered Key Personnel Admin processes. • Received “Best Contributor” Award in 2004. • Chosen by the WER HR Director to lead a large international-wide Talent Retention project covering 12 countries. Results from project presented to all Regional CEO. From November 2003 to August 2006 (2 years 10 months) Senior Manager - Human Capital Consulting @ Role included promoting and managing large (multidisciplinary, national and international) Strategic Rewards and Human Capital consulting projects across different sectors (IT, FMCG, Pharma, Services, etc.), in the following areas: • 1. Strategic Rewards Consulting: Included Program Design and Implementation of Total Reward package (Base Pay Management / Salary Structures, Benefits, Short Term Incentives, Long Term Incentives, Stock-based Plans, Sales Incentives, Non-monetary Recognition, etc.). • 2. Organization Effectiveness Consulting: Included: 1. Research-Based Change initiatives (via employee opinion surveys and focus groups); 2. Organization Development & Design; 3. Competency and Contribution Model Definition; 4. M&A (Due diligence, audits, communication, reward design, post merger integration, etc.). • 3. Performance Management / Leadership Development Consulting: Included: 1. System Design and Implementation; 2. Definition of Management Scorecards / Key Performance Indicators; 3. Leadership Development (360º Feedback design, implementation and administration, Definition of Individual Action Plans, Talent Identification, etc.). From April 1992 to November 2003 (11 years 8 months) Masters, Industrial / Organizational Psychology, GPA 3.7 / 4.0 @ New York University From 1989 to 1991 B.A., Interdisciplinary Humanities / Spanish Minor, GPA 3.4 / 4.0 @ Southern Methodist University From 1984 to 1988 PDD, Business Administration @ IESE Business School - University of Navarra From 2000 to 2001 Senior Professional in Human Resources (SPHR) @ Society for Human Resource Management From 2010 to 2010 Certified Compensation Professional (CCP), Human Resources: Rewards @ WorldatWork From 1994 to 1995 David CCP is skilled in: Compensation, Executive Compensation, HR Strategy, Talent Management, HR Consulting, Succession Planning, Organizational Design, Benefits, Performance Management, Employment Law, Leadership Development, Change Management, Mergers, Employee Engagement, Talent Acquisition, Organizational..., Incentive Programs, Compliance, Employer Branding, Job Evaluation, Organizational..., Employee Relations, Global HR, Workforce Planning, Employee Benefits, Deferred Compensation, Personnel Management, Human Resources, Leadership, Strategy, Coaching, Compensation & Benefit, Onboarding, Executive Coaching, Management Development, Labor Relations, Training, Team Building, Strategic HR, Interviews, Policy, HRIS, Management, HR Policies, Career Development, Human Capital, Payroll, Employee Training, Performance Appraisal, Job Descriptions


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In a nutshell

David CCP's Personality Type

Extraversion (E), Intuition (N), Thinking (T), Judging (J)

Average Tenure

5 year(s), 6 month(s)

David CCP's Willingness to Change Jobs

Unlikely

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