Why People Choose OCG?
We are comprised of a select group of professionals with significant experience and diversity. Our principals are located in Cleveland and Detroit. We thus employ a multi-office, one-firm structure. More importantly, we serve our clients on the basis of need, not merely location.
The keystone of our business philosophy is the provision of superior services to our clients. This principle is maintained by our individual and collective declaration to cherish and nurture our relationships by providing prompt, personal service. We will continue to advance in response to our clients' needs, and modify our capabilities to better serve our clients.
To name a few areas, Al’s extensive experience includes executive, sales and variable compensation, as well as, salary administration, performance management, and succession planning. He has served as a Regional Performance Management and Compensation Practice Leader for KPMG PeatMarwick, LLP, and Deloitte & Touche. Al has also served as the National Head of Sales Force Compensation for KPMG.
Al is a nationally known expert on the Internal Revenue Service’s “intermediate sanctions” regulations governing executive compensation arrangements in tax-exempt organizations. He also provides litigation support and expert witness testimony on behalf of clients. Al testified in the landmark case of Galliard vs. Natomas. His testimony laid the basis for adoption of Section 280G of the Internal Revenue Code, which sets the standards for executive compensation arrangements during change of corporate control.
Paul came to the firm after a career in human resources and financial services, as both an attorney and a consultant. His experience extends from such things as the design of executive and director compensation plans to consulting with the boards of both for-profit and tax-exempt organizations on their compliance with the demands of legal, regulatory, and other requirements.
Paul has been a featured speaker on employment-related legal issues, as well as counsel to the human resource departments of his clients. Additional expertise in personnel-related issues came when he served as Inspector General of the 13,000-member Michigan Army and Air National Guard.
Steve is a Certified Compensation Professional with over 37 years’ experience as a human resources professional. He has expertise in global compensation program administration (including executive compensation, long/short-term incentives, job evaluation and market research), employee communications, HRIS coordination, and project management. Steve has led compensation projects in the Americas, Europe, and the Asia-Pacific region. He also has extensive experience with pay equity analyses and implementing strategies to leverage diversity and change management initiatives. Steve has also had leadership roles in training and organization development, labor relations, salaried administration and human resource planning. He has also consulted and facilitated acquisitions, mergers, and joint venture activities.
Steve advises a wide variety of clients, among them both publicly-traded and closely-held businesses, on their compensation and change management needs. Prior to entering the consulting profession, Steve was a Senior Consultant on the Global Compensation Staff of General Motors Corporation.
Deb combines over 30 years of practical and consulting HR and total rewards expertise at General Motors with hands-on experience in the analysis, evaluation, design, development, implementation, and communication of executive and non-executive compensation programs. Her compensation expertise includes global benchmarking, market analysis, structure design and implementation, variable pay design, communication, and integration with other human resource systems, including performance management and career development.
Deb is also an organizational effectiveness professional, leading transformation across global organizations. She is an executive coach and change management professional who has led and supported global integration and change management initiatives. She partners with HR professionals and leaders to design specific programs that help them to solve local issues and build highly effective teams.
Gary has designed and implemented sales compensation programs and conducted sales effectiveness audits for a myriad of clients in most industries for the past 30-plus years. His expertise is well recognized, both domestically and internationally. He has developed sales educational programs and provided them to WorldatWork members, the Michigan State University Executive Education Services, the American Management Association, and SHRM. Gary has also developed a software program ($alescom) for designing sales compensation plans, as well as Sales++, a sales effectiveness attitude analysis survey, and published an anthology of currently successful sales incentive plans.
Gary believes that sales incentive programs can be the most effective single component in achieving business objectives. All of Gary’s plans are custom designed to support the culture and plans of any company, taking in to consideration the universal management objectives for their sales incentive plan of: Results, Simplicity, Motivation, Profit, Teamwork, and Management.
David W. Norgard
David brings in excess of 30 years of experience covering virtually all aspects of human resources strategy, planning, and service delivery. Dave has served over 20 years in the senior HR leadership role, most recently at Quest Diagnostics and, previously, Elsag Bailey Process Automation, NV. Additionally, he has served as in-house Labor Counsel and as regional Team Leader for M&A activity in the Human Capital practice of Deloitte & Touche. He has provided HR leadership in more than 30 M&A transactions ranging from fold-in to transformational. His experiences include global and business segment diversity.
Dave has led human resources strategic planning activity for both enterprise-wide people initiatives and internal HR functions. He has led re-structuring of HR services delivery and technology applications. He has a strong background in employee engagement, employee/labor relations, compensation programming at all level including equity-based compensation, and recruitment and selection. He is certified in the Lominger Competency model.