- Front-to-end or fractional Compensation consulting, services and support, as needed.- Define and develop a suitable Compensation philosophy for any organization.- Define, develop and document Compensation practices to clarify and improve operations.- Build cohesive, sensible pay structures.- Market competitive job pricing for any job.- Review and analyze employee pay for equity issues, potential flight risks, overcompensation, etc.- Develop career ladders and job series to improve employee development and engagement.- Assist with developing and writing job descriptions, including format and content.- Compensation strategies to address challenges with recruiting, retention and engagement.- Special pay strategies including bonuses, incentives, sales commissions, etc.- Compensation education, training and coaching for Leadership teams, Managers, Recruiters, Human Resources teams, employees, or other audiences.- Clarity and guidance on FLSA questions.- Consultation and guidance on pay transparency requirements.- General guidance, education and coaching to answer most Compensation-related questions.

- Provided strategic and analytical consultation to organization leaders on issues related to competitive pay philosophy and structures, internal pay equity, recruiting/retention challenges, payroll budgeting, and FLSA concerns.- Developed and implemented a corporate compensation philosophy where none existed; developed, revamped and documented supporting pay policies and practices.- Rebuilt pay structures for five countries of operation, to improve clarity, operational efficiency and equitability.- Market priced all jobs globally and reassigned to market competitive pay grades (~400 titles) to improve market competitiveness to attract and retain qualified talent.- Coached and consulted with leaders on sensitive and emergent compensation situations, including crafting talking points for difficult conversations.- Partnered with global HR Managers and Talent Acquisition on compensation related issues.- Presented compensation education and upskilling to leaders, staff and global HR team.- Performed position reviews, job description reviews, job costing, group and individual pay equity analyses and provided recommendations as requested.- Calculated profit-based bonuses.- Introduced AI-assisted tools to improve language in job descriptions, job postings and candidate correspondence.- Partnered with DEI Consultant to identify employee concerns around workplace diversity, equity and inclusion.- Developed a multi-year DEI roadmap to prioritize goals and plan initiatives to address concerns.- Partnered with HR team members to identify unintentional barriers to inclusive recruiting, hiring, onboarding and promotion; developed potential remedies.- Co-developed and helped introduce an employee-centered storytelling initiative to introduce DEI concepts in a personalized way while averting instinctive defensiveness to abstract/politicized topics.

- Provide strategic and analytical consultation to organization leaders on issues related to competitive pay philosophy and structures, internal pay equity, recruiting/retention challenges, payroll budgeting, and FLSA concerns.- Coach and consult with leaders on sensitive and emergent compensation situations, including crafting talking points for difficult conversations.- Developed and oversaw the implementation of a single pay structure for the West Michigan Region (down from nine) to improve clarity, operational efficiency and equitability.- Partner with HR Business Partners and Talent Acquisition Partners on compensation related issues.- Perform annual global market analysis and recommend pay grade revisions to maintain market competitiveness to attract and retain qualified talent.- Perform or delegate position reviews, job description reviews, job costing, group and individual pay adjustment analysis and recommendations for employees, as requested by leaders.- Provide compensation expertise to support collective bargaining activities; analyze union and non-union pay differences, provide market data and analysis, and calculate costs related to potential contract proposals.- Mentor and coach two Compensation Analysts.- Develop and oversee the execution of special projects, including job title standardization, pay grade synchronization, and preparation of compensation tutorials and guides for HR staff and leaders.- Maintain and update online library of market data, ensuring validity and appropriateness of market matches to benchmark titles.- Present compensation concepts and general information to staff, leaders and HR professionals at forums, orientation sessions and team building Q&As.- Respond to and/or delegate salary survey requests.

- Developed a new position review process to replace the organization's previous job review system.- Developed a new format for the organization’s job descriptions to improve consistency, completeness and ADAA compliance.- Administer the organization’s merit pay increase process, including spreadsheet preparation, statistical analysis, data review, and the implementation, verification and troubleshooting of merit pay increases for all City employees.- Administer the organization's performance bonus and sick leave incentive programs.- Prepare, format and present compensation and benefits data in response to internal and external inquiries, including FOIA requests and collective bargaining activity.- Write and update standard operating procedures for compensation-related practices.- Interview job incumbents and managers to gather information for use in position reviews.- Analyze positions and report findings, recommending appropriate job title, grade and FLSA status.- Create and administer salary and benefits surveys.- Analyze newly created jobs and recommend appropriate titles, grades, FLSA status and compensation.- Write new and updated job descriptions.- Recommend the consolidation and/or retirement of job titles to reflect evolving organizational needs and to improve efficiency.- Advise department Directors on issues related to job classification, compensation and organization.

Three contract terms:- May 2008 - April 2009- November 2009 - April 2010- October 2010 - May 2011- Contributed to large-scale compensation studies, including: US hourly staff compensation restructure; Global executive job leveling study; IT professional job leveling and salary study.- Identified and assembled market compensation data, determined appropriateness and validity, and analyzed data.- Built analysis tools including Excel spreadsheets, pivot tables, PowerPoint decks, reports and charts for additional analysis by other analysts or client presentations.- Analyzed total cost of labor data submitted by global affiliates and summarized findings for executive reports.- Assisted in determining formatting protocol and in testing customized SuccessFactors performance management / variable incentive management tool.- Built customized Excel spreadsheet tool for converting job data into standardized job description forms.

- Built and managed job pricing and market analysis tools in Excel for job leveling and salary survey projects.- Reviewed, selected and analyzed job market data.- Designed and administered customized salary survey; configured and reported results.- Created illustrative charts and usage guides for client use with market pricing and analysis tools.- Reviewed job responsibilities with managers and wrote new or updated job descriptions.- Performed FLSA testing to determine exempt/non-exempt job status.- Responded to client questions regarding compensation policies, procedures and market conditions, job classification and title issues.- Reviewed salary administration guidelines to ensure validity and appropriateness; worked with client to add or update material.- Wrote and placed job notices.

- Supervised and mentored sales staff of forty.- Determined daily priorities, prepared schedules, assigned work and monitored performance.- Developed and executed store improvements and promotions.- Oversaw enforcement of corporate policy and determined exceptions.- Reorganized music office and revamped special order process for media (music and film) to improve efficiency and customer satisfaction.

- Surveyed city department managers and HR leaders to determine gaps and needs in HR services.- Consulted with city department managers to define and develop long-range HR initiatives.- Collaborated with senior managers to evaluate performance management programs.- Met with departmental managers to identify, develop and assist in implementing new HR processes.- Researched and wrote reports on topics tied to Mayor's Office initiatives, including: Paid time off policies at major US cities; Short-term disability benefit plan options and costs; Subsidized day care options, costs and liabilities; Legal precedents related to testing and hiring criteria for police and firefighter candidates; "No cost" employee performance incentives.

- Interviewed job incumbents and managers to gather information for use in job analysis.- Analyzed jobs and wrote reports of findings, recommending appropriate job title and grade.- Investigated union grievances related to job classification and compensation and wrote summary reports recommending appropriate corrective action.- Created and administered salary / benefits surveys of public and private employers nationwide.- Analyzed newly created jobs and recommended appropriate titles, grades and compensation levels.- Wrote new and updated job specifications and job postings.- Recommended job title consolidations to reflect evolving operational trends and to improve efficiency.- Reviewed resumes and job applications for proper qualifications and experience.- Screened and scored job applicants for referral to hiring managers.- Advised departmental HR managers on issues related to job classification, compensation and unit organization.