Head of global sales compensation for a fortune 500 medical distribution company. Own sales compensation programs globally from compensation strategy to plan design, quota setting, territory alignments, administration, reporting and analytics in an industry undergoing a fundamental shift from core revenue to margin based programs • Leadership in Compensation Strategy: Drive sales compensation strategy and re-establish a sales compensation culture. Design and roll out an enhanced compensation program focused on margins vs revenue. Drive cultural change by the integration of manufacturing product selling roles into a legacy distribution business. Support with a comprehensive change management process to ensure adoption• General Compensation: Lead Compensation Committee annual plan reviews, presenting design materials and options for approval. Create a compensation role hierarchy, market analysis and establish a grading across selling roles. Evaluate eligibility policies and procedures. Revamp and update onboarding processes • Quota Setting and Territory Alignments: Establish a quota setting methodology that accurately allocates budget and forecasts sales across territories. Optimize territory alignments and coverage model across multiple sales channels utilizing geographic and customer based territories• Administration and Reporting: Deliver confidence in the plan by driving timely, accurate and thorough sales compensation reporting and pay administration for plan participants. Engage in a software rfp to automate the administration process with a best-in-class sales performance management solution. Develop a regular cadence of plan effectiveness, sales analysis and KPI’s utilizing data visualization techniques• Global Integration: Evaluate global plan differentiation in EMEA & APAC compared to US & LATAM. Seek opportunities to standardize and optimize the plans

Head of global sales compensation for a high growth financial technology company leading the management of fraud risk in E-commerce• Leadership in Compensation Strategy: Establish a consumption-based sales compensation program supporting the seasonality of E-commerce customers. Evaluate compensation strategy and areas for improvement• Manage territory quotas and allocation• Administration and Reporting: Enhance the development, testing and rollout of Xactly as the Enterprise Incentive Management (EIM) Solution. Deliver timely, accurate and thorough sales compensation reporting and pay administration for plan participants.• Optimize Buy flow: Determine opportunities to streamline data and scale the business. Identify process gaps in funnel management and deal flow• Global Integration: Standardize compensation program in the US, EMEA, LATAM and APAC• General Compensation: Establish a baseline for compensation policy around new hires, turnover, leaves of absence, etc. Ensure appropriate market pricing by role and global market for base salaries and variable pay targets

Strategic business owner for Comcast Business Sales Compensation • Plan design – Design sales compensation plan changes for new and existing roles / sales channels; Chair the Sales Compensation Advisory Board driving the plan design and development process, gain senior leadership consensus and buy-in• Plan Administration – Compensation plan administration and payroll amounting to close to $200M annually. Drive clear and transparent reporting to plan participants from individual sales through total compensation. Lead a team of 11• Sales Operations – Partner closely with sales operations from a systems perspective on end-to-end processes, system changes and new product launches. Function as a strategic partner on order entry guidelines, rules of engagement, channel conflict and go to market strategy• Change Management – Communicate and gain buy-in on plan changes from leadership through front line sales. Develop communication toolkits - Plan presentations, legal plan documentation, training content and FAQ’s • Sales Analytics – Develop and manage a robust reporting suite for leadership on sales productivity, product performance and sales compensation plan effectiveness. Perform ad hoc analytics on strategic questions to enable the business to remain nimble• Governance & Controls – Manage the compensation governance process around plan exceptions. Drive an appropriate balance between fairness to the employees and mitigating corporate risk. Run regular QA checks and audits to ensure compensation accuracy and compliance • Sales Compensation Systems – Own the Enterprise incentive management platform. Manage frequent reporting cycles. Consistently develop and deploy enhancements to the systems to support compensation plan changes, sales operations changes and process improvements • HR / general compensation – Ensure appropriate market pricing for all selling roles. Evaluate total target compensation and base/variable compensation on an annual basis.

• Drive compensation plan design and implementation• Design, develop and maintain tools and process for plan communications and deployment to the field and ensure compliance with legal regulations• Create analyses to ensure plan effectiveness and appropriate impact on behaviors and budget as well as productivity• Drive vendor selection for an (EIM) Enterprise incentive management solution to standardize and automate administration leading to an overall acceptance of the process by Comcast for corporate adoption• SME for Enterprise Incentive Management system implementation as part of corporate incentive compensation automation• Maintain EIM vendor relations for a team of 30+ consultants managing system maintenance, compensation plan administration and ongoing plan enhancements

Senior project manager for multiple ongoing sales incentive compensation accounts such as Hoffman-La Roche, inc., US Cellular, and Novo Nordisk Pharmaceuticals, leading a global team of 10+ Consultants. Annual recurring revenues: $2.5 million.• Roles: Maintaining client partnerships, team operations management, and liaison with other internal teams including senior management, technology, product management, and software.• Responsibilities: Managing ongoing processing of client compensation plans, compensation plan design, contracting, costing, data warehouse design, and supervising implementation and testing of all client deliverables.• Project effort comprises compensation plan processing, data cleansing, variable compensation calculation, sales data analysis, sales contests, and reporting to all field levels.• Maintain strong client strategic relationships, enabling them to effectively manage complex variable compensation plans on budget with expenditures totaling $300 million.• Develop strategies to ensure client compensation plans align sales behaviors with high level corporate objectives. • Work with senior management on all levels of incentive plan design, including market pricing, role evaluation, product launch planning, implementation, communication, and rollout.• Drive the implementation of new project plans from identification of requirements through deployment, utilizing management tools, HR allocation, and budget tracking. Maintained operating margins of 70%.• Assist client senior leaders in their efforts to improve field support, through consulting, data analytics, modeling, and ad-hoc reporting.• Drive additional sales to clients by anticipating their needs and supporting their strategic initiatives. Average annual revenue increase (contract and incremental sales): 30%.