Reporting to the Vice President of Total Rewards and responsible for all Executive Compensation Programs, Equity Programs and Global Benefits for over 20,000 employees in 41 countries.

Reporting to both the Vice President of Compensation and Benefits and the Vice President of HRIS and responsible for all Compensation, Benefits, HRIS, Payroll and Wellness activities for the US, Canada and Finland. Supervising a staff of 25 direct employees and 4 contract employees and providing support for over 6500 employees in the area.

Reporting to the Vice President of HR and responsible for all functions under the umbrella of compensation, benefits HRIS.

Reporting to the Senior Vice President of Human Resources and responsible for the creation, implementation and ongoing administration of the company’s compensation programs worldwide. Additional responsibilities for HR in the Gulf of Mexico and HRIS.Created and implemented worldwide salary structure to include all locations which provided consistency among job hierarchy, titles and total reward packages. Project included analysis of all positions worldwide and liaising with local HR Mangers to identify consistent position value.Oversaw the development, administration and maintenance of all compensation programs including merit, variable pay programs, stock awards, and executive compensation. Assisted the Senior Vice President of HR in the preparation of materials for board meeting and comp committee meetings. Managed all HR activities for the Gulf of Mexico, including extensive recruiting efforts which resulted in filling 126 vacancies in six weeks. Coordinated with estimating group to create and implement a uniform process for the use of labor rates in the bid process resulting in a cost savings. Supervised the development of training materials and training for HRIS, HR and Compensation programs and initiatives.Led extensive review and analysis of all offshore pay rates, pay practices and policies. Counseled employees and managers on employment related issues including investigations. Ensured appropriate worldwide company participation in wage and salary surveys and oversees recommended changes to ensure the maintenance of the organization's competitive position in the marketplace

Serve as compensation resource for Regional HR Managers and Generalists. Manages annual salary review process through data collection, recommendation, VP recommendations and finally implementation. Manages salary survey creation, participation and results which includes special surveys. Collaborated with HR Managers to create new positions and review existing positions. Includes comparative analysis of compensation internally and also review of job description. Also the identification of any gaps and recommendation.Created and implemented of bonus program and tracking method utilizing current technology. Created pay practice manual to encompass all current compensation practices and policies. Developed rate structures/pay grades for both offshore including new positions and creation of compensation package for new vessel build. Provided guidance to HR Generalists and staffing worldwide including all pay components for onshore and offshore employees based on market and internal comparables.Recognized need for industry specific data and organized industry wide survey and roundtable. Plans and administers all Business Unit incentive plans within the guidelines of the established policies which are in concert with the corporation's strategy.

Partners with and advises leaders on compensation philosophies, policies, practices and provides information to effectively meet human capital and financial objectives for the organization. Provides functional and technical leadership for HRIS and directs the operations of the system.

Responsibility for administration and review of all non-exempt and team manager compensation programs that impact 8,000 employees of company’s domestic sites. Served as compensation resource and key liaison for 25 HR Managers and interfaced with all role groups including operations, superintendents, management, technology, business, and professional. Managed salary surveys for non-exempts. Designed special surveys for select work groups. Ensured company policies related to home office allowance, operator selection, operations employees promotion/demotion sequence plans, rate treatment, and transfer guidelines were updated.Effectively led team comprised of superintendents and HR managers in re-evaluating technician role group. Project scope included compensation, advancement criteria, recruitment, and transfers.Completed Six Sigma Greenbelt project on Team Manager compensation. Project scope was to determine impact of compensation on pursuit of Team Manager positions.Identified gaps in internal transfer rates for non-exempts and instituted measure that eliminated problems related to transferring Operators to Technician positions.Developed and implemented starting rate guide for Operators and Lab Analysts.Selected by senior management to participate in design, rollout, and implementation of new variable compensation program for all domestic and international sites.Recognized need, created, and implemented Fitness Reimbursement program for Field employees.Organized and managed 2006 Eastman Integrated Health Fair for Kingsport site. Conducted planning, worked with internal and external groups, and negotiated with vendors. 4,000+ Eastman employees and family members attended fair.

Managed and maintained implementation of policies and programs related to employment, employee/union relations, new employee orientation, compensation, training and development, and employee benefits. Conducted recruitment, arranged interviews for internal and external candidates, tracked applicants and placement, assured relocation of transfers, and provided new employee orientation. Administered site Cooperative Education program. Compiled site newsletter and held full responsibility for design and content. Recognized by senior management and peers as Subject Matter Expert and site SuperUser of HRIS system People Soft.Created and implemented a program to monitor and record attendance of non-exempt employees.Participated in successful negotiation of wages and benefits for union employees.Developed matrix to identify employee transfers between non-exempt roles.