-Recently helped facilitate transitioning organization to a pay for performance model including budget analysis and HRIS system testing-Manage salary survey participation and budget for ~70 national and local surveys across the organization-Manage annual base pay process for ~120,000 employees-Maintain job architecture framework across the organization-Manage team in job architecture project that consolidated job codes/titles, shift differentials, certifications/licensures, and education requirements for employees including implementation and post deploymentsupport. -Operationalized annual pay increases across all Ascension into one pay period -Operationalized annual market adjustment process for Ascension -Consolidate and summarize pay practices and policies for Ascension

• Lead large scale project for assigned areas to consolidate job codes/titles, shift differentials, certifications/licensures, and education requirements for employees including implementation and post deployment support.• Provide guidance and consultation to HR delivery team related to pay issues, market adjustments, and annual pay increases.• Manage multiple projects with tight deadlines.• Member of work team for consolidating pay practices across the organization and a team for reviewing new/modifications job descriptions.• Provide guidance to compensation specialists within assigned markets related to projects and daily issues.

• Collaborate with executive leaders and HR Partners to align the enterprise compensation philosophy,vision, policies, and programs with business strategies. This included aligning pay practices betweenSeton and Providence and working toward a OneAscension national compensation model. • Lead the implementation of new pay practices and philosophy including consolidation of approx 12pay scales to 3. • Create and present executive presentations for compensation proposals and programs • Manages the administration of compensation programs • Managed annual merit process (approx. 9.9 million and market adjustments (including nurse marketadjustment approx. 8.4 million) • Lead and mentor compensation team to support implementing multiple organization initiatives.

• Managed $1M bonus budget for nursing bonus at 11 hospitals. Created cost modeling for payout scenarios. Facilitated the process with a multi-disciplinary team to ensure accurate payment. • Created and implemented a nursing stabilization strategy. Provided supporting analytics, created plans and presentations. Implemented strategies for career ladders and retention• Created pay offers with a fast turnaround time that lead to a reduction in time-to-fill of full-time and part-time positions from 60 days to 45 days. Part of a multi-disciplinary process improvement team.• Created and presented compensation training including: FLSA and job analysis, pay philosophy, offers, salary survey and market pricing, new manager orientation• Compensation processing for 9 hospitals, network nursing, network Diagnostic & Therapeutic functions including pay offers, promotion/demotion approvals, job description creation/modification.• Created presentations for executive leaders that included market data, turnover information, term reasons, and average pay.• Market priced jobs for annual review process and ad hoc evaluations.• Worked closely with recruiters and HR Business Partners to resolve pay issues and answer questions.

• Integral part of a multi-million dollar pay adjustment process• Submitted data for salary surveys, conducted market analysis for new jobs and competitive analysis for current jobs. Ensured wage increases were in compliance with company policies• Tested PeopleSoft system for version 9.2 implementation (1st company to move to version 9.2)• Analysis of job descriptions to re-grade jobs into a new salary pay scale• Job mapping for acquisitions• Used PeopleSoft to set-up new job codes, grades, assign FLSA status• Managed and audited the performance award and holiday bonus payout processes• Provided training for new managers, recruiters, and facilities (pay practices and FLSA)• Provided compensation support to regional business partners and Learning and Development Team

• Worked with Human Resource Managers at 38 divisions on policies and processes• Managed non-exempt wage review processes for 38 divisions simultaneously• Responsible for auditing and loading pay increases for approximately 15,000 employees annually• Calculated driver’s average hourly rate annually for approximately 2,500 employees• Assisted in creating pay structures, departments, and job titles for new divisions and subsidiaries. Set-up new departments, job codes, salary plans, grades, and steps.• Submitted data for salary surveys, conducted market analysis for new and current jobs• Developed and documented procedures to streamline processes. Updated pay policies• Ensured compliance with regulatory requirements• Collaborated with other departments (Benefits, Payroll, HRIS, Logistics, IT)

• Taught secondary Business Computer Information Systems I and Keyboarding. Coached JV volleyball and softball.