Anthony Starns, Ccp, Shrm-Scp Email and Phone Number

Lead and execute the planning and administration of most elements of Associated’s compensation program, including the analysis of data to consult with Executive and Human Resources teams to assist in attracting, motivating, and retaining top talent. Primary duties:• Use external market data and internal equity data to make competitive and equitable salary recommendations and to review and/or support salary change requests.• Review pay offers and proposed changes, including promotions, progressions, market adjustments, and transfers.• Research and analyze market data obtained from salary surveys and other sources. Track trends and use data to complete market analyses for projects, consult with management, and ensure the company’s compensation structure is current and relevant.• Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.• Conduct market pricing for new roles and provide recommendations for candidate offers, partnering closely with the Talent Acquisition and People Business Partner teams.• Lead Annual Benchmarking Project and Off-Cycle Benchmarking Projects.• Work closely with and support HR Business Partners, Hiring Managers and HR Management.• Detailed salary-related analysis including Merit and Structure Adjustments.• Manage and conduct Annual Executive Benchmarking Study.

Support and execute Associated’s Compensation Program through the following:• Work closely to support HR Business Partners and Hiring Managers.• Review for approval all pay-related transactions - offers, promotions, progressions, market adjustments. Every review includes both a compensation and equity analysis.• Conduct Annual Benchmarking Project and off-cycle benchmarking.• Maintain and utilize Payfactors to conduct benchmarking activities.• Recommend salary grades for new positions and change in salary grades for existing positions as necessary.• Support HR Management with ad-hoc compensation analysis as needed.• Developed and implemented expanded comp equity analysis; made available via Compensation Discovery Board in Workday.• Conducted annual benchmarking through Payfactors for first time in cooperative’s history.

• Executed key HR projects: Compensation Benchmarking & Structure Review; Plant Closure, Employee, Handbooks (multiple states), Workers Compensation Protocol, Recruiting of Key Positions, and overhaul of Job Descriptions.

• Top organizational leader for Human Resources serving on Executive Team; oversaw and directed HR Program for a 600-employee, 2-plant, 24/7 battery manufacturer; six direct reports.• Directly managed and executed Compensation Program which included payroll, all salary transactions, benefits, salary surveys, merit process, salary step plan, and bonus plans.

• Top organizational HR Leader serving on Executive Team and reported to President.• Oversaw Compensation; executed payroll, all salary transactions, benefits, salary surveys, and merit review process.• Conducted annual wage analysis and established salary step plan for non-exempt positions.

• Leveraged analytical skills to redesign sales and marketing efforts in a market facing an 8% decline, driving 12% sales increase. • Grew gross profit margin from 33% to 48% in 12 months by standardizing processes across business operations from HR to sales to distribution.

• Co-founded and managed a civil engineering consulting firm turning a profit within 3 months and paid off debt within 15 months.• Successfully wore every hat from project management to marketing; built a strong reputation in the market that resulted in 60% of revenue coming from referrals.

• Developed and implemented detailed planning and project monitoring systems to appropriately scope and monitor projects; profit margin increased 15% following implementation of systems.• Implemented new software in less that 4 months resulting in driving faster project completions and the reduction of the write off of billable hours.