Position reports to the Senior Vice President Human Resources. Responsibilities includeleading all compensation functions including design, implementation, and administration ofcompensation programs and variable pay components, consult with executive and middlemanagement, develop short-term and long-term strategies, manage $100M salary budget, leadannual merit process, develop pay policies, monitor effectiveness of compensation policies andprocedures, manage position management, serve as function lead for HCM system design anddevelopment, collaborate with VP Talent Acquisition to identify and address compensationmatters impacting recruitment, provide guidance to HR Business Partners, work with cross-functional teams and departments to identify business needs, and lead one full-timecompensation analyst.

Position reported to the Executive Director of Human Resources. Responsibilities includedserved as primary resource for compensation, analyzed the market on provider compensationto ensure market competitiveness, ensured externally competitive and internally equitabletotal compensation administration for contracted and employed physicians: base, incentives,productivity, quality, extra shifts, extra call, sign-on bonus, relocation allowance, etc., andevaluated and priced physician jobs, and consulted with providers on compensation matters.Managed provider Relative Value Units (RVUs) and reporting. Monitored metrics to identifytrends, concerns, and recommended corrective action. Responsibilities included executingcompensation for the JPS network, acting as a business analyst with HRIS and Payroll.

Position reported to the Manager of Staffing Services. Responsibilities included provided highquality consultant services to executive and mid-level management groups, supporting theirpeople management responsibilities, clarifying business needs and proactively resolving HRissues, and addressing hiring trends, underutilization, and succession planning. Lead Executiverecruitment assessments. Coordinated Civil Service recruitment for Fire and Police departments.Served as a HR liaison for talent management, employee relations, compensation, benefits,EEO, and training. Managed the implementation of city-wide HR programs, processes, andpractices.*Served as permanent acting manager in absence of Manager of Staffing Services and provideddaily leadership to Senior HRBPs during tenure in the position.

Position reported to Director of Human Resources and the Executive Director of Administration.Responsibilities included managed the administration of employment and compensation programs.Responsibilities included provided oversight for talent acquisition, (executive, management, mid-levels, and seasonal), onboarding and orientation, annual performance evaluation, collectivebargaining, succession planning, compensation, and contract management, creation, andnegotiation for seasonal employees. Developed strategies for recruiting a high-quality diversifiedworkforce and oversaw projects impacting employment and compensation across theorganization. Responsibilities included provided leadership for two full-time analyst and one full-time paraprofessional.