Passionate health and wellness coach; mental health advocate.

Responsible for research, design, implementation, administration, and ongoing monitoring of broad based compensation programUtilize Workday HRIS platform to ensure accurate compensation for 12000+ employeesMonitor and implement minimum wage; make recommendations to adjust for compensation compressionOversee the compensation program and total rewards; implementing strategies for process improvementAnalyze compensation to achieve equitable and competitive compensation programPrimary point of contant for annual merit, FLSA classification, compensation surveys

Researched, designed, implemented, administered, and monitored of broad based compensation programs for all Southern Company operating companies.

Developed, communicated, and monitored compliance for AAP program and various DOL regulationsConsult with management on new hires requiring work authorization sponsorship, including but not limited to STEM OPT, H1-B, and United States Citizenship and Immigration Services USCIS Permanent Resident SponsorshipUtilized statistical analysis and business intelligence data research to evaluate compensation. Recommend actionable solutions if pay disparities exist Provided support to internal and external counsel for responding to agency (EEOC) and litigation, including investigation, defense, preparation of documents, position statements, and settlement effortsDeveloped and delivered training on employment law, company policies, and affirmative actionCertified to deliver Employment Learning Solutions (ELI) Civil Treatment for Leaders and Employees training

Utilized Southern Company Compensation & Benefit Strategy to consult with HR & Business Managers on administration of pay programs Created excel tools to perform analysis of merit, bonus, and overtime data to perform studies of equal pay, compression analysis, and other ad hoc analysisProvided statistical data analysis on pay programs including base pay, short-term incentive pay, long-term incentive pay, overtime, premium pay; identify trends, and recommend solutions to HR Delivery LeadersLeveraged communication skills to strategically deliver messages regarding Compensation to a variety of audiencesProvided objective advice and counsel to HR Delivery Managers on appropriate organizational structure, job duty alignment, and appropriate grade level for affiliate companiesEvaluated jobs utilizing survey market data; recommend grade level to ensure pay programs remain competitive with the market; ensure jobs are classified appropriately to comply with FLSA

Analyzed employment data, identifying workforce trends and issues; create deliverables to present key findings. Research and plan talent management, leadership development programs. Researched talent management programs and processes, including leadership development, succession planning. Utilized company wide employee feedback survey results to recommend culture changes to increase employee engagement at all levels of the workforce.Acted as primary HR resource for management to establish Co-op/Intern program for Transmission business unit through consulting, recruiting, screening, on boarding, and conversion of co-ops/interns to regular full- time employment status. Coordinated training course programs, including session planning, participant notification, vendor confirmation and materials procurement.Supported company and business unit on solutions for diversity issues, engagement survey results, and affirmative action plans.