- Lead compensation function responsible for global compensation programs and compensation strategy, design, and administration for 80,000 employees in North and South America

- Lead compensation- Lead all total rewards components of mergers and acquisitions including due diligence, integration planning, and integration. - Lead total rewards for fully owned start-up Altais. - Lead performance management- Lead various total-reward and broader HR projects.

- Lead global Compensation function responsible for compensation strategy, design, and administration for 20,000 employees in North and South America, Europe, and Asia.- Ensure base pay and overall compensation is competitive, appropriately differentiated, compliant, and aligned to Asurion’s total rewards philosophy.- Design, implement, and communicate all short-term compensation plans for salaried, sales, retail, and hourly employees.- Design, administer, and create employee communications for Asurion’s stock option program.- Lead annual processes for merit increases, individual bonus recommendations, and stock option recommendations.- Create all materials for the Compensation Committee.- Manage and develop a team of four.Key Accomplishments- Implemented a consistent approach to job levels across all functions and regions.- Established global salary structures that ensure pay is competitive and consistent.- Developed a “gig” compensation structure for employees that resulted in greater employee engagement and lower operational costs.- Worked with Executive Committee and Board of Directors to approve new stock pool and implement new long-term incentive grant targets that have resulted in attrition below industry average.- Developed employee communication and training program on stock options.- Implemented new global rewards and recognition program that consistently ranks in the top quartile of recognition programs.- Designed and implemented new sales compensation programs that better aligned to Asurion’s sales strategy and role profiles.- Implemented a multi-year strategy improve compensation for Asurion’s hourly population moving pay from a Glassdoor con to a Glassdoor pro.- Lead HR due diligence and strategy for three acquisitions (10 – 1,200 employees).

- Set the overall direction and strategy of compensation for 50,000 employees in North and South America.- Design short and long-term compensation plans for salaried, sales, retail, and hourly employees.- Recommend compensation solutions by partnering with top executives to understand business environment and challenges. - Develop materials used to communicate total rewards across the organization.- Prepare materials for and present to both the Executive and Succession, Nomination, and Compensation Committees.Key Accomplishments- Implemented initial compensation benchmarking for the organization.- Created and implemented new compensation philosophy and pay for performance system.- Designed new salary structure, short-term and long-term incentive plans for 5,000 salaried employees.- Implemented new HR technology for merit planning and incentive calculations.- Implemented new rewards and recognition program.- Designed and implemented new sales compensation and retail store incentive plans consolidating from over 300 plans to 50 and increasing sales by more than 10%.

- Design compensation for top executives and long-term compensation awards for over 20,000 employees.- Partner with c-suite level executives to develop compensation programs.- Prepare materials for the Management Compensation Committee and the Board of Directors Compensation and Benefits Committee.- Benchmark executive compensation program.- Track changes to regulation and market conditions affecting executive compensation including Dodd-Frank, ISS and shareholder advisory firms.- Serve as resources for other human resource colleagues on new hire stock awards, incentive plan design, and regulatory responses.- Manage and develop a team of two.Key Accomplishments- Created model to determine the pay structure needed to ensure a favorable ISS Say on Pay recommendation.- Developed a new performance-based incentive program for top officers increasing Say on Pay vote from 92% to 94%.- Partnered with legal to restructure and draft the compensation portion of the proxy.- Developed and communicated a retention program for senior leaders.

Develop creative solutions to unique and everchanging client issues.Manage numerous projects each month including client development and proposals, establishing project teams, and ensuring projects meet budget and time constraints.Analyze large quantities of data to benchmark, design and implement executive compensation & retirement programs for both tax-exempt and for-profit organizations, including many Fortune 500 companies.Analyze financing alternatives for retirement programs including mutual funds, corporate owned life insurance, and deferred annuities.Produce client deliverables that communicate complex material in an easy to understand manner.Conduct and participate in meetings with senior level executives.Serve as a key resource in the development and maintenance of Mercer's proprietary database, which contains information on the retirement plans of over 1,000 companies.Educate colleagues on benefit related subject matter through written materials and presentations.

Constructed informational materials for client prospecting.Assisted a financial advisor with daily tasks such as updating client databases, contacting clients, and performing basic office tasks.

Created and maintained financial databases, records, and spreadsheets.Researched and tracked contracts across numerous accounts.