Doug Bowman Email & Phone Number

Santa Clara, California, Us

Manage employee and executive compensation and Equity programs for Advanced Micro Devices (AMD). Develop and present proposals for management and the Compensation Committee of the Board. Develop strategy and manage design and development of key employee compensation programs and ensure effective operations of the Stock Administration function.

Engaged to design and improve Global Salary, Incentive, and Equity plans, programs, and processes.• Revised global salary structures to improve market alignment and internal consistency• Developed new college graduate salary program to improve acceptance rates• Designed policies and processes for hiring bonuses to improve consistency• Managed global focal process for small company to allocate increase budgets• Evaluated and changed health care providers and plans to improve cost positionClients included DataDirect Networks, Palo Alto Networks, and individual executives. Specialties: Performance Equity and Cash Incentive Plans Global job grades and salary structures Total Rewards strategy Merger, Acquisition, and Integration support HR Operations and processes

Fremont, Ca, Us

Leader of global total rewards organization delivering compensation, benefits, recognition, equity, and executive compensation programs for 6,700 employees in 14 countries• Designed new performance measures and implemented long term equity awards to replace cash based plans enhancing alignment of executive pay results with long term business success and current market practice• Revised global workforce job classifications and market pay references improving market alignment, consistency, and competitive allocation of budgets• Developed a more effective sales compensation program through consistent job metrics and alignment to the sales cycle and career development• Initiated wellness program and new sources of information for employees to motivate better health outcomes with reduced benefit costs

Redmond, Wa, Us

Lead Total Rewards function including compensation, benefits, and global mobility for Skype during period of high growth from 800 to 1,200 employees in 12 countries prior to planned IPO and after acquisition.• Successfully prepared for IPO with planned changes and disclosures of incentive and equity plans• Effectively strengthened compensation and mobility programs to support global business expansion and monetization of the Skype products through period of high growth and change• Implemented new performance measures for sales compensation for external sales group to align cost of program and competitive result with business performance • Managed integration of global benefit and pay programs into Microsoft to enable acquisition

Fremont, Ca, Us

Manage employee and executive compensation and equity programs for Seagate Technology (STX). Develop and present proposals to management, the CEO and Compensation Committee of the Board. Develop strategy and manage development and implementation of all employee compensation programs. Senior Director, Executive Compensation Manage the Executive Compensation, Board Compensation, and Executive Benefit programs for Seagate Technology (STX). Develop and present proposals to the CEO and Compensation Committee of the Board on behalf of management. Identify, analyze, and present market data and regulatory requirements supporting proposed pay or benefit programs. Manage change with Finance, Tax, Legal, HR Business Partners, and other groups to ensure accurate and timely development, communication, and delivery of executive pay and benefits. Produce the annual CD&A for Seagate proxy. Manage external consulting and legal review engagements to ensure effective disclosure.• Revised global incentive programs aligning pay outcomes to business success using common performance metrics for funding to all employee groups ranging from production through executive levels• Designed long term equity performance measures and awards to lengthen the performance measurement cycle and align pay results supporting long term growth of the business• Optimized processes for compensation and equity programs for over 34,000 employees in 17 countries during periods of business change with reduced complexity• Enhanced disclosure and shareholder response to executive pay plans through new or revised policy proposals on recoupment, perquisites, severance, and employment agreements.• Designed, deployed, and managed HR processes for a global HRIS to improve data and analytics for the global workforce enabling faster decisions with better context to support business growth and change

Mba, Organizational Behavior

Ba, Management Psychology