*Consulting role w/hrQ

Lead strategic HR direction for assigned business units through partnerships with BU leadership; driving change to meet business, financial and employee engagement objectives. Manage and develop field HR Partners, ensuring continual process and program improvement, ongoing communication, and implementation of best practices to ensure HR functional excellence.

Direct all aspects of HRIS, Compensation, and Benefit functions for Nidec HR Shared Services. Support business objectives through developing and delivering HR programs and systems that increase the retention and satisfaction of employees, while identifying and implementing opportunities for additional synergies and savings. Workday SME directly responsible for all aspects of system implementation, strategy, configuration, enhancements, data analysis, process improvements, testing, change management and local support.

Design, implement and administer compensation programs, including: global compensation, reporting, job analysis, job evaluation and compensation analysis. Provide operational and analytic support in the administration of the self-insured medical and prescription drug plans, dental plan, vision plan, life insurance, disability and flexible spending plans. • Collaborate with Total Rewards Director to develop a new compensation strategy that better aligns to Hussmann's mission and executive leadership's goals. • Devise and execute project plan to create and deliver compensation structures and programs.• Identify opportunities to improve employee wellness, encompassing physical, mental and financial well-being. • Formulate communication plan & materials (brochures, catalogs, flyers, posters, PowerPoints, FAQs, letters, email campaigns, websites, postcards, etc.) for Benefits Open Enrollment, Merit, 401(k) matching changes, retirement medical transition, pension plan changes, and wellness initiatives. • Managed end-to-end 2014 Merit program. Constructed compensation guidelines and partnered with Workday Consultants and HRIS Manager to build, test and launch Compensation Merit tool in Workday. Provided training to HR and managers on using the tool and provided support to users throughout. Created setup guidelines for future Workday Merit builds. Ensured adequate approval documentation for state and federal compliance. • Transitioned retiree medical plan to individual Medicare supplement plans. **Consulting position through Managed Staffing Aug 2013- Mar 2014. Hussmann employee Mar 2014-Jul 2014. Consulting position through Managed Staffing Sep 2014- Present.

Develop, implement and administer compensation policy and procedure for job structure, base pay and sales incentives. Conduct market surveys and apply job evaluation techniques to establish equitable compensation aligned with market trends. Work with IT to develop systems for greater efficiency in tracking, analysis and program execution.

Design and administer end-to-end compensation program and policy as part of HR Transformation initiative. Implement and execute policies and practices for daily operations including job evaluations, market pricing, salary ranges, union contract alignment, and pay equity. Analyzed current state and developed six month project plan to implement consistent and measurable pay practices with support from CEO. *Short-term consulting position through AP Professionals prior to move out of state.

Ensure quality data and reporting in earning statements and booked order reports by analyzing and identifying inaccuracies caused by system / process gaps and errors. Isolate issues and work with resolving teams to implement and test solution. Create and deliver training, tools and presentations to internal organization and client groups on enhancements and routine maintenance.

Perform detailed statistical analyses of existing business initiatives and determine critical success factors and metrics. Using analysis: forecast and model the impact of alternatives to present influential recommendations to senior and executive management. Develop standards and reporting metrics for management and HR worldwide in areas such as attrition, overtime, performance, promotion, budgeting, base pay and incentive pay, to assist in measurement of employee retention, satisfaction and program efficiency.Successes include:•Integration of sales organization from acquired Sun Microsystems into Oracle’s corporate model, including the creation of >25 new sales positions.•Designed and implemented Oracle’s base salary compensation program for Sales & Marketing totaling >200 positions: defined occupational classifications, job descriptions, and set salary scales for all job levels.•Owner of sales salary focal for all of US (>15,000 employees): recommend sales budget to executive management, give input to senior management on organizational/individual promotions and increases, ensure compliance with state and federal law, present final recommendation on all focal changes to CFO and CEO.•Coordinator of the global corporate salary focal (impact >45,000 global employees). Liaise with various teams spread across the Americas, Asia and Europe to create timelines and budgeting for recommendation to CFO & CEO.•Lead in creating Oracle’s Web Based Turnover Report (WTR) for attrition reporting: 90% faster than previous version and standard outputs (vs. raw data only) ensure reporting consistency. Used as primary attrition tool for all of Oracle Global HR.

Serve as business partner to internal management by providing counsel on compensation programs and practices. Conduct compensation surveys and analyze to ensure equitable wage internally and compared to market. Build and maintain strategic relationships to adequately evaluate job functions, allowing for understanding of change impact at individual employee, group, organization and company-wide levels. Review and make changes/recommendations on: individual promotions & increases, job descriptions, org pay structures, pay equity, incentive programs and FLSA compliance.Assist in design and implementation of Oracle's domestic total compensation programs including base salary, cash incentives and stock options. Maintain compensation infrastructure in areas such as: job codes, job families, job descriptions, promotion & transfer guidelines, and records of practices & procedures. Involved in HRIS enhancement concepts and testing (including Compensation Workbench, web & PUI based reports and database enhancements.

Lead for all HRIS enhancement projects: define and develop project plans, assemble cross functional resources, manage implementation activities, document and train on changes. Implement, streamline & document group procedures such as referral bonus, teleservice, retro process, PLOA, mass uploads, HR Line organization refresh, US M&A Background check, and others as needed. Reasearch and respond to HR policy and procedural inquiries from employees and managers. Build and maintain relationships with Line HR and managers. Test HRDB systems for functionality and review for quality. Audit all US, Canada & LAD data & pay loads to ensure accuracy and SOX compliance.

First point of contact in absence of HR Operations Director. HRIS Lead for PeopleSoft merger including management of 8 contract employees and procedural development.Create training programs for Line HR, managers & employees. Processed uploads, identified and corrected data inaccuracies. Updated employee records as necessary.