Lead Human Resources function for a fast-growing Health & Wellness organization with over 500 employees. Accountable to develop and deploy a people strategy that will nurture an agile, learning culture that drives engagement and delivers an employee experience representative of our company’s mission.

Lead HR area in support of global functions (Finance, IT, Legal, HR and PR) covering 600 U.S. based employees and over 4,000 globally. Partner with functional leaders to inspire and engage their employees and drive functional excellence.

Responsible for employee relations, talent management and employee engagement for the Corporate staff.

• Manage global compensation program across Laureate’s global network of international universities in over 20 countries and with over 70,000 employees globally.• Instrumental in implementing the Hay job evaluation methodology globally. Work with local heads of HR to educate local teams on Hay methodology, document organizational structures, evaluate roles and present results to local management.• Led search and selection of a compensation system provider. Developed compensation system requirements, list of possible vendors, coordinated manager focus groups and developed business case for compensation system to take to management.• Coordinated implementation and successful launch of compensation system, heavily involved in all configuration and testing, lead a project team representing HR professionals in five countries, developed Manager Guide for Year-end Compensation Planning and training materials. • Manage expatriate program, liaise with expatriate payroll vendor, legal and finance to develop expatriate packages, coordinate immigration paperwork, develop Letters of Assignment and ensure employee is seamlessly initiated into the program.• Manage all aspects of the compensation program: develop offer analysis, market pricing strategy, coordinate all survey submission, and develop salary structures.

• Supported the Consumer sector as part of the Corporate Compensation team. The Consumer Group of Companies is one of three major divisions of J&J with over $14 billion in revenue and over 5,000 employees globally.• Functioned as main corporate liaison to the Consumer specialist teams globally. Provided support in interpreting corporate policy, reviewed executive compensation packages, and coordinated roll-up of year-end process for final reviews with head of Consumer sector and the CEO. • Collaborated in several executive compensation projects including preparation of J&J’s proxy statement (lead manager on this project), review and analysis of executive officer compensation targets and review of executive perquisites.• Played a large part in developing the themes and final write-up of the Company’s Compensation Discussion & Analysis section of its proxy. Responsible for gathering all data for the compensation tables, heavily liaising with benefits, legal, finance, and internal audit. • Managed market pricing project for the corporate compensation team which entailed: overseeing external consultant’s participation in compensation surveys, managing review and analysis of data ultimately utilized to create US and Puerto Rico salary ranges for the Company, development of merit increase budgets globally, development of college/MBA hiring rates and intern/coop rates.• Managed the day to day work of one compensation analyst and several others on a project basis

• Managed compensation and HR projects for Technology Infrastructure business, representing over 6,500 employees in over 100 countries. • Oversaw several key HR projects such as: roll out of employee survey, year-end compensation planning, survey job matching and monthly metrics reporting.• Worked closely with senior business heads and human resource generalists to review off-cycle adjustments and promotions.• Collaborated in developing training material on retention and incentive plans for optimization of resources project. Target audience was HR and business managers. • Participated on cross-functional team assessing and redesigning promotion criteria for global Operations & Technology organization. • Partnered with operations business manager to develop a short-term spot award program for audit analyst team coping with a backlog of cases. • Managed the work of one compensation analyst.

• Progressive experience in compensation function, starting as compensation analyst and eventually promoted to manager.• Oversaw compensation program for global organization located in 12 countries.• Coordinated annual job matching process. Met with business managers and HR generalists to review benchmark positions. Oversaw the submission of survey data. Analyzed survey data and developed recommendations for the update of salary structures and merit grids. • Worked closely with technology and sales business managers to ensure our programs were competitive for the hi-tech industry and reflective of the company’s goals and business model. • Participated in annual proxy analysis and executive/board compensation review. Played integral role in developing presentations and reports for quarterly compensation committee meetings. • Collaborated with generalists in manager training and in communicating new compensation guidelines and processes. • Initiated formal, bi-annual salary adjustment cycles. Created help documents, manager justification forms, leveling charts, and FAQ’s for our manager toolkit. Worked with HRIS Manager in designing the look and feel of the web-based allocation tool, to be utilized by managers in this process.• Instrumental in developing company’s first Reward and Recognition Program. Prepared program proposal, plan document, presentation to executive staff and oversaw the selection of vendors and types of awards. Designed and rolled out manager training.• Participated in HR due diligence related to the company’s M&A activity. Coordinate job mapping and recommend a transition plan that aligned with the Company’s pay philosophy. • Managed the work of one compensation analyst who also functioned as the administrator for our Recognition Program and Relocation Program. Oversaw the development of DoubleClick’s Intl and domestic assignment policies.

• Managed a global HR Inventory project for Nabisco International. Liaised with the firm’s HR managers throughout Latin America and Asia to collect and verify HR data. Developed country specific reports to document the results of the inventory and to provide best practices.• Conducted a benchmark analysis for the Four Seasons Hotel, on the company’s international expatriate policy. Developed several tools for the administration of their expatriate program.• Co-managed the production of Watson Wyatt’s Global 50 Report for the Americas and Asia countries. Edited salary structures and text submissions. Wrote the Malaysia chapter. • Engaged by Corning to conduct a review of their variable pay scheme for their international marketing division. Provided benchmark comparisons, trend information and recommendations.

• Progressive experience from Associate to Manager of Client Services.• Provided advisory services to large multinational accounts related to compensation trends and international HR policy; made recommendations to members based on industry best practices.• Conducted competitive analysis and surveys related to HR policy and expatriate compensation.• Developed and administered several ad hoc best practices surveys for the financial services industry.• Supported sales and marketing effort of corporate membership program to potential clients. Participated in client calls for the purpose of reviewing on going service and providing training. Oversaw membership program designed to provide information services to over 60 international corporate clients. These clients included: World Duty Free, Johnson Controls, and Merrill Lynch. • Coordinated outsourced expatriate program for Daiwa Bank. This engagement included running build-ups, and coordinating between payroll, Corporate HR and their expatriate population.