Special Project Work:• Experience with Job and Pay Architecture Design to include benchmarking, market analysis, salary structure design and employee mapping. • Led employee mapping and titling project, supporting 250+ HRBPS and 15+ Compensation Consultants through the evaluation, leveling and title alignment of over 80,000 employees globally into new job architecture. Maintained structure for over 7 months.•Created and managed complex macro process to deliver 10,000+ emails informing people managers on where their employees fell within the new job architecture.•Developed tailored impact decks for executive leaders and executive stakeholders to educate and inform leaders on impact of job architecture project for their business areas. •Rebuilt Global Market-Pricing Database (Payfactors) to reflect the organization's new job and pay architecture. Customized database to fit complex retail structure. Day to Day Work:•Manages base pay survey submission commitments and serves as primary point of contact for survey providers. •Develops and manages compensation projects for base pay initiatives.•Conducts market research and analysis to inform compensation programs and policies •Designs and builds data tools/processes to support Compensation Consulting teams and other HR partners in the administration and education of compensation policies and programs.•Manages global market-pricing database (Payfactors), training users and facilitating process/reporting improvements.

• Performs ad hoc analysis to support compensation program team initiatives, producing dashboards, measuring program efficiency and utilization.• Maintains job architecture assisting the business in the creation of new job codes and geo differentials.• Maintains tools used by the business to support compensation administration such as an offer modeling tool, geo differential tool, and the data warehouse that the team stores all of its market data and benchmarking analysis. • Supports annual salary survey submissions for global compensation programs in 43 countries for base pay, compensation program policies and practices, LTI, STI and executive compensation. • Supports market research to inform administration of compensation programs.

• Analyze job descriptions to determine employee classification, FLSA status, and compensation structure with a focus on stipends according to regulatory requirements, SEIU collective bargaining agreements, and university policies.• Use strong understanding of FLSA and salary requirements to facilitate review of 80+ position actions (previously 40) per month.• Review job requirements for athletics, communications, and other positions covering a workforce with 6,000+ employees.• Evaluate pay changes to ensure equitable offers, promotions, reclassifications, equity/retention reviews, differential pay, and special merit increases using Excel, Mytrack, O*Net, CUPA, banner, and other market data and salary survey tools.• Consult with 100+ HR partners (HR and unit employees) to advise on compensation and classification-related issues and compensation benchmarking based on unit and HR needs and priorities. • Support design and implementation of merit pay and compensation structure updates according to OEPA and FLSA regulations.• Analyze and make recommendations on data collection process to increase accuracy of unit metrics used.• Perform audits and reviews of positions to ensure accurate classifications and coding in compliance with all regulations.• Collaborated with HR partners to create bi-weekly diversity training for classification and compensation team.• Created and presented two professional development seminars for 15 HR business partners on how to have difficult conversations and disciplinary discussions virtually.• Assisted in creating and administering a new classification system of 1,600 unrepresented employees using internal and market data to create equitable salaries and compensation packages and key reports.

• Assisted with transitioning client data collection activities (30K+ veterans) to Salesforce CRM, standardizing grant reporting process and enabling data visibility to support strategic decision-making.• Reported on program data to facilitate program evaluation, including services provided, type of services, and referrals.• Managed a caseload of up to 40 veterans, including communications and community resources.• Built and maintained community partnerships with nonprofits, government organizations, and private businesses within assigned territory to connect homeless, at-risk, and other veterans with community resources based on needs.• Supervised and coordinated volunteers during organizational events and program activities.• Consulted with program directors to create new events that filled community needs and addressed resource gaps impacting local veteran population.

• Supervised 40 junior intelligence analysts, managing day to day work and regional collaboration to generate cross functional reports and presentations.• Created weekly presentations to keep executive leaders informed on time sensitive decisions in the intelligence field. Made recommendations for new research projects and how to delegate projects best amongst analysts. • Taught in-house intel analysis courses to junior intelligence analysts, saving thousands of dollars in training costs.• Trained and mentored four new instructors to maintain shop’s instructor core to support operational effectiveness.• Developed new email system facilitating communication with partner unit while deployed on 22nd Marine Expeditionary Unit.• Collaborated with other intelligence offices to develop creative solutions to business problems.• Collected and analyzed signals intelligence data (communication and non-communication signals) to support target identification and operational patterns; used data to produce combat, strategic, and tactical intelligence reports.