Support 15 Human Resource Business Partners globally representing 2800 employees in 36 countries. Created new compensation philosophy to identify areas of change. Provided benchmark data to develop global pay ranges.Calculated the cost of implementing the new global pay ranges and recommended strategies to bridge the gaps.

Assist businesses with design and implementation of Total Rewards programs to enable companies to attract, retain and motivate key talent employees. Services include benefit program assessment and cost control, salary structure design, vendor management.

Position eliminated due to global restructuring.• Managed the Compensation and Benefits Programs. Provided global strategies to automate and enable an efficient team approach.• Led a cross- functional team of five to implement a new hourly pay structure which reduced turn-over by 18%.• Developed, designed, and implemented a management Incentive Bonus Program. • Led a team to consolidate our parent and subsidiary 401(k) plans to one advisor and recordkeeper which reduced fees by 20%.• Successfully converted online Performance Management System to internal global SAP system.

Conducted market pay research for various positions/roles that led to the implementation of market pay ranges to ensure internal and external competitivness. Also, led a team to the design of a long-term incentive plan.

Upon the acquisition of Covansys by CSC, I was promoted to Compensation Leader and provided compensation analysis and support to 3 business units, representing approximately 10,000 U.S. based IT professional employees. • Provided strategic support by spearheading programs that addressed issues such as skills shortages, (hot skill stipends) involuntary attrition (retention bonus programs), and cost of living challenges (geographic salary differentials) that creatively utilized compensation programs to enable business success. • Led a team of global compensation professionals in the establishment of an online tool used by over 90,000 global employees for real-time communication/collaboration and access to relevant compensation data.• Conducted market studies and analysis for all new positions to ensure internal equity and external competitiveness. • Administered and monitored merit increase and out-of-cycle increase programs to ensure fiscal responsibility. • Led the job title/mapping exercise for all Covansys employees, consisting of the creation of job descriptions, identifying key competencies, and mapping jobs to the appropriate CSC job title and level. • Participated in global task force to evaluate and design a new centralized compensation system to ensure more efficient analysis and administration. • Oversaw the transition of all Covansys specific compensation and equity programs, including employee stock purchase programs, stock plans and previously used non-qualified deferred compensation programs to the CSC equivalent programs without error or incident.

Managed the global compensation function for Covansys, which included all base and variable pay plans, executive compensation and equity programs. • Met with the compensation committee of the Covansys Board of Directors to establish pay for performance compensation philosophy throughout all plan designs.• Key contributor to the global HR leadership team. Drove “ONE Company” philosophy and sought to achieve a global focus in all plan design and implementation. • Responsible for the creation of the sales commission and annual incentive pay programs. Improved plan design to create a stronger link between corporate performance and total payout.• Developed and communicated all base pay programs including the merit increase process.• Led all executive compensation programs, including stock options and long-term incentives that increased our ability to attract and retain exceptional talent. Program reduced turnover by over 30%. • Led a number of cross-functional teams in the evaluation and development of leading edge compensation programs that helped to address business challenges.• Administered non-qualified deferred compensation plan, stock option plan and Employee Stock Purchase Plan (ESPP).• Evaluated existing 401(k) plan, conducted due diligence on other vendors and reduced fees by over 30%. • Key contributor to the Company’s shift in Heath and Welfare vendors and active participant throughout the open enrollment process. • Conducted due diligence study on plan, which resulted in the implementation of plan enhancements and reducing record keeping fees by 50%.• Conducted ongoing employee communication meetings to educate employees on the advantages of participating in a 401(k) Plan. In addition, developed 401(k) Intranet site to improve the communication and participation of the Plan.

Consultant – Employee BenefitsDesigned plans for all forms of employee benefit programs, including cafeteria plans, ESOP’s, 401(k) plans and health insurance plans; evaluated benefit plan costs and restructured these plans to accomplish the client’s financial goals in the employee benefit area; Reviewed employee benefit plans to ensure that they comply with the IRS and Department of Labor requirements.

Trust Officer – Employee Benefits Administered 60 union and non-union pension, profit sharing, and 401(k) accounts. Assisted clients in formulating asset allocation investment policies, in communicating programs to employees, and in drafting plan documentation.