Daniel Stanislaw Email & Phone Number

Short Hills, Nj, Us

Basking Ridge, Nj, Us

Served as a consultant to the HRBP’s and management on various sales compensation matters to include but not limited to: strategy, design, education and communication, career-pathing, and policies/procedures for sales management and sales associate positions.• Influenced the decision-making process and final outcome by providing strategic analysis, recommendations, consultation and expert advice to management and HR Business Partners. • Partnered with HR to complete market analysis and make compensation design recommendations for client groups to ensure competitive pay and retention of key talent. Evaluated salary survey data to ensure correct alignment with internal jobs. • Trained and educated HR on Total Reward program and policies to ensure consistent handling of sales compensation matters such as base pay increase and short-term incentive planning, promotions/job enrichment, position description development and position evaluations, rewards and recognition programs, sales incentive programs, and organizational design. • Recommended compensation process and systems improvements for ongoing excellence and effective administration. Led cross functional teams to implement and communicate changes. • Designed, analyzed and evaluated sales incentive plans and policies to ensure legal/regulatory compliance, competitiveness, and effectiveness. • Worked with senior leadership in Sales, Marketing, Finance, Legal and Human resources to understand the Corporate Strategy and develop/design and execute a comprehensive sales incentive plan that supports that strategy and rewards employees for meeting the goals of the plan.

Responsible for the design of global sales compensation programs for multiple business segments of Tyco’s Fire Protection Division.• Created stream-lined variable incentive plans for 2,400 sales professionals using best practices, ensuring alignment with financial objectives.• Standardized plan documents and developed efficient communication and administration procedures. Maintained Sarbanes Oxley compliance using Sharepoint approval process. • Developed benchmark analysis using survey sources to ensure competitive base to variable pay mix is maintained.• Project leader to drive margin/revenue growth in a headwind sales environment; harmonized the global sales incentive plans to reward for higher margins and adjust the variable pay mix accordingly.

La Défense, Cedex France, Fr

Assisted in the design and development of sales compensation and employee incentive programs for multiple business units of a global software services company that primarily supports the pharmaceutical industry.• Managed the annual design of sales compensation plans and made recommendations to senior leadership for improvements. Added EBIT objective that protected against sales bonus over-payment when business unit results were low.• Partnered with Finance and Sales Management to obtain revenue and sales contract data in order to calculate quarterly sales bonus payments using Xactly Incent software.• Developed and maintained a monthly reporting package for Sales Management showing sales executives’ current achievement against annual contract value and revenue goals.• Provided monthly sales bonus accrual reports to Finance for forecast analysis.• Acted as HR Lead in the biannual administration of the corporate bonus program. Obtained individual MBO objectives and evaluations for eligible employees and challenged results when appropriate. Developed Country/Business Unit summary reports and communicated results to Corporate COO.• Participated in annual compensation surveys to obtain benchmark data for corporate positions. Analyzed survey percentile data to ensure accurate pay levels in a highly competitive industry.

Responsible for employee compensation structure, sales commission design and sales tracking database of a $4 million software design company. • Partnered with CEO on employee salary decisions and bonus/commission structure. Assisted in preparing employee documents, including new hire paperwork.• Maintained sales tracking database to report monthly results and calculate sales commissions.• Handled general management responsibilities, including purchasing, monthly report generation and process improvement.

Responsible for designing, managing and administering the annual field sales compensation plans for five business units within Travelport’s $2.6 billion Travel Distribution Services division. • Partnered with Sales, Marketing and Human Resources management in the analysis and design of the sales compensation plans. Ensured alignment with strategic business objectives. Prepared formal employee plan documents. Communicated compensation plans via online-training, conference calls and in-person seminars.• Developed and implemented seasonal sales contests to promote various Marketing programs and Sales Management objectives. Increased new sales production over 100%. • Liaised between Sales, Marketing, HR and Payroll to ensure timely, accurate commission payments. • Provided monthly/quarterly reporting to the sales team regarding compensation payments and goal attainment. Administered a monthly employee ranking report based on plan measure performance to determine eligibility for annual President’s Club awards. • Provided ongoing ad-hoc reports/graphs to support Senior Management’s strategic objectives.• Managed a sales compensation analyst in the day-to-day administration, reporting and communication of the sales compensation plans, ensuring data accuracy and Sarbanes Oxley compliance.• Provided support to Financial Planning & Analysis group in setting up annual sales compensation budget, monthly accrual and re-forecast analysis.

Responsible for administering salary increase and bonus incentive programs for over 7,000 employees of a $50 billion commercial financing company• Responsible for effective coordination of merit/incentive payment programs with HR Generalists and Business Unit Heads. Provided target-funding analysis to executive management along with summary pay-out reports.• Managed relationship with third party vendor for stock option/plan administration.• Performed market survey analysis to update existing salary broad-band structure. Heavy data analysis and report creation. • Managed a team of 2 analysts within compensation unit.• Worked with software vendor to ensure smooth transition of a new HRIS database. Data testing and analysis.

New York, Ny, Us

Assisted in the design and development of general compensation and incentive programs for over 7,000 employees in the corporate offices and regional stores of a $1+ billion women’s specialty retail company.• Worked independently to administer pay-for-performance bonus and salary increase programs. • Assisted in the design of an Access database to calculate performance bonuses based on goal criteria versus achievement. Developed and presented compensation and performance management training workshops.• Project leader to redesign sales associates’ commission structure to promote retention while cutting costs. Extensive Excel spreadsheet and Access report creation to provide Executive Management with results on potential bonus program costs.• Participated in numerous compensation surveys to obtain external market data. • Developed monthly reports using internal electronic database to calculate and administer month-end bonuses for over 1,000 Store Managers.

New York, Ny, Us

Assisted in the design and development of compensation and incentive programs for the sales organization of a $250 billion financial services company.• Developed a program that increased incentive bonus payments for the sales representatives based upon their production levels and assets under management. • Acted as internal consultant in the creation and design of a Career Development Commission Plan designed to attract and retain beginning sales representatives.• Department liaison for senior managements’ Re-Hire program, a major recruiting initiative to bring former sales people with quality production records back to MetLife. Developed the model and coordinated the implementation process with the payroll and I/S groups. Re-Hire program exceeded expectations with 700 former sales people returning and a 2-year retention rate of 70%.• Reviewed compensation, incentive and bonus arrangements using focus groups, design workshops and analyses.