Daniel Neyman Email & Phone Number

Greater Chicago Area, IL, US

Senningerberg, Luxembourg, LU

• Transitioned the compensation and benefits function into one overall total rewards team for North America, which included the US, Canada, and Puerto Rico for ~2,500 employees.
• Responsible for designing and implementing a broad range of base salary, short-term incentive, and additional incentive plans.
• Provided employees with the first voluntary benefits offerings in the US, coupled with the decision for a pharmacy carve out, yielding ~1.6m in total savings for the Company and no disruption for employees.
• Partnered and engaged with Board Members, Senior Leaders, and HRBPs to develop and implement pay strategies ensuring market competiviness, equity, and attractiveness.
• Drove full transparency approach, providing all employees with visibility into their internal leveling, salary benchmarking, and position relative to the market.
• Launched a total rewards statement in North America, giving employees full view into monetary and non-monetary components of their total packages, including company-paid portions of their benefits.

Senningerberg, Luxembourg, LU

• Owned the compensation function for North America, which included the US, Canada, and Puerto Rico for ~2,500 employees.
• Responsible for designing and implementing a broad range of base salary, short-term incentive, and additional incentive plans.
• Partnered and engaged with Board Members, Senior Leaders, and HRBPs to develop and implement pay strategies ensuring market competiviness, equity, and attractiveness.
• Drove job evaluation project in North America, using the Hay methodology, in order to maintain a pay for performance culture in a rapidly changing organization driven by organic and inorganic growth.
• Led significant M&A activities in the US, focusing on compensation practices and policies, as well as harmonization of all pay-related ancillary policies.

Slough, Berkshire, GB

• Global process owner for several key HR processes (short-term incentive plan, pay review process, HR analytics) as the company transitions to a centralized HR Shared Services model.
• Identified opportunities to centralize and automate core HR processes, delivering value to advance the Shared Services footprint, which includes challenging and pushing boundaries to drive simplicity.
• Responsible for establishing the formal operating model, timeline and processes for the entire company’s annual short-term incentive program and maintaining all employee bonus information (12,000+ employees).
• Centralized annual pay review process for the entire organization, which included conducting all global salary benchmarking, and providing local C&B teams with a VBA-driven analytics tool to aid in annual merit.
• Designed, created, and deployed monthly HR scorecard, which provides analytics and insights into key HR deliverables, which is shared globally and presented to executive committee.
• Successfully implemented Workforce Analytics tool within SuccessFactors with deployment and to over 400 users in 8 months.

New York, NY, US

• Owned and managed company-wide base pay and bonus programs including annual focal review and bonus cycles (C-Suite and below), across both companies owned by the parent organization.
• Built and programmed custom report forms, information dashboards, data generators, canned reports and other end-user information portals or resources via Excel (VBA proficient).
• Generated ad hoc reports and regular data sets or report information for end-users using system tools and database or data warehouse queries and scripts.
• Influenced HR's decision to focus on analytics and took over sole ownership of HR analytics, focusing on analyses across all facets of HR (general HR, talent acquisition, learning and development, compensation, benefits)
• Created and maintained standard reporting catalog for use across HR.

Slough, Berkshire, GB

• Provided overall compensation support for US Commercial organizations (Sales and Marketing), Canadian office, and Europe and North American HQ in Amsterdam for all employees, entry-level through executive.
• Oversaw the annual pay review process, including development of template used by all C&B teams in Europe and North America, benchmarking all employees to the market, and providing recommendations for annual merit.
• Created and managed short-term incentives databases for all employees (1,000+ employees), including varying metrics depending on function.
• Participated in annual survey submissions (Mercer, Aon Hewitt), and was a member of ConCom (Consumer goods-specific forum benchmarking forum) and the Canadian Compensation and Benefits Forum.
• Prepared market analysis of all positions to ensure internal and external equity based on base salary as well as total compensation.
• Determined competitive pay rates for new hires and internal promotions based off market data and internal benchmarks, including the preparation of offer letters.

Slough, Berkshire, GB

• Provided overall compensation support for multiple functions in the US (Marketing, R&D, Regulatory, and Shared Services) and our Canadian office for all employees, entry-level through executive.
• Created and managed bonus databases for all employees (10 databases for roughly 500 employees).
• Participated in annual survey submissions and analyses (Mercer).
• Oversaw the annual pay review process, including collecting data and calculating increases.
• Prepared and presented domestic and international offers and packages.

Akron, OH, US

• Assisted professors with their graduate level quantitative methods courses
• Graded 3 course exams and 10 homework assignments for 25 graduate students
• Held weekly review sessions for SPSS and SAS statistical programs

Akron, Ohio, US

• Compiled individual salary histories for over 50 nurses to determine their proper pay grades.
• Redesigned the hospital’s performance management training program, which included developing a new PowerPoint training presentation, an hour-long presentation for hospital executives and managers, and 10.
• Conducted external job audits with 10 nurses and their managers across 3 different job areas in order to update job descriptions to ensure proper compensation based on job duties.

Akron, OH, US

• Designed class notes and delivered lectures for over 100 students
• Created classroom activities and supplemental material

M.A., Industrial/Organizational Psychology

B.A., Industrial/Organizational Psychology