Led compensation partnership and support for Global Operations organization of over 5,000 data center design, construction, engineering and technical staff, including advising on market conditions, pay strategy, and enhancing retention and employee satisfactionManaged global job architecture for all Equinix organizations, including rationalizing existing structures, developing new job families and profiles in response to changing organizational and technology needs, and establishing durable processes for job evaluation, administration and education of managers and HR partners

• Consult with and advise business leaders and HR partners on market and company compensation practices and trends to attract, retain and reward high performing technology talent for the global Monetization, Analytics and Family of Apps organizations of over 40,000 people globally • Lead internal development of market-aligned, leading edge compensation and rewards programs to accelerate Facebook growth, integrate new acquisitions and build scaled, reliable operating processes and systems• Provide strategic industry and market insight into job and organizational design and architecture for engineering and business roles to support movement into new industries, technology areas and businesses

• Lead development of consulting practice focused on leveraging Radford’s expertise and capabilities in talent and rewards management to drive strategic change for companies across multiple industries inside and outside of technology undergoing business and digital transformations• Work with traditional and non-traditional Radford prospects and clients to identify opportunities for greater partnership and to expand awareness of Radford’s data resources, insight and expertise, and portfolio of services and products• Advise and inform senior HR and business executives on trends and practices driving innovation, employment brand and culture in the technology and life sciences industries with the goal of developing effective, business-aligned strategies and programs to attract, develop and reward top-tier talent• Develop new and innovative talent and rewards solutions to evaluate, manage and capitalize on significant change, such as mergers and acquisition integration, location evaluation and selection, emerging technologies and markets, and the increase in non-traditional and flexible workforces for between 50 and 100 companies ranging from pre-IPO to Fortune 100 annually.

• Managed strategy, product portfolio, and business development for Radford's suite of advanced analytics consulting and solutions, growing from under 200 to over 1000 participating companies in just under two years• Developed and communicated organizational, business and human capital management trends and insights based on Radford's combined global databases of over 7 million incumbents in the technology and life sciences industries to leading companies, industry groups and HR organizations looking for innovative technology practices and insight into digital workforces• Consult with 30 to 60 Radford clients and prospects annually, including both high-growth and established companies, to develop innovative, business-driven solutions for critical workforce and organizational talent and rewards issues and to facilitate executive strategic and tactical decision-making

• Consulted with 20 to 40 Radford clients annually to identify critical workforce and organizational issues and provide targeted, business-driven metrics and benchmarks for executive strategic and tactical decision-making• Developed strategic business case and project roadmap for analytics offering, including data collection, analysis, and architecture• Managed product lifecycle from conception through pilot and mainstreaming for Radford's new Global Workforce Analytics offering

• Provide expert guidance and consultation for leading global technology and professional services firms on market compensation assessment, salary and incentive structure design, and global workforce analytics• Review and analyze participant data submitted for the Radford Surveys; communicate results to clients for use in directing global compensation and benefits programs• Drive effective client training, support, survey job development, and communications

• Facilitated instructional classes, seminars, and activities teaching the HR body of knowledge for HR professionals preparing for SPHR/PHR, SHRM CP and S-CP, and California HR certification exams • Coached students on knowledge and real-world application of principles of strategic and project management, compliance, recruiting, employee/labor relations, total rewards, and risk management• Created and delivered lesson plans, enrichment materials, multimedia presentations, and other educational instruments to support and drive the learning process

• Provided overall HR support and management for executive leadership and management at corporate headquarters location and across multiple geographic locations in Arizona, Wisconsin, California and Kansas.• Directed total rewards strategy and execution, including job architecture and base salary structure, sales and non-sales incentive plan design, and equity plans for all levels of WageWorks employees• Developed HR processes and supported business audit and controls as part of the process of preparing for IPO

• Provided guidance and direction for compensation, benefits, and HR information systems for a studio population of over 1,000 employees• Constructed and presented electronic and group communication pieces to support and raise employee and manager awareness of health plan, flexible spending accounts, and other benefits information• Performed market salary data analysis, exempt/nonexempt classification, and wrote job descriptions for positions in multiple areas, including management, finance, technology, and media production

• Provided expert market insight of compensation and benefits trends, data, and industry best practices to direct staffing, people management, business development, and human resources information and self-service systems strategies for a rapid-growth enterprise of over $350 million dollars in annual revenue.• Built compensation review, structure, financial analyses, and management processes for Informatica’s current operations of thirteen hundred employees in thirteen countries; developed growth projections and plans to direct future country and regional expansions into numerous other areas.• Identified knowledge gaps and training needs for managers and employees; developed customized in–person seminars and Web-based programs and materials to communicate global compensation philosophy and practices and address frequently-asked questions and concerns of different geographic regions.

• Constructed HR review process and roadmaps for evaluation, due diligence, and recommendation-building for business teams identifying, pursuing, and building merger and acquisition proposals in logistics subsidiary and future business expansion plans• Facilitated cross-functional teams working on projects to construct recommendations and action plans on employee recognition, company communications, and emergency continuity/disaster recovery planning for an enterprise of $1.3 billion dollars in annual revenue• Designed, implemented, and managed financial and accounting processes and policies, including forecasting, expense tracking, cost control, efficiency metrics, and business billing, for the Matson HR and Office Services combined department budget of over $6 million in annual expenditures

• Led and assisted HR solution construction and implementation for outsourcing contracts, mergers, and acquisitions valued at over $2 billion in revenue. Built transition plans, merged global compensation and benefits strategies, communicated changes, and coached incoming managers on HR strategy and tactics to ensure smooth transition of over 5,000 employees onto EDS HR systems and processes.• Drove global projects to construct strategy and processes for organization job evaluation to optimize detemining billable costs and staffing needs for contracts; these eliminated over 600 obsolete titles, improving EDS’s competitive bidding position on over $17 billion in annual contract signings and avoiding several million dollars in excess annual costs.• Created market-based compensation strategies and plans for a $9 billion annual global compensation budget, including performance metrics-based bonus plan serving EDS’s top 1500 managers with payouts of over $60 million annually.