• Design and deliver global compensation programs (equity, incentive and merit).• Oversee program management, administration and delivery of bonus planning, merit increases, and equity planning.• Provide compensation recommendations that are innovative, cost effective and relevant to the business needs.• Ensure program offerings are market competitive and enhance the ability to attract, retain and motive the workforce to drive profitable results for the business.• Partner with HR leadership and business leaders to ensure a strong and competitive rewards strategy;

Develop, lead and implement strategic broad-based compensation, incentive and recognition programs globally. Partner with the business and HR on base pay, benchmarking, salary budgeting, and variable pay programs that align with the strategic vision of PPD and efficiently and effectively engage and motivate employees.

• Manage compensation team.• Lead the design, implementation and management of global compensation programs. • Provide global administration of compensation programs including consultative analysis, guidance, and recommendations related to compensation strategy, annual planning cycle, external market practices and incentive programs. • Consult and provide guidance HR Business Partners, HR Leadership and Business Leaders, to ensure the consistent application of compensation policies and practices across the company. • Analyze data from market surveys to develop pay recommendations, and executive summaries informing Business Leaders of the competitive compensation environment and market trends.• Provide advice and guidance to HR Business Partner's on compensation, rewards, retention, policy and programs.

• Manage global compensation systems, processes, design, communication, analysis and administration. • Annual base and incentive plan review, renewal and design (includes sales compensation).• Lead compensation team to provide equitable and competitive compensation packages involving base pay, incentives, bonuses and equity.• Manage job documentation, evaluation and analysis.• Salary survey participation, market pricing and pay adjustment review processes.• Lead global compensation team in planning and administering the annual salary, bonus and equity planning processes.• Manage the design and administration for the compensation planning tool system configuration, testing and application.• Ensure compliance with federal, state and local laws regulating compensation practices and wage and salary administration.

• Design, develop, model, implement and administer existing and new corporate compensation programs for a pharmaceutical company of 12,500+ employees. • Proactively consult with human resources, line managers and leadership on executive compensation, promotions, adjustments and job analysis in the US, Asia and Europe. • Manage salary structure analysis, recommendation and adjustments. • Provide reports for client groups using Lawson HRMS. • Implement and support web-based performance and compensation management system (Success Factors).

• Administer corporate compensation programs on a global basis for a semiconductor company of 10,000+ employees. • Incentive plan review, renewal and design (includes sales compensation).• Executive compensation analysis and recommendation.• Board, proxy and annual report material preparation.• Lead annual salary planning process, including merit, incentive and equity. • Consult with human resources and managers on executive compensation, promotions, adjustments and new hire analyses in the United States, Asia and Europe. • Manage salary structure analysis and adjustments. • Design, process and maintain extensive reports repository to assist human resources. • Prioritize projects for HRIS and determine which requests are realized. • Implement and administer web-based performance management system (Success Factors). • Establish and implement global data standards and identify data quality issues. • Manage compensation projects including surveys, benchmarking, employee job matching and leveling and overall compensation trends analysis. • Resolve payroll and benefit issues with internal departments including finance, corporate benefits, department leaders and other human resources groups globally. • Support Board Compensation Committee requests for data and reporting.