Developed a pay transparency strategy to drive social change and compliance.Drove job architecture program aligned with values, and career development and established the foundation for all programs.Drove change from a retention-based stock program to a market-based approach focused on performance and potential. Implemented a creative approach to address the macroeconomic impact on stock price with a one-time grant targeting critical new and existing talent.Built a road map for simplification of all compensation programs and processes.Provided real-time analytics (pay equity, diversity, organizational structure) in Workday.Implemented a model for entity expansion to balance employee interests and business needs.Provided executive total rewards perspective, recommendations, and materials to drive change and present to the compensation committee.

Consulting for Global Total Rewards Program Design - Executive & Broad Compensation, Stock Plan Management, Market Analysis, Incentive Plan, Salary Structures, Total Rewards Roadmaps.

Focused on leading Compensation change required to support strategy change. Led Executive Compensation including CC Board alignment, presentations and accountability. Rebuilt compensation focusing on philosophy, base salary, incentives, equity and overall redesign with the move from on-premise to a SaaS business model. Led the HRIS upgrade to Oracle Fusion in multiple disciplines (core, compensation, performance, etc.) Championed a rebuild of processes aligning with the new strategy, create more efficiency globally and align better to SaaS.

Critical in driving competitive base, incentive and equity program principals aligned with the philosophy, business strategy and controlling costs.Rebuilt the benefits programs move away from HMO to PPO plus HDHP plan(s.) Provided opportunity for the people and the company to "get get what the need" and save money (individual/company). Streamlined the focus on 401k to provide better service, education and investment choices to prepare for the future. Maintained the expat program in terms of needs but lowered cost by 60% while remaining competitive over time.

Focused on better alignment between Compensation and Organizational Development by creating a career structure across the organization with tools for career paths, competency-based tools/job models, VP+ promotional criteria and education resources. Integrated the framework into HR solutions including performance management, interviewing, career development, learning management and rewards & recognition.