Drew Wood Email and Phone Number

Accountable for Global Compensation including all projects and strategies. Partnered with FP&A on budget for key compensation initiatives. Managed a team of 3• Developed advanced data and analytics within Workday Compensation (e.g. Compensation Dashboard, Merit Decision Dashboard, Retention Risk Assessment)• Designed and implemented Compensation Enablement for leaders including Managers Toolkit and HR Comp Playbook• Introduced pay-for-performance in conjunction with a new Performance Rating system• Built cash retention strategy during acquisition transition to retain key talent. ROI on this target group was 300% less attrition

Designed and owned scalable compensation programs and job architecture for a rapidly maturing company. Scope of work includes executive compensation, global compensation programs, equity strategy, and incentive design. COE model supporting HR Business Partners and leadership team. • Executive Compensation- Executive Compensation benchmarking and pay strategies including PSU design and proxy statement disclosures. Supported Board Compensation Committee materials and approvals• Equity - Modernized Equity to match tech market; moved from Options to RSUs and built a strategy aligned to talent plan• Short Term Incentives - Redesigned the Mimecast Corporate Incentive and Sales Compensation plan designs to reflect changing business and market practices. Collaborate with finance and business leaders to align goals and metrics annually• Designed from scratch the Mimecast Career Framework which included the Pay Architecture. • Workday- Designed Advanced Compensation and Core HCM packages for both launch and evolution of systems• Supported M&A

Established and guided Total Rewards programs as an advisor to HR Business Partners and Business Leaders to create innovative solutions to attract, motivate, and retain talent. Scope of work includes 12,000 domestic employees and 1,200 international employees across four regions, $5B in annual sales. Designed and managed incentive compensation programs including Annual Division Bonuses, Sales Incentive Bonuses, and LTI programs Refined and managed the L3 Job Architecture, including modernizing benchmark descriptions and establishing clear level criteria. Developed compensation strategies using market data, attrition data, hiring data, and exit surveys to build a comprehensive Total Rewards strategy Designed and orchestrated roll out of standardized HR metrics dashboard to business and HR initiatives  Created the L3 College and Intern compensation model for Intern and New College Grad offers which is being implemented across the Corporation Designed and implemented Executive Compensation tracking system using SharePoint to decrease cycle time for Executive offers

Key advisor to the HR Organization and Business leaders to determine best approaches to total rewards strategies and performance management for the Missile Systems business unit. Scope of work includes 13,500 domestic employees, 2,800 international employees, and 7.0 billion in annual sales. Conducted compensation and financial analysis for multiple functions within Raytheon to develop and refine business strategy. Supported the design and implementation of multiple Enterprise compensation initiatives such as: Global Grading structures, new Performance Development rating scales, new Performance Development systems (SuccessFactors), and a revamped Short Term Incentives plan. Led multiple process sub-teams. Designed and implemented SharePoint architecture for the HR function including multiple process developments using Six Sigma and Change Management strategies. Process improvements include: Total Compensation Planning, PTO Carryover Exceptions, Candidate Tracking, and Performance Development Rating Changes. Developed new process for market and data analysis used  Supported Bargaining Unit negotiations through market and wage analysis. Oversaw Executive Compensation for senior leadership including Salary Merit Planning, Short Term Incentives, Long Term Incentives, and Executive offers.  Improved Performance Development culture execution within Raytheon Missile Systems to be the #1 business unit in key Performance Development completion metrics. Served on the Steering Committee for the McMillan Arizona Compensation Survey

Human Resources Generalist with operations background. Oversaw a HR department responsible for all compensation, employee relations, HRIS, full cycle recruiting, training, development, succession planning and talent management. Took lowest rated Human Resources department in the region to top 5% performance metrics within 8 months. Developed and implemented attrition and compensation tracking for Southern Arizona to support compensation programs. Served as district lead for HR operations and talent management for the Southern Arizona. Assisted with multiple structure changes and new HR initiatives. Increased employee engagement and team culture as measured by an opinion survey from 65% in 2013 to 81% 2014. Created talent development culture which lead to highest promotion rate in the district per volume. Recognized by district leadership as top performer for six fiscal quarters in a row.