Elizabeth Stevens Email and Phone Number
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Elizabeth Stevens is a Principal in SullivanCotter’s Employee Workforce Practice. She is a results-oriented compensation professional with more than 20 years of experience designing and implementing employee total rewards programs to help deliver enterprise-wide value within complex and rapidly changing organizations.Elizabeth partners with clients to address an increasingly competitive marketplace for talent amidst a growing workforce crisis through integrated compensation strategies designed to attract, retain, and motivate employees. Before joining SullivanCotter, Elizabeth worked as an Associate Partner at a major global consulting firm in which she led client engagements and managed associates across several offices. She also specialized in performance management and compensation at the University of Miami Hospital. Elizabeth received an MBA, with Honors, from the University of Miami in Miami, FL, and a BA in Finance and Economics from the University of Massachusetts, Amherst, MA. She holds her Six Sigma Green Belt Certification.
Mercer
View- Website:
- mercer.com
- Employees:
- 22222
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MercerTexas, United States
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PrincipalSullivancotter Nov 2022 - PresentMinneapolis, UsElizabeth Stevens is a Principal in SullivanCotter’s Employee Workforce Practice. She is a results-oriented compensation professional with more than 20 years of experience designing and implementing employee total rewards programs to help deliver enterprise-wide value within complex and rapidly changing organizations.Elizabeth partners with clients to address an increasingly competitive marketplace for talent amidst a growing workforce crisis through integrated compensation strategies designed to attract, retain and motivate employees. Her experience includes:• Designing total rewards analyses to help determine position against the market overall for each element of pay – including base pay, short- and long-term incentives, and benefits.• Providing annual merit increase budget recommendations with close attention to local and industry market movement.• Adjusting salary structures to align with the competitive marketplace, comply with minimum wage requirements, correct for pay compression and more.• Conducting job evaluations, structural analyses and critical benchmark initiatives to help support both internal and external equity.• Building financial models to help assess the impact of compensation plans and program changes. -
Associate Partner Of Compensation, Rewards SolutionsAon Oct 2006 - Nov 2022San Jose, Ca, Us -
Associate PartnerAon Oct 2006 - Oct 2022San Jose, Ca, UsManage multiple compensation consulting projects concurrently from initial sale through project implementation. Business development with a focus on value delivery for clients. Develop total compensation philosophies to attract, retain, and motivate employees. Construct total rewards analyses to determine position against market overall and for each element of pay – base pay, short-term incentives, long-term incentives, and benefits. Design short-term incentive plans to drive performance, write plan documents, and model potential payouts. Deliver salary structures of various types including broad grades and broad bands. Develop administrative and title guidelines. Communicate merit matrices to enable managers to deliver pay for performance. Design smart job codes for ease of job administration and new system implementation (i.e., Workday, PeopleSoft).• Lead projects with associates across Aon’s global offices• Present recommendations to boards of directors, leadership, and employees• Benchmark jobs and design structures for North America, Europe, and Asia• Adjust salary structures regularly to align with the competitive market and minimum wage requirements• Provide annual merit increase budget recommendations to align with local and industry market movements for both domestic and global organizations• Conduct job evaluation balancing both external and internal equity• Train human resources and management on compensation administration and salary actions
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Compensation ConsultantWatson Wyatt 2004 - 2006London, England, GbServed as consultant for multiple clients. Interfaced with clients daily regarding all aspects of broad based and executive compensation, including base pay, short-term incentives, long-term incentives, and perquisites. Managed engagements across office locations and service areas to ensure projects were completed on a timely and profitable basis• Proven success with client relationships, expanding scope of client projects (80% of clients), and multiple service project sales (40% of clients)• Built financial models to assess the impact of compensation plans and program changes• Designed and implemented innovative annual and long-term incentive plans• Benchmarked board of director responsibilities and pay practices• Prepared proposals and final presentation materials for business development activities • Created client reports and participated in client meetings -
Human Resources ManagerUniversity Of Miami Aug 2001 - Oct 2004Consulted and advised management on employee relations, contract negotiations, labor laws, succession planning, and change management for 5,000 employees. Managed a team of human resource professionals.• Consulted and advised management on employee relations, contract negotiations, labor laws, succession planning, and change management for 5,000 employees• Investigated and provided feedback on an average of 35 monthly performance management issues within 24 hours• Controlled unemployment claim process including analysis and representation at hearings; previously 75% of unemployment claims were paid unnecessarily• Identified miscalculations in Kronos vacation and sick accruals, recalculated balances, and reconfigured settings; prior to changes 99% of employees were overcompensated
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Senior Compensation ConsultantArthur Andersen Jan 2001 - May 2002Fostered strategic relationships with and advised clients regarding broad based and executive compensation actions.• Prepared presentations and requests for proposals to win one of the largest Government compensation outsourcing projects for the State of Florida• Produced and marketed a Board of Director total compensation survey on 25 of the largest companies in Florida with revenues of at least $1 billion to attract new clientele• Conducted stock option exchange programs as a strategy for clients to retain key executives following the 2000 market decline
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Compensation AnalystPricewaterhousecoopers Jun 1999 - Dec 2000GbSupported Partners and Senior Managers to deliver compensation and organizational management consulting services through detailed benchmarking and analytics. • Analyzed total direct compensation pay packages to ensure market competitiveness• Conducted focus groups and developed strategies to reduce employee turnover• Advised pre-IPO clients on competitive equity distributions -
Intern/Fund AccountingScudder Investments May 1997 - Sep 1998
Elizabeth Stevens Skills
Elizabeth Stevens Education Details
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University Of Miami Herbert Business SchoolQuality Managment -
University Of Massachusetts AmherstFinance
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Isenberg School Of Management, Umass AmherstEconomics
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Lynnfield High School
Frequently Asked Questions about Elizabeth Stevens
What company does Elizabeth Stevens work for?
Elizabeth Stevens works for Mercer
What is Elizabeth Stevens's role at the current company?
Elizabeth Stevens's current role is Principal - Compensation - Total Rewards - Career Architecture Design - Incentive Design.
What is Elizabeth Stevens's email address?
Elizabeth Stevens's email address is es****@****ord.edu
What is Elizabeth Stevens's direct phone number?
Elizabeth Stevens's direct phone number is +184773*****
What schools did Elizabeth Stevens attend?
Elizabeth Stevens attended University Of Miami Herbert Business School, University Of Massachusetts Amherst, Isenberg School Of Management, Umass Amherst, Lynnfield High School.
What skills is Elizabeth Stevens known for?
Elizabeth Stevens has skills like Performance Management, Human Resources, Employee Benefits, Sales, Deferred Compensation, Consulting, Incentive Programs, Management, Strategic Planning, Executive Pay, Talent Management, Business Strategy.
Who are Elizabeth Stevens's colleagues?
Elizabeth Stevens's colleagues are Dagmar Wilbs, Corinne Miller Acton, Riya Pawar, Søren Markersen, David Beamish, Joe Barcic, Indu Rawat.
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