Lead Gartner's non-sales compensation partner team; Collectively, we support our research and advisory, services, global product management, and corporate business units; We partner with business leaders, HR Partners, and Talent Acquisition teams to analyze and evolve pay practices, ensure fair and equitable compensation, and enable ongoing global market competitiveness.Lead Gartner's annual compensation planning (year-end, mid-year, and bonus cycles), to make effective investments in our global associate population across merit-based salary increases, performance-based salary adjustments, promotions, bonus awards, and equity awards; Own technology development/management, internal stakeholder engagement and training, and budget allocation/management.Advise on broader compensation related reporting, analytics, and systems, as well as lead additional company-wide compensation-related projects

Lead Gartner's annual compensation planning (year-end, mid-year, and bonus cycles), to make effective investments in our global associate population across merit-based salary increases, performance-based salary adjustments, promotions, bonus awards, and equity awards; Own technology development/management, internal stakeholder engagement and training, and budget allocation/management.Serve as Compensation Partner to our Research & Advisory and Global Product Management business units, supporting business leaders, HR Partners, and Talent Acquisition teams to analyze and evolve pay practices, ensure fair and equitable compensation, and enable ongoing global market competitivenessAdvise on broader compensation related reporting, analytics, and systems, as well as lead additional company-wide compensation-related projects

Lead Gartner's compensation planning globally, including; ~ Develop, lead and deliver cross-functional compensation philosophy and planning ~ Develop communication strategy and materials for comp planning; deliver related training to HRP community~ Develop budgets for compensation planning cycles; Facilitate and coordinate additional business-unit specific budget needs for comp planning~ Conduct post planning analysis of planning results and impact on performance~ Lead system readiness for compensation planning, from system design to test to implementation, in partnership with HRIS~ Develop and maintain a comprehensive project plan, touching on all things related to comp planning, from communications to training to systems, for both year-end (annual) and mid-year planning cycles~ Manage other cross-functional, compensation focused projects~ In 2019, selected and implemented a new compensation management software

Served as Compensation Partner to the Global Business Sales function~ Facilitated the Annual and Mid-Year Compensation Processes for Business Sales, inclusive of salary reviews/increases and bonus payments; Partnered with senior leaders throughout the process as adviser and thought partner~ Conducted proactive, ongoing, compensation analyses, using both internal and external data sources~ Partnered with HR Partners, Recruiters, and business leaders to evolve pay practices, ensure fair and equitable compensation, and enable market competitiveness~ Leveraged Workday Compensation knowledge and expertise to support implementation of new system for Gartner; Maintained legacy CEB Workday system through cut-over

Served as Compensation Partner to the sales and marketing leaders globally; Owner and subject matter expert of CEB's Workday compensation configuration~ Led CEB's Annual Compensation Process; Acted as overall project manager; Advised senior leaders to ensure pay-for-performance; Analyzed results and identify trends of final salary changes and bonus decisions to ensure compliance and inform future cycles~ Implemented new, quarterly external benchmarking analysis for critical roles in global markets, analyzing inputs from multiple compensation surveys (Radford, Culpepper, McLagan, and Pearl Meyer) ~ Partnered with business leaders and HR Partners to leverage analyses to evolve pay practices and ensure market competitiveness ~ Developed, managed, and implemented a Compensation Technology Roadmap, designed to maximize the investment in Workday and drive process efficiency; Informed by Workday product roadmap/releases and internal stakeholder feedback~ Developed educational materials to support staff, manager, and super-user technology self-service; Coach users on how to maximize their use of the system

Partnered with the Chief Marketing Officer and North America Commercial Leaders, and their teams, on all things HR-related, working with a diverse group of ~400 staff from offices around the world~ Led annual, talent-focused leadership strategy off-sites to identify and root-cause critical talent issues that impacted business performance; Translated off-site outcomes to actionable projects and initiatives ~ Developed and rolled-out a career path, leveling, and advancement framework, designed to drive employee engagement by clarifying cross-functional career paths and advancement opportunities~ Managed CEB’s Sales and Service Professional Development program, designed to help entry-level revenue staff develop skills required to advance to a mid-level sales professional role ~ Led all HR-related practices and processes within client group, including the successful resolution of employee relations cases

Founded the Human Resources function for Asia Pacific, responsible for translating global HR practices to regionally appropriate and efficient methods~ Designed localized HR practices that complied with local labor law while upholding firm values, including country-specific policy manuals, compensation practices, benefits offerings, employee relation processes, immigration practices and staff development initiatives (performance reviews, staff calibration sessions, succession planning, etc.)~ Created a localized recruiting strategy that enabled tripling regional headcount; Resulted in the sourcing and hiring of both local and international talent, the development of ongoing partnerships with local recruiting agencies, and the introduction of a Campus Recruitment program~ Expanded the local HR team from 1 to 4 staff members

Partnered with revenue leaders on all aspects of talent-related projects and processes for their teams~ Served as liaison between business partners and specialty HR functions and activities; acted as first point of contact on all things talent related for business unit (approximately 200 staff members) ~ Partnered with commercial managers to address staff member under-performance through the use of individual development plans, targeted performance improvement plans, or separation.~ Designed career path framework and education materials for global commercial staff, localized to difference countries~ Partnered with the UK HR Team to project manage a new go-to-market model for the region

Leader on the Learning and Development Team, responsible for a wide array of annual projects and initiatives ~ Led firm-wide performance management program, which included designing program enhancements, developing the communications strategy, facilitating review calibration sessions, and coaching HR Generalist Team on all aspects of the process~ Served as operational leader for a reduction-in-force initiative~ Authored 20+ eLearning modules; Administered learning and development technology and managed vendors, including Halogen, Adobe Captivate, Adobe Connect, and Articulate ~ Responsible for monthly, quarterly, and annual training participation and effectiveness reporting ~ Responsible for team budget, both annual establishment and ongoing cost management ~ Managed two employees to high levels of contribution and performance~ Member of the American Society for Training and Development from 2007 - 2009; passed CPLP certification test

Member of the Learning and Development Team, responsible for evolving and facilitating orientation, manager training, and CEB’s performance review process ~ Contributed to an entry-level role redesign project, resulting in the development of more positions in global offices and the reduction of turn-over within our US entry-level research team~ Participated in the selection and implementation of performance management software ~ Conducted hundreds of exit interviews, analyzing results to identify trends in reasons for departure and develop recommendations to reduce attrition in key roles

Conducted primary and secondary research to identify key issues and trends in the procurement and operations field