• Design compensation philosophy training for managers and employees• Conduct comprehensive job studies and comprehensive compensation market analysis• Manage the benefits and compensation programs, administer documentation and compliance related items• Assist Senior Vice President with designing new compensation programs as needed • Administer the annual Total Cash Compensation Planning Program partnering cross functionally with HRBPs, Payroll, and Finance to finalize performance, system design, and budgets• Manage various roll up reports used to allocate base salary increases as well as bonus and incentive compensation for various business units• Provide compensation expertise related to salary structure maintenance/design, base salary and variable pay administration • Responsible for survey participation and analysis of results to assess market data trends and facilitate market pricing of jobs, job analysis, and evaluation• Build, implement, and enhance total rewards programs to stay competitive in the market• Tailor recommendations for executive team regarding addition or changes to benefit and compensation programs that will impact growth, cost, and experience • Partner with HRBPs and executive team to ensure total rewards program aligns with strategic objectives of the organization, support company culture, and deliver an unparallel employee experience• Develop and oversee marketing of total reward offerings on internal website and educate employees on offerings and benefits• Manage the annual benefits open enrollment cycle, interfacing with other members of HR team, vendors, brokers, and employees

• Lead review for legislative requirements surrounding pay equity in the U.S. and South Africa• Conduct CEO pay ratio reporting requirements and present results to the compensation leadership team for inclusion in TransUnion Proxy Statement• Project lead for examining global compensation policies for relevancy of program initiatives • Lead manager year-end training on compensation in Spanish for Latin America to empower strong compensation decisions• Develop, implement, maintain, and advise associates and leadership on HR and company policies and procedures• Lead strategic design and implementation of new leave of absence program resulting in the selection of new vendor and cost savings • Manage U.S. leave of absence program for over 4,000 associates, including FMLA, ADA Accommodation, military, disability, and unpaid personal leaves serving as a point of contact for vendors, associates, managers, payroll, and HRBPs • Coach and advise senior executives, managers, and HRBPs on resolving employee relations and leave of absence retention issues for over 4 business units• Ensure compliance with all state and federal paid family leave and disability laws • Administer immigration H-1B lottery, transfers, amendments, and extensions for over 400 associates from initiation to approval focusing on associate experience and knowledge of the process

• Organized and maintained confidential client records and electronic case files for Fortune 100 companies • Analyzed and implemented federal, state, and local court rules • Drafted briefs, legal memorandums, correspondence, and motions for over 10 intellectual property litigation attorneys • Collaborated with a diverse range of legal personnel including associates, partners, legal secretaries, and staff

• Created reports for strategic work force planning from 2015 until the year 2020 for 12+ global subdivisions analyzing band levels, retirement, diversity, compensation, and growth outlook • Presented thorough analysis of employment data to upper-level management formulating strategies and rational for band level development • Formalized Intern Program objective, vision, and mission by documenting benefits for the company and 70 interns, as well as gather testimonials from current Bosch interns to better capture program impact • Generated new forms of implementation to revitalize the existing employee recognition program through creating formalized criteria from surveyed associate responses • Proposed new opportunity for a lateral move program open for all associates within the global company • Created new definition for diversity encompassing new aspects of inclusion such as perspective, background, experiences, and cultural influences

• Supervised and trained five student employees• Interviewed, hired, and provided performance reviews for all student employees• Lead student workers in creating SMART goals and priorities for career development