• Develop and manage executive compensation programs, including base salary, bonuses, equity, and other incentives, ensuring alignment with company goals and market competitiveness.• Prepare and present executive compensation plans and analyses to the board of directors and compensation committees, articulating complex information clearly and effectively.• Develop and execute a company-wide compensation strategy that aligns with business objectives and supports talent management goals.• Conduct ongoing analysis of compensation trends, salary benchmarks, and market competitiveness to ensure our compensation offerings remain attractive and equitable.• Establish strong relationships with senior leadership and executives, leveraging these connections to influence and implement meaningful change in compensation practices.• Educate leaders, managers and employees on Total Compensation approach and key processes/timelines related to compensation, working in partnership with the Compensation Administration, Talent Management teams, and other Compensation Business Partners• Leverage understanding of the assigned business groups and the associated talent pools to make informed recommendations on broader comp strategy/approach as well as individual compensation decisions• Support pay equity audits and the annual compensation benchmarking process, working closely with the Compensation Administration team

• Oversees global compensation programs and infrastructure related to base salary and short-term incentive programs. • Ensures effective design, planning and delivery of compensation programs to support business objectives and talent strategies.• Oversees the annual compensation planning program and related work streams including the design, resource allocation, project management, and communication planning. Collaborates with cross-functional areas such as HRBPs, HRIS, Talent Management, and Corporate Communications.• Build strategic relationship with global HR leadership team to assess regional business needs and help advance compensation goals.• Set the Compensation strategy and philosophy for GC and execute that strategy to attract and retain great talent across all functions.• Lead all compensation processes including base and variable pay, clinical Compensation plans, sales compensation design, merit, promotions, annual bonuses, equity, Board approvals and analysis, etc.• Provide subject matter expertise and accurately interpret, counsel, communicate, and educate HR Business Partners, managers and executives on pay decisions, policy and guideline interpretations, and job evaluations.

* Design, develop and implement compensation philosophy structure, global job architecture, market analysis, internal equity, merit and bonus cycles. *Assure internal equity and external competitiveness of compensation programs through strategic monitoring of business conditions, competitive practices, legal requirements, and an ongoing understanding of industry best practices.* Analyze various compensation data to identify trends/issues and propose/implement solutions. * Collaborate with HR Business Partners and business leaders to understand their issues related to compensation.* Support HR Business Partners by conducting job evaluations and developing compensation offers to candidates.* Manage market analysis framework, methodology and tools to deliver high quality market analytics and bring in valuable insights

* US Project Lead for company Global Job Architecture project, responsible for developing a job architecture and compensation policies for the region North America* Lead the development of a tailored compensation strategy for North America, based on analytics and market surveys* Responsible for running benchmark and developing in depth analysis to develop the ideal salary structure for each BU, updating it from time to time* Provide subject matter expertise and accurately interpret, counsel, communicate, and educate HR Business Partners, managers, and executives on pay decisions, policy and guideline interpretations, and job evaluations* Managed the development, implementation and administration of compensation programs.* Monitored the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and corporate objectives.* Provided advice to corporate staff on pay decisions, policy interpretations, and job evaluations.* Designed creative solutions to specific compensation-related programs and incentive plans.* Developed techniques for compiling, preparing and presenting data.* Oversaw the participation in salary surveys and monitors salary survey data to ensure corporate compensation objectives are achieved.* Ensures compliance with federal, state and local compensation laws and regulations.

* Perform deep analysis on effectiveness and competitiveness of existing compensation programs and build model potential impact of alternatives and future programs.* Partner with regional compensation partners on compensation issues, and work on a variety of special compensation projects as needed.* Provide guidance to the business and develop creative solutions on a variety of total compensation issues including the setting of appropriate pay levels, base pay, annual incentive pay and stock compensation.* Consult with business on job evaluations using market data and internal evaluation.* Partner with the business to develop variable incentive compensation programs, as needed.* Conduct custom surveys with key industry contacts, as needed.* Work with HRIS to ensure that PeopleSoft, MarketPay, and other corporate system to meet compensation needs and is updated to reflect programmatic changes.

* Contributes to the effective operation of the salary survey request fulfilment process by guiding the successful extraction, documentation, and transmission of market data to clients. * Reviews processes and recommends approaches to maximize the efficiency and accuracy of outputs.* Benchmarks positions and prepares wage and salary information in spreadsheet format that is numerically and geographically accurate and professionally presented.* Manages and conducts information gathering functions, data analysis and report preparation.* Prepares instructional materials and presents educational sessions to field service personnel on compensation service offerings and issues.* Maintains knowledge of applicable federal, state, and local compensation laws and regulations.

• Advised client groups on company’s compensation philosophy, practices, and programs; provide compensation expertise and support to management, Staffing and HR business partners.• Administered annual base, bonus and equity rewards, including developing/updating global budgets, guidelines, and tools; preparing communication materials; and analyzing and counseling management on recommendations.• Worked with Senior Leadership on reporting and data analysis during mergers and acquisitions.• Evaluated jobs, determined salary ranges, and educated management on appropriate job classification, title, and grade. Reviewed proposed promotions and adjustments and counseled managers on compensation-related challenges.• Provided guidance and secured approvals for new hires and ongoing equity grants.• Ensured effective communication/promotion of the company's compensation programs and practices to HR, management, employees and candidates globally.• Acted as point of contact for Peoplesoft compensation report requests and built queries to satisfy requests.

• Assisted in writing and editing job descriptions. Interpreted job questionnaires, participated in incumbent interviews, conducted extensive research external benchmarking various positions; combined information obtained to create job descriptions.• Conducted market research and market pricing for such industries as legal, not-for-profit, and healthcare.• Prepared compensation analysis for internal and external equity.• Assisted in salary structure development.• Assisted in development and presentation of project proposals, Employee Handbooks, and Compensation Policy Manuals.• Prepared presentation materials and attended client presentations, including C-level presentation.