• Assists with the maintenance and administration of the compensation systems• Analyses internal positions, assists in writing job descriptions, and maintains job description repository• Participates in salary surveys and analyses results to maintain a competitive position within the market place• Performs compensation and related research and analysis on employee change requests and new positions• Counsels managers and employees on compensation compliance questions and facilitates timely resolution• Analyses geographic location-based variances to ensure market competitiveness• Ensures compliance with DOL, FLSA, EEOC, and OFCCP requirements• Analyses, processes, and maintains the executive STI & LTIP payments and reporting• Creates ad-hoc compensation and HRIS reports for executives and business unit managers• Designs and assists with the implementation of new process improvement projects

• Provides guidance on all human resource and Workday/HRIS related activities• Provides guidance on local, state, and federal employment laws, statutes, regulations, and guidelines• Participates in salary surveys and analyses results to maintain a competitive position within the market place• Designs and manages base pay, variable pay, incentives, bonus compensation/total rewards plans• Analyses internal positions, assists in writing job descriptions, and maintains job description repository• Performs compensation and related research and analysis on employee change requests and new position.• Ensures compliance with DOL, FLSA, EEOC, and OFCCP requirements• Creates ad-hoc compensation and Workday/HRIS reports for management team• Configures Workday/HRIS functionality requirements by partnering with IT service providers• Attends weekly executive team meetings to provide and discuss the company’s HR related topics• Organizes and facilitates staff HR meetings and trainings for employees• Provides guidance and processes all documentation of employee hiring and terminations• Provides guidance and administers employee contracts and compensation plans• Provides guidance and acts as intermediary of personnel issues and conflicts• Provides guidance and acts as intermediary of personnel issues and conflicts• Sources candidates online, on internal systems, and via network or employee referral• Works with Owner/Manager to ensure all HR and Workday/HRIS system requirements are satisfied• Notifies internal and external customers of current job openings• Attends job fairs and job recruiting events as required

• Assists with the development, implementation, maintenance, and administration of the company-wide compensation system, including base pay, variable pay, incentives, bonus, and any other compensation/total rewards components• Analyses internal positions, assists in writing job descriptions, and maintains job description repository• Participates in salary surveys and analyses results to maintain a competitive position within the market place• Performs compensation and related research and analysis on employee change requests and new positions• Counsels managers and employees on compensation compliance questions and facilitates timely resolution• Analyses geographic location-based variances to ensure market competitiveness• Ensures compliance with DOL, FLSA, EEOC, and OFCCP requirements• Creates and maintains the company’s Affirmative Action Plan program and reports• Analyses, processes, and maintains the executive deferred compensation payments and reporting• Creates ad-hoc compensation and HRIS reports for executives and business unit managers• Designs and assists with the implementation of new process improvement projects• Aids with facilitating external compensation and/or HR related consultants or vendors

• Review foreclosure, SCRA, Bankruptcy, Loss Mitigation, affidavits of indebtedness• Analyse and make recommendation of servicer actions using proprietary risk management software• Understanding of Federal and State compliance laws in both judicial and non-judicial jurisdictions• Coordinate with Team Lead and/or Servicer to obtain any documentation necessary to complete audit• Prepare reports based on audit results and communicate findings to Management• Partner with department Managers to ensure Client expectations is satisfied• Conduct activities in an independent manner• Access QA System QA to assess SQA activities• Continually seek QA process improvement• Remain flexible, able to respond to the unexpected• Ensure the use of consistent legal standards with FRS system• Identify areas of improvement and provide feedback to the main Operations team• Review policies and procedures to ensure servicing practices meet State/Federal/Investor guidelines

• Interfaced with executive and frontline management to implement compensation programs• Developed base pay salary structures in accordance with policy and competitive pay strategies• Performed market analysis for new jobs adhering to broad banding grading practices• Provided training and support to management for the annual merit and reviews process• Generated merit and performance ratings correspondence for distribution to all employees• Generated compensation reports for management using various HRIS programs• Processed inquiries within 24 - 72 hrs. (achieving departmental customer service standards)• Provided HR Business Partners with compensation information that helps to drive business initiatives• Corresponded with employees that have questions about compensation plans and policies• Educated managers on the processes, procedures, and on the value of the Compensation Department• Monitored complaints and recommends necessary action to eliminate future occurrences

• Prepared salary surveys, compensation plans, and bonuses for Staff and Executive level management• Developed salary structure and guidelines in accordance with compensation policy• Interfaced with Executive level management to implement compensation programs• Performed market analysis for new jobs adhering to broad banding grading practices• Responsible for effective job descriptions adhering to established policies and procedures• Provided training and support to Executives and front-line managers on SuccessFactors platform• Generated compensation data and reports for management using SAP/HRIS/Microsoft Excel• Processed all comp inquiries within 24 - 48 hrs. achieving departmental customer service standards• Provided HR Executives with compensation information that helps to drive business initiatives• Corresponded with employees that have questions about compensation plans and policies• Educated Managers on the processes, procedures, and on the value of the Compensation Department• Monitored complaints and recommends necessary action to eliminate future occurrences

• Collected job analysis and job description information for the company’s global operation• Performed on-site job audits with departmental heads• Responsible for effective job descriptions adhering to established policies and procedures• Monitored EEOC, AAP, and FLSA designation information for all employees/jobs• Effectively accessed available data using PeopleSoft and ABRA programs• Processed requisitions and salary adjustments operation• Reviewed annual merit increase forms for position ranges• Ensured the quality resolution and accurate documentation of job analysis• Educated departments on the processes, procedures, and the value of HR services offered