Janene Mills Email & Phone Number

San Diego County, California, United States

Irvine, California, United States

California, United States

Temporary role while incumbent was out on LOA.

Served as an internal consultant regarding all compensation matters in an organization with 8,500 employees that was undergoing significant changes after a recent acquisition. Acted as a subject-matter expert providing compensation expertise and consulting related to bonus and equity compensation ensuring programs were relevant, competitive and compliant. Key Compensation Initiatives▬▬▬▬▬▬▬▬▬▬▬▬▬✔Delivered high quality processes including, budget and guideline development, analysis, cost modeling, testing, training, review, recommendations, and communication. ✔Successfully partnered with Finance and Payroll to ensure accurate and timely quarterly bonus calculations and payments to field. ✔Led, facilitated and oversaw the annual performance evaluation process and roll out, as well as, led merit focus group, soliciting feedback for continued quality control and process improvement. ✔Executed analysis of impact of the organization’s financial performance on the expected quarterly incentive award levels, based on measurables and variables outlined. ✔Problem-solved system limitations, by working with the developer to troubleshoot challenges and obtain desired outcomes. ✔Responsible for participation and submission of annual compensation and benefits salary surveys and conducted market analysis of the organization’s jobs to determine competitive positioning based on compensation philosophy and guidelines. ✔Rolled out change management functions including communication and timelines by partnering with key stakeholders.* continued below *

Senior Leadership Accountabilities▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬▬✔Key contributor to execution of philosophy, strategy, policies and processes related to the organization’s job architecture, compensation and total rewards. ✔Managed various high-level projects requested by senior leadership.✔Responsible for working with managers to help develop promotions and retention strategies.✔Performed quantitative analysis for measurement and tracking of key compensation related metrics to help inform, influence, support and facilitate executive level decision-making. ✔Created effective and trustworthy partnerships with all levels of employees in the organization, in the implementation of continuous process improvement initiatives and efficiencies. ✔Designed PowerPoint presentations and other deliverables and presented to senior leadership reflecting meaningful compensation data that allowed for smart, strategic business decisions. ✔Met and collaborated with Senior Leadership to determine any changes to various quarterly and annual incentive plans and related plan documents. Compliance ▬▬▬▬▬▬✔Stayed abreast of legal and regulatory trends; managed and educated teams in developing and implementing actions to mitigate the organization’s risk and ensure compliance.✔Led education for all levels of management on compensation matters to ensure organization-wide compliance.

San Diego

Responsible for the design, implementation, administration, and communication of the company’s Compensation plans and programs in support of 5,500 employees. Accountabilities included conducting market research and analyses, conducting position evaluations, job classifications, preparing job descriptions, assessing the budgetary impact of compensation decisions, and providing oversight of compliance with regulations and labor laws. ✔Responsible for conducting salary survey analyses to determine appropriate grades, as well as ensure internal equity and external competitiveness. Reviewed pay practices and provided the appropriate tools to leadership for the administration of all aspects of human capital management. ✔Exceeded in developing company-wide presentations on compensation for training and educating all levels of management on formalized compensation practices within the organization, as well as compliance practices. Recorded voice presentation and PowerPoint for e-learning, which became part of the company’s required compliance.✔Responsible and accountable for performing system-wide review of all corporate positions annually and made sound recommendations for the appropriate adjustment of company salary structures reflecting varying states and regions. ✔Successfully accomplished a multitude of project management requests made by Senior Leadership and delivered ahead of deadline.* continued below *

* continued from above *✔Accountable for administering the salary administration program via UltiPro. ✔Led and administered the focal merit review process from inception to completion. ✔Collaborated with all levels of management on various compensation policies, practices and procedures. ✔Performed quantitative analysis and ad-hoc reporting to support and monitor the company’s compensation programs and ensured they were administered in compliance with company policies, as well as government laws and regulations. ✔Responsible for survey participation and submission of industry-specific, local and national surveys.✔Managed database to track all bonus incentive characteristics by level and employee.

Member of the consulting team accountable for conducting and managing a wide array of compensation services and analyses from inception to completion. Wrote requests for proposals (RFPs), conducted market research, designed compensation plans, and participated in the implementation of those programs. Reported directly to the Vice President, Lin Ball.✔Responsible for responding timely to RFPs and determining accurate cost based on scope of project. ✔Traveled to all client locations to establish rapport and deliver high-level service.✔Led client meetings for the purpose of determining organizations’ philosophy and mission, which led to successful delivery of projects. ✔Responsible for detailed tracking of project management work due to billable time charged to client.✔Conducted research, design and implementation of all projects for clients in various industries, including Biotechnology, High-Tech, Higher Education, Health Care, Transportation, Utilities, and more. ✔Partnered with Benefits Consultant to conduct custom and non-custom surveys, reflecting local San Diego compensation and benefits data. ✔Formulated implementation strategies consistent with organizational objectives, including timeline for rollouts and fiscal impact.✔Presented and communicated findings (final reports) to management and executives.

Promoted to oversee and maintain the organization’s compensation objectives for seven entities of Scripps, including three hospitals, two convalescent hospitals, one home health facility, and the corporate office. Accountabilities encompassed salary surveys and analyses, job evaluations and classifications, design of career development paths, creation of performance evaluations, and training of management and executives. Contributed to special projects regarding employee pay, benefits, rewards and other forms of compensation in support of over 10,000 employees. Reported directly to VPs, Claudia Schwartz and Claudia Mazanec. ✔Provided counsel and support on all matters of compensation to all levels of management and staff. ✔Participated in, conducted and evaluated salary survey data. Performed internal and external salary analyses to determine appropriate salary levels. ✔Performed job evaluations and developed new job classifications, as well as a job family network and salary structures. ✔Developed competency-based career ladders for various positions throughout the organization. ✔Educated management and executives on policies and procedures. ✔Collaborated on efforts with all functions of Human Resources to streamline processes and increase customer satisfaction. ✔Identified and addressed issues regarding market equity and competition to ensure Scripps’ ability to attract and retain top talent. Determined organizational fiscal impact and created project rollouts for implementation. ✔Conceived an acronym that would tie all departments together and create a stronger team environment and behavior within the organization (CEWB - Compensation, Employee Relations, Workers’ Compensation, and Benefits), which Scripps Health adopted and implemented.

Initially hired as a Human Resources Assistant and promoted within the first 6 months to be accountable for providing support for day-to-day operations of the Human Resources function. Responsible for managing employee records, salary administration accuracy, payroll accuracy, ensuring records compliance, reporting, assisting with audits and accreditation, contributing to quality improvement processes, and staff training. Emphasis on ensuring data integrity. ✔Managed 5,000 employee records, via human resources-payroll system. ✔Responsible for onboarding new employees during initial phase.✔Partnered with Finance, Payroll and Benefits consistently to ensure financial accuracy. ✔Ensured the success of salary administration and resolved errors in the human resources-payroll system. ✔Created detailed reports to ensure system accuracy and data integrity. ✔Strategic in implementing training courses for new management and creating efficiencies within the department. ✔Collaborated with business units during JCAHO audits and assisted accordingly to maintain accreditation.