Jerold Yee, Ccp, Grp Email & Phone Number

Philadelphia, Pa, Us

Chevy Chase, Md, Us

• Acted as the primary consultant for multiple functions and business units, serving as a strategic advisor on compensation practices and the pay landscape both internally and externally.• Conducted job family reviews and market price jobs for corporate function job families as part of an enterprise-wide job architecture review • Led and developed a team of two compensation analysts• Provided innovative compensation recommendations and solutions that are aligned with business strategy, challenging the status quo where necessary to arrive at optimal outcomes• Led compensation related communications and change management processes • Developed an enterprise-wide spot bonus and retention bonus program to create consistency in administration across all functions• Developed, implemented, and administered base pay programs, including pay setting, pay structure development, and pay progression policy formulation for given client groups• Conducted complex modeling and analysis on all aspects of compensation which included building analytical tools to predict and/or diagnose compensation issues, drawing themes and trends from data analysis to influence and support decision making, and effectively representing data in charts and graphs• Developed and delivered efficient and effective presentations to influence decision making and communicate information to management and partners

Philadelphia, Pennsylvania, Us

• Recommended, designed, developed, enhanced, implemented, communicated, and administered effective compensation programs, policies, and practices to optimize the company’s ability to attract, motivate and retain talent.• Collaborated with the Business Leaders and the HR Business Partners to design, develop, and review compensation plans and other compensation initiatives to support the achievement of business goals.• Consulted on and resolve complex compensation questions and topics, providing compensation expertise and advice to HR Business Partners, Recruiters, and senior leaders based on our pay philosophy, best practices, regulations, and internal and external data.• Developed proposals to change, update, or create new compensation structures and short-term and/or long-term cash incentive plan designs based on an evaluation of research, surveys and analysis, balancing market competitiveness, company policy, and budgetary limitations.• Managed the annual merit and bonus cycle including review and mapping of processes, trainings, budget studies, market surveys and studies, HRIS systems optimization and implementation of new features and enhancements.• Completed development of Career Level Framework including developing and delivering communication plans and strategies to leadership and employees.• Developed and deliver compensation education and trainings for managers and employees, working toward appropriate transparency of compensation process.• Led Pay Equity initiatives, working with outside counsel to ensure appropriate application of methodology and laws.• Supported the HR integration process for acquisitions & new business deals, including job mapping, incentive plan alignment, and other compensation-related policies and practices as needed.

New York, Ny, Us

- Serve as compensation subject matter expert within J.P. Morgan Chase to support the Risk Management Functions within the Consumer & Community Banking (CCB) and Commercial Banking (CB) Division in the North America, Europe and Asia Pacific regions totaling 5,000 employees- Piloted Tableau-based dashboard to CCB Finance and CCB Risk groups to use for Compensation Analysis and make decisions for Incentive Compensation pool allocation. - Successfully collaborated with CCB Compensation colleagues to create and implement an e-learning Compensation training module for HR Business Partners, Recruiting and Managers.- Partner with Finance and HR colleagues to advise the business helping to ensure that J.P. Morgan Chase remains at the forefront of practice on compensation issues- Provide counsel to HR professionals and business managers about compensation decisions; interpret and apply policies, often in complex situations- Help to design and implement overall comp strategy for client group and influencing / articulating strategy to senior management within the Risk Management function- Provide end-to-end annual compensation planning and administration support for CCB client groupsReview and approval of offer packages to ensure competitiveness and compliance with corporate governance guidelines- Participate in compensation surveys; perform independent analysis of internal and external benchmarking data to support compensation needs. Investigate and communicate compensation best practices- Leverage firm-wide resources to achieve desired outcomes efficiently and with consistency across various lines of business- Collaborate with firm wide Compensation colleagues on the discussion regarding the evolving regulatory environment and its impact on compensation practices and helps design and implement revised policies and procedures as appropriate

Rockville, Maryland, Us

• Successfully designed and implemented a global short term incentive plan for all USP Sites to align total cash compensation with local market and overall Total Rewards Strategy.• As interim Global Benefits Manager, successfully implemented Global Expat and Singapore Benefits Plan • Designed and implemented changes to China Total Rewards offerings (Compensation, Benefits and Allowances) to align with global total rewards strategy• Successfully conducted an FLSA compliance audit for 90 US positions, resulting in the reclassification of 35 positions as FLSA non-exempt• Currently reviewing salary structure for U.S. and Global sites in an effort to harmonize salary structures. Position titles and career leveling methodology across the organization• Partners with and acts as internal consultant to management and Global HR Business Partners on a variety of compensation related matters including base pay, recognition rewards, market pricing, and other compensation related policies, programs, and strategies. • Lead the technical end of various compensation projects to review base pay, recognition rewards, merit, pay adjustments and other compensation related topics. May include studies, surveys, presentations, impact analyses, modeling, costing, ad hoc data reporting, HRIS reviews and clean-up or other specialized data as needed. • Conducts various annual pay reviews including producing metrics on pay equity, percent in range, merit movement, position in range, payroll growth and other data metrics analyses as needed. Assists in the development of recommendations for new ranges and merit matrices as indicated by survey benchmarks. • Keeps abreast of international/local legislation, trends, advances and/or new technology and makes recommendations for changes and improvements to current compensation policies and practices.

Delft, Zuid-Holland, Nl

• Served as compensation subject matter expert within IKEA to support the 50+ Corporate Office, Retail Store and Distribution Center locations in the US and Canada totaling 14,500 IKEA employees• Designed and implemented a Retail Hourly pay structure to reflect Living Wage pay philosophy in all US IKEA retail store locations impacting 11,000 IKEA retail employees• Partnered with Total Rewards Manager, Benefits Manager, external consultants and vendors and other internal IKEA partners on Total Reward Strategy initiatives. This includes external vendor relationship management and applicable process changes, Total Rewards-related policy changes, plan documents, soliciting legal advice on applicable Total Rewards issues, identifying gaps and impacts of current Total Reward programs vs. competitor Total Reward programs.• Administered Mercer International Performance Evaluation (IPE) for all IKEA Corporate, Retail Store and Distribution Center locations in the US and Canada• Managed the administration of IKEA compensation programs: Annual Performance Evaluation process; fixed and variable pay executive compensation/retirement, alternative reward mechanisms and pay grade determination• Designed, implemented, and communicated pay ranges, salary budget guidelines, structure/range changes and incentive plans for salaried and hourly positions in the retail store locations, corporate office, and distribution centers• Developed and maintained competence profiles/job descriptions; job evaluation process, HRIS reference files, salary planning and consistent administrative policies/practices• Served as a member of the HR Service Center (HRSC) leadership team

Zurich, Zurich, Ch

•Provide consultation and guidance on core compensation matters to Global HR Business Partners and management within Asset Management, Risk Management, Finance and Underwriting client groups (approximately 3,600 employees globally). Act as a consultant to assist Global Management in understanding compensation philosophy•Conduct and participate in global compensation surveys and studies of applicable labor markets to determine salary trends for positions within assigned client group. Interprets compensation data and makes comparative analysis to determine competitiveness.•Manage administration, develop, communicate and implement of global long and short term incentive award plans for Managing Directors and Key Executives•Conduct job evaluations and market analysis for all positions within assigned client group, to include gathering and validation of applicable information on job descriptions and organization charts. Meet with Global HR Business Partners and line management, as appropriate, to secure understanding of the position as well as to explain evaluation process. Benchmark position against internal and external matches where appropriate. •Allocate annual Performance Incentive pool for assigned global client groups. Act as key point of contact and coordinate administration of annual compensation planning process with Lead and Senior HR Business Partners for assigned global client groups. Oversee the performance management process for Americas Region and work with HR Business Partners to ensure process is properly executed.•Successfully conducted an FLSA compliance audit for 330 US positions, resulting in the reclassification of 210 positions as FLSA non-exempt•Participated in implementation of SAP platform through testing of SAP Organization Management and Enterprise Compensation Module systems

Madison, New Jersey, Us

Design and implement salary range structure for Realogy Corporate using salary zones in to create a "Pay for Performance" Compensation planImplement and administer enterprise-wide compensation systems including salary, bonus, stock administration, market pricing and reportingDevelop and administer Realogy executive compensation, benefit and perquisite plansDesigned, implemented and administered incentive bonus plans as part of Cartus' total compensation plan for 2,300 professional and management-level employeesParticipated in design and testing of Oracle HR and Oracle Compensation Workbench which was implemented in December 2006Manage Off-Cycle salary increase budgeting processManage salary survey vendor relationship and coordinate business unit survey submissions to ensure corporate-wide access to survey data

London, Gb

Assisted in management of small business relationships with existing and potential customers to meet established sales and customer satisfaction goals resulting in $2,000,000 in Commercial Loans, $7,000,000 in Commercial DepositsRecommend credit facilities to ensure optimum balance between customer and Company interests while remaining within bounds of prudent banking and approved Company policy and practiceWork Experience (cont'd)

London, Gb

Assisted in conversion of 16 job grades to 5 Career Bands based on job responsibility in order to place emphasis on pay for performance and rewarding of the Company's top performers as well as encourage career development moves and more flexible job roles within the CompanyWorked with line management to develop job descriptions for officer and associate positions; develop evaluation recommendations for review by senior line and Human Resources managementCompiled and analyzed 4,000 officer and associate employees to determine compensation equity as part of HSBC's Diversity Compensation initiativeResponded to, develop and participate in compensation-related surveys; compile and analyze results and develop recommendations to address significant deviations as appropriateAssisted in implementing and administering HSBC's short and long-term incentive programs. Ensured accuracy of supporting HR system tables and employee records as appropriate. Utilize query and other reporting functions to compile data, identify inconsistencies and address compensation-related needs

London, Gb

Provided credit management support for 6 branches within District for small business loans between $250,000 and $2,000,000, ensuring quality of overall credit portfolioPerformed in-depth review of financial statements to assist branch management in the structuring and maintenance of credit and borrowing relationships, including negotiation, underwriting, pricing, credit quality, reporting of problem loans.

London, Gb

Assisted Small Business Relationship Manager and District Credit Office in servicing Small Business Customers with a total loans outstanding loan portfolio of over $15 millionCompiled information on over 250 Small Business Credit Applications processed in order to determine the time cycle of the application process as part of HSBC Bank's Six-Sigma initiative

Conducted salary survey to determine, compare and benchmark salary and benefit structure for Zenith employees relative to industry standards Designed and implemented employee satisfaction survey to assess the overall satisfaction of employees relative to their department and the company as a whole which increased employee retention by 15%

Designed Oracle database to link with Lawson HRIS database in order to create a user-friendly environment for Department Manager access to Lawson reports Analyzed and updated employee job descriptions for 13,000 employees in order to comply with labor union and management policies

Mba, Human Resources Mgt/Mgt Info Systems

Bachelor Of Science (Bs)