Customized 1:1 coaching for entrepreneurs and corporate leaders who want to elevate their physical and mental well-being. *Executive Wellness Leadership Coach, Certified Master Workplace Wellness Ambassador, Licensed Stressmaster Affiliate and Health Coach.

We are a boutique total rewards consulting firm specializing in helping organizations in hypergrowth create and implement values-driven pay strategies that attract, retain, and reward top talent and build a winning culture.After working with us, clients have a total rewards infrastucture that supports them at the next level of business.Specific areas of expertise include:Total Rewards | Compensation PhilosophyJob Architecture FrameworkCompensation Structure | Pay and Grading System DevelopmentEquitable Pay AnalysisExecutive CompensationVariable Pay Programs – Short-and Long-TermCompetitive Market Pricing | Position to MarketSpot Bonus, Retention, and Interim Pay Practices and PolicyPerformance Review | Merit & Annual Compensation CycleJob Evaluation Systems & PoliciesSales Program DesignFLSA Review & ComplianceIndustry Experience:Saas | Healthcare Providers | Insurers, Retail, Wholesale, Medical Devices, Pharmacy, Technology, Financial Services, Banking and Commercial Insurance.Interested in hiring me for a project or engagement? Learn more: jill@jill-kane.com or send me a direct message.

Project manage and provide expert guidance, direction, and support through merger. Workstreams include: Executive Compensation, Sales Compensation, Well-Being, and Total Rewards integration.

• Led redesign of sales compensation plans to align with strategic vision while creating a clear career path within the organization.• Managed base pay and incentive compensation programs for 3,800 employees globally. • Oversee long-term equity program and executive compensation, partnering closely with legal and accounting teams to ensure compliance.

Developed pay and grading structure for all NA roles including Executive, Corporate, Distribution, Retail and Wholesale.Led 2-year project to design and implement NA pay and grading structure including:Senior leader stakeholder management including setting expectations, timelines and providing change management support and manager training throughout the process. Established regional compensation philosophy including setting and communicating policies.Created job descriptions and performed job evaluations for each role. Identified and addressed potential compression issues.Performed extensive data modeling of various structure designs and assessed financial impact. Identified and minimized risks including costs to bring employees to minimum of pay range and retention of employees above range.Created and oversaw communication strategy for pay and grading. Advised global HR Business Partners on compliance, offers, pay related ER issues and salary plans.Partnered with sales leadership on key HR programs such as career paths, performance reviews, compensation & rewards.Evaluated and redesigned sales compensation plans for 330+ retail stores and 400 global wholesale accounts.Led transition of over 3,000 employees from anniversary to focal review date with mid-year review. Trained managers on pay-for-performance considerations and new rating scale.Ownership of compliance of compensation programs. Managed FLSA review, EEOC, and retail wage and hours compliance and addressed potential issues and violations working closely with legal.Oversight of incentive compensation programs. Developed and maintained competitive Executive Compensation pay ranges.Partnered with Global Rewards to provide regional insights into overall global compensation strategy.Worked with ADP to plan and support implementation of Compensation related data into HRIS/ADP. Counseled HR leadership on compensation considerations for corporate restructures.

• Managed annual compensation planning period including global merit, bonus and performance reviews. Supported global business partners in understanding processes and application to their groups.• Partnered with HRIS Director to successfully implement UltiPro Performance Management module and rollout to entire company. Provided training and support to global business partners.

• Managed the successful delivery of two incentive programs spanning over 20,000 employees based in North America, Europe, Latin America and Asia. Critical input into the design of plans. Provided direction to regional HR regarding company policies and country regulations.• Partnered with team to develop and execute global communication strategy for incentive targets and results.• Provided sales, executive and broad-based compensation analysis for all business units.• Counseled management and recommended application of market data for various business units.• Worked with internal auditors to ensure appropriate controls in place for SOX around incentive plan administration, performance management and stock administration.• Aligned strategically with senior HR business partners to facilitate best practice compensation processes and salary administration.• Lead member of global year-end process improvement team. Led large-scale audit of global employee data in 3 HRIS systems to ensure accuracy and completeness of data prior to year-end compensation processes. Audit impacted data for performance management, merit increases, executive bonuses, incentive metric assignments and salary survey participation. Created and executed project plan and established goals and deadlines. Provided detailed reporting from various systems and worked with regional HR to correct errors in the record of source. • Led incentive target and metric collection and communication processes worldwide. Determined and created most efficient and secure tool to capture information (Excel-based) and deployment of those tools (SharePoint). Created project plan and provided training and support to HR partners and managers. • Leveraged success of SharePoint site to facilitate non-US performance management and merit increase process.

• Managed Nurse and SEIU position compensation including new hire pay, promotions, equity adjustments and benefits administration.• Drafted and presented complex compensation proposals for union contract negotiations under tight timeframes. Analyzed financial and equity impact of counterproposals. Implemented new compensation structure into HR systems.• Managed job evaluation process. Interviewed managers on potential new or changing jobs. Recommended job family structure, wrote job descriptions and ensured appropriate job slotting and equitable pay practices to align with organization’s needs.• Participated in salary surveys and thoroughly analyzed benchmarks to ensure market competitiveness for all job levels. Proactively monitored competitiveness of compensation programs against market and addressed significant gaps to management. • Partnered with HR staff and business leaders to implement compensation processes and procedures.• Created project plan for implementation of electronic performance management tool. Partnered with HRIS and HR business partners to ensure cohesive transition. Trained managers and HR regarding the use of performance appraisal system and merit increase process.• Led the design and implementation of new compensation portal.

• Provided consultation to HR and functional managers regarding job family creation, performance management, incentive plan design and compensation policies and practices.• Analyzed incentive compensation program data including short-term, long-term and phantom shares. Determined eligibility and calculated performance factors, unit dollar value and award amounts based on plan documents and business unit results. • Led compensation initiatives Pre and Post-IPO.• Created model for tracking short- and long-term plan participant data and changes. Partnered with Finance to ensure appropriate accrual compared with actual plan performance.• Communicated incentive awards and presented results analysis for Board of Director meetings.• Worked directly with auditors to maintain compliance with SOX and other government regulations.• Managed all compensation applications that drive the administration of the company’s compensation programs. • Determined job matching for compensation surveys. Analyzed year over year data and addressed internal and external equity issues for all job levels.

Provided compensation and benefits support on various contract assignments.

• Provided complex analytical support of compensation projects for 20,000 employees throughout the US, Canada and Europe. • Led quarterly management incentive program for executive, management, and professional positions.• Partnered with directors to determine performance ratings and aligned with departments to ensure integrity and timeliness of reported results. Calculated and presented overall quarterly and year-end financial impact analysis to executives. • Designed and developed stock option program for employees in the US, Canada and Europe. Created and recommended stock option models, eligibility requirements and grant recommendations for executive management review. • Facilitated annual management merit review cycle. Counseled functional area executives on review process and communication process to direct reports. Conducted analysis on the financial impact on a department and company-wide scale and communicated outcome with Finance. • Participated in annual market salary surveys. Made recommendations to management for adjustments.• Performed job evaluations and market pricing analyses to determine level of new and existing positions. • Acted as a liaison with Payroll, HR, managers and employees for all compensation related inquiries.