Strategically guide operations and growth for 3 locations of this regenerative medicine practice. Board-certified physicians and regenerative medicine specialists provide comprehensive diagnostics and treatments to vastly improve quality of life for people impacted by pain.

Oversaw all of Global Total Rewards for RBI (2016 to 2021), encompassing total rewards and performance management. Reported to CAO. Role sprung forth from expansive, multi-faceted position steering FP&A that covers $300M of G&A; compensation; benefits, including $350M in DC and DB plans across the US, Canada, UK, Switzerland, Singapore, and Germany; mobility programs; expatriate programs; equity programs, specifically: $1B+ in equity value and $120M in annual recurring SBC; recognition; DEI as… Show more Oversaw all of Global Total Rewards for RBI (2016 to 2021), encompassing total rewards and performance management. Reported to CAO. Role sprung forth from expansive, multi-faceted position steering FP&A that covers $300M of G&A; compensation; benefits, including $350M in DC and DB plans across the US, Canada, UK, Switzerland, Singapore, and Germany; mobility programs; expatriate programs; equity programs, specifically: $1B+ in equity value and $120M in annual recurring SBC; recognition; DEI as it related to employee benefits; leave plans; pay equity; and payroll for the Americas. Presided over $200M people budget and $8M departmental budget with zero-based budgeting.Strategically guided challenging evolution of competitive standards in pay philosophy over 9-year tenure. Created salary structures linked to grades to ensure pay competitiveness, empowering HR business partners to expedite hiring process. Restructured compensation committee agenda, charter, checklist, calendar and materials. Pioneered risk assessment and “say on pay” proposal. Formalized 1st-ever benefits and investment committees to oversee pension and 401k plans. ► Split annual bonuses in 6 month increments to combat effects of COVID-19; simplified bonus plan to focus on 5 KPIs to motivate employees and keep company afloat in first half of year. ► Turned historically negative vote from prominent proxy advisory firm (Glass Lewis) into positive vote.► Recalibrated pay mix from risky aggressive pay-for-performance model paying 80% market salary, target bonuses at 3X market rate (but historically paying 60% of target) to paying 90% market salary, target bonuses at 2x market rate and paying at or near target. Show less

Provided instrumental leadership in fostering culture represented by organization’s core values: being a meritocracy that was bold, empowered, accountable, and fun. Aligned key people practices to reflect a high degree of performance orientation.► Implemented Willis Towers Watson job grading methodology to appropriately level positions, ensure competitive pay, and provide a path for growth and development► Established bonus swap program, allowing employees to use bonus… Show more Provided instrumental leadership in fostering culture represented by organization’s core values: being a meritocracy that was bold, empowered, accountable, and fun. Aligned key people practices to reflect a high degree of performance orientation.► Implemented Willis Towers Watson job grading methodology to appropriately level positions, ensure competitive pay, and provide a path for growth and development► Established bonus swap program, allowing employees to use bonus compensation to purchase common shares and receive company match. ► Oversaw campus recruiting strategy, launched summer internship program at undergraduate and graduate levels, as well as a full-time management trainee for corporate roles and operations trainee program for field roles. Show less

Selected to combine disjointed compensation structures, bonus plans, HR practices and policies following rapid acquisition-fueled growth across 27 countries. Took over HRIS function to improve efficiency of Workday HRIS. Assessed benefits for each geographic location to identify and adopt competitive benefits packages. Negotiated executive offers, including reference checking and obtaining committee approval. Controlled G&A budget of $3M USD.► Prepared Compensation Discussion and… Show more Selected to combine disjointed compensation structures, bonus plans, HR practices and policies following rapid acquisition-fueled growth across 27 countries. Took over HRIS function to improve efficiency of Workday HRIS. Assessed benefits for each geographic location to identify and adopt competitive benefits packages. Negotiated executive offers, including reference checking and obtaining committee approval. Controlled G&A budget of $3M USD.► Prepared Compensation Discussion and Analysis (CD&A) section of company's S-1 filing in connection with initial public offering. Built story and defined why behind compensation plans and programs and human capital practices. ► Earned board approval of omnibus plan with 5,000,000 shares with creation of long-term incentive plan globally. ► Delivered modern and progressive global recognition program leveraging social media; introduced global rewards philosophy based on feedback from board of directors and senior leaders. Show less

Hired amidst evolving legislative landscape to establish executive compensation function for top 35 employees. Conducted market analysis utilizing peer group and market study comparisons. Created compensation programs for expatriate employees in Spain, Singapore and China. Brought structure to committee meetings, creating formal process for preparing meeting materials and updating charter. Administered annual stock grant, annual vesting of restricted stock units and corporate bonus plan accrual… Show more Hired amidst evolving legislative landscape to establish executive compensation function for top 35 employees. Conducted market analysis utilizing peer group and market study comparisons. Created compensation programs for expatriate employees in Spain, Singapore and China. Brought structure to committee meetings, creating formal process for preparing meeting materials and updating charter. Administered annual stock grant, annual vesting of restricted stock units and corporate bonus plan accrual for 700+ staff. Promoted in year 3 of tenure to oversee all global shoreside compensation for 12,000 employees. Hired team of 3.► Facilitated company transition from outdated proxy disclosure rules to CD&A with narrative and tabular disclosure sections. Built narrative around named executive team and compensation philosophy. ► Worked alongside legal team to amend stock, bonus and deferred compensation plans to comply with proposed legislation from IRS and FASB (409(A), 162(m), FAS123(R).► Recreated standard form agreement to ensure compliance with new 409(A) legislation; gained 100% buy in from all executives. Show less

Processed in-house multi-state payroll for ~500 employees in 9 subsidiary companies with biweekly journal entries of $3.8M, using J.D. Edwards/PeopleSoft software. Devised and introduced new global offshore payroll based in British Virgin Islands for 30 global expatriate executives using multiple currencies. Participated in nationwide compensation surveys (Towers Perrin, Mercer, HVS,) providing data and analyzing survey results to create new salary structure for US employees. Developed and… Show more Processed in-house multi-state payroll for ~500 employees in 9 subsidiary companies with biweekly journal entries of $3.8M, using J.D. Edwards/PeopleSoft software. Devised and introduced new global offshore payroll based in British Virgin Islands for 30 global expatriate executives using multiple currencies. Participated in nationwide compensation surveys (Towers Perrin, Mercer, HVS,) providing data and analyzing survey results to create new salary structure for US employees. Developed and implemented new corporate bonus plan, field sales incentive plan, and casino/gaming staff incentive plan. Show less

Managed multi-state payroll for ~1200 employees with 5 company codes in ADP, processing all salary increases, promotions, address changes, direct deposit requests, tax exemption changes, retros, new hires and terminations. Reduced manual check run 80%.