Self-Proclaimed Compensation Nerd

Managed the competitive stance of the Product Madness office in London and San Francisco by providing compensation program management to the Company. By closely partnering with the leadership team we developed career levels, implemented bonus plans and conducted market matching to ensure competitive pay that was internally equitable.

Headed the development, implementation and ongoing management of compensation strategies including base pay administration, incentive plan development, salary structures, 401(k) & NQDC management, career pathing and executive compensation. Partnered with division executives to lead the integration of compensation programs into “sister” companies in the US and UK resulting from acquisition. Maintained close relationships with senior leadership across the organization to understand, resolve and proactively create solutions to business problems through Compensation practices. Lead the cyclical compensation processes/programs, including performance management, end of year merit, market and promotions, bonus calculations, midyear promotional cycle and salary survey submissions.

Supported the organization during a period of shifting IP regulations that significantly impacted overall business revenue, thus requiring new business and compensation strategies. Developed and executed both short term and long term compensation strategies that significantly rewarded highest performers, while reducing other regrettable turnover of other staff, during a RIF year. Streamlined compensation processes by developing database applications that managed sales compensation and long term cash incentive plans.

Acted as a Compensation Business Partner, or subject matter expert, for client groups across the organization as well as provided technical, back-of-the-house management of processes. Pursued business process improvements ranging from standardizing director and up offer analysis, developing macros to automate weekly reporting processes, and creating an extremely accurate bonus accrual methodology. Researched, developed and implemented the dual career pathing framework. Partnered with business leadership to develop and maintain incentive plans.

(1 year full time, 4 years contract )Conducted analyses on public sector clients and developed recommendations to enhance the services resulting from policies and programs. Recommendations were developed through analytical evaluations and benchmarking analysis against industry best practices. • Developed comprehensive client reports and recommend fiscally viable compensation policies to establish or retain market competitiveness based on industry best practices.• Interpreted survey data to benchmark clients’ market competitiveness and make recommendations to enhance clients’ ability to recruit and retain qualified personnel.• Reviewed client job descriptions and prepared recommendations based on employee interviews.

Responsible for HR/Compensation developing analyses and recommendations to leadership to ensure competitive and equitable pay across the organization. Created database applications to streamline Compensation processes such as pay equity analysis, salary survey submissions, and the annual merit and bonus programs.

Responsible for the management of compensation and incentive programs, as well as providing compensation related support to business partners within the organization. Primary responsibilities are: • Established and maintained competitive salary programs through analysis of job descriptions, interviews with key business stakeholders and conducted external market reviews• Administered the annual merit cycle process and developed merit increase recommendations• Developed and implemented formulaic approaches to identify and resolve internal equity issues, make salary increase recommendations and develop starting salary recommendations• Consistently achieved top performance ratings