• Combine duties of Senior Director HR Business Partner & Talent Management with the added responsibilities of overseeing Motorola’s Global Rewards broad-based compensation & benefits program. • Serve as an adviser to the Pension Committee, Key member of Motorola’s HR leadership team and strategic advisor to the Chief Human Resource Officer (CHRO). • Manage 7 direct reports, at the senior manager and director level, and 42 employees worldwide.• Serve as Senior HR business partner to 3 C-suite executives, setting people initiatives, workforce strategy, and strategic staffing.

• Led development of new talent management philosophy and guiding principles.• Conducted Executive Committee talent review that resulted in 9 VP moves, improved efficiencies and performance.• Developed Executive Succession Plan, including all VP positions, that was well received by the CEO and Board of Directors.• Partnered with leader of Strategy & Innovation office in significant talent refresh across the IT, Strategy and CTO organizations

• Served as key member of the company's HR leadership team, advisor to the CHRO, and senior HR business partner to the C-suite executives including overseeing in-country HR teams that support the company’s R&D centers in Israel, Poland and Malaysia. • Re-engineered merit process to improve differentiation of awards and ensure high-performers are identified and rewarded.

• Managed third-party consultants and internal team to deliver processes and programs to the organization. • Led re-design of global compensation delivery model to the organization thru co-sourcing with third-party consultants for annual processes, ongoing support and project-based initiatives.• Designed, managed, executed and measured innovative rewards programs for Services and Solutions organization. • Acted as Change Management Lead to the business for roll-out of key compensation initiatives: removal of performance ratings, changes to annual bonus design and equity eligibility.• Managed global mobility and relocation programs, including program design, enhancement, communications and vendor administration. • Led compensation work stream for mergers and acquisitions to ensure newly acquired companies aligned with our compensation programs and structures.• Created change management plan to support re-scoping and alignment of executive compensation following spinoff of mobility business.• Managed employee transition to new technology and processes to realize ROI in Workday and other customized application programs.

Provided consultation, training and support to Business HR Partners. Project Manager for annual comp processes. Accomplishments:•Led Motorola Solutions Compensation workstream for Motorola Separation Initiative (design global retention programs, evaluated and recommended executive compensation packages, and created guiding principles for treatment of compensation).•Led market competitiveness study and recommendations for Design group.•Led global leveling sessions to create consistency across the business unit.

Led efforts for program design and implementation on all compensation programs. Provided consultation, communication, training and support to 30+ countries. Project Manager for global annual compensation processes. Managed all aspects of Tellab’s Global Market Pricing process, from the development of annual strategy through the ongoing execution of the process (including data management of market data). Developed communications, training and process documents. Managed external vendor relationships (negotiating renewal rates and product enhancements). Provided mentoring to Senior Compensation Analyst. Accomplishments:•Oversaw design, management, execution and assessment of global compensation programs/initiatives •Implemented global online recognition program.•Led preparation of compensation materials for Compensation Leadership Committee meetings and annual proxy.

Provide compensation consultation and support to HR Managers for Latin American market and corporate headquarters. Participated and provided support to Sales Plan Design Team. Conduct job evaluations for all management positions. Prepared company salary surveys. Tellabs (continued)Compensation Analyst (July 2005 to April 2006)Accomplishments:•Documented job evaluation and analysis process and trained Global HR Managers on new procedures. •Created compensation guidelines for all salary treatment outside of annual processes.•Partnered with Global Compensation Team and HR Managers to revise global rewards and recognition program.

Corporate Compensation Consultant (April 2002 to July 2005)Compensation Analyst (July 2001 to April 2002)Led cross-functional team to administer annual salary and bonus program. Provide compensation consultation and support to HR Managers for all corporate staff functions and Latin American market. Managed global mobility programs for U.S and Latin America markets. Implemented and delivered total compensation education to HR and employees. Accomplishments:•Developed equity program for Executives at Chipotle Mexican Grill.•Partnered with HR Managers & Labor Relations to conduct a FLSA review for McDonald’s positions and provided training to Managers.•Developed metrics and analytics to identify trends and opportunities on how managers reward employees

HRIS/Compensation Specialist – New Media (October 1998 to July 2001)Compensation Projects Administrator – Security Link (November 1997 to October 1998)Served as internal consulting expert to different business units with regards to compensation and HRIS issues including project management to annual compensation processes, adhoc compensation recommendations and reporting needs.Accomplishments:•Prepared and maintained job descriptions and job evaluations for all management positions. •Business owner of the company’s rewards and recognition program. Manage vendor relationships.•Developed and implemented improvements to existing HRIS processes

Human Resources Specialist •Administrated and communicated Employee Benefit plans.•Sourced, prescreened and interviewed candidates for Administrative and regional positions. •Assisted in the development of the new employee orientation program.