Taking a break from the corporate world. Doing volunteer work and helping mentor, promote, and connect Compensation, Benefits, and People Analytics professionals.

Lead a dynamic team of compensation professionals overseeing comprehensive domestic and international salary planning, bonus management, and regulatory compliance for ~30,000 employees. Drive strategic initiatives, manage audits & SOX controls, and serve as a key advisor to leadership, ensuring a competitive compensation strategy and a compelling employee value proposition. Viewed as an executive level role in the organization.Sep 2022 - Nov 2023 Senior Associate, Total Rewards for M&A

Director-level role as the Lead Compensation Consultant for Americas Sales org (5,000 employees in 39 countries worldwide) and lead Regional Consultant for LATAM (3,000 employees in 15 countries) & Canada (2,100 employees). Responsible for translating the strategy & program-managing all global compensation programs for business functions, providing consulting & expertise to executives and HRBPs at both strategic & tactical levels. Partner with global benefits teams to create Total Rewards strategies & programs and align to business objectives.Chief of Staff for Compensation team: Partner with VP, Compensation & Comp leadership team to develop FY23 department budget, run quarterly Talent Reviews, and strategically plan development of team, both individually and across the department.• Introduced Program Mgmt techniques which facilitated prioritization of annual goals & programs; and facilitated Hybrid Work sessions to improve communication & collaboration across the global, remote team.• Led project team to redesign global New Hire Stock guidelines and offer approval processes, including roll-out to Talent Acquisition team of 300. Introduced KPIs to strategically evaluate the effectiveness of the New Hire Stock program.• Led project team to redesign global compensation guidelines for internal movement to support the job changes of ~7,000 employees annually.Responsible for integrating all HR Operations and transitioning ThousandEyes employee base to all Cisco programs & processes.

Led People Ops team for private network intelligence SaaS start-up with 400 employees in 6 countries. Managed rapid, strategic expansion of People Operations, Total Rewards, and Workforce Planning. My role was eliminated after the acquisition by Cisco.

For Sunpower, a global solar power manufacturer. Handled the responsibilities of 2 open roles, Benefits Manager and Director, Global Comp, while roles were being filled and assisted in interviewing and selecting candidates. Managed US Benefits renewal cycle for 2019 programs including incorporating an acquisition of 300 employees and transitioning their benefit programs. Managed global comp programs across multiple countries with large employee base in US, Malaysia, and the Philippines.

ShoreTel was a 1200+ employee SaaS company. Responsible for developing, implementing, and managing global People Operations and Total Rewards programs across 10 countries, supporting ShoreTel's organizational design and business strategy. Managed team of 4 with matrix management of HR support staff across 7 sites. • Led the re-org of the HR team to a shared services model, creating career paths and development opportunities within the team. • Streamlined and improved People Operations processes, including SOX procedures, to support the HR and leadership teams, which decreased time-to-fill and created a better employee onboarding experience. • Introduced HR Analytics to predict and prevent turnover, decrease cost of hire, and link performance to business objectives.• On Alpha team for testing ShoreTel’s communication products. Led projects for HR team to use products and give feedback to Product Managers. • Developed, implemented, and managed the transition to “unlimited” PTO reducing the company accrual by $3M in 9 months. • Managed benefits consultants and vendors for 7 countries to reduce costs while providing enhanced benefits with a $14M annual budget. Implemented benefits for new entity in France.* Retained for 90 days after the close of the acquisition by Mitel. Managed the transition of People Operations and all Total Rewards programs and then my role was eliminated.

Directed and managed HR Operations for a global advertising technology company of 1100+ employees in 20 countries. Responsible for the design and implementation of talent acquisition, talent development, HRIS, and total rewards programs to attract, motivate, and retain high-performing employees. Directly managed 3 employees including US Recruiter and managed program implementation and resources across global HR team of 13. • Led budget planning and development of global HR budget for 2 budget cycles. • Responsible for the delivery, enhancement, and management of all HR systems, programs, and processes, including the development of monthly and quarterly HR metrics reports. • Assisted in development and preparation of Board of Director and Compensation Committee materials. • Managed multiple global acquisitions. • Led HR programs and systems strategy and implemented SuccessFactors employee & manager self-service and time-off tracking globally.• Implemented benefits for new entity in Canada. My role was eliminated when Sizmek was acquired by a PE firm and the company HQ was moved to New York.

LSCC is a group of Federally Qualified Health Centers with 600 employees located in and around Austin, TX. Managed 3 direct reports including RN in charge of health and safety training program. Streamlined benefits processes, implemented an FSA program, and led broker selection team for new benefits broker. Designed and implemented custom reports for tracking turnover and other HR metrics. Determined market salary survey selection and partnered with similar health centers to share data and programs. Led HR team through leadership transition from Nov 2013 to Jan 2014.My role was eliminated in a corporate restructuring in May 2014.

Senior member of HR team in rapidly growing public software company. Solely responsible for the design, development, implementation, and administration of the company’s global compensation and benefits programs with the objective of creating and maintaining programs that are consistent, competitive to market, and that support SolarWinds’ global strategic initiatives and operating plans. Also responsible for HR operations, including the implementation of the HRIS, with an emphasis on customization to meet the needs of our unique business model. • Manages executive compensation worldwide including gathering data for and creating presentations to the Compensation Committee of the Board of Directors. • Partners with Legal to create the CD&A and executive compensation tables in the proxy. • Manages global benefit programs as well as the vendors, brokers, and outside consultants to ensure quality service and control costs.• Directs and manages compensation and benefits market analysis for all programs (base, variable, sales, equity, both statutory and non-statutory benefits), including survey-selection, data analysis, gaining buy-in from the executive management team, and implementing the programs in 9 countries. • Manages the compensation and benefits integration from multiple acquisitions both domestically and internationally. • Partners with Sales and Business Analytics to design and implement sales compensation plans.• Works with all levels of management to help them understand the implications and costs of their HR decisions. • Designed and implemented new performance management rating system to improve the motivation and retention of critical employees.

Strategically managing total rewards programs at multiple companies through a variety of business cycles including overall program design, market analysis, and implementing/communicating programs. * Base pay analysis including market comparison, leveling of positions, and salary increase analysis. * Analysis of merit/salary increase budgets and implementing focal review process. * Sales compensation analysis including standards for sales rep performance based on revenue targets. Created Access database to analyze $2B in revenue. * Creation of job descriptions as well as determining appropriate competencies for positions, organizational structure, and roles. Recommendations for career paths, market adjustments, incentive plans. * Market analysis of benefits and recommendations for incorporating benefits strategies into total rewards plans.* Designed custom compensation and benefits surveys for property & casualty insurance companies.

Managed the compensation and benefits program for international software company including base, variable, equity, and health and welfare. * Developed and implemented domestic and international compensation programs for base salary, variable pay, and stock options to introduce global consistency and a methodology for the attraction, motivation, and retention of employees. * Managed the health and welfare programs for US employees resulting in cost control and more effective utilization of benefits. My role was eliminated when 25% of the workforce was laid off in a corporate restructuring. Borland was acquired by Micro-Focus several months later.

Managed the compensation, stock administration, HRIS, and payroll functions, with a team of 2-3 direct reports, through the lifecycle of a start-up company; from going public to being acquired to the dissolution of the company at which time my role was eliminated.During that time, managed all of the company’s compensation programs including base salary, incentive plans, sales compensation, and stock options. Created and implemented a focal merit process and conducted it through two annual cycles. Designed incentive programs to meet company objectives and align individual performance with company goals. Responsible for a variety of general HR projects, including designing and conducting diversity training.

Recruited by a former manager to implement and administer the start-up company’s compensation programs and policies. Conducted salary surveys and periodical market analysis to ensure competitive position and internal equity. Managed costs by establishing policies and procedures for salary adjustments and stock option grants. Developed merit increase budget and guidelines and delivered management training. Created and implemented compensation training for management staff. Actively partnered with all levels of management to complete job analysis and salary reviews.

Performed a wide variety of HR generalist activities for an international ERP software company with 1500 employees, including staffing, benefits, compensation, and employee relations Prepared standard and custom reports of HR metrics and compensation survey data. Provided analysis of trends and recommended new corporate policies. Directed the HRIS implementation team resulting in an on-time, on-budget implementation. Project lead for the development of a data warehouse to integrate international HR and finance data. Directed global standardization of job and compensation information. Actively assisted in the evaluation and design of the variable compensation program. Provided HRIS technical support and training for the HR department including the technical aspects of benefits open enrollment. Trained new members of HR call center on all aspects of HR policies and procedures.

Planned, scheduled, and coordinated Human Resources training workshops for 3,000 employees, including registration, room set-up and materials. Improved relationships with vendor organizations resulting in improved workshop delivery. Evaluated and revised training program including the development of a company-specific workshop to address the company’s training needs. Reconciled and monitored training and development budgets, ensuring adherence to budgets.

Worked with NASA Human Factors research scientists to study the effects of new technologies. Designed and conducted studies to evaluate effects of new procedures on air traffic controllers and airline crews using one of the first GPS-guided navigation systems. Presented results at the 1996 Applied Behavioral Sciences Symposium in San Diego, CA and the Air Force Training Academy in Colorado Springs, CO.