Larry Cohen Email & Phone Number

Apex, Nc, Us

Apex, North Carolina, United States

South Plainfield, Nj

Managed global compensation function of biopharma company focusing on the discovery, development and commercialization of medicines for the treatment of rare disorders. Broad-based compensation generalist responsible for developing and driving total rewards initiatives. Provided consultation and guidance to HR and business partners regarding all things compensation. Managed all market data activities, conducted job evaluations (leveling/grading jobs), offered recommendations regarding promotions and strategic new hires, managed FLSA reviews and applied knowledge of compensation trends. Used benchmark industry salary surveys (Mercer, Radford, Willis Towers Watson) to market price jobs. Created market-based compensation structures for all countries inclusive of job family-specific pay-lines. Supported the annual review cycle for merit, bonus and stock allocations. Enhanced compensation architecture by creating a global job leveling paradigm to facilitate job evaluation and building out parameters of Scientific and Management career ladders. Leveraged compensation systems (e.g., Workday Advanced Compensation) and tools (e.g., Advanced Excel analytics) to further initiatives.

Princeton, Nj

As Head of Global Compensation within life sciences and technology provider organization, developed and implemented competitive pay and reward processes and programs in order to ensure internal equity and external competitiveness. Created and built out foundational global compensation infrastructure, architecture and constructs essentially “from scratch” to further business integration and harmonization initiatives. Established a flexible and pragmatic, market-based business-driven global model. Strategically developed and tactically managed enterprise-wide variable pay plans including non-sales plans, sales BD commission plans and other quasi-sales and MBO plans. Led global leveling/re-titling initiative to ensure proper banding/grading assignments and establish more generic titles, thereby enhancing alignment and creating a leaner titling paradigm. Leveraged Workday and other technologies to drive initiatives.

Princeton, Nj

Delivered broad-based compensation solutions and support to HR clinical division stakeholders within leading clinical research organization (CRO). Managed client-centered compensation projects and collaborated with HR teams. Performed extensive data analysis, modeling and reporting. Integral contributor to the testing, process mapping and implementation of new automated tool to facilitate year-end compensation planning. Supported the development of a global job framework (GJF) platform designed to standardize and scale the organization’s global compensation architecture. Ensured external equity through market analysis, survey management and leveraging Towers-Watson REWARD tool.

East Hanover, Nj

Provided compensation and benefits consultation and support to Pharma division stakeholders, including HR business partners and line managers within Pharma TechOps and Development community. Advised, counseled and educated client groups with regard to benchmarking, market pricing and job mapping/ leveling. Built competitive reward packages for new hires, working in sign-on/buyout valuations when appropriate and ensuring SOX compliance. Broad scope project management activities included migration to new global job family architecture (GJFA) platform through iterative job calibration, mapping and validation processes. Led year-end compensation review utilizing SAP-based eCOMP tool. Trained and supported client groups on spectrum of eCOMP processes throughout year-end cycle. Leveraged compensation systems and tools to effectively drive total rewards programs.

Iselin, Nj

Compensation leader and business partner for global manufacturing organization. Led compensation projects including high-profile fiscal year-end performance and compensation review. Conducted company-wide global grading processes, and developed job hierarchies through extensive integrated analyses. Served on the NA Sales Compensation Committee and contributed to the sales compensation design process in an effort to improve salesforce effectiveness. Developed a myriad of value-added compensation systems and tools to improve the efficiency of HR processes.

Princeton, Nj

As Head of NA Compensation, developed and executed reward programs including year-end annual salary planning processes. Oversaw all benchmarking surveys and activities. Validated job mapping/ leveling and managed reassignments. Designed career ladders for non-exempt Ohm manufacturing job families. Managed FLSA reviews. Built compensation systems, tools and processes to optimize HR operations.

Nutley, Nj

Managed pharma sales compensation programs from development to execution. Provided total rewards education to HR and business leader key stakeholders, supporting Specialty Care, Account Management as well as other Sales & Marketing Services. Project managed reward programs (e.g., President’s Club Award). Led Roche Reward Central (on-line reward/recognition field sales portal) inclusive of vendor management oversight. Developed targeted, sales-segment specific Account Management variable pay plans in partnership with Vice President that effectively drove desired behaviors and results. Negotiated during goal-setting process to ensure quantitative business objectives were set at appropriate (i.e., not too low) levels. Built payout curves and developed variable pay communications to field force, reinforcing sales focus. Developed robust Transplant field salesforce retention plan with National Sales Director. “Stay pay” ensured workforce remained motivated as key $1B drug lost its exclusivity (i.e., patent expiry).

Parsippany, Nj

Led compensation consultation services for the Americas Confectionery business within $15B global (CPG/FMCG) company. Advised clients regarding all things compensation. Led the development of more fluid 2007 competitive pay zone methodology redesign in an effort to simplify the pay architecture and rationalize the number of pay ranges. Realized a more highly valued, scalable and agile platform based on high/low benchmarks within broadbands. Managed equity/share plan programs and oversaw SAP-based transactional activities provided by compensation administrators within Shared Business Services. Managed (high profile) Wal*Mart sales compensation review. Engaged key Bentonville-based Wal*Mart sales team, assessed market competitiveness and presented to senior management.

Murray Hill, Nj

Managed the market intelligence function as well as other compensation projects for leading global supplier of communications networking equipment, systems and services. Led global effort to establish new robust/fluid compensation model. Ensured reference rates were closely tied to market, where range lows and highs were aligned with market 10th and 90th percentiles. Integrated tech/non-tech platforms and better aligned AIP targets with market norms. Managed implementation of MercerPRISM market pricing system and led Lucent user community. Developed robust Excel modeling tools [salary merit increases; STI awards, stock options/RSUs, cash LTIP] matrixing performance vis-à-vis position to market.

Rochelle Park, Nj

Project Manager/Account Manager within Survey Consulting Unit of leading compensation consulting firm. Managed all phases of custom survey projects including study design, data collection/analysis, parameter testing and finalizing deliverables. Led team of analysts through cost-effective and timely project completion. Leveraged client relationships and cultivated new business opportunities. Most notably, managed GE/IBM Aviation Survey, which was a high profile survey with Fortune 100 participant database.

Ba, Psychology, Business, Spanish

Activities and Societies: Graduated with Honors Dean's List of Distinguished Students

Ms, Applied (Industrial/Organizational) Psychology

Activities and Societies: National Honor SocietyRecipient of the “Best Master's Thesis Award” within New Jersey (APA)