-Manage the Stock Plans and ESPP for Delek. Including executive and board of director awards. Working in partnership with legal to maintain Insider lists across the plans. Manage the share pools and work with ISS and Pay Governance to request additional shares to the share pool. -Owner and manager of all the compensation programs at Delek, including but not limited to: merit, annual bonus, equity, recognition, promotion & job transfer policy, incentive programs, career management framework (job structure, job descriptions, skills, etc.), compensation planning, etc.-Manage the HR budget and facilitate the gather of the data to kick off annual budgeting.-Lead the annual proxy process from the compensation side, making all the compensation tables that will be published. Collaborate with outside counsel to ensure all the footnotes of the tables tick and tie. Also providing all compensation related tables for annual 10-ks. -Lead and manage team of professionals.

-Compensation Analysis: Perform a full review of Mexico, Canada, and US positions for 2022. Compare to market, internal pay structure, and internal job evaluation method to ensure positions are graded appropriately and compensated fairly. Perform reviews for teams, sites, and business units as needed. -Collective Bargaining Agreement (CBA): Cost analysis preparations for negotiations (compensation & benefits), putting together program proposals to offer to the unions as bargaining options, proposals for harmonized job structures to match non-union sites, and offering compensation administration assistance to HR Managers at those sites.-Implementation of harmonized structures of remaining direct labor sites to be consistent with the Manufacturing sites. Harmonizing positions and their titles, as well as putting together a consistent bonus (STI) target structure. -Quarterly review of temporary incentive recruitment mechanisms to help attract the direct labor talent during an unprecedented labor market. -Job Bank Optimization Project: Creation of generic job descriptions for all positions in North America. Estimated to be completed sometime in 2023.-Job Evaluations: Function as the subject matter expert for North America on job evaluations & a focal point for specific business units enterprise wide. Utilize a points factor methodology for the evaluations. -Annual merit & Annual bonus: Facilitate the region's annual compensation process (ACP). Function as the region's expert for data preparation and ensuring the appropriate calculations are done for the region. Perform quarterly cost estimate and work with Finance to ensure the STI is accurately accrued for the region.-Rewards & Recognition: Administer & provide monthly budget updates on the current local recognition programs. Administer the global recognition programs for the region.-Market Surveys: Complete the region's participation in Mercer & Korn Ferry surveys.

Designed and implemented the qualified ESPP for Delek, successfully requesting shares from the shareholders on the annual proxy for the creation.

-401(k) Plan Administration: Administer Delek's 401(k) plan. Weekly funding of the plan, annual audit, NDT testing, and annual True Up of 401(k). Experience with Safe Harbor and Non Safe Harbor plans. -Stock Plan Administration: Administer the stock plans. Ensure accuracy of accrued dividend equivalents for eligible members. Maintain Insiders list tied back to our career management framework. -Employee Stock Purchase Plan (ESPP): working to create and implement a new ESPP for Delek in Q1 2022. -Executive Compensation: Prepare the compensation tables and backup tables for company’s Schedule 14a, proxy report in collaboration with internal and external counsel. Administer the Non-Qualified Deferred Compensation Plans (NQDC), one for the board of directors and the other for the executive team.-Merit Increases & Bonuses: Facilitate the annual merit cycle and our annual incentive plans. -Vendor Process Change: Assisted with changing and consolidating providers for the 401(k) plans and equity plans. -Implementations: Providing prior SAP HRIS knowledge with the implementation of the Compensation Module into the current HRIS environment.-Job Architecture Project: Creation of new career management framework, aligning new job structure to the market by job pricing. Worked in collaboration with the HR Business Partners to create job descriptions for every position in the company. Build out of new compensation structure and tying it back into the job framework. -Job Evaluation: Review job descriptions for open positions in the company to slot the job into the career framework by assigning family, function, and job level.-Market Surveys: Participation in annual market surveys for roles specific to the industries in which Delek operates. -Budget: Provide the annual estimates to the Financial Planning team for merit, STI, LTI, and 401(k) match.

- Reporting: Handled the federal government reporting, turnover and headcount reports. Built and created reports in the HRIS system, SAP SuccessFactors. -Auditing: Handled the SOX data auditing of the Employee Central system. Performed weekly, monthly and quarterly audits to ensure compliance.- HRIS Implementations: Assisted in cleaning up the company’s employee data to transition from an older HR system to SAP SuccessFactors. During previous acquisitions, including one that doubled company in size, heavily involved in the integration of the new employee data into SuccessFactors. Creation of the new foundational objects structure, job codes, locations, payroll areas, etc. for the new employees, as well as completed all of the mapping of the legacy employees to their new structure and coordinating the data validation of the new structure.

-Backgrounds and Drug Screens: Reviewed and adjudicated results for all of the convenience stores in Mapco.-Process Improvements: Reviewed Mapco's current practices for their BG and DS process, as well as their Random DS program and created plans to streamline their processes.-Exit Interviews: Contacted termed store and restaurant managers to complete exit interviews with those who voluntarily terminated.

- Wage Survey: Creation of a direct labor wage survey. Solicited participation from local companies to gauge the competitive pay policies for the area.-Job forecasting and turnover analysis: Analyzed turnover rates from the last 7 years to look for trends within the company. Used trends to forecast future turnover. -Employee engagement: Focused on the engagement of all interns and early careers and creating a community within the company. Organized social outings and business meetings in order to create the opportunity to interact with top-level management.