Reporting to TEGNA’s Chief HR Officer, the Director of Compensation leads the design, development, and management of TEGNA’s broad-based and executive compensation programs. As a key member of the Human Resources leadership team, the Director of Compensation acts as a collaborative partner across functions, working seamlessly with the business, senior leaders and across HR on strategic and day-to-day administration of compensation programs. The Director develops competitive compensation programs and continuously improves processes to enhance our ability to attract, engage and retain key talent while ensuring alignment with our Total Reward philosophy, best practices, business strategies, and financial objectives.The Director of Compensation leads a team of compensation and HRIS professionals responsible for the administration of the Company’s compensation programs, data management, analytics, and reporting.• Leads the analysis, development, implementation, and continuous improvement of various compensation programs, including job structure, pay ranges, and incentive plan programs• Leads and manages annual compensation programs (merit, bonus, and equity review) and prepares materials for submission to the Compensation Committee of the Board of Directors• Manages the Equity Plans, including educating and assisting participants, ensuring timely SEC filings, updating Fidelity equity platform, and successful vendor partnership• Provides compensation expertise and insights to HRBPs and company leadership on rewards and recognition practices issues, such as base pay, incentive compensation; conducts compensation review and provides recommendation for promotions or new hires to ensure internal equity and external competitiveness• Collaborates with Legal and Benefits teams on the analysis and planning of executive total rewards and proxy preparations• Collaborates with IT and HR teams on system interface building, maintenance, and improvement.

As the first dedicated Compensation expert at Komodo, I am building a market-leading compensation strategy that embodies the Komodo Health Values and compensation philosophy. In partnership with our People and Finance teams, I am responsible for designing, implementing, and managing multiple compensation components, including salary ranges, variable compensation, equity, and the compensation review process.• Building Compensation and Advanced Compensation modules in Workday• Provide insight, strategy, thought leadership to our compensation practices - synthesizing market intelligence, research, and industry best practices to inform the design and administration of our compensation programs.• Established as the subject matter expert in Komodo Health’s equity program, evaluating and improving our current equity approach to drive retention and long-term incentives for our employees.• Own and administer Komodo’s variable compensation plans, reviewing the current programs and suggesting improvements in line with our compensation philosophy.• Create documentation about our compensation philosophy, programs, and processes; and ensuring all employees understand the various components of their total compensation.• Evolve and manage our salary ranges, including range creation, benchmarking, and updating, to drive consistency and market-competitive pay.• Partner with Revenue Operations and Finance on the design and execution of our sales commissions plans. • Support the People team and business leadership throughout our annual compensation processes (e.g. merit, promotion, and performance reviews, equity refresh programs, etc.). • Partner with People Partners and L&D on pay transparency to enable people leaders to have transparent, authentic, and impactful compensation conversations.

Responsible for developing, implementing, maintaining, administering and communicating cost effective, competitive and proactive compensation strategies, plans and programs consistent with the business and HR strategy to attract, motivate and retain a high performing organization, for multiple business lines.• Evaluated current job structures and families and recommend appropriate career ladders for functional areas across the organization.• Evaluated current compensation structure by analyzing market data and recommend appropriate cost effective compensation plans to ensure attraction and retention of top talent.• Led project to develop harmonized regional grade structure to create consistent but flexible approach.• Integrated the compensation programs for acquisitions and joint venture companies into the parent company and create new programs as needed during a transition period.• Developed metrics to measure effectiveness and efficiency of Compensation programs and goals. • Led the annual compensation planning cycles, providing expert counsel on the design, development and administration of compensation programs, salary structures.• Led the variable pay programs including Annual Bonus (for all levels, including executives), Success Sharing, and Commercial Sales Bonus programs. • Developed, implemented and administered the job evaluation process, established job specifications and salary grades and conducted periodic reviews. • Provided effective leadership to compensation team employees by providing clear direction, identifying and developing goals, developing metrics for assessing performance and developing and implementing effective engaging performance management and development plans. Ensured competencies are in place to meet organizational needs.• Provided technical/ subject matter expertise, counsel and guidance in the area of compensation. Contribute to activities/projects focused towards developing and optimizing compensation processes.

Develop compensation programs and processes and improve administration of the equity programs for this global industrial manufacturing and services company with over 15,000 employees. Lead cross-platform teams on compensation projects including annual pay reviews and equity plans. Improve the administration of the equity / long-term incentives program and created an Equity Administration Manual, which helped the company pass the audit. Present equity programs improvement ideas to the Chief Financial Officer (CFO) and other executives. Work with and communicate to members of the Board of Directors regarding their compensation elements. Serve as a consultant to HR Business Partners and the recruiting team regarding compensation issues. Prepare and communicate budgets and forecasts for upcoming compensation spend, especially equity. Liaise with Legal, Finance, and others to assist with Proxy filings, including the CD&A preparation.

Manage the company’s salary and variable pay programs including: conducting job evaluations, monitoring competitiveness against both internal and external benchmarks, determining eligibility for incentive/sales compensation, evaluating performance against target goals and coordinating payment through the payroll department. Monitor and ensure compliance with required administrative policies and procedures in day-to-day administration, as well as coordinating communication plans and salary and variable pay administration goals and objectives.Manage the administration of base salary compensation program including overseeing administration of job evaluation, job descriptions, market pricing, salary structure, merit increases and recognition programs. Coordinate a variety of programs relating to program analysis, budgeting and implementation of new and revised programs. Review and recommend salary adjustments to ensure pay equity. Set procedures for compensation treatment on movements or promotions requiring salary changes. Evaluate and design variable pay programs including short-term incentive, long-term equity incentive programs and sales incentive programs. Oversee administration of all variable pay programs including eligibility, target incentive levels and performance versus target results. Act as point of contact for third party equity administration vendors, as well as internal coordination lead between finance and legal. Recommend special compensation programs or incentive systems to support the organization objectives.Participate as part of overall compensation and benefits/HR team in developing and delivering clear and integrated communications to customers. Educate business leaders, managers and employees on the components of the compensation program and the goals of each to increase awareness of these programs in support of the business objectives.

Contract role to assist with all compensation, benefits, pension administration, and other HR projects. Project Manager for a company restructuring and transition of several employees from one company into another. Provided compensation analysis and job grading for several positions using the Hay methodology. Managed the pension plan of a former subsidiary company, and handle other retirement plan issues. Served as the back-up to the Senior HR Manager, handling all issues (including the company transition) during her absence.

Developing, improving, and/or managing several programs and processes related to compensation, benefits, and HRIS for all levels of employees from hourly production up to and including the Executive Management Team. Perform compensation analyses for executive and exempt-level positions; manage base, short-term incentive, and long-term incentive programs for a public company.

Managed and improved several processes related to compensation, benefits, payroll, performance management, compliance, on-boarding, employee relations, and HRIS. Oversaw compliance with the company’s Affirmative Action plan and filed the EEO-1 and VETS-100 reports.

• Created and evaluated executive compensation, reviewed and graded job descriptions, coordinated Long-Term Incentive programs and annual bonuses, directed annual wage and benefit surveys, and analyzed compensation trends and benefit usage. • Worked with CFO and General Counsel for Proxy and CD&A filings. • Initiated an improved sales incentive plan and a productivity bonus plan for manufacturing employees.

• Created and managed Trex’s compensation and benefit programs defining company processes and policies and analyzed compensation and benefit performance.• Responsible for all benefits including health, welfare, and retirement programs. Worked with our broker and vendor partners to provide cost-effective benefits and transitioned from fully insured to self-funded medical plans.• Administered ESPP and equity programs for all levels of employees, including executives, C-Suite, and BOD.