Leading hands-on management and strategic leadership to build robust HR solutions. Managed HRIS, payroll, benefits, and compensation for efficient HR operations and technical troubleshooting for 1,700 employees. Explored innovative solutions that cultivated and fostered team’s diverse skill sets aligned with evolving business needs and goals.• Led cross-functional collaboration on HR-related projects, leveraging data-driven decision-making through HR Hub analytics to address complex challenges across all HR functions. Ensured strict compliance with employment laws and facilitated effective change management strategies to support smooth transitions and sustainable solutions.• Oversaw job architect project to align workforce planning and support organizational development across four Brookfield Properties business entities. Standardized job titles, reducing them over 40%, and streamlined over 800 job descriptions to drive consistency and facilitate effective change management.• Collaborated with Learning and Development, Talent Acquisition, and other teams to define requirements and create data-driven reporting solutions for tracking staff data points and trends. Delivered data-driven decision-making, optimized talent acquisition strategies, and boosted employee engagement through improved onboarding and off-boarding processes.• Introduced strategic insights to senior leaders by using data-driven decision-making and data visualization to present metrics and analyses previously unavailable, supporting informed strategic planning and fostering organizational development initiatives.• Implemented and oversaw recruitment data audits to ensure compliance with established hiring standards, emphasizing diversity and inclusion targets, diversity candidate metrics, time to fill, and other goals. Reduced risk by aligning hiring processes with compliance and organizational diversity objectives.

Led HR Operations for 1,800 employees. Oversaw benefits, compensation, HRIS, and payroll functions. Served as trusted advisor solving problems and finding opportunities through broad-based HR expertise to deliver programs, systems, and operational excellence. Implemented and administered new HR projects, procedures, and initiatives that optimized performance and enhanced productivity to align with company’s strategy.• Led ADP HRIS upgrade initiative across five company entities, streamlining HR processes and improving system functionality.• Spearheaded the development and execution of total compensation programs, including salary structure, market analysis, equity programs, and overall compensation philosophy.• Directed annual merit process, encompassing salary planning, bonus allocation, and incentive design, to ensure competitive and equitable compensation practices across all business units. • Reviewed and maintained salary job classifications and grade band assignments, utilizing market-based salary surveys to ensure alignment with external market comparisons and compensation trends.

Led high-performance team providing financial analytics, budgeting, and forecasting support to sales organization. Oversaw Sales Incentive Compensation (SIC) plans from design through administration, including regular effectiveness assessments. Provided financial guidance to align budgets, SIC plans, and sales trends with strategic goals and conducted monthly business reviews to develop key financial metrics.•Served as business partner to develop operational sales performance metrics, using Salesforce.com, as well as supporting strategic decision-making, identifying opportunities, and driving efficiencies for pricing and discount processes.•Led annual planning and budgeting cycle in line with corporate direction to ensure company strategy was accomplished.

Managed sales finance team for developing processes and calculating sales incentives while analyzing sales performance with sales metrics. Provided guidance, training, and direction to sales organization as it impacted different Sales Incentive Compensation (SIC) plans to drive company strategic direction, including business review metrics.•Led all aspects of design, modeling, planning, and administration for effective SIC plans for 350 sales reps with complex Excel formulas, resulting in timely payouts with quota setting.•Drove and monitored SIC plans and programs developed to maximize sales team behavior and performance and optimize revenue generation, resulting in revising one of comp plan components.

Provided strategic direction and oversaw design, planning, and implementation of effective sales incentive compensation plans and policies, collaborating with senior leadership and Compensation Committee for alignment. Managed sales finance staff by ensuring accuracy and efficiency in full-cycle commission process while maintaining high levels of quality and consistency in sales organization planning efforts. •Directed and monitored sales incentive compensation programs to ensure optimal quota allocation, administering over 26 compensation plans for 400 sales reps with monthly, quarterly, and annual payouts.•Contributed to SAP implementation team, transitioning from three ERP systems to single unified platform for all sales activities, including gathering requirements, system design, and user acceptance testing (UAT).•Implemented process improvements, such as standardizing commission processing and data flow, using enterprise data warehouse (EDW) systems.

Contributed to strategy and redesign of compensation plans, overseeing changes in commission system, including approval of requirements, design, testing, implementation, and post-implementation review. Oversaw implementation of new billing system and upgrade to commission system, ensuring smooth transition.

Directed team of more than ten staff members in daily payroll operations, using SAP / ADP and covering over 10,000 employees, including multi-state and expatriate employees, and managed merit process. Partnered with key stakeholders on project initiatives, such as automation of W-4 forms, direct deposit, time entry adjustment forms, employment verifications, and on-call / call-out forms, reducing manual check processing volume.

Managed three staff members with offshore team for accurate payroll processing with HCM. Processed and paid 6,000 U.S. employees for client in multiple states with Canadian payroll. Maintained client and third-party vendor relationship for continual support and process improvements. Provided senior leadership with monthly service-level agreement data and any risk mitigations.

Processed and paid 35,000 U.S. employees in various states and 300 expatriates in Europe, Asia, and South America. Served as project lead for Sarbanes-Oxley (SOX) payroll certification and SAS 70. Executed comprehensive tests to ensure payroll processes complied with regulations. Emphasized quality by enhancing offshore reporting process for accurate data and timely reporting from foreign countries, resulting in accurate budget forecasting for U.S. departments and fewer penalties and fees.