US Process and Experience Lead for job evaluation, benchmarking, offer processes and compensation planning, aligned with Global Rewards programs and processes, leading a team of Rewards Enablement Partners delivering excellence in customer experience and efficiency in business focused rewards processes for the US organization.

• CCPS: Active volunteer with Collier County Public School District including PTO board member, SAC Committee, and multiple committees chairperson.• Center for the Arts Bonita Springs (CFABS): Youth theater group. Costume design and execution for multiple productions. Other volunteer activities as required.• St Agnes Catholic Church: Assistant Catechist.

• Design and implementation of Global Job Catalogue that integrates jobs and benchmarks across 5 divisions in North America (USA & Canada), and links them to a newly designed global banding system. Each division managed jobs and compensation processes as stand-alone units in each country, with their own local banding system.

• Manage Annual Compensation Review process for all North America divisions (USA & Canada). Compensation tools must comply with each division and country’s business rules and must be integrated and synchronized with core HRMS system. Compensation tools include salary planning tool, promotion planning tool, market data management and analysis tool, among others.• Compensation liaison during migration from PeopleSoft to SAP for all HR data. Subject matter expert for the design of new compensation module in SAP.• Lead harmonization of all job codes and roles profiles across all North America divisions into a single North America Job Catalog.

• Job evaluations, review benchmarks, compensation offers.• Advise Sr. Leaders in evaluating and leveling jobs, and validate benchmarking of the roles in their organizations.• Annual compensation processes (Annual review, mid-year review, sales promotions, annual salary survey submission and review). • Ad-hoc compensation analysis to evaluate impact of compensation programs. • Highlights: Support expansion of sales force for launch of new drug in a new specialty area. Support reorganization efforts to allocate resources according to new business needs.

• Manage operations of Compensation systems for the Pharmaceutical division. • Define the vision of compensation tools. • Identify and document user requirements for tools to support compensation processes. • Vendor selection for multiple applications (market data and benchmarking, annual salary review). • Conduct analysis to support Novartis' pay for performance philosophy and enhancements to Annual Incentive Plan.

The goal of the Global HRIS project was to integrate all HR data and processes across divisions and countries that had previously been managed as stand-alone units. • Document existing compensation processes in all regions/countries to identify key processes and tasks in scope for the Global HRIS project.• Perform impact analysis on existing processes and validate them with key global compensation leaders. • Test custom-designed processes in SAP. • Document global compensation reporting requirements.

• Support Sales & Marketing organization during annual salary review. Create ad-hoc reports for Compensation Managers and HR Generalists.• Analysis of results of salary review and analysis of total compensation for top performers. • Gather business requirements to provide Compensation Managers easy access to compensation data.

• Executive Compensation: analysis of results for the 2001-2002 salary review for the top 350 Novartis Senior Executives (merit, bonus, stock). Design and delivery of Total Compensation Statements for Senior Executives. Re-design and improve the Executive Compensation database (PeopleSoft) and web-based custom salary planning tool (MIDAS).• Corporate Organization and Leadership Development: Roll-out succession-planning system (TMS) on its first implementation, aligning it with existing process and ensuring quality of data in the tool. Co-design communication and training strategy for 2002 roll-out. Train HR users in Europe and the Americas. Analysis of successors for key leadership positions (bench strength). Design the first round of HR metrics collection across geographies and divisions. Coordinate data collection of HR metrics and perform required analysis in the absence of a global HR database.

• Research all aspects of workplace diversity. Impact analysis of diversity practices on employees' morale and performance. Develop content for e-learning training module on gender diversity in Organizations. Recommend activities to foster diversity in the workplace and implement best practices for creating awareness.