• Manages the development, implementation and administration of compensation programs, systems, and architecture to align with company's goals and strategy.• Monitors the effectiveness of existing compensation practices and drives changes that are cost-effective and consistent with compensation trends and business strategy.• Provides subject matter expertise to HR business partners, Talent Acquisition, and business leaders and design compensation to attract and retain world-class talent• Provides advice to company leadership and recruitment teams on internal and external pay decisions, policy interpretations, and job evaluations.• Designs creative solutions to specific compensation-related programs and incentive plans, including administering the annual merit and promotion cycles.• Oversees the participation in salary surveys and monitors salary survey data to ensure company goals are achieved through effective compensation practices.

• Conducted market and equity analysis, monitor market trends and data on a global level• Developed compensation strategies, communicate and provide recommendations to the management and HR teams• Perform extensive market pay analysis for non-sales jobs providing guidance to the business for use in talent acquisition and annual pay review• Support analysis of job ranges/levels and provide tools to benchmark internal employees and new hires against data• Support education of management on proper understanding of compensation plans and structure• Conduct merit and internal equity analyses to identify areas of risk and advise management on compensation actions• Help support annual review process, as well as any out of cycle increase proposals; provide necessary compensation tools to support merit/bonus recommendations• Partner with HR Business Partners as a SME in compensation• Consult and advise HR regarding compensation policy interpretation, new hire offers, promotions, market analysis, job evaluation, and other compensation projects and initiatives• Identify key compensation opportunities or areas of concern, analyze situations and develop recommendations to address issues; analyze current organization pay practices and make recommendations for changes to ensure equity and competitiveness• Assist in developing incentive plans and provide consulting support on hourly production wage scales• Act as key point of contact for the international HR team and help drive compensation best practices on a global scale• Partner with HR Analytics team to drive improved reporting on Total Rewards metrics• Responsible for ensuring that all security, availability, confidentiality and privacy policies and controls are adhered to

•Created an exceptional employee experience by providing internal customer service through frequent and proactive interaction with team members and company leaders. •Managed the recruiting process and conducts recruitment effort for all positions by partnering with managers to understand hiring needs and job specifications for open positions to effectively recruit and hire top talent. •Managed complete onboarding process for all new hires and ensures compliance with state and federal guidelines. •Managed benefits administration and compliance including enrollment, open enrollment, COBRA administration, 401K administration, and reconciliation of monthly benefit invoices.•Oversees the continuous improvement of all HR systems, workflows and processes with the objective of establishing best practices and efficient processes.•Cultivated employee engagement, retention, and professional development.

•Developing, implementing and administrating variable compensation programs which support global company objectives and local practices.•Administered equitable quality programs and ensure a competitive market position by evaluating cost and effectiveness •Participate in compensation surveys to analyze the company’s competitive position.•Collaborating on the implementation, management and exception review of compensation plans•Providing guidance, advice, analysis and training of HR departments in connection with compensation plans•Ensuring adherence to applicable company policies and practices as well as legal and tax regulations

•Ensured completion of due diligence analysis to ensure robust data is available for decision making purposes including the appropriate communication of issues, concerns and other potential roadblock items which may impact progress•Assisted in the reporting and modeling of the compensation costing •Developed and maintained standard operating procedures impacting employee data requirements •Defined and executed foundational data changes related to organization changes and merger & acquisitions activities •Uses knowledge of HR process, technologies, and control framework to initiate and/or complete routine employee data transactions and to monitor, audit and ensure data integrity •Provided hands on support for individuals acquisitions; from due diligence through communication and integration •Worked together with other HR workstreams involved in an acquisition to ensure HR deliverables are being met.•Assisted the Program Manager in providing consultative and tactical support

•Oversaw and managed both contract and full time employees within the Human Resources department. •Planned, organized, and controlled all activities of the department.•Implemented and managed the HRIS system (ADP Workforce Now). •Established process to maintain department records and reports; including policies and procedures to drive continual improvements in the department and ensure compliance with the SOX audit •Created new hire orientation presentation.•Effectivley managed the recruiting process to attract and retain top talent.•Perform benefits design to include: invoice approval and annual re-evaluation of plans for cost effectiveness, information activities program and cash flow.•Worked with mid-managers to develop and enhance effective performance counseling skills. •Documented and maintained metrics for senior leadership.•Worked with Mid- and Senior Management to promote corporate values and goals.

•Provided tactical fundamental Human Resource support to the client’s top management•Created recruiting process for 800+ company from ground up and led the company’s effort in hiring 50+ employees monthly.•Responsible for client’s organizational issues including employee relations, employment law, policies and procedures, sexual harassment, discrimination and matter of compliance. •Investigated and responded to all client inquiries regarding Human Resource concerns in a timely manner, ensuring customer satisfaction. •Advised clients on legal ramifications of federal & state laws, court precedents and rulings.•Documented and maintained HR records and metrics and provided feedback to clients’ executive staff. •Directed the client to the appropriate Human Resource tools and resources. •Served as sounding board in validating the client’s difficult decision. •Provided advice/counsel to other consultants as requested.

•Created and successfully implemented a limited liability plan for non-exempt employees to improve employee retention.•Handled all unemployment claims with a 96% success rate.•Responsible for the Risk Management claims process; which encompassed the investigation, analysis and conferring with the VP of HR on the final outcome.•Responsible for overseeing all 401k administration; Successfully increased the 401k participation at all employee levels through informative lunch and learn sessions.•Analyzed and redesigned the 2007 benefit enrollment plan saving the company $120K.

•Responsible for recruiting for legal, technical and administrative positions.•Screened and interviewed candidates for temporary and temp to hire staffing assignments, negotiate rates and salaries, review company benefits and facilitate new hire process.•Tracked applicants, resumes, interviews, skills, job offers and other staffing statistics using recruiting database. •Assisted employees with policy and other related questions. •Updated and maintained information in human resource database systems to ensure accuracy and completeness of employee files.

•Developed and implemented a successful hiring process to meet the company’s staffing needs.•Responsible for recruiting all levels of employees, technical, non-technical and executive levels.•Responsible for all on boarding activities; including bi-monthly employee orientations.•Worked with upper management to establish hiring goals and metrics. unemployment, litigation, retention, termination, turnover, severance issues, ADA and FMLA. Worked with upper management to establish hiring goals and metrics.

•Assisted employees with any HR related issues and conducted investigations as needed to resolve employee or legal issues.•Developed and implemented processes and procedures to enhance department workflow and improve customer service.•Maintained all HR records for employees’, including salary increases, performance-ratings and deferred compensation requests.

•Maintained and audited the HR database (ABRA) for data integrity. •Revised and implemented a termination process and guideline manual. •Provided high-level headcount, termination and benefits reports, with analysis in requested areas, to the Executive Offices. •Audited and processed benefits bills bringing in savings of approximately $300K to the company.