Matthew Bledsoe Email & Phone Number

Consolidated Financial Planning and Analysis (FP&A) for a large Global Technology and Operations (GT&O) group with approximately $14B in expenses and over 92,000 resources.  Primary lead in cost allocations reconciliation and forecast reporting for over 200 cost pools across GT&O Produced monthly resource reporting and analytics for HR and COO partners comprising of over 92,000 resources Day-to-day manager for multiple FMAPs in first and second year rotations Lead FP&A meetings with GT&O support partners to deliver timely forecast guidance including merit, legal fees, FICA and Incentive Compensation. Provided key forecast and allocations calendar dates for all processes Responsible for maintaining the primary GT&O consolidated reporting tools for the monthly, quarterly and forecast period reporting of $14B in annual expenses Maintained reliable production of executive level materials including quarterly Investor Relations Reporting, GT&O Quarterly Business Review, monthly Forecast Accuracy metrics, and SIM idea trackingForecasting, Reporting and Consolidations (FRAC) for Risk and Compliance. Management and Legal Entity Allocations support for Audit, Legal, Risk and Compliance. Managed the distribution updates, costed hierarchy changes, pool transfers, and other forecast and reporting responsibilities for Risk, Compliance, Audit and Legal dedicated and overhead cost pools Facilitated the transition of projects and programming into centralized Initiative cost pools Built a robust annual update process for Global Risk Management’s 11 dedicated cost pools and $1.5B in expense resulting in more efficient processing, better line of business transparency and correlation with expense reductionsBFO support for Modeling and Analytics within the Global Marketing line of business. Executed forecast loading and financial business reviews for Modeling and Analytics Conducted support for Modeling and Analytics within the Global Marketing line of business

Managed the Global Compensation platforms supporting multiple lines of business: Audit, Marketing, Corporate Affairs, Online Mobile, Technology & Operations, Global Delivery Center of Excellence (GDCE), Human Resources, Staffing, Transition, Corporate Workplace, Quality & Productivity and Corporate Security. Led Compensation functions for as many as 24,000 employees (12,000 outside the U.S.), a salary and wage line of $2.4B and an incentive accrual of $365MM.  Transformation of the company’s Market Representative incentive award program to better align with enterprise goals and objectives Ensured Sarbanes Oxley (SOX) compliance for 3 direct drive incentive plans and 8 discretionary incentive plans Managed and delivered core compensation processes for GDCE including consultation for over 20,000 employees in Hong Kong, India, Singapore, Philippines, Latin America and other countries Managed line of business leaders in the development and setup of a low-cost incentive plan outside the U.S. designed to increase productivity by creating a 24/7 support platform for bank customers Provided consultation and direction to HR partners and line of business leaders with executing major changes in internal pay structure for approximately 5,300 junior level employees Supported HR partners and line of business leaders in the execution of significant workforce reductions Conducted market assessments and compensation recommendations for shift in internal pay mix for senior level managers Calibrated year end incentives on a strict budget and managed multiple funding adjustments during an extremely challenging economic period for the industry Managed the top off program for the Transition team responsible for the merger integration of Merrill Lynch Conducted training for managers on compensation fundamentals, incentive decisioning, target planning and merit recommendations

Compensation support for Global Risk, Audit, Compliance and Legal. Managed the integration of Countrywide, Inc. and conducted compensation training for legacy Countrywide leaders on Bank of America compensation structures, philosophies, and processes Built quarterly budget process for incentive accrual and maintained in year expenses associated with target setting and new hire packages Managed over 400 job codes including daily maintenance, FLSA reviews, market matching and annual refresh of compensation ranges

 Managed the bonus process for approximately 2,000 eligible employees in the Corporate, Distribution, Regional and Divisional locations Partnered with upper level management in designing new bonus objectives for approximately 35 different company incentive plans Implemented new salary administration plans for the distribution facilities consisting of over 12,000 employees Maintained job codes, position codes, and salary range information for 14,000 distribution and corporate management employees Administered Lowe’s Cash Deferral Plan and Stock Option Plan for the company’s senior leaders Built and maintained fiscal databases used to complete external salary reviews Evaluated positions, wrote job descriptions, slotted positions, and determined FLSA designations

 Administered the company 401(k) and Employee Stock Purchase Plans (ESPP) Managed relationships with our record keeper, trustee, and other third party vendors Responsible for monitoring, compiling and transmitting multi-million dollar remittances to fund the retirement accounts for all company participants Improved error deficiencies by more than 50% by identifying process breakdowns and improving the systematic functioning of the retirement plans

Master Of Human Resources

Coursework includes: Compensation, HR Management, Labor Economics and Business Law President, USC Society for Human Resource Management

Bachelor Of Science, Business Administration; Economics And Finance