Michelle Divitantonio Email & Phone Number

St Catharines, Ontario, Canada

St Catharines, Ontario, Canada

St Catharines, Ontario, Canada

 Charted a complex salary structure review project and prepared proposal and communication plan, utilizing analytical skills and advanced Excel skills to conduct benchmark analysis and simplify the salary structure, resulting in improved employee morale and competitive market salaries.  Planned and implemented organizational structure change fostering a partnership with the Organization Design team to streamline job titles and job descriptions, resulting in clearer role differentiation and career progression.  Prompted the introduction of an employee performance short-term incentive program when creating a new salary structure for employees.  Partnered with the manager to execute a job analysis, job documentation, and job evaluation project.  Clarified over 40 job descriptions across the University, creating consistency and strengthening client service, by bringing turnaround time from 1-week to 1 to 2 days.  Lead analyst for the job title review project, improving salary structure grading system alignment.  Reduced salary increase errors by 90%, by implementing an automated process instead of manual calculations.  Saved time by developing a calculations master file for annual salary increases in the HR database.  Advised on new hire, promotion, demotion, and off-cycles compensation decisions.  Part of a 12-member job evaluation committee with over 10 stakeholders.

Toronto, Canada Area

  Advised on meaningful total compensation packages for employee and executive population, aligning with compensation philosophy and best practices.  Analyzed long-term incentive (equity) allocation to assess and report against data governance requirements.  Supported transformational change through an HR initiative by coaching people managers with making new hire, promotional, lateral, and off-cycle compensation decisions, resulting in a culture change by shifting compensation ownership from HR to people managers.  Developed a starting salary guidance tool to support people leaders with attracting and retaining talent, impacting over 20K employees, in 8 regions across Canada.  Designed and facilitated consultation sessions and presentations on the Total Rewards Program, part of the talent management initiative, for employees.  Diligently communicated with senior management, reporting financial results, annual compensation decisions, and new or revised policies or procedures.  Aligned the employee short-term incentive compensation plan with the business strategy, in collaboration with a 4-member re-design team, focusing the plan on retail volume growth.  Communicated compensation programs to staff (portfolio with over 20,000 staff) and over 10 HR Business Partners, including conducting commission analysis, compliance, and reporting the year-end commission results.  Provided strategic guidance for all compensation programs to support a positive employee experience, through internal and external market research and analysis, in collaboration with HR Business Partners. Selected to create an HR compensation dashboard (MS Excel), using key performance indicator metrics and market trends to improve management staff compensation decisions.

Toronto, Canada Area

 Identified key market trends and insights, and provided strategic advice to business and HR business partners for jobs experiencing market pressure, to ensure sustained market competitiveness and talent retention. Coordinated annual market data submission and collection, and collaborated with HR Business Partners on job matching process to ensure quality of the results. Established strong working relationships with counterparts at other Financial Institutions and survey providers to have a better understanding of external market practice, peer comparator jobs, and compensation programs.  Led bank-wide compa-ratio analysis to identify potential risks and opportunities while creating a reporting tool (MS Access) to monitor people leader salary and performance management. Improved people data quality by defining data parameters, improving data accuracy and integrity, to develop meaningful reports, in collaboration with HR Operations Information Management team. Promptly steered incentive awards errors, affecting 30 employees, by consulting with the HR Business Partner and HR Information Management team to correct errors before payroll cut-off date.  Created branch incentive plan analysis, demonstrating exceptional written communication and presentation skills.  Partnered with the HR Operations team and consulted with senior leadership to update the Branch Incentive Plan calculator (MS Excel), including testing scenarios for different weightings and proposals, using peer reviews, and automating to improve data integrity. Calculated incentive compensation payments and accruals manually to verify calculations.

Hamilton, On

Hamilton, On