In an advisory capacity to business leadership and global HRBPs, I have oversight of compensation strategy, solution resolution, and decisions impacting the global workforce. I lead a small team in the design and delivery of compensation programs, processes, practices, controls, and governance in delivery of firmwide compensation and in support of broad HR initiatives.• Provides consultative guidance, analytical analysis, reporting, market practices and clarification of polices to Executive Leadership within the Service Delivery business.• Leads the annual Total Compensation Planning cycles, including the development of guidelines, review of recommendations to ensure compliance with guidelines, and consolidation and analysis of recommendations for senior leadership consideration.• Analyze data from external and internal sources to prepare competitive intelligence summaries and compensation strategy recommendations to executive leadership.• Actively monitor market conditions, economic pressures, and government regulations to assure BBH holds a competitive position to attract, motivate, and retain the strongest talent possible.

Manager of Compensation, Benefits, and HR Operations/Payroll/HR Audit team members. After restructuring our compensation strategy and building a new benefits team, we significantly widened our available candidate pool. This contributed to a 12.3% drop in annual voluntary turnover and an unprecedented 55.6% increase in assets under management during my tenure.• Conducted a complete overhaul of all compensation tools including market evaluation, pay structure, and year-end cycle to ensure competitive pressures are addressed equitably and consistently.• Assessment and re-alignment of market data resources to better align the bank’s long-term strategy of retaining “up-market” talent to support growth while negotiating contract savings. • Built framework to analyze and identify potential internal equity concerns and provide the bank safe harbor in adherence with MEPA (Massachusetts Equal Pay Act: July 2018).• Leveraged analytics and data for various Total Rewards initiatives to tell the story and gain approvals from Executive Management and the Compensation Committee of the Board.• Responsible for executive job evaluation and creation of executive offers, long term incentive award programs, deferred compensation programs, and other executive compensation program components.• Collaborated with HR team to drive the innovation and optimization of HR Operations to deliver HR systems and automation strategies that increase the value to employees and reduce the need for redundant processes.• Oversight of all corporate benefit programs including retirement plans, health benefits, wellness programs, mental health support resources, and voluntary benefits.• Implemented Modern Health and KGA (EAP) resources to help ease recent uptick in mental health struggles.• Introduced Total Rewards Statements to organization and fully rebuilt of all ongoing use compensation tools.• Brought Human Resources up to date on a multi-year backlog of outstanding audit requests.

One of two team members responsible for entire compensation function in which we split coverage of business units. My business areas included Putnam’s sales/distribution (Retail, DCIO, and Institutional), Relationship Management, GIS, Marketing, General Services, and Conference Planning divisions.• Full ownership of all of Putnam’s compensation and business pay practices surveys used to drive discussion around prevailing compensation trends, industry trends, variable pay structures, and other best practices. • Advised on and influenced corporate wide programs including executive pay, sales plan structure and design (26 sales incentive plans covering approximately 225 sales professionals both domestic and international), incentive compensation, procedure guidelines, and technology resources. • Created statistic models using internal data sets to provide data points and graphics for various presentations such as board presentation materials. • Partnered with executives, senior leadership teams, and key stakeholders throughout potential merger and acquisition transactions.• Represented Compensation and Human Resources during new technology implementations. • Member of Performance Management planning committee which drove the design of strategic performance goals, HRIM tool selection, and implementation to organization. • Primary contact for internal and external audit requests related to compensation.• Conducted job evaluations to determine benchmark matches by reviewing job descriptions, interviewing HRBP/senior management, analyzing survey data, and comparing internal equity.• Graduated Putnam’s high potential Leadership Program and served as a mentor in Putnam’s mentor program.

Interim ownership of entire compensation function after CHRO, Chief of Sales, Director of Total Rewards, and Compensation Analyst left the company in a short time frame. I helped new executive leadership assess the health of our Sales Compensation strategy with the assistance of external contractors.• Created necessary tools to allow the Human Resources team to quickly determine the effect of the sales compensation programs during hiring/promotion decisions spanning 11 countries and 425 sales employees.• Selected Alexander Group Sales Incentive Consultants to assist in full incentive program review after a major leadership shake up at the highest levels of Human Resources and Sales resulting in strong validation of current approaches with long term strategy adjustments which we transformed into incentivized sales initiatives. • Built and managed sales commission statistical models to assist in designing and developing sales plans and understanding program costs through Monte Carlo risk simulation trials.• Monitored sales performance trends and recommend compensation plan design changes as appropriate to ensure rewards programs where competitive, cost effective and perceived as valuable to employees.• Created and maintained company-wide quantitative analysis for executive/senior management to provide insight on quarterly performance statistics and related sales incentive compensation program data.• Collaborated with the Human Resources team on an ongoing basis to provide support for organizational changes including post-acquisition merging of employees, benefits, and compensation structures/cultures.

Sole Compensation and HRIS professional while headcount unexpectedly shrunk from 1,800 to 350.• Partnered with and external consultant to design, develop, and implement a formal compensation structure including base pay salary range, merit increases, bonuses, sales commission, and other rewards plans.• Negotiated and assessed offers in terms of internal equity and competitiveness to the job market.• Completed salary surveys and provide survey results information to executive management for evaluation of the external competitiveness of compensation programs and recommended FLSA status changes.• Built and maintained business continuity framework for primary Human Resources deliverables.• Assessed internal HR reporting functionality and restructured ADP HRIS reports to improve client satisfaction resulting in the first HR recipient of our corporate recognition award program.• Prepared ad hoc analyses and communication as needed to support HR and business strategy objectives.• Provided expertise in HRIS efficiency through automation, outsourcing, and process redesign.• Utilized numerous data resources and determined the most proficient way to present meaningful data.

HR team of two including VP of Human Resources and manager of reception staff.• Responsible for full cycle benefits and payroll processing in 41 locations within 26 states.• Owned successful transition of benefit introduction and enrollment processes from paper to an electronic self-service process, saving time and money while improving employee on-boarding experience.• Created and presented weekly self-service training course for all new hires regarding all HRIS self-service features including payroll, benefits, and time off request functions.• Implemented processes and procedures that promoted efficient sharing of information internally and externally including the introduction of the organization’s first HRIS platform.• Managed procedural flow of the Human Resources Department including all data integrity for new hires, benefits administration, terminations, promotions, transfers, and other supporting documentation.• Updated HRIS system functionality in coordination of new policy or procedure rollouts.