Michael Hough Email & Phone Number

New York, NY, US

• 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.
• 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.
• 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.

Cambridge, MA, US

• 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..
• 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.

Boston, Massachusetts, US

• 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.
• 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).
• 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.

Cambridge, MA, US

• 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.
• 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.
• 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.

Bedford, NH, US

• 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.

Miami, FL, US

• 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.

Ba, Communication

Aas, Business Management