Mike West

Mike West Email and Phone Number

Compensation and People Analytics @ PeopleAnalyst
Pittsburgh, PA, US
Mike West's Location
San Francisco, California, United States, United States
Mike West's Contact Details
About Mike West

Began my career pioneering data-driven talent management & total reward programs, processes, and projects at companies with industry-leading shareholder returns & great places to work – Merck, PetSmart, and Google. In the last 10 years, a people analytics strategy consultant for large businesses like Mars, Nike & Zoom, and I have conducted a high volume of hands-on people analytics and compensation design work for San Francisco area VC-backed technology startups. Enterprise clients of most industries and sizes. Examples include Juniper Networks, Datavant, Mars Pet Health, Cityblock Health, Included Health, Children's Health - Dallas, 10X Genomics, Nike, Frontdoor, Pure Storage, Pfizer, Otsuka, Olympus, Zoom, Reddit, Instabase, Articulate, Extra, Mosaic, Udemy, Atlassian, Molekule & Jawbone.Project roles and tasks have varied, including program evaluation, program design, system design, system implementation, team building, product management, project management, research, and extensive hands-on spreadsheet or systems work. I have also had multi-year stints as a Product Strategist, Product Manager, & Principal Consultant for people data-related startups, including OneModel.Co, OpenComp.com, & AnyComp.AI.FIRSTS:-First mainstream book on people analytics: People Analytics for Dummies. ’19.-First person to have worked on three top Workforce Analytics data systems: Visier, One Model & Zeroedin. ’12-’20.-First niche people analytics consulting firm in the US, sharing the competitive advantage w/ groups of all sizes, industries, locations & budgets, ’12.-First to introduce people analytics into a non-profit children’s hospital. ’12.-First @Google to develop people analytics for employee benefits. Google's first global employee survey, HR metrics dashboard & exit prediction model. First, to connect them. Many of these projects spawn have been reported in the news. Google is the first to win the Fortune Best Company to Work 7+ times. ’06->-First to use people analytics to connect brand-specific employee measurements to business outcomes in a specialty retail company @PetSmart. ’05.

Mike West's Current Company Details
PeopleAnalyst

Peopleanalyst

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Compensation and People Analytics
Pittsburgh, PA, US
Website:
peopleanalyst.com
Employees:
1
Mike West Work Experience Details
  • Peopleanalyst
    Compensation And People Analytics
    Peopleanalyst
    Pittsburgh, Pa, Us
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  • Peopleanalyst
    Compensation Consultant & People Analytics Product Manager
    Peopleanalyst Mar 2012 - Present
    Springfield, Mo, Us
    Using people data to build better teams, companies & places to work. I conduct research, present findings, make recommendations, and develop ongoing feedback loops to monitor how conditions are changing and if actions are having an impact (or not).Projects @ Juniper Networks, Datavant, Mars Pet Health, Cityblock, Included Health, Zoom, Reddit, Instabase, Articulate, Extra, Mosaic, Front Door, Nike, Pure Storage, Otsuka, Olympus, Udemy, Atlassian, 10X Genomics, Molekule, and Children's Health.Major Areas of Client Focus:1. Total Rewards- Facilitating agreement on strategy, market pricing all jobs, performing internal equity analysis, proposing comp ranges & assisting with the annual or bi-annual merit planning process.- Competitive Analysis, Market Pricing- Employee Preference Analysis, MaxDiff, Conjoint Survey- Merit Process- Compensation Planning Models (Cash, Variable, Equity) - Developing compensation programs to solve problems in dynamic labor markets.2. People Analytics-Designing & implementing workforce domain-specific research- Predictive models, statistical analysis, & machine learning- Data workflow, data warehouse, and visual dashboards (Tableau, PowerBI, Visier, OneModel)- Employee engagement, culture, & pulse surveys- Headcount reporting, forecasting & planning- Designing data management workflows with automated event-triggered surveys- Construct slides for executive and board meetingsWorking where business strategy, talent, culture, data science, & systems intersect to solve the main problems of organizations: creating differentiated high-performing teams, sustainable long-term profit margins, & creating exceptional work environments where people can do their best work.To achieve results such as ▪ optimizing return on investment from resources ▪ increased attraction, activation, & retention of key talent in critical roles ▪ increased organizational effectiveness ▪ & creating competitive advantages in organization capability.
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  • Otsuka
    Manager - Hr Information Systems & People Analytics
    Otsuka Jan 2010 - Feb 2012
    Princeton, Nj, Us
    Designed the HR technology architecture for a Japanese conglomerate to develop a North American pharmaceutical business. Designed strategy, technology architecture, and roadmap for HRIS, which aligned systems, people, and business strategy - helping Otsuka scale geographic footprint by 10x, while maintaining support headcount at constant, to increase efficiency.Implemented WorkDay SaaS HRIS for Core HR data, Compensation, Benefits, and Payroll- combining three separate applications into one SaaS 'Cloud' application in less than ten months - simultaneously outsourcing Benefits and Payroll to third party providers over the Cloud - going live with over $6 million of monthly payroll transactions with $0 payroll errors.My efforts facilitated the CHRO deploying a very leading-edge idea that he would only hire people in HR to perform systems related work or consulting related work, thus have a truly strategic orientation, eliminating tactical work though aggressive automation or outsourcing. Most every rapidly growing small and medium-sized company should be doing what we did but surprisingly they are not. I believe this is why they are seemingly on a never-ending treadmill of work, always complain about resources and suffer ongoing conflicts – the #1 reason stated for not doing with analytics, which could allow them to be more decisive with their resources and impactful. Ironic. Anyway, we got it right at Otsuka.
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  • Astrazeneca
    Hr Business Partner & Field Researcher – Field Sales
    Astrazeneca Oct 2008 - Jan 2010
    Cambridge, Cambridgeshire, Gb
    Supported AstraZeneca Field Sales Executives in using operations, & sales data to improve management decisions, processes & programs to increase sales at decreased cost.Analyzed sales data, training data and survey data to assess the effectiveness of a Field Sales training program and provide recommendations for further rollout of the program. Designed dashboard that combined previously isolated performance & sales data to highlight the value of training sales professionals to use sales data. Counterintuitively, if you removed salespeople from the field and taught them how to look at sales reports, when you put them back into the field they performed better. I was able to show this finding statistically while holding other relevant factors constant. As a result of my analysis, they expanded this training program.Analyzed employee survey data and presented findings, “data stories”, to executives and managers, highlighting the key drivers of employee engagement and working with regional leadership team to provide specific action-oriented feedback to managers. Designed measures of manager quality, correlate to sales and provided recommendations on what actions managers could take to improve the performance of their teams.Supported AstraZeneca leadership in executing Talent Management and Succession Planning discussions in the field and supported execution of the Regional Sales Centers consolidation/downsizing effort. At the conclusion of my work, I was packaged out and invited to follow the Vice President of HR for the sales division at AstraZeneca to Otsuka where he became Chief Human Resource Officer. I did so.
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  • Google
    Program Manager - People Analytics & Total Rewards
    Google Jul 2006 - Aug 2008
    Mountain View, Ca, Us
    Pioneered People Analytics supporting Benefits at Google. I also spearheaded the first people dashboard, engagement survey, onboarding benefits & attrition analytics.In the time that I worked in Google People Operations we grew from 7K to over 21K employees & reach the #1 best company to work for status. Provided analysis and tools to support decisions on an annual investment of $2-$8 Billion. Projecting into the future, the value between decision A and B were often billion-dollar coin flips, and I frequently presented evidence for minor changes in programs resulting in 100-million-dollar savings.Designed Google’s first attrition prediction model, which assigned a mathematical 'probability of exit' for each employee, resulting in the ability to apply forward-looking, targeted, retention effort for essential segments based on strategic priorities. Designed & implemented associated exit survey, metrics and reports, which resulted in more effective monitoring of external threats and provide a listening point on factors that we either did not measure in the employee survey - this helped to evaluate what new measures should be put into the employee survey in next iteration. This method of combining multiple survey points with operational data and iterating is well ahead of its time. By 2020 probably less than 10 companies in the world have anything at all like what I was doing 15 years ago at Google.Designed statistical models to prioritize factors that contribute to employee happiness, commitment & engagement - combining a variety of data sources - analysis presented directed organization towards activity to have the most impact - preventing waste.Designed Google's first global survey - precursor Googlegeist - produced higher quality analytics, faster reports & less expensive. This was instrumental to Google’s study of what makes a good manager & the most important data in all predictive models relating to employee happiness, attrition & team performance.
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  • Petsmart
    Sr. Quantitative Analyst - Talent Management & Analytics
    Petsmart Mar 2005 - Jul 2006
    Phoenix, Arizona, Us
    Pioneered Quantitative Analyst role at PetSmart. Provided analysis & tools to support decision-making on 20K employees, an annual investment of $40M+Analyzed the relationship of store associates' knowledge, engagement, & attrition to customer satisfaction & sales. Identified jobs that were more important to store sales than others. Provided recommendations- performance mgt., compensation & training efforts were adjusted accordingly. If you consider that retail organizations have low profit margins & a majority of the expenses are people related, THEN programs that allow management to more carefully segment resources to people is the whole game. ROI of people analytics is absurdly high.Played an instrumental role in PetSmart’s move from "Mart" to "Smart". Conducted analysis that allowed the company to correlate knowledge with customer satisfaction & sales—a key differentiator from the competition-- highlighting the value of store training & identifying locations & subjects where training would have the most impact on customer satisfaction & sales. While most retailers were bankrupting, PetSmart performed well with their knowledge & service-oriented business model - thereafter sold to private equity for billions of dollars – providing an above average return for shareholders.Project management for employee surveys, a non-trivial task for a geographically distributed company where a majority of employees did not have access to computers. This initiative was expensive & precarious to get right. I learned to have great attention to process & detail. A survey is not a survey is not a survey - the costs are great & the difference on minor points is staggering.Designed people data reporting architecture & worked with internal BI team to implement it - including requirements & design of metrics & dashboards to monitor trends & assess the effectiveness of people programs, practices, policies & strategy- increased accessibility, speed, & data quality.
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  • Merck
    Sr. Hr Decision Support Analyst – Workforce Planning & Analytics
    Merck Jul 2001 - Mar 2005
    Rahway, New Jersey, Us
    Did pioneering work w/ data in HR - analysis to support decision-making on 65K employees, an annual investment of $4B. Being a company that re-invented itself w/ scientific innovation, Merck was one of the first companies to recognize the value of data applied to people decisions. My first project was to analyze the value of e-learning relative to “fly them in” training. I used data to guide a very complex organization onto common tools for many millions of savings. This was my first glimpse of how you can create collaboration + data to get better results than either alone. Data can both provide new information & objective criterion for decisions. The easiest outcome to illustrate is that I saved Merck millions of dollars by facilitating consensus to select a standard eLearning tools.Analyzed training needs & provide input into instructional design for a new manager development program that accelerated more consistent manager quality. Need analysis for online learning to support Merck's global implementation of a new Performance Management process – which fundamentally changed the way Merck managed people - from a single subjective label to a multidimensional view of performance based on objective criteria.Analyzed interview transcripts about 'speaking up'. My research on speaking-up was timely & strangely predicted the disastrous the retraction of the drug Vioxx. Had my research been conducted several years prior it may have averted a multi-billion mistake that became a crisis.Tapped by Deb Dagit, Diversity, to lead focus groups on Diversity issues & present recommendations. Merck went from having very little Diversity to being one of the few companies to have a Black CEO. Deb has now been recognized as one of the top 8 women contributors to Merck - we were doing history producing work together.Contributed to a variety of projects that helped Merck deploy people to problems more efficiently through movement towards digitization & automation.
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  • Post-Graduate Internships
    Compensation Analyst
    Post-Graduate Internships Oct 1999 - Dec 2000
    Mounds View Public Schools: Conducted job analysis, implemented a new competency models, matched jobs to a market pay survey & performed compensation analysis. A work that is foundational for valid, reliable, & defensible hiring criteria, performance criteria, for determining training needs, for workforce planning &, for setting pay rates that balance value provided w/ cost structure & operational necessity. University of Minnesota Clerical Union: Compensation analysis to assist in successful negotiation between university & union. Human beings have disputes. Data is a great unifier. Hallmark Inc: Researched paid leave programs and presented a business case to replace traditional paid leave program with a Paid Time Off (PTO) Bank, —yielding more predictable time off patterns & reduced productivity losses from unexpected time off, overtime, & temporary employee costs.Researched, benchmarked & proposed to implement HR Shared Services, proposing a design for more efficient global HR Centers of Excellence (COE), which included compensation & benefits. Consequently, this extremely profitable private company, Hallmark, became well ahead of our time w/ how both effectively & efficiently approached HR. Hallmark hires great artists who put emotions on paper, which has a value exceeding that of money, yet what they do is legal. Go Hallmark!
  • Undergraduate Internships
    Database Administrator
    Undergraduate Internships 1996 - 1999
    Big Brothers Big Sisters: Case Manager: I learned about people, I learned about offices, & I learned about databases.Northern Arizona University: Risk Management: I applied to work for the NAU campus police. They artfully redirected me to "Risk Management". I was better suited there. I was responsible for a database, learned a little SQL, and managed a lot of insurance claims. Wild animals can do strange things on mountain roads in Northern Arizona - your one job as driver of a car is to avoid them. Also, always buy renters insurance, even and perhaps especially, in dorms.
  • Early Work Experiences
    Operations, Customer Service, Sales & Marketing
    Early Work Experiences 1988 - 1999
    I worked through high school and college while achieving above average GPA. During this time I learned about the difference between hard work and not-so-hard work, incentive compensation, customer service, and integrity.WestAD | Assistant Entrepreneur in Residence | Phoenix, AZ | '88 to '92Before Google was a glimmer in Larry and Sergey's eyes our family business was connecting small businesses to the needs of the community - on driveways. There was no AdSense in that day. No internet. I packaged "bagged" advertisement flyers (yes a real pulp-based product) and recruited my friends to do so as well. We were paid piecemeal so the faster we packaged the packets the more we earned. We made double the minimum wage, at least. :-) And we got so good with our hands we could do it while listening to the radio or watching TV.In the beginning, we walked around a table to collate a series of paper advertisements into a single packet. Then we innovated and bought a high throughput collating machine from Germany. Sometimes it jammed. It helped if you put a little spit or water on the rubber pads. I churned out millions upon millions of collated packets of coupons that represented the identity, hopes, and dreams of local businesses.I once had to fire a friend who was cheating in his numbers - and thus stealing from the business.Sometimes I walked out information to small businesses in the area to make sure the owners knew about us. I love all kinds of businesses. I watch & learn. At this time of my life, I developed a passion for genuine people, business savvy, kindness, & humility. We were humble & we served the humble.Misc Retail, Hospitality & Travel | Customer Service | Phoenix, AZ and Flagstaff, AZ | '92 to '99Alaska Airlines - Agent, Motel 6 - Night Auditor, Motel 6 - Front Desk, Bashas Grocery Store - Dairy Clerk, Bashas Grocery Store - Produce Clerk, Bashas Grocery Store - Clerk, Albertsons Grocery Store - Clerk

Mike West Skills

Hris Surveys Staffing Analysis Workday Data Warehousing Business Intelligence Tools Human Capital Management Employee Engagement Human Resources Hr Technology Hr Transformation Hr Metrics Data Management Employee Surveys Data Analysis Workforce Planning Sociology Hr Analytics Predictive Analytics Online Survey Tools Hr Research Strategy Organizational Development Organizational Effectiveness Training And Development Analysis Talent Management Psychology Program Management Employee Relations Cross Functional Team Leadership Research Methods Deferred Compensation Hr Consulting Management Organizational Design Compensation And Benefits Analysis Hr Strategy Analytics Compensation Program Assessment Statistics Hypothesis Testing Statistical Software Recruiting Data Visualization Metrics Employee Benefits Analysis Performance Management

Mike West Education Details

  • University Of Minnesota - Carlson School Of Management
    University Of Minnesota - Carlson School Of Management
    Human Resources And Industrial Relations
  • Northern Arizona University
    Northern Arizona University
    Sociology
  • Northern Arizona University
    Northern Arizona University
    Psychology

Frequently Asked Questions about Mike West

What company does Mike West work for?

Mike West works for Peopleanalyst

What is Mike West's role at the current company?

Mike West's current role is Compensation and People Analytics.

What is Mike West's email address?

Mike West's email address is mi****@****rck.com

What is Mike West's direct phone number?

Mike West's direct phone number is +146940*****

What schools did Mike West attend?

Mike West attended University Of Minnesota - Carlson School Of Management, Northern Arizona University, Northern Arizona University.

What skills is Mike West known for?

Mike West has skills like Hris, Surveys, Staffing Analysis, Workday, Data Warehousing, Business Intelligence Tools, Human Capital Management, Employee Engagement, Human Resources, Hr Technology, Hr Transformation, Hr Metrics.

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