•Lead a team responsible for strategy and design, and process administration of broad based incentives and recognition programs for the enterprise, including fully integrated and non-fully integrated subsidiaries and majority owned joint ventures.•Administer the annual corporate incentive programs for individual contributors, management and executives managed in Workday. Implement and manage change by partnering with cross functional stakeholders, such as HR Leadership, IT, HR Operations, Legal, Payroll, non-fully integrated subsidiaries, Communications, and Accounting to execute. Conduct large scale testing, resolve complex issues, and led the after action review.•Lead the strategic review and annual design of the Sales Incentive Plan using stakeholder feedback, plan effectiveness analytics and market data to develop plans which motivate sales employees, are affordable, and support the long range business strategy. Collaborate with HR, Finance, Sales, Legal, Communication to update the design, develop change management plans and materials for implementation in +25 countries. Once implemented manage quarterly payment process administration•Lead incentive program strategic review, analysis and changes globally (+45 countries) for individual contributors, management and executives on corporate programs. Conduct benchmarking and analysis on incentive programs. Implement and manage change by partnering with cross functional stakeholders. Develop Works Council and employee briefing materials for consultation. Develop training/resource materials, communications content, conduct testing, resolve issues, and lead after action review. Once implemented, manage administration.•Consult and develop innovative incentive program designs which accelerate business success and support employee talent strategies to support critical skills, labor containment, retention, employee transitions and etc.•Conduct due diligence analysis on merger, acquisition and subsidiary integration

•Lead exec benchmarking project to develop strategy, process, conduct analysis, salary decision guidance, and structure for future state. Partnered with survey vendors, senior leaders, HR to gather feedback on strategy and benchmarks.•Lead compensation and salary review processes for exec and nonexec including development of process documentation, funding, training/resource materials, communications, testing, issues resolution, after action review and root cause corrective actions. Work with stakeholders such as Payroll, Staffing, non-fully integrated subsidiaries (NFIS), IT, Communications, Talent Management, Security, Finance, HR Operations and etc. •Lead the incentive programs for nonmgmt, mgmt and exec. Conduct annual benchmarking and analysis on programs. Implement and manage change by partnering with stakeholders, such as Legal, Payroll, NFIS, IT, Communications, Finance, HR Operations, and HR to make changes. Develop briefing materials for consultation, training/resource, communications content, conduct testing, resolve issues, and led the after action review.•Co-lead the Intl Job Classification (IJC) process and integration with US and NFIS utilizing the salaried job classification structure.•Job Classification leader for a number of functions, such as Field Services, Sales & Marketing, HR and etc. Ensure accurate benchmarking of jobs by having relationships with job content experts. Build/maintain relationships with leaders through ongoing communication. Lead and develop unique resolutions to complex global issues to support the business, update/add/delete job families or level descriptions within the classification structure. Annually review Salary Reference Tables in each country.•Focal to the 2nd Century HR team implementing organizational, cultural and process changes. Working to develop global processes and ensure intl requirements are documented for Workday implementation.

•Lead large-scale change initiative and readiness for Recruiting Transformation, which includes implementation of Enhanced Recruiting Services, Taleo Applicant Tracking System, and etc... •Lead core change management team members (communication, training, HR and OE specialists) and partner with program teams (process design and architecture, requirements management, IT design & implementation) •Address strategic program elements and tactical deployment elements, including the communication plan, sponsor roadmap, coaching plan, training plan and resistance management plan. •Manage and track overall change journey and management •Define and manage methods for capturing change impacts and commitment levels •Be an active and visible coach to executive leaders (change sponsors), project teams (change resources), and business unit/functional stakeholders (change agents) •Facilitate collaboration with business unit/functional stakeholders, including transparent communication of project plans and status and coordination of activities for engagement of stakeholders across the enterprise •Partner with OE and HR to lead Global Staffing team through defined approach to Organization Design to adjust/develop organizational mission, core competencies, guiding principles, scorecard, level 1 structure and implementation plan •Lead the change management activities associated with Global Staffing Organization Design

•Lead a team of Human Resource Generalists in Shared Services supporting Enterprise Services and the Business Support organizations•Strategic Business Partner to the Vice President of Enterprise Services providing guidance on HR topics, proactively identifying people implications, and ongoing performance and development feedback of leadership team.•Responsible for the development and execution of the Enterprise Services People Plan engaging functions (i.e. Business Operations, Finance) and partners (i.e. Diversity, Employee Involvement, Strategy Integration) in the support of deliverables. Lead and facilitate the Enterprise Services People Council proactively addressing key business issues such as leadership development, strategic workforce planning, and employee engagement.•Understand business challenges, identifies strategic opportunities and develops and drives the implementation of plans that improve leadership capability, organizational effectiveness and workforce readiness.•HR for HR Network member representing Enterprise Services •Champion of HR Functional Excellence activities, such as PCAB, by partnering with Enterprise Services leadership to discuss root causes and resolution for HR process escapes with a goal to improve service performance and customer satisfaction.•Lead and facilitate the SSG HR People Council having an organized management system in place which aligns and drives execution of the People Plan deliverables.•Represent SSG on the Enterprise Learning Integration Board. Set up infrastructure within the organization to support learning strategies, demand management pipeline, and the sharing of best practices to replicate.

•Project manager for the Assess and Build Leadership Capability Strategy•Responsible for enterprise Talent Management strategy, expertise/resources, processes, policy and systems including Performance Management, Executive Staffing and Leadership Assessments•Led a team with multiple start-up projects and continuous improvement initiatives aligned to key organizational & enterprise wide priorities •Defined and delivered a variety of enterprise communications, training, help chain and change management needs working cross-business, cross-functionally, and with subsidiaries•Developed and sustained productive customer relationships by proactively anticipating requirements and developing innovative solutions in support of the business•Ran a healthy core business through employee engagement initiatives building positive relationships with project and process leads, team members, and stakeholders.

•Developed strategy, process and command media to implement new, Enterprise-wide Performance Management process and Oracle based tool•Led a group of subject matter experts from Leadership Talent Management, Employee Compensation, Executive Compensation, Employee Relations, Global Diversity & Employee Rights and Workforce to develop, design and implement an enterprise-wide process and IT solution for managing performance and development•Partnered with HR Solutions Program to deliver project statement of work by integrating project plans, resource requirements and cost•Developed strategy, process and command media for new Performance Management process•Coordinated and partnered with PM HR Stakeholder Involvement Team•Conducted extensive end-user research (domestic and international) to understand and integrate feedback from the business into the process, tool design and implementation plans•Engaged downstream process owners to communicate and understand impact to other HR processes•Utilized Lean+ methodologies in Value Stream Mapping (VSM) and Six Sigma tools in re-engineering of the business process•Developed presentations, including Deep Dives, updates, and business cases as well as HR Change Management Gate reviews with HR Solutions Team and present to the executive sponsors and the Human Resources Leadership Team•Ensured performance of the current system and business process is maintained.•Process Integration Team focal for the Strategy, Compensation and Benefits organization

•Partnered collaboratively and effectively with HR Business Leaders and executive focals providing advice, counsel and support in the area of executive resources which includes, executive compensation, succession planning, leadership development, and executive performance management, in an integrated and effective manner across Corporate functions•Proactively solicited feedback to understand and anticipate business and customer requirements•Facilitated the Shared Services Group People Council hosted by the Director-Human Resources. Collaborated and strategically planned forward thinking discussions with a talent management focus•Lead Corporate benchmarking activities by identifying participation in appropriate surveys, involve customers in validating the benchmark, complete analysis and make recommendations as appropriate•Generated and analyzed the Executive Resources and Performance Management monthly report for trends and changes in data as well as communicate findings to organization•Demonstrated working together principles, business acumen knowledge and Leadership Attributes when addressing executive compensation, performance, staffing and personnel matters•Developed lean/efficient processes and tools by involving customers and participating in LEAN activities