• As part of the Total Rewards team, delivered the first system-wide annual increase and market review program, bringing over 20,000 employees to one focal salary increase date• Evaluated positions, determining FLSA status and wage scale; analyzed compensation policies to develop competitive compensation plans• Managed participation in third party compensation salary surveys; implemented Market Pay tool to manage salary survey data • Delivered comprehensive compensation training for colleagues within the Human Performance department

• Provided compensation guidance to executives and managers within client groups (Healthcare Services, IT and Customer Operations), ensuring a consistent approach for all compensation related matters• Worked with management to identify, document, and evaluate new positions, and provide recommendations regarding exemption status and salary ranges• Identified and participated in market surveys for all existing and new locations where Health Net competes for talent• Supported leadership in strategic HR reporting, analysis, and forecasting of various compensation programs and initiatives• Developed annual benchmarking analysis, merit pool recommendation and salary structure movement recommendation for Compensation Committee approval• Served as an administrator for the Market Pay system

• Provided compensation consulting to internal clients (Levi’s Brand, Dockers Brand, Global Supply Chain and Commercial Operations) on compensation guidelines and pay programs including base pay, variable pay and long-term incentives • Managed a Compensation Analyst, providing guidance and daily management in regards to compensation policies and projects• Conducted job evaluations and market pricing globally, as well as lead other compensation-related projects in support of organizational restructuring efforts • Key member of the Annual Performance Review (APR) team responsible for executing global merit increases and annual incentive payouts for corporate employees including systems enhancements, trouble-shooting issues with managers, and final reporting of pay decisions • Worked with Legal Department to create FLSA guidelines and created project plan to review and audit job descriptions to ensure adherence to appropriate FLSA exemption criteria

• Provided analysis and consulting services to management to maintain and ensure competitiveness of Erickson Living’s base pay structure and short and long term incentives; created annual overview for Board of Directors comparing employee pay against current market data • Partnered with HR Generalists to support all corporate departments and Physician group; made compensation recommendations consistent with Erickson's compensation philosophy • Evaluated positions at all levels to determine appropriate pay based on an internal review and market data comparisons; recommended salary adjustments when appropriate • Managed the exempt bonus process for the corporate office; worked with HR Generalists, Payroll, and IT partners to determine bonus project plan; provided budget and exception reporting to senior and executive management • Participated in salary survey process from survey selection, gaining budget approval from HR Leadership, providing data input and market analysis, as well served as the administrator of the online market data database

• Managed salary administration for seven departments, which included salary increase forecasting, analysis, and reporting for senior management • Analyzed jobs using the Hay Point Method to ensure internal equity of positions across job families and grade levels; matched positions to external market data and recommended grade and salary changes; interviewed managers and incumbents to obtain position information • Completed executive and general compensation analyses to support the design and development of compensation programs to better align corporate compensation structure with current industry trends • Completed analyses of external market data to assess the competitiveness of salaries for client groups, ensured salary survey submission is accurate by auditing & analyzing the data, and advised HR Generalists of the most appropriate matches for their given jobs

Personnel Analyst 05/05- 01/07 • Performed work in the areas of classification, compensation and staffing • Conducted position classification studies; performed job audits and analyses of individual positions, classes and series of classes; prepared and revised class specifications; conducted salary and employee fringe benefit surveys• Planned and coordinated recruitments; prepared job bulletins and recruitment information; determined and placed advertising in appropriate media; and reviewed and evaluated applications • Established effective relationships with hiring managers and worked with them to review recruiting strategy and ensure compliance on all recruitment programs and processes Personnel Technician 02/03 – 05/05 • Assisted with classification studies; developed classification specifications; gathered salary and benefit data from other agencies; responded to survey requests from other agencies • Explained provisions of benefit plans to new hires; assisted in the annual open enrollment process • Responded to inquiries from employees, retirees and beneficiaries; provides guidance regarding employment issues, classification procedures and benefit eligibility