- Provide guidance on compensation/ pay matters to management, HR business partners, and recruitment - Review and approve requisitions, promotions, and adjustments based on internal equity and market benchmarks- Analyze market trends and maintain pay structures - Simplify and set processes to drive efficient delivery at scale-Program manage, align requirements, and test Compensation modules in partnership with People Operations, HRIS, and Payroll - Routinely audit employee pay and compensation records- Support compensation cycle process: merit, promotions and incentive planning/ implementation - Conduct compensation analysis to support business decisions, focusing on trends, pay equity, and salary competitivenessInterim support for People Data Analysis:- Maintain and administer Python reports and Tableau dashboards to track key HR metrics and targets for the People organization, driving informed decision-making

Provide compensation support ▪ Routinely audited employee and compensation records, and provided guidance on pay to HR department and Finance ▪ Improved and implemented job architecture to meet business needs. ▪ Developed and implemented business processes breaking down silos among corporate functions▪ Lead Job Description project with HR team to build standardized job descriptions for benchmarking, recruiting▪ Established, administered, tracked, and audited quarterly bonus process with added checks and balances▪ Reviewed and approved candidate offers, promotions, and adjustments based on internal and external benchmarks

Delivered Compensation support to Global Sales and Professional Services functions (professional/managerial employees)▪ Collaborated with HR business partners by providing guidance on compensation matters▪ Partnered closely with HRIS to create ad-hoc reports in UltiPro needed for company-wide reviews ▪ Participated and input salary surveys with Comptrix, Mercer, and Radford Global Tech and Software▪ Prepared business for expansion by simplifying compensation structure▪ Created global salary structures that take into account internal and external equity ▪ Built career paths and job families with guided job levels/grades that abide by FLSA regulations▪ Implemented and administered market pricing automation project with survey management software, PayFactors▪ Benchmarked jobs and created job families based on market trends and internal equity ▪ Audited survey results in PayFactors, ensuring all stats needed are available for job pricing▪ Administered training for compensation team to efficiently utilize PayFactor’s system▪ Identified areas of improvement in the use of the survey management software▪ Reviewed and approved candidate offers, promotions, and adjustments based on internal and external benchmarks▪ Tracked variable/incentive monthly metrics and administer annual bonus payout of $11M+ to global employees▪ Improved companies’ global incentive program ▪ Developed, benchmarked and made global program more equitable and consistent

Provided professional compensation services for corporate departments (professional/managerial employees)▪ Participated and budgeted for salary surveys with Mercer, Aon Hewitt, Empsight, Foushee, McLagan, and Radford▪ Partnered with PayFactors representatives to improve service and data available to Centurylink▪ Identified areas of improvement in the use of PayFactors▪ Administered training for compensation team to utilize system more efficiently▪ Audited survey results in PayFactors, ensuring all stats needed were available for job pricing▪ Conducted proactive analysis of market data, trends, and best practice research to convey compensation packages▪ Maintained and created new jobs in SAP ▪ Collaborated in merger/integration with Century Link acquiring Level 3▪ Career path design for new business needs after integrating two legacy companies▪ Partnered with HR business partners and recruiting, providing guidance on compensation matters; candidate offers, promotions, and salary increases while ensuring internal equity

Provided professional Compensation/partner services for assigned departments; (professional/managerial employees) ▪ Collaborated and developed new compensation structures for merger/integration of CNS Pantex and Y-12 complexes▪ Created career paths and new pay structures for roles of the newly integrated company▪ Mapped current jobs to new pay structure, ensuring internal equity for all employees▪ Supported FLSA reviews of positions and internal equity audits across organizations and career paths▪ Utilized Market Pay (acquired by PayScale) to benchmark positions based on market trends and internal equity ▪ Reviewed and approved adjustments, promotions and variable pay ensuring appropriate budgeting▪ Administered performance management process in PeopleSoft for assigned departments, ensuring managers and employees complete actions necessary▪ Collaborated, reviewed and approved annual compensation merit cycle with client groups, guiding managers to base increases on performance▪ Evaluated jobs and recommend appropriate pay levels based on internal and external job and market comparisons

Support Knoxville & Alcoa TN office recruiting needs ▪ Staff job orders to specific client needs▪ Interview and pre-screen candidates for open positions▪ Responsible for collecting employees’ information such as government documents, attendance, benefits, and compensation▪ Input, maintain and audit employee records, ensuring well-maintained records