• Analyze proxy statements for Executive Survey Peer Group and oversee executive compensation• Perform salary structure updates and assess position leveling and market pricing for all 900 employees• Develop targets for Short-Term and Long-Term incentive programs and model associated costs• Designed and implemented methodology for calculating pay equity ratios through multiple linear regression• Lead monthly commission calculations for Dedicated Sales team and review pipeline to estimate payments• Oversee 3 merit/promotional increases, 4 bonus processes, and 12 commission cycles annually• Manage the growth, development, and workflow of our Compensation Analyst• Wrote software to automate payroll projections to provide accurate ESOP contribution estimates for finance• Facilitated compensation due diligence during Point B’s purchase by private equity firm Endeavor Capital• Responsible for firmwide Job Architecture, Job Catalogue, and creation of Job Descriptions• Built Monte Carlo Simulation to model dependent sales component payouts

• Created Point B’s first salary structure to cover all positions including executive roles• Completed a Job Architecture initiative that leveled the entire firm and established transparent salary ranges• Performed all job analysis, position evaluation, and market pricing for employees spanning 250 roles• Provided ad hoc data analysis for Executive Compensation Committee & Board of Directors• Implemented Workday Core Compensation and built out HRIS reporting functionality• Developed merit/promotional cycle workbooks and aggregated data to load into Workday via EIB• Set geographic pay differentials to cover approximately 850 employees in 12 locations across the US• Gathered, processed, and submitted compensation data to survey providers and analyzed survey results• Review compensation packages offered by recruiting team to ensure internal and external alignment• Gathered performance management metrics and developed merit increase matrix for salary planning

• Developed executive pay studies and commented on pay competitiveness of all elements of compensation• Built comparable executive survey peer groups and analyzed executive compensation data• Wrote organization wide pay programs including creating salary structures and incentive plans• Created benchmarking protocols and market priced positions to ensure external competitiveness• Made job families, defined work levels, and utilized market/internal position leveling matrices for job grading• Joined Managing Director at client meetings to present study methodology to board members and executives• Developed and implemented integrated global salary structures across multiple countries• Commented on FLSA exemption status of roles based upon salary basis and duties tests• Supervised junior team members and reviewed excel workbooks and reports to ensure accuracy

• Integrated account information from recent acquisitions and several software systems• Analyzed daily and monthly invoices to assure appropriate billing and customized invoices• Oversaw team of four to correct billing discrepancies on over 100 accounts and $500k in revenue