Functional/Operational Lead for global HRIS system, leveraging COE structure with members from EMEA, Asia/APAC, LatAm/South America and North America. Heavy involvement in original process mapping and requirements, RFP and vendor selection. SAP SuccessFactors original implementation included Talent modules (Performance & Goals, Succession, Compensation and Variable Pay) as well as Learning and Employee Profile. Later modules included Workforce Analytics and Employee Central with Position ManagementTechnical expert for Compensation & Variable Pay – ongoing analysis, testing and adoption of new features to optimize functionality and accommodate business changesSuccessfully retained previous Business Partner role for over a year until a replacement solution was found

Business Partner for Americas portion of Global Business Unit, with direct management of Mobility Specialist and HR CoordinatorKnown for confidentiality and ability to consider all factors regarding Employee Relations issues, such as investigations, reorganizations and terminations and ability to build and earn trust with and provide counsel to both employees and managersPrimary HR contact and local subject matter expert (SME) for Operational Excellence study, leading to selection of global HRIS systemTeam Leader for International Assignment Management outsourcing project for all US inbound and outbound assignments. Developed RFI process, scorecard, negotiated contract including SLAsSpecial Incentive Plan Benchmarking and Design for commodities traders

Continuous progression from Staffing Specialist to Compensation, HRIS & Special Projects.Filed company’s first AAP/Affirmative Action Plan; executed Stock Option Exchange, managed Reduction in Force, recommended new Paid Time Off Policy.HRIS Super User in SAP and Ceridian, including query functionality and background tables. Authored data requirements for HRIS conversion project.As part of a small, self-directed cross-departmental team, aligned budget and reporting structures to allow more efficient and accurate data exchange and usability.Full-cycle, broad based compensation in Sarbanes-Oxley compliant environment, including: year-end budget, competitive market analysis, new hire recommendations. Executive comp including stock options and restricted stock.Generalist duties including new employee orientation, policy development and exit interviews.Sourced, screened and interviewed candidates for positions from Director through non-exempt. Recommended and negotiated salary offers.Created, planned and ran company’s first onsite career fair for scientific/research candidates.