Patricia Rowe Email and Phone Number

Partners with Human Resources and JPL management/senior management to understand business strategy. Translates staffing needs into actionable compensation solutions ensuring employees are earning competitive pay packages.Manages department including six Compensation Analysts and staff support.Led JPL's compensation response to pay transparency legislation. Researched options, chaired project team and implemented response including anticipating downstream effects.Led manager communication response to pay transparency legislation including hosting question and answer sessions for over 600 managers.Partners with Information Systems, Talent Acquisition, Human Resource Business Partners and others to plan and implement compensation initiatives (I.e. annual merit process).In partnership with vendor, leads pay equity analysis.Prepares executive compensation committee materials.Voting committee member for service award RFP.

Direct report to CHROPartnered with Human Resources and Belkin management/senior management to understand business strategy. Translated staffing needs into actionable compensation solutions ensuring employees are earning competitive pay packages.Presented analyses and recommendations to Senior Management, including CHRO and CFO, which supported business strategy and anticipated future needs.Demonstrated strong influencing skills when communicating/negotiating compensation issues with HR and business management (including, but not limited to: grade level, FLSA exemption and pay changes).Viewed as subject matter expert for compensation issues by Human Resources, Legal and management.Administered sales compensation plans including quarterly payouts.Partnered with Finance to budget compensation costs.Maintained vendor relationship with AON/Radford.Led pay equity analysis.

• Partnered with Human Resources and Aerojet Rocketdyne management to understand business strategy. Translated staffing needs into actionable compensation solutions ensuring employees earned competitive pay packages.• Reported directly to CHRO during Director Total Rewards vacancy.• Presented analyses and recommendations to Senior Management which supported business strategy and anticipated future needs. Included travel to sites.• Demonstrated strong influencing skills when communicating/negotiating compensation issues with HR and Business Management (including, but not limited to: grade level, FLSA exemption and pay changes).• Viewed as credible source for compensation issues by Human Resources, Legal and management.• Developed and maintained effective working relationships with multiple levels (Senior Management, HR, line managers and employees) company-wide.• Administered employee recognition program including vendor management and timely payment of awards.• Demonstrated project management skills including: data gathering and review, adhering to timelines, managing key stakeholders, anticipating downstream effects and designing potential solutions, creating and implementing results and communication.• Supported compensation needs of largest employee groups (Engineering and Operations).• Examined current compensation practices and offers suggestions for improvement.• Recruiting Support: Partnered with Recruiting to make competitive offers and reviewed engineer and intern pay rates.Administered equity program.Partnered with external consultant to review pay equity and present results.

• Partnered with Human Resources and Progressive management to understand business strategy. Translated staffing needs into actionable compensation solutions ensuring employees earned competitive pay packages.• Viewed as Compensation subject matter expert for: base pay and incentive compliance, internal equity and market pricing comparisons.• Presented analyses and recommendations to Senior Management which supported business strategy and anticipated future needs.• Demonstrated strong influencing skills when communicating/negotiating compensation issues with HR and Business Management (including, but not limited to: grade level, FLSA exemption and pay changes).• Viewed as credible source for compensation issues by Human Resources and all levels of Progressive management.• Developed and maintained effective working relationships with multiple levels (Senior Management, HR, line managers and employees) company-wide.• Served as Compensation representative on internal review boards which monitored job title usage company wide.• Job Review Facilitation: Led largest cross company job reviews including developing job descriptions, researching external and internal benchmarks, reviewing FLSA status, providing impact analyses and recommendations. Demonstrated project management skills including: data gathering and review, adhering to timelines, managing key stakeholders, anticipating downstream effects and designing potential solutions, creating and implementing results and communication.• Performed analysis for mergers and acquisitions job slotting.• Compensation Communication: Facilitated compensation education workshops (partner with Business Leader or as sole presenter) across the country to audiences between 30 and 50 managers.• Recruiting Support: Partners with Recruiting on starting salary discussions and hot jobs.

• Compensation Partner: Partnered with Human Resources and Business Managers to analyze/distribute base pay and discretionary cash programs as well as recommend appropriate use of structure.• Job Review Facilitation: Led largest cross company job reviews including developing job descriptions, researching external and internal benchmarks, reviewing FLSA status, providing impact analyses and recommendations. Demonstrated project management skills including: data gathering and review, adhering to timelines, managing key stakeholders, anticipating downstream effects and designing potential solutions, creating and implementing results and communication.• HRIS System Compensation Subject Matter Expert: Served as Compensation subject matter expert during Annual Salary Review re-design effort in Peoplesoft in conjunction with Human Resources, Human Resource Systems and Business Leader Compensation and Benefits. Served as Marketpay liaison.• Salary Survey Participation: Participated in annual salary survey process ensuring matches to market and timely submission.• Recruiting Support: Partners with Recruiting on starting salary discussions and hot jobs.

• Compensation Partner: Partnered with Human Resources and Business Managers to analyze/distribute base pay and discretionary cash programs as well as recommend appropriate use of structure. • Bonus Program Administrator: Administered bonus program for management level employees including calculation and distribution.

• Compensation Partner: Partnered with Human Resources and Business Managers to analyze/distribute base pay and recommend appropriate use of structure.• Compensation Administration: Evaluated salary survey information to level jobs appropriately.