Rob Schmitt, Ccp Email and Phone Number

• Developing and executing a holistic Global Total Rewards strategy that aligns with the company’s overall culture, values, and business goals while attracting, engaging and retaining top talent• Redesigning Global Total Rewards team to create a comprehensive and consistent approach to compensation and benefits global practices while fostering a team culture of collaboration, innovation, and continuous improvement• Successfully conducted Global Benefits Broker RFP with goal of transitioning from 27 benefit brokers to 1 • Chair the 401(k) Investment Committee• Improved 401(k) employer match vesting schedule from 4 years to 2 without increasing plan costs• Restructured the HRIS team resulting in increased execution, efficiencies, and accuracy of data• Oversee the management of our Global Mobility team and the development of programs and policies to support international assignments, relocations, immigration, and repatriation• Prepare Total Rewards updates for executive leadership and the Compensation Committee• Establish strong and trusted partnerships with senior leaders and people team leaders throughout the organization while providing expert guidance and education on Total Rewards-related matters • Operate with a high level of integrity and sense of urgency and bias for action resulting in consistently following through on deliverables and meeting deadlines

• Built and implemented Exabeam’s first ever Total Rewards Department• Served as thought leader and strategist who partnered with the HR team and Executives to ensure our Global Total Rewards strategies were aligned with the organization’s philosophy• Partnered with CPO, CEO and Compensation Committee of the Board of Directors on strategic plans for Executive Compensation with potential pre-IPO view and perspective• Led all compensation initiatives, including the strategy and execution of job evaluations/leveling, and development of compensation structures to include base pay, bonus and equity targets• Voting member of the 401(k) Investment Committee• Provided thought leadership to the business on the development of competitive offers rooted in market and recruiting data while aligning with our compensation philosophy• Partnered with HRBP’s and Talent Acquisition to develop policies and procedures that were scalable and efficient• Directed the annual merit, equity and bonus payout processes to include communications, timelines, and tools/resources• Role modeled team leadership and provided guidance to direct reports and the extended HR team to build and strengthen trust, collaboration, and ownership

• Built and implemented Carvana’s first ever Total Rewards Department• Led a team of Compensation, Benefits, and HRIS professionals that worked in partnership with the unified goal of developing and implementing a Total Rewards strategy and offerings that best served Carvana’s business objectives and core values• Hyper focused on developing an understanding of the competitive environment in which Carvana operated which served as a basis for planning, managing and developing all Total Rewards programs and offerings• Developed compensation structures that were market competitive and attracted, motivated and retained high quality, diverse talent• Strategized with the Talent Acquisition team to develop competitive offers rooted in market data, recruiting data, and local market influences which aligned with our compensation philosophy• Developed and presented to Executive leadership recommended changes to Total Rewards programs and offerings• Led the HRIS team through a transition during which we evaluated existing processes and implemented enhancements that maximized efficiency and increased data integrity • Established the Total Rewards team as key stakeholders and trusted advisors to the organization • Transitioned Carvana from multiple department one-off merit cycles (completed via Excel spreadsheets) to one common review cycle for the entire organization completed in Workday• Developed playbooks and tools that were scalable and repeatable for Total Rewards programs and offerings• Chaired the 401(k) Investment Committee• Oversaw the administration of the equity program and Employee Stock Purchase Program

• Strategically led the design and delivery of innovative programs in global compensation, benefits, well-being and systems that align with the strategic goals of Verra Mobility.• Communicated a Total Rewards strategy and vision throughout Verra Mobility to ensure a comprehensive understanding of all programs and structures.• Key contributor to enhancing Verra Mobility’s culture through progressive and competitive rewards and benefits programs and systems that ease administration, enhance the organization’s people analytics and creates a positive employee experience.• Worked closely with the Chief People Officer to develop Executive Compensation programs, gain the CEO’s support and prepare proposals for the Compensation Committee.• Designed, developed and implemented a comprehensive global compensation philosophy and structure to include salary structures, compensation policies and procedures, annual merit process, bonus metrics and targets, equity award targets, Sales and Executive compensation programs.• Partnered with the business to develop Verra Mobility’s overall global benefits strategy.• Evaluated and re-designed benefit plans through innovative thinking resulting in more effectively meeting the needs of our employees while establishing a highly competitive benefits program.• Created a title matrix and led a key corporate initiative to level set titles for Manager through SVP.• Provided expert compensation advice and analysis to Human Resources, Business Partners and Executives on pay decisions, policy and guideline interpretation including the design of creative solutions to specific compensation related programs.• Chaired the 401(k) Investment Committee.• Designed and implemented an Executive relocation program.• Harmonized and integrate associates’ benefits and compensation plans related to acquisitions.• Led, mentored and developed a highly effective and engaged Total Rewards team.

• Strategically led the design, development and management of market competitive base pay, short and long term incentive compensation, equity compensation, Sales and Executive compensation programs that supported the strategic objectives of the organization.• Transformed the Compensation Department’s business image from a department the business “has to involve” to a department they “want to involve”.• Achieved Department goals through influencing, partnering and developing productive relationships with Executive leaders and line managers across the business.• Provided subject matter expertise by counseling and educating Business Partners, Human Resources, and Executives on pay decisions and policy interpretation.• Created a title matrix and led a major corporate initiative to level set titles for Manager through SVP.• Developed compensation materials for the Compensation Committee of the Board of Directors.• Participated in M&A activity by leading the management and integration of compensation requirements.• Proactively communicated programs to key stakeholders including a close partnership with Executives and Operations leaders.• Directed the transition of 1,200 sales employees onto Xactly Incent, a sales software which automates the calculation and payment of sales commissions.• Oversaw the Sales Compensation team that processes the monthly commission payments.• Served on the Benefits Committee as a non-voting member.• Directed and managed the deferred compensation, equity and merit programs.• Created and managed the job evaluation and market analysis processes.• Built, led and coached a highly focused and effective team.

• Directed and managed the Compensation Department for the Americas region by continually assessing and strategically enhancing market competitive global compensation policies.• Acted as an internal consultant who directed and advised Executive management and the Human Resources team on global compensation matters.• Collaborated with Executive management to assess, develop and implement effective incentive compensation plans and organizational structures.• Directed and managed the domestic relocation program to include benchmarking and strategically revising to maintain effectiveness and relevance.• Partnered with global headquarters in Singapore to administer expat and inpat relocations and localizations.• Benchmarked, analyzed and established salary structures for all countries within the Americas region.• Managed annual merit, bonus and equity processes for the Americas region.

• Ensured the compensation function anticipated and exceeded the organization’s needs.• Subject matter expert who directed and advised Executive management on all domestic and international compensation matters.• Presented compensation strategy to both the Co-Chairman of the Board and the CEO.• Collaborated with Executive management to design incentive compensation plans that motivated employees and achieved business objectives.• Partnered with Executive management to develop effective organizational structures.• Assessed and strategically enhanced compensation policies and procedures.• Managed the HR system’s Compensation module.• Developed and managed the domestic and international job evaluation process.• Managed and administered the deferred compensation plan.• Planned, directed and administered the annual salary budgeting process.• Created and managed the FLSA exemption testing and documentation process.

• Provided expert global compensation advice and analysis to Human Resources, Business Partners and Executives on pay decisions, policy and guideline interpretation.• Prepared compensation materials for the Compensation Committee of the Board of Directors.• Educated employees globally on the intricacies of the equity program. • Prepared closing statements and equity summaries for employees.• Maintained the database of employee equity holders.

• Provided subject matter expertise by counseling, educating and training the Human Resources team, managers and Executive management on pay decisions and policy interpretation.• Partnered with business lines to develop incentive compensation plans that focused employees on achieving business objectives. • Partnered with Executive management to restructure business lines.• Presented quarterly compensation analysis to the CEO and Executive management.• Chaired the Position Evaluation Committee which included Executive management.• Collaborated with the Director of Benefits to design and implement a deferred compensation plan.• Managed the HR system’s Compensation module.• Partnered with IT and Finance Departments to develop a salary budgeting program.• Managed and administered the annual common review process.• Ensured compliance with federal, state and local compensation laws and regulations.• Developed and managed the company’s FLSA exemption testing and documentation process.• Created and supported an environment which fostered teamwork, collaboration and respect.

Compensation:• Created and implemented a company-wide compensation structure.• Performed a cost analysis on the compensation structure and presented to senior management.• Conducted Hay Group point-factor job evaluations and approved assignment of grades.• Established and managed the annual common review process for 500 employees.Benefits:• Assessed and strategically enhanced the benefit plans while maintaining a minimal cost increase.• Primary decision maker on the selection and design of all benefit plans.• Managed the open enrollment process.• Performed cost analysis for Chief Financial Officer.

• Managed health, dental and life insurance plans for 3,000 employees in 18 locations.• Instrumental in the selection and design of health and dental benefit plans.• Administered the COBRA program.