During the course of my tenure with Citadel I have held increasing levels of responsibility which breakdown into three areas:1. Consulting – Engaging with various stakeholders, including business leaders, HR business partners, or recruiters, to determine what compensation issues may exist and how we can alleviate such issues through various compensation levers available.2. Programs – I design, implement, and administer Citadel’s compensation programs such as our incentive program and our investment professional models, as well as act as the project manager for our year end rewards process.3. Market Data, Analysis, and Tools – I oversee Citadel’s benchmarking activities with third party survey providers, perform ad hoc compensation analysis as needed, and update our compensation tools by engaging with relevant stakeholders to define business requirements and implementing such requirements through my team or partnering with IT to develop new software.

As a compensation analyst I worked on Microsoft’s central analytics team, which is responsible for understanding local market compensation trends for the countries that we operated and leveraging that knowledge to help Microsoft attract and retain talent in those countries. My main responsibilities included: developing salary ranges for multiple countries across Eastern and Western Europe, setting merit budgets that would ultimately be used in our performance review process, as well as acting as Microsoft's liaison with third party survey providers to submit our data globally. In addition to that work, I was also responsible for completing ad hoc compensation analysis and building reporting dashboards in Microsoft PowerBI for senior leadership to leverage during our year end rewards process.

I was a program manager for one of Microsoft's early in career high potential programs responsible for overseeing all aspect of the program including the content that we delivered, managing our vendor relationships, as well as monitoring the overall employee experience. I also piloted a social learning experience for my population to test new learning mechanisms that Microsoft could leverage in the future. My role later shifted to include work with onboarding experiences from executives to the general employee population.

•Developed a database to house and track career stage planning data across 108 countries •Developed an analytics tool capable of tracking the career stage changes for 93,103 employees•Created a roles and responsibilities chart to document activities necessary to open new retail stores internationally•Conducted analysis of performance review data for 45,000 employees including identifying trends, communicating significant findings, and making recommendations to facilitate closure of performance review models