Ryan Parmenter Email & Phone Number

Irving, Texas, US

Itasca, Illinois, US

Chicago, Illinois, US

Zeeland, MI, US

Deerfield, IL, US

• In partnership with leadership, own the design, implementation, education, communication, and administration of corporate and business specific global incentive programs, including sales incentive compensation plans.
• Partner with executive compensation function to coordinate/prepare necessary materials related to variable compensation programs for the Board.
• Evaluate effectiveness of incentive program; recommends and implements design enhancements and process improvements.
• Serve as primary resource for questions, problems, issues, orientations, and implementations of company’s incentive plans.
• Work closely with legal and communications department through the design, development, and implementation of communication strategies. Works with communications department to draft, review, and approve written.
• Identify the key metrics that drive sales and ensure those metrics are being captured, analyzed, and reported.

Charlotte, NC, US

• Provide leadership and direction for Incentive Compensation Risk Management awareness on an enterprise wide basis.
• Implement and oversee all aspects of the Incentive Compensation Risk Assessment Program for the organization.
• Serves as the primary resource for the corporation in the monitoring, validating, and assessment of incentive compensation risks throughout the organization.
• Manage and oversee projects including definition, team structure, operational impact and execution.
• Evaluate incentive compensation risks and risk management practices for the organization and recommend appropriate risk balancing mechanisms based on the totality of research performed, data analyzed, and all.
• Manage the review and interpretation relevant, audit, test, and examination reports and findings, to assess the incentive compensation risks for the organization.

Charlotte, NC, US

• Generating the regional event package used by executive management in compliance with external reporting; used during visits with regional senior leadership to review regional performance, and employing improvements.
• Aligning production goals to the community banking strategic objectives’ for the regional president’s and commercial level president’s award; serving as the primary support to the regional presidents and city.
• Creating the regional president individual and regional team matrices; used as the individual incentive for the presidents and the regional compensation component for all team participants.
• Producing monthly high level audit file to monitor all incentive goals, opportunities, and weightings for each measure for eligible positions in the community bank; ensuring participants are being rewarded fairly based.
• Developing annual commercial deposit goals by forecasting each position’s payouts ratio versus production levels in order to maintain profitability and mitigate market risk, while meeting corporate growth goals.
• Setting equitable net new goals for all retail community bank branches to achieve corporate growth objectives by analyzing monthly production and following external legislation impacting change to product profitability.

Charlotte, NC, US

• Prepared an annual profit plan, and budget for capital requirements for retail and business profit centers; with a regional rollup achieving determined corporate growth and expense levels.
• Determined equitable growth and runoff rates at each profit center for all asset and liability categories, based upon outside economic factors, market analysis, performance history, sector trends and modeling; to meet.
• Set asset, liability, and expense objectives to be achieved on a monthly, quarterly and annual basis at the individual, center, and region level through the provision of measurable benchmarks to provide accountability.
• Created and produced weekly, monthly, quarterly and annual reports highlighting specific profitability and expense targets identified by the senior leadership team at differing hierarchical levels of the region.
• Distributed the annual bonus payout to eligible employees based upon individualized performance targets for each position, serving as the primary person for all incentive related issues.
• Established regional objectives as a part of the regional senior leadership team to be achieved on annual basis.

Charlotte, NC, US

Charlotte, NC, US

Graduate, Banking

Mba, International Marketing

Bachelor Of Science, Business Economics