-Responsible for the development, management, and optimization of Total Rewards programs, including compensation, benefits, and leave administration-Responsible for the development and implementation of the Total Rewards philosophy, strategy, program designs, guidelines, and monitoring of compensation and benefit activities, including ensuring pay equity across all demographics-Responsible for the collaborative development and implementation of career paths, talent development, and performance management strategies-Developed and implemented a compensation structure and annual merit process for US based employees

-Responsible for all rewards programs including compensation, benefits, and company perks-Manage tools and processes to ensure the company can effectively recruit and retain top talent, while increasing organizational effectiveness-Proposed new short-term and long-term incentive plan designs to link pay and performance-Developed and launched a model for strategic workforce planning-Implemented people operations key performance initiative dashboard and process maps

-Directed payroll, HRIS, benefits, leave administration, compensation, and strategic planning-Managed team of 10 Human Resource Specialists and Assistant Managers-Negotiated health, life, and disability insurance contracts totaling over $40 million annually-Developed and implemented labor plan and reported forecast monthly-Evaluated labor budgets and headcount requests in order to achieve workforce optimization -Managed multiple HRIS projects designed to reduce cost, increase process efficiency and effectiveness resulting in accurate and timely data metrics

-Managed a group of Human Resource Specialists responsible for the benefits, compensation, leave administration, and strategic planning functions in the Human Resources Department

-Ensured compliance with ERISA plan requirements, FLSA regulations, and data integrity-Benchmarked and provided benefit plan design recommendations for the medical, prescription drug, dental, vision, life insurance, long-term disability, cancer, accident, specified health event, flexible spending accounts, and the 401(k) plan-Completed labor cost forecasts and proposals for executives-Performed semi-annual compensation benchmarking, analysis, evaluations, bonus calculations, merit and equity increases

-Forecasted production manpower needs for NUMMI-Preparing manpower reports and facilitated weekly manpower meetings with production managers and executives-Monitored and evaluated productivity key performance indicators (KPI), analyzed results, and reported to production managers and executives-Planned with managers to improve productivity results and reach targets-Created and implemented a productivity training system for Production Group Leaders and Managers, which enabled departments to reach targets two years in a row-Managed a project to automate manpower reports, increasing efficiency, manpower visibility, tracking and increasing accessibility to information

-Managed 11 production workers and three team leaders in the Truck Paint Department-Responsible for quality, production line efficiency, safety practices, budgeting of indirect materials and non-production overtime-Reported production results to management, trained team members in the production system principles, process techniques, and standardized work of the Toyota Production System (TPS)-Managed preventive maintenance for machinery.

-Responsible for benefits administration, employee communications, and analysis of medical, COBRA, retirement, and disability programs, reviewed compliance with plan requirements and ensured data integrity

-Responsible for calculating pension and retiree medical data and liabilities-Forecasted funding levels and contribution amounts for annual valuations-Performed nondiscrimination testing on defined contribution plans-Calculated pension benefits and valuations and submitted government filings-Prepared executive compensation packages for leading companies and organizations in order to retain top talent