BetterComp's technology is built to support the evolved compensation practices of today. The result? Reduced friction in getting through your market pricing process, resulting in less time spent, with fewer errors, and more confidence in your end result.We’re dedicated to creating customer delight by providing a Better way to market price.

MarketPay Enterprise ProductVice President, Client Success (May 2013 - Sep 2019)Director, Client Management (Nov 2010 – May 2013)Provide leadership and oversight for the Client Management organization to ensure MarketPay’s clients receive industry leading service and realize tangible value from their investment in the MarketPay system. Primary responsibilities include:>Drive client success outcomes>Lead world class Client Management team>Measure effectiveness of Client Management>Enhance effectiveness and efficiency through technologyClient Management Consultant (Nov 2007 – Nov 2010)Provided support to clients in both HRIS data loading as well as client account support. Primary responsibilities included:>Responsible for ensuring the coordination and delivery of high quality services to a defined set of clients>Responsible for driving product adoption to ensure client renewals and minimize churn>Built, maintained and improved client relationships by providing proactive, accurate, and high quality customer support and communication>Facilitated a positive and productive long-term relationship with each assigned client through effective account managementKey Accomplishments:>Built a high performing Client Management team during a high-growth period to ensure all clients continued to receive the industry leading service MarketPay is known for>Created more definition and structure around Client Management processes and tools in order to effectively train new staff and establish baseline best practices >Client retention rates have remained over 94%

Provided compensation consultation and expertise to executive management and HR community. Area of expertise included sales and non-sales positions. Primary responsibilities included:>Create and implement a formal compensation structure for the entire company>Develop tools to assist management and HR in utilizing a new compensation structure including a compensation administration guide and a compensation tutorial>Create and deliver compensation training to all managers and the HR community>Work with management to define, level and accurately benchmark and market price jobs>Work with executive management to create and define a process for the sales incentive plan including sales tracking and commission calculations>Lead the administration of the year end performance management cycle including creating processes and tools to increase program effectivenessKey Accomplishments:>In less than a year, facilitated creating and implementing a standard compensation structure for roughly 2,000 employees, including communications and training related to the new program>Performed data analysis to assess PSI positioning to the market to enable management to make informed decisions about the company’s strategy to achieve market competitiveness>Successfully implemented and administered the 2006 Performance Appraisal Cycle for roughly 2,000 employees under significant time constraints, last minute program revisions requested by executive management, and without a performance management software system>Built reporting tools for executive management to use in calibrating performance ratings resulting in management efficiency in assessing organization rating distributions>Worked cross-functionally with executive sales management and finance to create and define a process for the new sales incentive plan resulting in a streamlined procedure for calculating and communicating commission payments

Provided compensation support, consultation, and expertise to management and HR community. Area of expertise included both sales and non-sales positions. Responsibilities included:>Participated in and analyzed salary survey data for sales and non-sales positions>Created and maintained compensation systems, reports and tools>Recommended and implemented appropriate compensation structures, programs and actions>Developed and implemented compensation training and processesKey Accomplishments:>Led initiative to rework the Qwest Job Evaluation Form resulting in creation of a new form that provides a more effective tool for HR Generalists and Corporate Compensation to evaluate jobs, as well as a more clearly communicated process>Built strong relationships with HR Generalists and Recruiting to ensure effective support for shared client groups>Asked by VP of Compensation to participate in the HR integration team for the acquisition of a company which resulted in job mapping of over 100 employees>Minimal ramp time in the transition from Recruiting to Compensation resulting in ability to provide compensation consultation to an entire sales business unit during the timeframe that the department was hiring for a Lead Compensation Consultant>Established strong working relationships both at the Director and VP levelsSr. Recruiter (Oct 2003 - Oct 2004) Provided recruiting support for Qwest corporate business functions including Risk Management, HR, Marketing, and Finance, as well as direct sales hiring for Business Markets in the west (WA, OR, CA, NV).