Sharon Pepper work email
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As a collaborative business partner to the HR team, I’ve had the opportunity to distinguish myself in a variety of compensation leadership roles, providing strategic direction and operational excellence for enterprise-wide programs. I provide business leaders with sound advice and compensation solutions to help them achieve their business objectives and as an accomplished executive, I have a talent for optimizing processes and building and developing winning teams. Key areas of expertise include short-term and long-term incentives, job evaluation, performance-based incentives design and execution of base pay programs, HRMS and Relocation.
Robert Half
View- Website:
- roberthalf.com
- Employees:
- 31947
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Director CompensationRobert Half Feb 2015 - PresentSan Ramon, CaliforniaFounded in 1948, Robert Half pioneered the concept of professional staffing services. Robert Half again was named to FORTUNE® magazine's "Most Admired Companies" list, ranking #1 in our industry (March 1, 2015). The company is traded on the New York Stock Exchange (symbol: RHI) and is a member of the S&P 500 index. Robert Half currently has staffing and consulting operations in more than 400 worldwide locations and is the parent company of Protiviti, a global business consulting firm that helps companies solve problems in finance, technology, operations, governance, risk and internal audit.
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Director Compensation24 Hour Fitness Feb 2014 - Jan 2015San Francisco Bay Area24 Hour Fitness is the largest privately owned US fitness center chain with 400+ clubs and over 20,000 employees serving nearly 4 million club members. The company is dedicated to helping members change their lives and reach their individual fitness goals.* Drive the strategic direction and tactical execution of all rewards programs, including sales incentive plans.* Design programs that encourage and reward employees to bring their personal best to the business and inspire a culture that delivers outstanding results.* Provide persuasive expertise, consultation and recommendations directly to top business leaders and HR on compensation strategies, pay equity, industry trends and best practices.* Prepare compensation related materials for compensation committee and board meetings. -
Director, CompensationSafeway 2006 - 2013*Successfully directed the design, implementation and administration of base pay and incentive programs impacting 25,000 associates within corporate, 9 diverse retail divisions, field, manufacturing and DCs while supporting the organization's strategic objectives and competitive position in the marketplace. *Provided persuasive expertise, consultation and recommendations directly to top business leaders and HR on compensation strategies, pay equity, industry trends and best practices.*Re-built and developed the compensation team into a high performance center of excellence. Established a culture of consultative collaboration resulting in greatly improved compensation process execution.*Spearheaded an extensive market pricing/job evaluation project (for 6,000 employees); reengineered base compensation and salary structures; redefined job hierarchies, redesigned bonus eligibility resulting in enhanced internal equity, market competitiveness and career path visibility.*Redesigned and simplified short term incentive plans thereby delivering $25M savings over previous year. -
Director, Compensation/RelocationMervyns Llc 2004 - 2006*Developed and executed total compensation strategy programs designed to position this $3.5B retailer with 25,000 employees (+15,000 seasonal employees) towards profit and growth while ensuring the attraction and retention of the highest quality talent in the industry.*Built a world-class compensation organization “from the ground up,” leveraging outstanding people, systems, tools; established operationally excellent business processes enabling team to achieve in 18 months what would typically take other teams 3+ years.*Redesigned base pay programs, defined job families and implemented a streamlined internal job/salary grading process to support the company’s total reorganization into to a privately held entity. *Introduced six annual incentive plans (including executive/officer plans) linking key business-unit performance metrics in addition to developing and implementing a long term incentive plan (units/cash based) for key leadership positions. *Implemented a new, web based comp planning tool (for merit and short term incentive process); achieving improved user experience, data integrity, analytics, modeling and budget forecasting.*Designed key retention plans and triage strategies during critical business reorganization.*Managed and developed flexible relocation program (300+ annual relocations); completed extensive policy review, achieved 20% annual cost savings ($1.2M) while retaining competitive plan. -
Senior Manager, CompensationTarget 2002 - 2004*Developed and implemented strategies to position total compensation practices and programs to attract and retain talent, supporting business and market needs.*Led Mervyns’ sale/acquisition due diligence process; supported Mervyns’ leadership team through pre and post-sale strategic review decisions while serving as the compensation leader for sale of Mervyns and Marshall Fields.* Developed aggressive, yet business sound retention strategies for high risk individuals in critical positions. -
Senior Manager, Compensation/Relocation/HrmsMervyns (Part Of Target Corporation) 1995 - 2002*Developed and administered various Total Rewards programs for Corporate, Retail, Field and DCs (i.e. short term incentives programs, base pay design and communications) as well as leading the HRMS and Call Center/Administration teams (total 25 employees).*Managed all company –wide cyclical merit and incentive planning processes creating user-friendly, effective and efficient tools. *Designed innovative pay for performance programs, alternative rewards and other programs for a variety of positions. Improved store management pay plans to compliment core roles and strategic business direction.*Reduced payroll expenses by $10M by transitioning nation-wide stores and headquarters from entitlement pay practices to a pay-for-performance program.*Achieved a 12% reduction in relocation expenses, developed a move management program and implemented and enforced repayment agreements.
Sharon Pepper Skills
Sharon Pepper Education Details
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Sociology
Frequently Asked Questions about Sharon Pepper
What company does Sharon Pepper work for?
Sharon Pepper works for Robert Half
What is Sharon Pepper's role at the current company?
Sharon Pepper's current role is Retired.
What is Sharon Pepper's email address?
Sharon Pepper's email address is sh****@****ast.net
What is Sharon Pepper's direct phone number?
Sharon Pepper's direct phone number is (650) 234*****
What schools did Sharon Pepper attend?
Sharon Pepper attended University Of California, Berkeley.
What skills is Sharon Pepper known for?
Sharon Pepper has skills like Deferred Compensation, Succession Planning, Performance Management, Hris, Employee Relations, Human Resources, Onboarding, Employee Benefits, Talent Management, Recruiting, Workforce Planning, Job Evaluation.
Who are Sharon Pepper's colleagues?
Sharon Pepper's colleagues are Lydia T Moore, Corinne Gregor, Arturo Eddie Rubio, Jennifer Howard, Sarah Quaglia, Lorenzo Hammond, Sarah Duffill.
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Retail Manager: Thebridge, Shoes For Her, Sportswear For Her, Designers At Halls On Grand "The One,The Only"/HallmarkKansas City, Mo1aol.com -
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