Lead a team of Directors and senior-level professionals responsible for the strategy, design, implementation, consultation and education of global executive & broad-based compensation programs including Base Pay (Corporate and Retail), Stock Incentives (PSUs, Options, RSUs), Annual & Retail Bonuses, Employee Stock Purchase Plan (ESPP), and Deferred Compensation Plan (DCP).Consult with senior leadership to identify and capitalize on opportunities to further enable and support business strategy; design and drive innovative change guided by Nike’s Total Rewards mission & philosophy and in alignment with industry trends, leading practices, market forces, and internal & external leadership insights. Develop and lead the implementation of TR programs, policies, and education through collaboration with cross-functional partners (Finance, Legal, Compliance, Investor Relations, Delivery Services, Technology, Internal Communications, and Change Management); collaborate with leadership and Finance & Legal partners to establish incentive financial goals and targets; coordinate and drive leadership alignment; ensure appropriate approvals, good governance, and solid plan documentation; prepare BOD materials for Compensation Committee; propose wage investments and validate forecasts for incorporation into long-term business plans; determine and support resource requirements; drive internal teams and external partners to understand and embrace the vision; consult and advise on program intent and operational processes.Recent Projects- Expanded long-term incentive retirement treatment (2024)- Introduced a new job and pay framework coinciding with Workday HCM implementation (2023)- Expanded short-term incentive plan payout opportunity (2023)- Expanded eligibility for discretionary long-term incentive program (2023)

Lead the team responsible for the strategy, design, and implementation of global executive & broad-based incentive programs including Stock Incentives (PSUs, Options, RSUs), Employee Stock Purchase Plan (ESPP), Annual Bonus (PSP), Long-Term Incentive Plan (LTIP), and Deferred Compensation Plan (DCP).Consult with senior leadership to identify and capitalize on opportunities to further enable and support business strategy; design and drive innovative change guided by Nike’s Total Rewards mission & philosophy and in alignment with industry trends, leading practices, market forces, and internal & external leadership insights. Develop and lead the implementation of TR programs and policies through collaboration with cross-functional partners (Finance, Legal, Compliance, Investor Relations, Ops & Technology, Internal Comms, and Readiness); collaborate with leadership and Finance & Legal partners to establish financial goals and targets; coordinate and drive leadership alignment; ensure appropriate approvals, good governance, and solid plan documentation; prepare BOD materials for Compensation Committee review and approval; analyze investments and forecasts for incorporation into business plans; determine and support resource requirements; drive internal teams and external partners to understand and embrace the vision; consult and advise on program intent and operational processes.Recent Projects- Launched Flex Stock Program (2022)- Introduced Performance-Based Restricted Stock Units (2021)- Simplified the annual bonus individual wage basis (2021)- Formalized end of employment practices for incentive plans (2020)- Added ESG modifier to 3-year Executive LTIP (2020)- Increased transparency around annual bonus goals and performance updates (2020)- Formalized new hire stock grant guidelines, practices, and process (2019)- Introduced Nike Stock Choice Program (2018)- Launched One Bonus Plan for all eligible employees (2018)- Introduced Mid-Year Stock (2018)

Responsible for the strategy, design, and implementation of senior executive pay and global executive & broad-based incentive programs including Nike’s Stock Incentive Plan, Employee Stock Purchase Plan (ESPP), Annual Bonus (PSP), Long-Term Incentive Plan (LTIP), Deferred Compensation Plan (DCP), and Executive Financial Services Program. Prepare related materials for Nike's Compensation Committee of the Board of Directors.

Managed the team responsible for Symantec’s global broad-based compensation programs including base pay, bonuses, premium pay and allowances, stock, recognition, and car programs; influenced ongoing pay philosophy and strategy; designed & managed compensation programs to align with and support strategy shifts; subject matter expert for Workday Human Capital Management implementation; responsible for planning, leading, and executing company-wide annual performance rewards event (merit/bonus/stock).

Provided global compensation consultation to various business units; partnered with HRBPs and executives to understand, influence, and support business strategy; regularly developed metrics, analysis and presentations for executive staff and Board of Directors; project manager for company-wide annual performance rewards event; developed the process, tools and a branded application to support Symantec’s transition from pay structures to a market pricing model; subject matter expert for multiple technology implementations.

Responsible for compensation consultation and support to multiple global business units; partnered with business unit leaders on developing salary budgets, determining appropriate pay changes, and implementing organizational change. Special projects: coordinated global grading and new pay structure implementation efforts; led online survey tool implementation.