Stephanie Staley Email & Phone Number

Texas, United States

Northbrook, Il, Us

-Acted as compensation SPOC for HRBPs and leaders for large exempt and non-exempt populations in IT, Finance, Data Analytics, Legal, Product Development, and Call Centers-Evaluated highly competitive labor markets and in-demand jobs to make data-driven compensation recommendations-Evaluated, revised and implemented annual exempt, non-exempt, hot jobs, actuary and data scientist pay structures with impact and cost analyses-Led multiple corporate-wide initiatives to increase minimum pay levels impacting 5,000+ non-exempt employees-Led transition of primary compensation tools from EPrism to Payscale’s MarketPay Implemented, configured and managed the MarketPay tool as the site administrator, managed all participation in 30+ survey submissions, ensured benchmarking of 95% of company’s 5,000+ job codes-Ensured accurate and timely results loading; managed annual benchmark migration and trained all new compensation employees on the system-Managed geo-adjusted pay areas through bi-annual evaluations-Developed and implemented new job families, including complete job descriptions, levels, career paths and benchmarking to ensure internal equity and external competition.-Documented requirements for and developed SuccessFactors system to manage annual payouts of large population of Litigation attorney bonuses-Utilized SAP HRIS system, Tableau reporting tool, SharePoint, SuccessFactors annual merit planning and MSOffice as primary tools

Coppell, Tx, Us

Supported the employee compensation aspects of a major acquisition, analyzing cash compensation packages, tracking employees, mapping incentive plans and jobs, and identifying departmental placements.

Dallas, Tx, Us

Managed Southwest Airline's strategic compensation initiative to compete head-to-head in the external labor market. Developed and implemented new job structure, evaluated market position and designed competitive salary structure while benchmarking 1500+ jobs. Implemented, configured and utilized PayFactors as a new survey management tool.• Evaluated and advised on competitive labor markets and negotiated with survey companies to triple broad-based survey participation in order to make confident, data-driven recommendations.• Developed and implemented new job structure, including job families, levels and career paths to ensure internal equity and enable external competition.• Estimated and managed enterprise cost impact of benchmarked jobs and updated salary ranges.• Educated and trained current HR and Compensation staff to operate in a new market competitive structure.• Utilized SAP HRIS system and Business Objects reporting tool in addition to PayFactors Survey Management tool.

Dallas, Tx, Us

Operated on a team of three as the only dedicated resource for Broad-Based Compensation, collaborated with HR Business Partners within my assigned business unit groups based on internal equity, external competitiveness, mission criticality and overall affordability. • Implemented, configured and branded SuccessFactors Compensation and Bonus modules as add-ons to the pre-existing Performance Management system for the annual merit and STI reviews. o Established budget, engineered multi-factor prorating calculations, developed tracking and reporting functions, ensured appropriate approval hierarchies and designed merit bonus capability and options. o Hosted WebEx training and developed all leadership and employee user guides, communications, budget spreadsheets, timelines, and departmental reporting. • Provided specific compensation support to IT, Finance, Human Resource, Marketing and Sales. • Performed market analytics, re-classified FLSA exemption statuses and addressed specific issues as necessary while ensuring regulatory compliance in every task. Developed and managed several job and compensation projects to increase transparency and create consistent, valid and defensible statistical analyses and recommendations.• Utilized Ulti-Pro HRIS system and Kenexa Survey Management module in addition to SuccessFactors Compensation and Bonus modules.

Coppell, Texas, Us

Operated on a team of two as the only dedicated resource for Broad-based Compensation, collaborated with management on job descriptions, job postings and job pricing to ensure the best possible talent recruitment, retention and motivation.• Provided compensation support to 8,000 field employees and 1,000 headquarter employees. • Managed the performance review process, merit review process, relocation, FLSA exemption status evaluations and changes to the PeopleSoft HR module.• Redesigned and implemented all new hourly field operations jobs based on a pay-for-performance model, and then lead a yearlong project to convert all employees and train all management.• Re-designed and administered bonus plan to retain employees and to drive business results. • Utilized PeopleSoft HRIS system including Performance and Compensation modules.

Provided necessary HR support, including compensation and employee relations, for several companies in different industries, including the energy, media, security and education industries. Offered expertise in performance management, total compensation packages, sourcing and hiring, and employee relations actions.• IT Team of an energy services company: Assisted with organizational design, created job descriptions, worked with the IT VP on developing a recruiting strategy, various programs and perks, and compensation packages to attract potential candidates (office is located 90+ minutes from Dallas with no local talent pool), and sourced and screened applicants for different IT positions. • Recently divested business in Houston: Re-designed the entire job structure, creating job descriptions and compensation recommendations for every position.• Private primary school: Independent HR investigator in a discrimination claim, interviewing 20+ employees, conducting statistical analysis of hiring and employment practices, and making final formal recommendations.• Energy Company in aggressive growth mode: Designed the performance review process, complete with evaluation tool, Performance Improvement Plan template, and an increase matrix based on Performance Ratings.

Plano, Tx, Us

Acted as the Compensation Project Leader in Sales Planning to re-design the retail sales incentive plan in the US.• Developed requirements for configuring proprietary POS system to capture necessary sales metrics. • Established cost model of implementing new system and plans with Finance. • Project discontinued due to Recession.

Tokyo, Jp

Led a small compensation team in reporting and projects. Developed, documented, implemented and managed 26 sales commission plans in cooperation with senior management.

West Hartford, Us

Roles: Compensation Manager, Compensation Consultant; Sr. Compensation Analyst; HR Specialist; Compensation Analyst; HR/Compensation

Ba, English, History

Work Toward M.A., Comparative Literature

Diploma, High School/Secondary Diplomas And Certificates