Lead the global consolidation of local variable incentive plans (annual/quarterly/sales) starting with enterprise philosophy and standardized framework.Work on enterprise technology assessment teams related to compensation.

Courses taught:Information Technology/HR program (Onsite & Online): experiential class that focuses on the technical issues to be considered (including cloud, security, social media, feature set, deployment methodology, timeline, and return on investment) in the selection and presentation of a recommendation for an Applicant Tracking System (ATS) to a visiting industry judging panel.Foundations of HRCompensation & Benefits

Lead the Global Compensation function of a privately held electronics manufacturing firm with 2,200 global employees in the development and implementation of a new reward strategy: including a new compensation philosophy, salary benchmarking, incentive pay components, annual bonus, salary review, and administrative infrastructure. Managed staff of 2.• Design:o Design/implement market philosophy and base range structure linked to annual salary surveyso Develop and implement job pathing infrastructure, administrative procedures, and policies (Engineering, IT, Manufacturing, Corporate Staff, and Sales Support)o Manage design and deployment of a Long Term Incentive Plan (LTIP, January 2020)o Manage the design of an annual bonus incentiveo Manage the change management by division for the new compensation approach and structureo Manage company wide review of all job families, job titles domestic, Asia, and Europeo Manage the variable compensation sales documentation; Lead sales accelerator design initiativeo Drive the linkage of compensation and results through base and variable compensationo Collaborate with Sr. Leaders and HR teams to retain talent and correlate performance to rewardso Review job levels and FLSA for compliance• Operations:o Managed first merit pool deployment (2019): controlling cost while improving market competitivenesso Develop and implement new processes around the Cornerstone launch (2018)o Consult with C- Suite, Sr. Business Leaders and HRBP's on compensation related issueso Manage compensation data accuracy and data integrity in ADP/EV5 and Cornerstoneo Lead review of HR data shared folders; streamline access and content• Technical:o Lead the technical deployment of Cornerstone Performance (07/18) and Compensation (08/18 & 8/19) for the annual review/merit cycleo Lead the selection and installation of WTW Compensation Softwareo Collaborate on HRIS replacement analysis for ADP and review of job description maintenance app

• Strategic:o Developed recruiting, total rewards, and employee relations goals; implemented solutionso Provided HR consulting to the owners• Total Rewards:o Developed and implemented total rewards philosophy; completed gap analysiso Designed and installed revised annual bonus and spot bonus programo Set market price salary ranges; adjusted internal compression and internal equity issueso Managed medical and simple ira retirement plan; completed open enrollmentso Implemented consistent annual performance reviews and tied them to compensation changeso Developed and installed revised pto policy; designed and installed paid maternity salary continuation policyo Managed bi-weekly payroll submission; implemented new commissions calculation process• Employee Relations:o Improved employee engagement through staff meetings, employee activities, and 1 on 1 meetingso Designed and implemented discipline policyo Reviewed and updated online HR policies• Talent:o Developed talent pipeline strategy aligned with business projections and total rewards strategy• Operations:o Managed outsourced information technology vendor and key software application vendors.o Managed hr section for JCO surgical accreditation process

Built an HR function for a privately held tech service firm. Managed staff of 1.• Strategic:o Consulted with the senior team on design/implementation of policies & processes, staffing models, and retention impacting employee attraction, retention, engagement, and motivation o Developed HR solutions to support changing business conditions and strategieso Managed vendor & carrier relationships to ensure deliverables/contract performance• Talent:o Full cycle recruitment utilizing traditional and social media to source critical candidateso Implemented an applicant tracking system (ATS) to track applications & measure data metricso Developed training path for managers, implement training paths for technicianso Implemented annual performance management systemo Consulted on workforce plans and plan campaignso Developed college internship program with local schools• Employee Relations:o Managed discipline investigations, layoff, terminations, UI hearingso Ensured compliance with EEO, employment, benefits, payroll & wage-hour laws.o Revised/implemented new hire process & employee manualo Managed the HRIS to ensure accurate and available employee datao Managed and fulfilled regulatory filings and government inquirieso Counseled managers and employees on hr related issueso Implemented revised ethics sections in employee manual• Compensation & Benefits:o Developed market based compensation benchmarks in an up market and a down marketo Implemented performance standards for technicianso Managed health & retirement plans; two tiered medical, dental, vision, 401k, FSA, and 529o Managed 401k change from John Hancock to MassMutualo Installed FSA & 529 education plano Designed B2B sales incentive compensation plano Managed discretionary management bonus plano Investigated employee payroll issues; coordinated solutions with finance• Diversity:o Passed state reviews & carrier reviewso Sourced minority and female candidates for technical craft positions

Provided and implemented client solutions for recruiting, compensation, benefits, training, and operations/administration issues.Built recruiting funnels for WNG, Inc.

Led the compensation function for a 27,000 employee organization. Manged a direct staff of 8.Managed Home Lending's annual salary, annual discretionary bonus ($79MM), and sales/operations/underwriting ($500MM) incentive programs. Led the successful compensation integration of 7,000 WAMU and EMC employees into JPMorgan Home Lending compensation program and sales/operations incentive plans during 1Q and 2Q2009Managed business unit restricted stock grants; analyzed/recommend deferred compensation program for high income sales employeesManaged sales plan revision: $5MM commission reduction / $400MM sales volume increaseManged the design and implementation of operations incentive plans in Manila, Philippines; managed Manila, Philippines annual base and bonus plans.

Managed review, design, & deployment of 71 sales incentive plans (4,100 employees) 4Q2004 to 1Q2005 in B2B, Retail, Indirect, & TelemarketingManaged the analysis and deployment of 4 operations incentive plans (2000 employees) 1Q2005Managed restricted stock unit allocations sales incentive plans

Reviewed and recommended approval of sales compensation plans and sales contestsAnalyzed sales compensation plans by sales channel:B2B, Indirect, Consumer

Managed national job description project; 10 functional areas

Led national fraud operations team: 2 call centers, 199 FTE's, $14MM budget.Developed new approach to fraud detection; improved 3 key operational metrics 1999 to 2002; 3 year average improvement 21% to 50%Consolidated regional structure of 5 sites to 2 national sites; closed 1 unionized siteLed cross functional team in the development/deployment of a new internal national fraud system; on time, in scope, and under budget; led the selection and deployment of a new Nokia fraud systemDeveloped integrated compensation, training, metrics/standardization to improve call center performance

Managed standalone compensation and benefits for the northeast region. Managed integration of benefits into the national benefits plan.Managed implementation of annual salary common review date and annual bonus program.Managed stock option program for regional business unitManaged sales compensation design for retail and indirectConsulted on B2B sales compensation designManaged the regional PeopleSoft HRIS implementation and data maintenanceNational Project Manager for creation and deployment of company’s first web based year-end common review date/annual bonus application

Local Onsite Business Partner, consulted with management and employees on employee relations and EEO issuesProvided recruiting support for sales and operations positionsManaged reduction in force (RIF) for messaging operations east of Mississippi River

Built regional compensation and benefits departmentCreated comprehensive compensation programs: philosophy, administration, common review date,variable pay and sales programs for 2000 employee baseManaged stand alone group medical/dental/life/401k plans; filed 5500's, managed benefits budget,coordinated benefit contract renewal.Managed stock option program for regional business unit

• Managed non-union compensation; designed and implemented pay for performance, bonus, executive compensation programs• Managed HRIS and records function.• Built corporate compensation function and compensation philosophy• Managed HR budget administration; coded a department budget application in dBase III/DOS.