Lead the broad-based compensation team, focusing on building infrastructure and governance to support enterprise-wide career frameworks and compensation structures.

Global Compensation and Benefits Leader at publicly traded healthcare technology company. Partnered with the executive leadership team to develop and implement a total rewards strategy that aligned with corporate objectives. Led a team of three, overseeing base and variable pay, stock/equity plans, executive compensation, and benefits design/administration.

Compensation and HRIS leader at a time of significant growth and integration. Leading base and variable pay, sales compensation, stock/equity administration & design, and executive compensation functions.

Provided compensation program design and analysis to clients. Delivered in areas of global compensation programs, sales incentive plans, and market pricing.

Leader of broad-based global compensation programs and operations for 25 countries in the Americas, Europe, and Asia. Set, shaped, and drove initiatives that helped build HR’s foundation as the organization grew from 2,000 to 6,000 employees. Led and coached a team of Compensation Specialists.- For the Compensation Committee of the Board of Directors, delivered an annual assessment of the company’s overall position to market for base, bonus, and equity and summarized results that influenced the setting of the overall compensation strategy.- Transformed the organization's approach to global salary range structures. Built business case, influenced leadership, and led cross-functional collaboration. Architect of a consistent global framework while enabling local flexibility to balance global and regional perspectives. • Increased efficiency of base pay decisions (new hires, merit, promos), putting decision-making tools in hands of managers, increasing self-service and less reliance on HR. • Introduced regional structures for US to reflect organization’s growing presence in ultra-competitive Bay Area.- Managed team that ran annual compensation processes for base, bonus, and equity. Received high marks for operations, analysis and quality. Delivered via Workday HRIS.- Managed market pricing team utilizing MarketPay online system. Handled pricing of 1,000+ jobs in 25 countries that included job matches to Radford and Mercer surveys.- Designed organization’s global job leveling framework to ensure job consistency on a global basis. Partnered with HR and business units to define job architecture and ensure internal equity, market competitiveness, and offer career pathing for employees.

As Total Rewards leader, drove strategy, design, implementation, communication, and operations for Compensation, Benefits, HRIS, and Payroll. Integrated total rewards strategies to leverage the total employee value proposition. Led and coached team of 6 HR Specialists.- Led all aspects of compensation including reward and variable pay system design for both broad-based annual bonus and sales incentive plans.- Led benefits plans, including health, welfare, medical, dental, vision, life, disability, employee assistance, 401(k), and COBRA, as well as voluntary/supplemental programs. Performed vendor negotiation and selection, budget analysis and modeling, staff communication and training.- Partnered with sales leaders, sales operations, finance, and HR to establish overall sales compensation plans’ processes including design, administration, calculations, governance, and communication. Simplified sales compensation plans and increased alignment within multiple lines of businesses.- Led team that calculated sales compensation and communications to sales management and employees.- Oversaw implementation of online Total Rewards Statements to increase employees understanding of compensation and benefits received.- Directed the design and implementation of a multi-tier Reward & Recognition plan that created a culture of recognition and celebrated accomplishments aligned with company objectives.- Consolidated three U.S. subsidiaries’ 401(k) plans into one to drive down costs and increase efficiencies. Oversaw 401(k) plan administration/compliance and served as 401(k) Fiduciary Committee Chairperson.- Completed consolidation of payroll function to deliver payroll shared services to U.S. subsidiaries.- Presided over redesign of U.S. subsidiaries time-off plans/policies into one Paid Time-Off (PTO) program simplifying administration requirements and increasing flexibility for employees.

President & Owner of compensation consulting company providing compensation program design and analysis to clients. Delivered in areas of broad-based compensation, sales incentive plans, market pricing, and job evaluation.Client projects included:- Developed LG MobileComm’s compensation programs. Projects included sales incentive plans, management and staff variable pay plans, and company-wide salary range structure development.- Retained annually by LG MobileComm to review sales incentive plans and perform annual salary planning. Included merit increase process and calculation of annual bonuses. In addition, called upon to automate quarterly sales incentive calculations and communications and handled process on long-term basis.- Managing consultant for large project team that developed global job levels and job families for GE Consumer Finance to support career pathing, job evaluations, and market pricing. Project scope was 750+ positions covering 25,000+ employees.- Redesigned sales incentive plans for Watkins Manufacturing due to client’s difficulty in hiring and retaining experienced sales personnel. Working with sales leadership, determined target & high-performance levels and set appropriate incentive pay levels for each.- Redesigned and administered sales incentive plans for CalFed Bank’s mortgage subsidiary. Increased automation of quarterly sales incentive calculations.- Developed salary range structure, perform salary planning cost analysis and modeling, market price all jobs covering employees for First Nationwide Mortgage Company. Retained further to provide continuous compensation function support, including incentive plan design and administration, job analysis, market pricing, and executive compensation issues for the HR function.- Developed a market pricing software system used by corporate HR/compensation staff at GE, Biogen Idec, Moen, and Accredited Home Lenders to administer, maintain, and report market pricing information.