Susan Schwartz Email and Phone Number

Lead the broad-based compensation programs for Toyota Motor North America (~15,000 team members). Manage the rewards program strategy (base pay, incentive and rewards programs), design, development, compliance, tools, budget and implementation. Collaborate with senior leadership to align rewards program strategy with Toyota's strategic objectives.

Led the broad-based compensation programs for Toyota Financial Services (~3,300 Executive and Non-Executive team members). Manages the rewards program strategy (base pay, incentive and rewards programs), design, development, compliance, tools, budget and implementation. Collaborate with senior leadership to align rewards program strategy with Toyota's strategic objectives.

Consulted with business leaders and HR business partners on the HP compensation programs. Developed strategies to align rewards program implementation with the business unit short and long term objectives. Managed the rewards program (base pay, incentive and rewards programs) implementation. Collaborated with business unit senior leadership on tailoring programs to fit short and long term objectives.

Designed, managed and administered Compensation, Benefit and Wellness programs for the Pizza Hut Brand for Yum!

Consulted with HR business partners and functional leaders on compensation matters Analyzed current reward programs and recommend enhancements and changesDeveloped executive compensation materials for approval by the Compensation CommitteeRepresented K-C at regional compensation forums to discuss market trendsCollaborated with global compensation team to support processes such as: salary review, executive compensation and incentive programsMarket pricing projectRedesigned a flexible and comprehensive compensation structure to align with market practiceConducted market analysis to determine competitive position and present recommendations to senior managementImplemented a change management and communication plan for the project Designed policies, and procedures to align with K-C's pay for performance cultureImplemented tools and systems to ensure an efficient processPossess working knowledge of SAP, PeopleSoft, Excel, Word, PowerPoint and Project

Collaborated with global headquarters and regional compensation team to develop and support the global compensation strategySupported the harmonization of the Cadbury Schweppes compensation programs with the newly acquired Adams businessPlanned the administration of all equity based programs (Share Option Program, Bonus Share Retention Program, Long-Term Incentive Program, Employee Stock Purchase Plan and Snapple Investment Retention Program)Consulted with customers to develop a comprehensive Human Resources toolkitDirected the project to build the compensation Shared Business Services (SBS) teamBuilt thorough project plans and process flows for all compensation programsDeveloped plan to transition compensation transactional activities from the Center of Excellence (COE) to the SBSTrained the SBS compensation specialists on all compensation programs

Attracted, motivated and retained top quality energy marketing and trading employees using a competitive total compensation perspectiveModeled, designed, communicated and administered short and long term incentive plans for 1,200 employees in the evolving energy industryCollaborated with executive team to streamline incentive and merit process to consistently assess employee performanceDeveloped an efficient, user-friendly web-based performance assessment tool with design teamsModeled stock offerings for initial public offeringConsulted with HR team and business units leaders to:Examine effectiveness of compensation package for current positionsUtilize market information to price additional positionsResolve any compensation related issuesSupervised benefit analysts and HR support

Served as 'acting manager' and developed analytical skills of compensation teamDeveloped team-building activities to heighten morale of work groupModeled sales incentive plans based on several financial models