• P&L Executive of $650M high-growth financial services business• Successful in driving 10% YoY growth • Driving 15% YoY revenue growth and 7% growth in OI Margin

• Client Experience executive responsible for retaining $400M in revenue annually • Reduce revenue attrition by 2% over term • Implemented automation standardization of processes to reduce incoming ticket volume by 40% and average ticket age from 90 days to less than 30 days.

Responsible for client retention and growth of clients within the region , identifying strategies, leveraging data and analytics, that result in retaining existing business, growing revenue within current client base through product adoptions, contract renewals, price increase strategies, developing and executing strategic plans to ensure a healthy and stable client base.Responsibilities include collaborating with regional and functional leadership partners to develop synergies, harmonize the operating model, and improve overall business relationships, facilitating cross divisional resolution of business line conflicts that impact client retention.The VP owns revenue retention responsibility and accurate loss forecasting as a contributor to the overall management of the P&L by retaining and maximizing client value through the effective implementation of client management programs. In addition, in partnership with the Regional GM and other regional leadership, the VPs responsibilities include creation and accomplishment of financial objectives, operating plan initiatives, associate satisfaction and retention, and staff development/retention initiatives.Has overall responsibility for developing and maintaining high performing teams that will foster client relationships and ensuring products and service offerings are in line with client expectations. Develops and recommends strategies to ensure delivery of stellar service to build and improve client satisfaction and retention including contributing to achieving growth objectives through client loss-prevention programs. Manages team performance to ensure demonstrated product expertise, effective client support, and focus on client relationships. As an Executive Sponsor, acts as a client escalation point and responsible for personally building and maintaining relationships with decision makers of clients on the team’s base with the goal of retaining the client’s business and ensuring client satisfaction.

One-on-one mentoring and peer networking program focused on developing high-potential mid-level female managers into senior leaders who know how to navigate politics, build executive presence, and move the company’s most critical initiatives forward. Key learnings include high-impact leadership, navigating the landscape, and building executive presence. Achieva® is the third of four stages in a woman’s career. Achieva graduates lead people and drive initiatives. They understand the business environment and know how to move an organization and its objectives ahead.

Tracey is a Principal in the Mercer’s Talent business. She has a unique combination of experience in compensation, employee relations, talent management, succession management, change management, communication, training and technology.Tracey has been with Mercer since 2007, focusing her time as a Consultant in Mercer’s Broad Based Rewards segment, Human Resource Effectiveness segment and Talent Technology. She has experience consulting with our clients on designing compensation strategies that supported business objectives. Specific areas included designing competitive pay structures, analyzing market trends relating to pay, designing competitive long term and short term incentive plans and working with organizations to align their workforce globally through new plans and processes. She also has experience assisting organizations with creating a more robust, effective and efficient human resource function – within a single country, regionally or globally – through providing clients with integrated solutions around Mercer’s human capital consulting, data and technology expertise and capabilities.

• Lead the Technology Solutions Professional Services team for North America. • Develop strategic business plans, consulting on best practices and thought leadership related to the delivery of professional services across the Talent Impact portfolio.• Design multi- year strategic plans along with other business leaders in support of cross-business solutions and profitable growth of the Technology Solutions business.• Establish and manage a best in class and consistent implementation methodology across the Talent Impact portfolio and manage execution of the activities for new clients across all solutions, as well as implementation and software support activities for our existing clients.• Ensure client satisfaction and grow revenue and profitability across all work performed by the Technology Solutions Professional Services team.• Serve as a liaison and ambassador to the broader NA Talent Organization, as well as the CM and RM Community.• Serve as a key contributor to the NA sales, implementation, and support strategy.• Support Technology Solutions sales efforts, as necessary.• Manage the budget, operations and staffing for Technology Solutions Professional Services.

Tracey is responsible for assisting clients with all aspects of compensation strategy and plan design to include base pay, variable pay, and compensation outsourcing solutions, primarily for the broad employee population.

Managed the compensation design, development and integration for acquisition of large global Composites business. Designed compensation programs to fit the needs of the new company. Worked with HR Leaders from both organizations to ensure a smooth tranisition process. Developed guidelines and recommendations for Executive compensation within the new organization.

•Developed and implemented Executive Total Compensation structure including base, bonus and incentive stock option awards, Supplemental Retirement Plans, Deferred Compensation and other Executive Perks•Responsible for developing and presenting compensation issues to the Compensation Committee and the Board of Directors•Developed and implemented on-line Performance Management and Merit system for company•Responsible for accurate reporting of Headcount, FTE, Overtime, Productive Hours worked and Turnover •Manage Job Evaluation process by consistently reviewing market conditions in all 50 states to ensure current salary ranges, salary structures and job grades are in line with market conditions. Complete salary analysis for new positions and hard to recruit positions.•HRIS Analyst – manage all development and implementation for Peoplesoft and Intranet.

•Developed and implemented Executive Total Compensation structure•Developed and presented compensation issues to the Compensation Committee and the Board of Directors•Developed and implemented on-line Performance Management and Merit system for company. •Responsible for accurate reporting of Headcount, FTE, Overtime, Productive Hours worked and Turnover •Manage Job Evaluation process by consistently reviewing market conditions in all 50 states to ensure current salary ranges, salary structures and job grades are in line with market conditions. •HRIS Analyst – manage all development and implementation needs related to Peoplesoft and Intranet. •Developed Supervisor Survivor Series for new managers and supervisors•Developed Employee Enrichment courses •Coordinated Sales/Marketing and Administrator Trainings•Spearheaded Web based training initiatives

Managed Compensation, Benefits and Employee Incentive programs for Birmingham Branch of the Federal Reserve Bank•Managed Total Compensation for all employees (hourly, professional and executive)•Managed Retirement Plan, Health Plan, FMLA, Workers Compensation, Short Term Disability and Long Term Disability•Managed cash and non-cash incentive programs for 300 employees

Managed compensation for 2 distinct operating division and corporate office encompassing 25,000 employees.•Manage market adjustment process to ensure procedures and guidelines are in place. Review market adjustments when submitted for validity and to ensure Department of Labor, Wage & Hour and EEOC regulations are being followed.•Manage Job Evaluation process by consistently reviewing market conditions in all 50 states to ensure current salary ranges, salary structures and job grades are in line with market conditions. Complete salary analysis for new positions and hard to recruit positions.•Coordinate report requests from Department of Labor (New Hires for company for Payroll Garnishment purposes, Bureau of Labor Statistics Wage Reports)•Functional PeopleSoft Analyst for Human Resources – manage all requests needed related to Peoplesoft

Entry Level position responsible for assisting other Analysts and the Director with Compensation issues throughout the organization.•Researched Salary and Benefit issues for specific markets or job categories to determine validity of market adjustment requests.•Benchmarked current positions using internal and external salary information•Responsible for compiling weekly Headcount and FTE information for Management Reporting.•Responsible for ensuring the Grade & Title Listing was accurate and up to date. •Assisted Director during Internal and External Wage & Hour investigations