CORE COMPETENCIES:

• Leadership & Session Planning
• Staffing & Retention
• Employee Handbooks
• Presentations
• Compensation Plans
• Executive Compensation
• Government Guidelines
• Position Management
• Budget Management
• Payroll
• Benefits
• FLSA/FMLA
• HIPAA
• OSHA
• HR Management & Law
• Affirmative Action Plans (AAP)
• EEO Compliance
• Organizational Development
• Performance Management
• Salary Grades and Structuring
• Analytics (Data Reporting / SAP)
• Headcount and Ad - hoc Reporting
• Policies & Procedures
• Posting, Selection, Interviewing
• New Hire Onboarding
• Background Check, E-Verify
• Terminations and I9’s
• Training and Development
• Compensation & Benchmark Analysis
• Total Rewards
• Bonus/Merit
• Long Term/Short Term Incentives
• Surveys

COMPUTER KNOWLEDGE:

• Ultipro
• HRSoft
• Workday HCM
• Lawson
• Ceridian
• Taleo / PeopleSoft
• Greenhouse
• Kronos/ADP
• PowerPoint
• CompAnalyst, Radford, Culpepper, Towers-Watson, ERI, BLR, & Salary.com, Mercer
• MarketPay / PayFactors
• Advanced Excel (Pivot Tables, V-lookup, Spreadsheets)
• Microsoft Office
• Office 365
• Crystal Reports
• SharePoint

PROFESSIONAL EXPERIENCE:

Confidential

Sr. Compensation Analyst (Consultant)

Responsibilities:

• Serve as the internal consultant to HR business partners, executives, and department managers related to job classifications, pay ranges, current compensation policies and procedures in North America and Canada.
• Provide analytical support and project leadership to the design and administration of compensation programs, the development and implementation of tools and materials, and ensures programs are aligned with the organization’s pay for performance philosophy.
• Works with HRBP’s with the recruitment process using Greenhouse to ensure the job code, salary, department, job family, and data is applied within the requisition accurately prior to approving for posting.
• Serve on the implementation team for the organization for the Merit Process with Ultipro and HR Soft; conducts calculations, testing platforms, proxy scenarios, reporting, auditing of data and review of employees for system access.
• Provide team leadership with Compensation and assist the HRIS team with new hire data reviews, approvals, FLSA reviews for current and new jobs, calculating hourly/salaried rates prior to submittal to payroll for processing.
• Provide support, guidance and recommendations with the implementations and ongoing involvement in new platforms
• Assist in the training and communication materials around general comp guidelines and the merit tool (HR Soft).
• Manages a compensation job architecture library to create job codes, conduct job matches, and benchmark data for various jobs (Technology/Product/and Administrative) within North America and Canada to ensure they are in alignment with geographic market data.
• Maintains the job description and compensation library.
• Perform market pricing of benchmark jobs and assist with survey submissions to help identify emerging trends
• Responsible for the analysis, administration and implementation of all annual programs to include the annual merit process, broad-based compensation, as well as short and long-term cash incentive plans.
• Work with HRIS, payroll and IT to support the annual processes, compensation summaries, and payouts.
• Assists in the design, implementation and administration of annual salary review, promotions, annual bonus plan, short & long-term incentives and recognition.
• Assist with analyzing and developing presentation materials in communicating annual competitive analysis and reporting of pay practices and trends to be reported to senior management

Confidential, San Diego, CA

Sr. Compensation Analyst (Consultant)

Responsibilities:

• Responded to daily requests from internal partners related to compensation guidelines, external hiring and internal transfers of existing associates working in Workday HCM.
• Supported job architecture project including title design, job level validation and incentive target alignment to global compensation structure as part of integration.
• Provided compensation cycle employee sessions, training, system awareness, and guidance to HRBP’s and senior staff.
• Managed the annual compensation planning process for client groups, including fielding questions from the business and delivering training.
• Supported in completing compensation surveys and market analyses for client groups as it relates to benchmarking, leveling and analysis for healthcare and medical device positions.
• Lead implementation of various rewards related activities, including governance, training sessions, year-end planning and other project implementations.
• Supported the Total Rewards team on special projects and assignments as needed. Including assisting with program design and analysis, mergers and acquisitions, and benchmarking.
• Ensure compliance with all federal, state and local compensation laws and regulations within the businesses supported. Keep informed of new developments and disseminate information.
• Worked in Workday with business processes and procedures, created step-by-step processes for easier business flow.

Confidential

Workday Integration HCM Consultant

Responsibilities:

• Worked as a Workday Techno/Functional consultant with strong knowledge on various delivered and custom Workday integration like Workday Cloud Connect (Connector and Package Integration), EIB and Workday Studio.
• Good knowledge on web services, Workday architecture and business process frameworks.
• Proficient in a wide variety of applications, including: Workday HCM, Compensation, Payroll, Recruiting, Report writer, Calculated Fields, Field Mapping, Workday Report designing and builder.
• Worked with advanced reports wherein I had to use different business objects and related business objects in developing awaiting steps in performance business processes.
• Created quarterly, annual and ad-hoc reports as needed by business.
• Maintained and created Workday Supervisory Organizations, Locations, Positions, Cost Center hierarchies.
• Worked on Object Management Systems like Role Based Security, User Based Security, Job Based Security groups.
• Project Management experience such as planning, developing, implementing and maintaining HR systems
• Worked with different Staffing models, defining hire restrictions to Job Management, Position Management and Headcount Management.
• Experience in creating Job Profiles, Job Families and Job Family Groups.

Confidential

Senior Compensation and Total Rewards (Consultant)

Responsibilities:

• Responsible for administering the company’s compensation programs to include salary administration, job evaluations, equity reviews, wage surveys-local, national, healthcare and other compensation- based programs and services for all employees.
• Evaluated administrative, healthcare, sales and non-executive level positions, (newly created and existing positions) within the organization to ensure jobs are appropriately grade, classified, assigned the correct FLSA designation and competitively market priced.
• Consulted, advised, and maintained relationships with government executive management on budget availability for new jobs and job evaluation needs to help them understand the process and complete the required documentation. Consulted with Executive Management and HR Business Partners on potential pay inequities and the equity review process.
• Analyzed healthcare and standard questionnaires, interviewed job incumbents and management, conducted market and internal research and analysis to identify and compare benchmark positions to position being evaluated.
• Provided recommendations regarding current compensation guidelines and polices, job titles, exemption status and pay grade assignments.
• Responsible for the implementation program changes and communicated changes to leadership staff and employees. Communicated to Executive Management on the findings.
• Assisted in preparing recommendations for changes and new programs for final approval.
• Monitored and updated the employee portal for compensation updates and revisions; ensured this information in placed in the employee handbook for documentation and employee reference.
• Maintained Executive Compensation guideline handbook by updating and ensuring all executive staff are appropriately placed upon initial salary offer, yearly salary adjustment, performance increases and STIs.
• Calculated relocation packages for executive and management candidates who are eligible for relocation.
• Consulted with executive management and manages concerning the design of positions including reorganizational structure for departments. Worked with performance management assessing the Total Rewards program, payout, development goal planning, performance review, merit, incentive processes.
• Worked with Finance and Budgeting Sr. Management departments to ensure salaries, pay increases, salary structures, and cost of living increases are within the budget on going to avoid any budget discrepancies.
• Prepared records of validity for recommendations to management or hiring supervisor to ensure any changes are kept within budget; Conducted equity reviews on a scheduled and ad-hoc basis to ensure employees salary is equitable for internal and external market pricing fairness.
• Prepared ad-hoc reports by utilizing excel with pivot tables, vertical look-ups and analysis in a professional manner.

Confidential

Senior Compensation Business Analyst (Consultant)

Responsibilities:

• Assisted Human Resources management in the overall global administration, communication, and analysis of salary programs, incentive programs, one-time payments, bonus plans, merit plans, short-term and long-term investments, salary structure, job descriptions and performance evaluations.
• Participated in the development of, design, delivery, implementation and execution of a competitive global compensation/total rewards programs, including administrative procedures, guidelines, and policies.
• Prepared global and domestic relocation pricing, fees & assistance, market pricing and internal analysis to determine appropriate compensation components for the organization according to compensation guidelines to ensure internal and external competitiveness. (Automotive Engineering, non-manufacturing and manufacturing pricing)
• Participated in, gathering, evaluating and/or conducting executive and basic market data surveys; collected and analyzed salary information to determine the company's competitive position domestically and globally. Utilized survey results for wage proposals, pay ranges and internal equity studies. Prepared data, conducted, and participated in global, national, regional, and local salary, economic and employment surveys.
• Created, reviewed, modified and audited new/existing job descriptions from non-engineering and engineering positions in a automotive manufacturing environment. Applied and recommended appropriate FLSA classification/exemptions in accordance with Department of Labor guidelines.
• Evaluated and utilized job descriptions for benchmarking to determine salary and grade assignment within Company’s salary structure. Worked with functional managers and/or HR business partners to ensure accurate benchmark matches. This included manufacturing and non manufacturing engineering jobs for automotive and non automotive positions.
• Prepared ad-hoc reports by utilizing excel with pivot tables, vertical look-ups and analysis in a professional manner.
• Identified and implemented improvements to the processes and application; Resolved issues and barriers surfaced by employees and management.
• Communicated with the assigned vendor to resolve issues with application functionality to ensure a smooth transition.
• Conducted user acceptance testing of configuration changes.
• Utilized Workday HCM with the business process by approving new hires, transfers, promotions, salary adjustments, terminations including the full cycle of employee information in the Workday HCM System.
• Worked using Workday advance reporting including exporting into excel files for internal departments.
• Worked with report writer custom reports, sorting and filtering report fields, sharing and scheduling reports, transferring ownership of custom reports and deleting custom reports.
• Provided reports for Compensation, Talent Management, Recruiting, Benefits and Payroll.
• Conducted headcount reporting for domestic and international headcount with by retrieving data from Workday and transferring into reports for forecasting, budgeting, and hiring.
• Conducted analysis and maintained company headcount information. Coordinated headcount efforts with all departments (i.e. accounting, payroll, and HR to support monthly, quarterly and yearly timelines).
• Created a training manual and provided training for the headcount process. Analyzed and reported planned and ad-hoc headcount data and labor costs as needed.

Confidential

Workday HCM Business Analyst (Consultant)

Responsibilities:

• Assisted in the review, testing and implementation of HRMS system upgrades or patches with Compensation and business process flow.
• Collaborated with functional staff to meet the existing business needs.
• Recommended process/customer service improvements, innovative solutions, policy changes and/or major variations from established policy that must be approved by appropriate leadership prior to implementation.
• Assisted in building Custom Integration (EIB), Custom report, and Calculated Fields and Writing XSLT generate customer specified output format.
• Documented Delivery through Custom Integrations with hands on experience on EIB and core Connector.

Confidential

Territorial Compensation Manager / Organizational Design Specialist

Responsibilities:

• Administered, planned, developed, and implemented compensation programs throughout the Southern Territory and directs the day-to-day administration for over 12,000 employees in 15 states and 9 divisions. Compiled and provided recommendations for compensation wages and job classifications for the Southern Territory.
• Served as the technical expert for all compensation programs developed by the Southern Territory Human Resources Department; and as the Compensation Representative for the implementation for the new HRIS system.
• Served as a human resource generalist to management when hiring, reclassifying or promoting employees by providing information on market pay practices and ensured compliance with internal pay practices.
• Served as the point of contact for classification and compensation for internal and external customers on simple to moderate complex issues regarding: compensation, policies, procedures, and processes.
• Supervised the compensation staff (local and Field) in all aspects of compensation, recordkeeping and for all employees paid $100,000 or greater, on time payments, merit, and cost of living ensuring all compensation practices remain in compliance with established polices and processes.
• Calculated relocation packages and living assistance for candidates or employee transfers local and throughout the United States.
• Created and revised job descriptions, evaluated job responsibilities, and conducted market research in order to determine the appropriate pay grade for new positions, reclassifications, and promotions.
• Maintained HRIS data, Job Tracking Systems containing historical records of all job descriptions and point factor evaluations for all positions.
• Planned, developed, prepared, and conducted presentations to various boards, conferences, employees and department heads regarding the compensation program; provided training and presentation materials as necessary to internal and field representatives via communication by utilizing the internet, employee mailings, and other communication notifications.
• Supervised the day-to-day administration of annual increases and managed the yearly merit and general increase results and made appropriate salary adjustments on a yearly basis.
• Served on the Affirmative Action Plan committee to ensure compensation is within the legal guidelines.