| HRadvantage, Waukegan, Illinois (A Division of Gallagher Benefit Services) 2008 to 2010
Human Resources Consulting firm with a focus on Compensation Program Design.
Staff Consultant
Executed consulting activities for client engagements, actively participated in support of new client development, and managed existing client projects.
· Conducted Executive compensation reviews for clients including base pay as well as short- and long-term incentives. Recommended increases for executives based on merit as well as position compared to market percentiles. Prepared reports for Board presentations. Utilized regression analysis.
· Conducted market evaluations for entire employee populations, comparing overall company position and each individual employee to the market for each job.
· Created hiring guidelines for specified positions to help determine rates of pay based on years of experience. Conducted length of service analyses.
· Recommended pay increases based on merit and total increase budgets as well as current pay rates compared to market, hiring guidelines and salary structure. Identified and accounted for pay rates under the minimum and over the maximum.
· Recommended savings of over $100,000 for a healthcare company with several variable pay programs, including over-time, shift-differentials, on-call and call-back pay, comparing them to market.
· Created broadband and graded salary structures to improve pay increase evaluations and decisions.
· Created sales incentive plans aligned with client mission and goals. Collaborated with Sales and other management. Recommended additional changes based on experience and market conditions.
· Conducted disparate treatment analyses including testing of levels one through four, based on race, gender and age. Recommended additional internal job categories for employee testing where appropriate to filter out differences found in different job levels within the general recommended job categories. Identified potential areas for review where disparate treatment could be occurring.
· Fielded ongoing questions from clients to aid in the implementation of completed projects.
Independent Compensation Consultant 2006 to 2008
· ACCO BRANDS, Lincolnshire, Illinois, 2007 to 2008
A $2 Billion global company that manufacturer of branded office products.
Redesigned and implemented the program to consolidate jobs, pay grades and bonus levels for all jobs in ACCO across multiple acquired business units to leverage the opportunity presented by payroll/HRIS system conversion. Conducted multiple analyses regarding increases and decreases in pay grade and bonus level and associated costs. Coordinated the merit increase and bonus processes for all US based employees.
· AMERICAN LIBRARY ASSOCIATION, Chicago, Illinois, 2006 to 2007
Association to provide leadership for library and information services and the profession of librarianship.
Completed performance review process and analysis for ALA. Calculated individual incentive awards based on aggregate performance reviews. Completed and recorded job evaluations. Provided salary recommendations for promotions and new hires. Developed new Corporate HR policies as required.
TELEFLEX MEDICAL, Bannockburn, Illinois 2004 to 2006
A $900 Million global company with over 7,300 employees. Manufactured medical devices and products.
Compensation & Benefits Analyst
Created compensation structures and practices from the ground up in a company that had not formalized compensation practices. Developed and implemented the process for applying merit increases and the recording of performance reviews for over twenty countries.
· Analyzed and developed sales incentive plans based on business needs. Reviewed and analyzed existing plans and conducted focus groups.
· Calculated management short-term incentive payouts on a global scale for over 400 people, including the impact of local, divisional and corporate level performance metrics. Converted seven different currencies to US Dollars to generate a total overall cost of incentives to the company.
· Created and implemented a job code and title system for all US jobs that was intended to be implemented globally.
· Developed process maps for several Compensation processes, identified process gaps, recommended solutions and developed communications.
· Designed the framework for new vacation policy and broadbanding structure.
· Calculated medical and dental benefit rates for nine US locations. Evaluated increases for each location to establish a uniform rate for each by 2010.
HOUSEHOLD INTERNATIONAL, Prospect Heights, Illinois 2000 to 2003
A $72.8 Billion company with 36,000 employees. Provided financial services in the US and Canadian markets.
Compensation Analyst
Provided compensation consultative support services to various departments regarding organization and market reviews. Periodically conducted needs assessments with executives.
· Analyzed and redesigned over 40 incentive compensation plans for Sales, Collections, Customer Service, Credit and Funding areas. Consolidated 28 Collections incentive plans into three.
· Conducted comprehensive compensation analyses to attract and retain employees (job evaluation, review of incentive targets, bonuses, broadbands, FLSA status, market data and associated incumbent comparisons, organizational structure, job descriptions, etc.) on a two year cycle for several company-wide functions including IT, eCommerce, Collections, Policy & Compliance, Quality Assurance, Performance Engineering and Purchasing all for multiple geographic locations. Minimized market driven turnover.
· Consolidated the IT business unit after the merger between Household and HSBC USA. Provided recommendations to new entity regarding new positions and the mapping of old to new positions. Researched issues and provided new market data for over thirty US locations.
· International experience with HFC Canada. Conducted complete review of HAY Point evaluations for Canadian operations (HAY only used in Canada at HI) and led the project with the Pay Equity Committee in Montreal for jobs located in Quebec.
· Provided compensation training to business unit HR staff as required.
PHILADELPHIA GAS WORKS, Philadelphia, Pennsylvania 1996 to 2000
City owned natural gas utility with $1 billion in assets, $500 million in revenues and 1,800 employees
Senior Compensation Analyst (1997 to 2000)
Redesigned the corporate compensation process. Interviewed functional vice presidents and other executives to align departments with the corporate compensation system. Evaluated job descriptions based on market data and HAY points.
· Periodically conducted needs assessments with executives.
· Managed the outsourcing of administration of the 457 plan with the vendor and recommended new funds.
Management Development Program (1996 to 1997)
· Completed several projects for the CFO directly related to the budgeting process for PGW.
· Prepared the Capital Budget for the Distribution Department of over $40 million in annual expenditures.
COMMISSIONED OFFICER, United States Navy |
