MARK P. WEINBERG

acq2iu@r.postjobfree.com

Phone 702-***-****

SENIOR COMPENSATION & BENEFITS PROFESSIONAL

Accomplished Human Resources Total Rewards Leader with a strong record of success in leading strategy development, design, implementation and administration of best practices in compensation and benefits programs, performance management, HRIS and organization change initiatives. Effectively partnered with executive leadership and cross-functional business teams to strengthen performance, engagement, retention and organizational effectiveness. An exceptional communicator and a leader who builds solid relationships with internal and external stakeholders. M.S in Business.

PROFESSIONAL COMPETENCIES

Rewards Strategy & Design

Benefits Design & Administration

Executive, Stock and Deferred Compensation Plans

Executive, Mgt. & Staff, ST/ LT Incentive Plans Creation

Performance Management Development

Training and Communications

HRIS Implementations

Due Diligence & Post Merger Integration

PPACA, ERISA, IRC, DOL, SOX, FLSA, ADA, FMLA, SCA, OFCCP

SELECTED ACHIEVEMENTS

DIRECTOR COMPENSATION, BENEFITS & HRIS

Erlanger Health System, Chattanooga, TN August 2013 – November 2014

Directed the Compensation and Benefits functions for the ninth largest public health system in the US with 5,000 staff members. Seven reports. Challenge: Assist organization turn around financial position by implementing cost-effective and state-of-the-art compensation and benefits programs.

Introduced a number of innovative programs that helped the organization turnaround its financial position, including freezing the pension plan, eliminating retiree health and creating an EPO for the health system resulting in more than 98% of staff using the in-network plan.

Created benefits communications and led consultant-driven training that improved staff and retiree understanding and satisfaction of the new benefit plans and time-off policies.

Developed new paid time-off policies and disability program that reduced plan costs by $900k and

unnecessary absences by 25%.

Designed state-of-the-art competencies for each nursing unit by adapting the Benner Model and created new structure based upon competence, performance and experience. Formulated competence-based career ladders for a variety of positions throughout the system.

Designed best-practices performance management process, introduced flow-down objectives & competencies consistent with the organization’s values. Launched pay-for- performance & produced training materials.

Created streamlined base compensation structure following the first comprehensive market review in 8 years for 92% of positions. Led compensation policy update using research from contemporary best practices. Constructed pay calculators to assist managers and recruiters to streamline and improve pay equity.

Customized PeopleSoft HRIS that improved HR operations. Created market pricing model in Excel to reduce costs.

PRINCIPAL REWARDS CONSULTANT August 2010 – August 2013

Independent consultant charged with improving rewards practices, including implementation of best practices in designing new pay structures, rewards practices and programs for a number of large, complex organizations. Clients included University of Arizona Health Network, Ascension, Reading Health and Ventana Instruments (Roche). Challenge: Incorporate best practices in designing & implementing rewards practices.

Created and implemented new post-merger streamlined base compensation structure with mechanisms to more fairly and accurately manage promotions, adjustments, demotions and new hire pay rates; initiative was key driver in 10% reduction in turnover. Automated process to tie performance more closely within a tight merit budget by integrating with the new performance management program (Success Factors).

Consolidated and classified jobs into new descriptions and evaluated the market position of all positions, while saving over $2M by introducing contemporary pay practices. Created career ladders that improved employee satisfaction, productivity and retention. Introduced best-practice and scalable base compensation structure.

Developed competitive model for system-wide executive structure and incentive plans.

Implemented Lawson HRIS 10.0 and integrated legacy applications.

Formulated incentive for EPIC implementation, resulting in on-time, on-budget with no EPIC turnover.

MARK P. WEINBERG PAGE 2

Integrated health and welfare benefits administration with new TPA and implemented performance standards. Analyzed and corrected retirement plans while preventing IRS penalties.

Researched, created and implemented the first contemporary competency model in the US, with specific levels for each RN unit. Designed marketing materials and communications that significantly improved implementation and recruiting results.

Consolidated positions for post-recession need for more flexible jobs while constructing electronic personnel records across the organization.

DIRECTOR – TOTAL REWARDS

Tucson Medical Center, Tucson, AZ October 2009 – July 2010

Directed compensation, benefits and HR systems for a 3,800-employee hospital in Arizona with annual revenues of $900M and 641 beds. Managed rewards budget of $330M. Seven reports.

Challenge: Improve total rewards administration and design a competitive rewards strategy and structure in a tight economy.

Consolidated positions for post-recession need for more flexible jobs in light of electronic medical records across the organization and major department realignments.

Created new base compensation structure that streamlined processes for promotions, adjustments and new hires. Automated process to tie performance more closely within a tight merit budget by integrating with the new performance appraisal program.

Discovered and corrected errors in the defined contribution plan, saving $3.9M.

DIRECTOR - COMPENSATION AND HR SYSTEMS

Memorial Health Services, Fountain Valley, CA August 2007 – January 2009

Directed compensation and HR systems for an 11,000-employee health care provider with 6 hospitals in California and annual revenues of $1.4B. Managed compensation budget of $500M. Two reports.

Challenge: Design the organization’s rewards philosophy and executive compensation structure to align with organization’s strategy, culture, values and objectives.

Formulated organization’s reward strategy and compensation programs, which contributed to the improvement of employee engagement from 37th percentile to 51st percentile in one year.

Collaborated with Compensation Committee and executive management to develop the Compensation Committee’s Charter and executive rewards structure.

Promoted to organization’s internal executive compensation consultant for the Board. Created new executive base structure after extensive market analysis of executive pay practices. Analyzed executive total compensation including TCC and deferred compensation plan. Designed novel executive long-term incentive plan, new in the healthcare industry.

Wrote Compensation Discussion and Analysis for the Board.

Redesigned base & incentive Compensation programs to align with organization’s new branding.

Created new performance management and pay-for-performance programs that incorporated strategic objectives and contemporary leadership competencies.

Co-managed the design and implementation of employee engagement survey and followed up with new PeopleSoft HRIS applications and programs for recruiting, on-boarding & performance management (Position Manager & Halogen).

DIRECTOR - COMPENSATION, BENEFITS & HR SYSTEMS

Sierra Health Services, Inc., Las Vegas, NV January 1999 - December 2006

Designed and directed company’s total rewards and recognition strategies, programs and practices for a 4,500-employee diversified insurance and health services organization with annual revenues of $1.7B in 17 states. Managed the annual rewards budget of $750M. Ten reports. Challenge: Create competitive and cost effective rewards programs for the organization in order to substantially increase profitability and employee retention.

Architect of total rewards strategy and structures for base, incentive, sales and total compensation, resulting in reduced turnover from 40% to 14%, saving $60MM over 3 years and achieved record profitability . Initiatives helped increase stock price from $3.78 to over $60/share.

Redesigned executive incentive plans for each business unit resulting in substantial profitability and retention gains. Improved the design and administration of equity award program. Wrote Compensation Discussion and Analysis with accompanying charts for the annual proxy.

Developed job families, career ladders/matrices and assisted in division reorganizations that reduced turnover and improved productivity.

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Received awards from the Nevada Legislature, the National Organization for Women and the Nevada Business Journal for “leadership in the design of fair and equitable pay practices” and Best Place to Work in Nevada.

Created performance appraisal program and introduced new competencies that improved overall company’s financial and quality performance. Created quality-measured spot-award program that substantially increased productivity, retention and employee morale.

Improved employee retention and saved $3.5M by simplifying administration and design of the 401(k) plan, deferred compensation plan, and health & welfare plans.

Managed HR team for successful Oracle implementation, on-time and under budget.

LEADER - COMPENSATION & BENEFITS

Rockwell Collins Inc., (Rockwell International), Cedar Rapids, IA August 1997 – December 1998

Managed compensation & benefits for a Fortune 100 high technology Aerospace and Communications Company with 15,000 active and 14,000 retired employees with annual revenue of $4.5B. Rockwell manufactures aerospace and communications products in all 50 states and 17 countries. Seven direct reports. Challenge: Reduce benefit costs without adversely impacting employee turnover. Redesign compensation structures to streamline processes and integrate divisions.

Reduced benefits expenses by $50M annually as a key member of corporate steering committee that redesigned all health & welfare, 401(k) and retirement plans for non-represented employees.

Reduced Rockwell Rx expenses for 88,000 employees by improved PBM contracts and rebate programs.

Constructed new base compensation practices including focal point review date & merit process.

Created and introduced worldwide incentive plan for staff in the US and 17 foreign countries. Researched and modified pension benefit plans for subsidiaries in India, Brazil, Australia, United Kingdom, Canada and France. Reviewed HR policies and practices for EU subsidiaries.

Oversaw self-insured health and welfare plans, including in-house pharmacy and mail-order facility. Successfully redesigned health plans including creation of new plan documents and SPDs, which improved employee satisfaction and reduced costs. Inaugurated cost-effective risk/reward contract with plan administrator (TPA) that reduced costs by $1.2M annually.

Implemented SAP HRIS and created successful SAP Incentive Plan for a $250M ERP introduction.

DIRECTOR - COMPENSATION, BENEFITS AND HR SYSTEMS

First Data Corporation, (formerly American Express), Greenwood Village, CO March 1990 – July 1996

Developed compensation, benefits and HRIS strategy, program design, and practices in a decentralized division with 8 business units & 12,000 employees. First Data provides various business and financial services in all 50 states. Business managed were telemarketing, operator services, bank checks, money-transfer, and credit card services. Nine direct reports. Challenge: Design rewards programs for 8 business units with different products, services and profit margins while ensuring a consistent philosophy and equity within the organization.

Formulated new base, variable and executive compensation programs across 9 business units that standardized internal equity, while maintaining competitive labor market competiveness.

Designed rewards philosophy for executive and staff compensation and benefits programs that employee satisfaction rating to 89%, while reducing costs from 75th percentile to 50th percentile of the market. Received national award for Best Employee Communications of the Year.

Created highly successful senior management incentive plans for 8 different business units improving both growth and profitability. Stock price increased from $25 to $72 in three years.

Formulated incentive plan for a large division that turned around profitability, increased customer satisfaction & improved key performance. Received First Data Resources Best Team Award.

Led M&A HR due diligence teams and post-merger integration for acquisitions from $125M to $1B, in the US and the Americas.

EDUCATION

Masters of Science in Business, HR Mgt., University of Wisconsin-Madison

Awarded into the National Business Honor Society

Bachelor of Arts, Philosophy, University of Wisconsin-Madison

Graduated with Academic Distinction (3.93 GPA in major)

SOFTWARE EXPERIENCE

Microsoft Excel, Word, PowerPoint, Visio, Outlook, Microsoft Project, SuccessFactors® & Position Manager®

(Goals Mgt., Performance Evaluation and Talent Acquisition). PeopleSoft, Oracle, Lawson, & SAP

HR Systems, Compensation Market pricing software (MarketPay® and CompAnalyst®)

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