Manager Management

Ten years of managing and directing the compensation function in global

corporations ranging from $100 million to $9 billion in revenue. A

business partner and relationship builder effective at all levels of an

organization with sound judgment and authentic presence who can drive

results through the design and implementation of strategic compensation

programs. Three years administering executive compensation programs; two

years of benefits experience. Directed 1 to 5 compensation professionals.

EXPERIENCE

APPLIED GLOBAL COMPENSATION CONSULTING, LLC

2008-Present

Provider of tactical compensation services, specializing in implementation

of base compensation programs

Global Comp Consultant for entrepreneurial engineering company, water

treatment Company, brokerage services company and drug store chain

. Designed compensation function for entrepreneurial company.

. Created salary structures for US and China

. Created job hierarchies based on interviews with senior management.

. Recommended enhancements to payroll system for data capture.

. Worked with external vendor in clean up of FLSA status issues

. Designed sales commission plans for two business units within company

. Evaluated jobs and wrote job descriptions for drugstore chain

TELLABS 2007- 2008

Telecommunications company with $2 billion in revenue and 3,600 employees.

Stock symbol: TLAB

Sr. Manager Global Compensation

. Revamped global compensation department; designed and implemented global

compensation strategy for EMEA, APAC, and Latin America.

. Implemented salary structures for China, UK, Singapore, Finland and

Denmark as well as five US structures.

. Created standardized salary administration processes and job titles

globally, bonus plans and long-term incentive plans.

. Worked on reconfiguring job codes in SAP so that SAP regained

functionality.

. Managed and administered expatriate programs; consulted with business

managers to design cost effect expatriate packages.

. Managed vendor relationships.

. Participated in developing board presentations on base salary and equity

programs.

CAREER EDUCATION CORPORATION

2003-2007

Proprietary education company with $2 billion in revenue and 15,000

employees. Stock symbol: CECO

Director of Compensation

Hired to establish first compensation department. Designed and implemented

compensation strategy and salary administration policies. Presented

compensation programs to board of directors and executive management.

Created bonus plans and long-term incentive plans and managed stock

administration in a 10 year-old, entrepreneurial company.

. Presented compensation strategy and programs to compensation committee of

board of directors.

. Created first school organizational chart templates based on student

population to create consistent organizations across system and to

systematically create salary structures.

. Developed long-term and short-term incentive programs strategically

aligned to the organization.

. Managed administration of stock option/RSU programs. Analyzed market data

on equity programs and prepared findings for presentation to executive

management.

. Designed and delivered first training program on compensation

administration principles to corporate and school management; trained 15-

20 people at each of 77 schools.

. Redesigned deferred compensation program compliant with current

legislation and managed all aspects of deferred compensation; 150

executives invited; 50 participate.

KANBAY, INC. 2003

Global IT services company founded in 1989 with $182 million in revenue and

3,000 employees worldwide. Stock symbol: KBAY

Global Manager of Compensation/Performance Management

Designed, implemented and administered compensation programs including

sales and incentive plans and performance management for the US, India,

Hong Kong, Singapore, Australia and the United Kingdom.

. Managed the non-qualified stock option program.

. Updated existing salary structure and administered first merit increases

in three years which improved morale and productivity.

. Ensured compensation and performance management advice was consistent

with practices in India and appropriate for operations in the US.

ARTHUR ANDERSEN, LLP 2000-2002

Big Five Accounting Firm with 88,000 employees worldwide and $8 billion in

revenue

Global Compensation Manager

Created first salary structures for 24,000 employees in the Tax and Audit

practices

. Created a compensation council of HR Directors from the UK, Switzerland

and France to gain buy-in and solicit feedback on new and proposed

compensation strategies and policies.

. Partnered with Audit and Tax management to develop a pay-for-performance

strategy rather than "up or out" and designed corresponding incentive

plans to retain highly trained associates and maintain continuity at

client sites.

ROBERT BOSCH CORPORATION (German) 1999-2000

Automotive parts manufacturer with $8.4 billion US revenues and 22,700

North American employees

Compensation Manager US

. Assisted in US implementation of SAP.

. Worked with Mexican manufacturing plant to identify appropriate salary

data sources.

. Designed an SAP incentive plan to retain employees during SAP

implementation.

. Managed work of compensation employee and facilitated interaction of

compensation function with other human resource groups and business

units.

AON CORPORATION 1997-1999

An insurance brokerage firm with $9.8 billion in revenue and 25,000 US

employees. Stock symbol: AOC

Compensation Manager

. Redesigned the compensation function and grew department to five

employees, supporting 24,000 North American employees and approximately

50 expatriates.

. Enabled compensation employees to lead projects in a consulting capacity

across all areas of the organization to retain employees as well as

identify successor.

. Managed all facets of expatriate compensation including immigration and

taxation.

. Consolidated job codes for PeopleSoft implementation project, selecting

most appropriate methodology for project timeline and ensuring quality

result.

INDEPENDENT COMPENSATION CONSULTANT 1994-

1997

. Saved over $1 million annually due to revision of management incentive

eligibility requirements.

. Consulted with executives on immigration issues and tax consequences for

expatriates to reduce costs in taxes and benefits.

. Designed expatriate compensation program to reduce company cost while

maintaining employee benefit.

. Restructured the compensation process and function for base salary,

alternative rewards, performance management and job evaluation.

HARRIS TRUST & SAVINGS BANK

1988-1994

Prior to Bank of Montreal purchase, approximately $325 million in assets

with 3,000 employees

Compensation Consultant/HR Officer

1990-1994

First job as compensation professional. Accomplishments include:

Facilitated implementation of ADA by identifying essential functions in job

descriptions; researched and provided recommendations regarding competency-

based pay

. Created salary structures to streamline operations and facilitate

internal equity discussions.

. Led project to install comprehensive compensation system from selecting

vendor, preparing and communicating specifications to implementation and

training.

. Identified appropriate salary studies and conducted market studies to

design total compensation programs for Trust, Private Banking and Bank

Card departments.

. Created job descriptions and conducted job evaluations using market

pricing, point factor, and job ranking methodologies.

. Created sales incentive plans to motivate cross selling of bank products.

Benefits Analyst 1988-

1990

. Administered annual enrollment process.

. Explained benefits package to new hires.

. Answered employee questions regarding benefits

. Assisted in the design of COBRA processing.

. Served as liaison between employee and insurance company (managed care).

PROFESSIONAL CERTIFICATIONS & MEMBERSHIPS

World at Work -- Certified Compensation Professional (CCP)

Chicago Compensation Association (CCA)

Society for Human Resources Management (SHRM

Human Resources Management Association of Chicago (HRMAC)

EDUCATION

Loyola University of Chicago, 3.75 GPA, M.S., Industrial Relations

Northwestern University, 3.54 GPA, B.S., Organization Behavior, minor in

Business

COMPUTER SKILL OVERVIEW

Microsoft Access (Proficient), Oracle (Limited/User), PeopleSoft

(Proficient; run reports), Word (Expert), PowerPoint (Expert), SAP

(Limited/User), Excel (Expert), Outlook (Expert)

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