Manager Information

Blake Wilson

** ******* *******, ******, ** *****

***********@*****.*** 617-***-****

Linked In: https://www.linkedin.com/in/blake-wilson-54439618

PROFESSIONAL SUMMARY

* ***** ** ****** ****ensation and HR Project experience across multiple industries. Practiced with a broad range of compensation and general HR theories and knowledge to provide high-quality compensation performance and productivity. Looking to advance my career and expand my professional experience with the right organization.

EMPLOYMENT HISTORY

Compensation Manager, MBTA

Boston, MA

Transportation Agency

2018

Job Function:

a)Leader in the development of a new compensation program.

b)Provided direction and insight into the development of pay structures and incentive pay programs and provides compensation related support for various workforce projects.

c)Responsible for day-to-day Compensation support including all compensation surveys, inquiries, providing ad hoc market analysis and drafting job descriptions.

d)Designed implementation cost effective compensation programs.

e)Provide guidance and interpretation of compensation policies.

f)Streamlined compression issues.

g)Collaborated with other areas of HR on Compensation related projects.

h)Project manager of large-scale initiatives requiring large-scale communications.

i)Benchmarking, data analysis, and ad hoc recommendation.

j)Provides ad hoc compensation recommendations supporting strategic initiatives.

k) Presented to Leadership including CEO for development of Compensation programs.

Compensation Analyst, Cambridge Health Alliance

Somerville, MA

Community Hospital

2014 - 2018

Job Function:

a.Ran compensation analysis based on internal equity and market analysis.

b.Conducted salary survey and salary reviews.

c.Utilized compensation based software and extrapolated information for ad hoc salary reviews.

d.Reviewed Union and Non-Union compensation programs to market for continuous improvement.

e.Inspected compensation and Pay practices to ensure organization follows Local, State, and Federal regulatory governance.

f.Administrated the Bonus Programs throughout the organization.

g.Whole scale review and compensation support for 23 different unions. Includes costing, costing of union contract proposals, salary administration, and creation of salary scales.

h.Provided Provider Compensation ensuring efficiency in payout.

i.Presented salary change requests including ad hoc changes to the Compensation Committee composed of the CFO and the SVP for HR.

j.Lead on specialized HR projects including Affordable Care Act Compliance, Employee Engagement, Performance Assessment, and Succession Planning.

Key Productivity Information:

a.On an ad-hoc basis, amounting to 10% of total employee population annually, reviewed and provided quality market equity analysis retaining High Impact employees.

b.Implementation of 23 union salary changes over the past year impacting over 2000 individuals and ensuring union compliance.

c.Across the board increases that amounted to 2% increase to 4,000 employees in the organization.

d.Eliminated up to 15% of wasteful expenditures by introducing efficiency in the pay review process.

e.Brought Annual Performance Reviews completed from 60% in the organization to 80% ensuring compliance with regulatory guidelines.

HR Project Analyst, Citizens Bank

Dedham, MA

Regional Bank

2010 - 2014

Job Function:

a.Alongside the Compensation and Business Partners developed a cleaner, refined, and improved pay strategy toward rewarding and promoting colleagues.

b.Worked with Compensation on Merit system streamlining Business Groups to pay a complete merit cycle.

c.Constructed a performance-based promotion procedure which done quarterly to reward

top performers.

d.Partnered toward retaining top talent included building in an approach to proactively target top talent.

e.Designed and executed a review of underperforming colleagues within the strategic drive to monitor colleague’s progress to ensure they followed company initiatives.

f.Produced key analysis for the end of year review and reward based programs supplying key information for the business line to make strategic decisions.

Key Productivity Information:

a.Generated and managed 6 projects for the Consumer Banking Group resulting in 8% improvements in productivity, an increase from 40% retention to 52% retention.

b.Increased and managed an intra-departmental performance management process that improved overall group performance by 6% and increased retention by 12%.

c.Awarded and managed the communication plan to 12,000 employees on key benefit information changes with regards to health care, 401k, and policy changes which saved the company $10 million.

d.Introduced and implemented exit surveys collection and analysis process that reduced unwanted attrition by 5% within 12 months.

EDUCATION

Bachelor of Science, Political Science, Suffolk University, 2016

SKILLS

Market Analysis, Job Evaluation, FLSA review, Salary Surveys, Equity review, LTIP, Bonus, Merit, ATB, Market Adjustments, Human Capital Systems expert, Government Compliance.

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