Director of Compensation, HRIS, and HR Data Analytics

HUMAN RESOURCES EXECUTIVE

Compensation Expert, Project Leadership & Planning, People Development, Systems Development & Implementation, Team Leader & Coach, Certified Six Sigma Green Belt

Highly accomplished human resources total rewards professional, specializing in compensation. Proven expertise in compensation systems and plan design, implementation and execution. Adept at both strategic and tactical elements of compensation programs. Works well at all levels including C-suite and Board of Directors engagements. Demonstrated high performance standards with astute attention to details and deadlines. Builds highly effective teams and coaches to achieve goals to meet or exceed expectations.

PROFESSIONAL EXPERIENCE

MEDEXPRESS 2016 to 2018

Director of Compensation and Fleet

Lead compensation programs for a $500 million leader in urgent care, including a team of professionals. Report to Vice President of Total Rewards.

Key Accomplishments:

Lead sales compensation programs.

Own broad-based compensation impacting approximately 5,000 employees.

Responsible for HRIS, Iconix, Payfactors, and Halogen systems.

Direct development of new compensation structure and process improvement.

MYLAN INC. 2014 to 2016

Sr. Director of Global Compensation

Lead compensation programs for $8 billion global leader in generic drug manufacturing and distribution, including a team of professionals. Report to Vice President of Total Rewards.

Key Accomplishments:

Lead sales compensation programs covering 3,000+ employees.

Own broad-based compensation impacting approximately 22,000 employees.

Responsible for employee portal.

Directed development of new career architecture structure.

Manage compensation elements of mergers and acquisitions.

JM FAMILY ENTERPRISES 2012 to 2014

Director of Corporate Compensation and Compensation Data Management

PROFESSIONAL EXPERIENCE CONTINUED

Compensation programs developer for $12 billion leader in automobile distribution, insurance, finance, and warranty, including a team of 9 professionals. Report to Vice President of Total Rewards.

Key Accomplishments:

Lead sales compensation programs covering 600+ employees.

Own broad-based compensation impacting approximately 3,200 employees.

Responsible for executive compensation including base, bonus and LTI.

Directed development of automated merit system

Manage Board of Director compensation.

TYCO INTERNATIONAL 2008 to 2012

Director of Compensation, HRIS, Benefits, and HR Data Management

Led compensation programs for $4 billion global leader in fire protection and security services, including a diverse team of 18+ professionals distributed across 5 locations. Reported to Vice President of Human Resources.

Key Accomplishments:

Led consolidation of sales compensation programs to provide simpler and more effective plans. Reduced plan count by 6000+ impacting 1,500+ employees.

Spearheaded HRIS systems automation with PeopleSoft implementation of both employee and manager self-service modules to reduce administrative cost and improve employee and manager access.

Transitioned team from single business unit support to a shared services model for all North American locations with no headcount addition.

Collaborated and advised Tyco regarding shift to global HR platform, setting strategic direction for new Workday system and developing transition plan for existing processes to new system. New platform allowed the elimination of 5+ independent platforms and multiple manual tracking systems.

Managed benefits at the division level ensuring cost effectiveness.

Developed strategic direction for new Tyco sales compensation plans.

MGM GRAND RESORTS 2005 to 2008

Executive Director of Compensation, Shared Services

Responsible for compensation operations across 13 casino resort locations impacting 50,000 employees in North America and China. Managed direct staff of 16 professionals. Reported to Executive Vice President of Finance.

PROFESSIONAL EXPERIENCE CONTINUED

Key Accomplishments:

Consolidated independent compensations systems from 23 locations into one shared services offering providing support across multiple business units. Transition impacted support for 100,000 employees.

Merged systems and processes for two business units into one entity, requiring major transition from antiquated DOS-based system to Windows-based application.

Implemented first company-wide job and salary catalog based on market data.

CINTAS CORPORATION 2004 to 2005

Senior Manager, Global Compensation

Managed all aspects of compensation and HRIS including sales, executive and broad-based compensation across 5 divisions impacting 26,000 employees. Responsibilities included all HRIS administration and support. Reported to Director of Compensation and Benefits.

Key Accomplishments:

Consolidated all sales compensation plans through a detailed analysis and revision process resulting in more focused metrics for individual plans and total reduction in plans to administer. Efforts impacted 5,000 employees.

Led global, enterprise-wide implementation of PeopleSoft including process consolidation globally. Project advanced on schedule and team was capable of meeting project goals and timelines at my departure.

Performed total compensation review for executive pay including all incentive components in response to new Sarbanes-Oxley legislation. Review included market competitive analysis and evaluation of tax liability impact of stock programs.

NCR CORPORATION 1988 to 2004

Director, Global Solution Compensation, Global Human Resources

Director, Compensation and Benefits, Worldwide Customer Services Division

Director, Group Variable Pay Programs, Group Human Resources

Director, Global Sales and Services Compensation, Global Human Resources

Global compensation leader taking on progressively larger sets of responsibilities including all sales compensation incentives, recognition programs for all employees, broad-based compensation, annual incentive programs, executive compensation analysis encompassing base and incentive pay targets. Managed 16 direct reports plus a global network of 25 indirect employees. Compensation programs impacted 28,000 employees in 120 countries.

Key Accomplishments:

Selected by CEO to review annual executive incentive program. Consolidated 1500+ plans into 7 unique plans resulting in $2 million of savings.

PROFESSIONAL EXPERIENCE CONTINUED

Aligned sales compensation programs across all operating divisions to ensure consistency and consolidation. Engaged focus groups to provide voice of the employee regarding balance between fixed and variable pay components to maximize growth opportunity and delivery of increased revenue.

Led extension of HRIS systems transition to global, enterprise-wide scope in 120 countries. Evaluated reporting needs and provided capability for users to create own reports. Project deliverables completed 6 months ahead of schedule.

Designed and implemented program to automate sales calculation process using a modular structure including statements, calculations, accruals, and reporting processes. Enabled control of process to be placed directly into the hands of the compensation department without engaging IT for ongoing programming changes. Program is still in place today, 15 years after development.

Prior positions at NCR include:

Global Compensation Consultant, Territory Sales Manager, Section Manager, Senior Business Analyst, Compensation/Benefits Administrator, Financial Planning Analyst, General Ledger Coordinator

EDUCATION

CLEMSON UNIVERSITY

Master in Business Administration

THE OHIO STATE UNIVERSITY

Bachelor of Science in Business Administration – Accounting

ADDITIONAL INFORMATION

Certification: Certified Compensation Professional (CCP), Certified Global Remuneration Professional (GRP), Senior Professional in Human Resources (SPHR), SHRM – Senior Certified Professional (SHRM-SCP)

Computer Skills: Microsoft Suite, PeopleSoft, Hyperion, Oracle, Associate Recognition/ Compensation System, Infinium, EV3, EV4, Ultipro, Workday, Iconix, Halogen, Great Plains

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