Human Resources Corporate

ROBERT TAYS

***** ***** ****** ***** **** · Rancho Palos Verdes, CA 90275 · 818-***-**** · ***.****@*****.*** PROFESSIONAL EXPERIENCE

SCAN HealthPlan, Long Beach, CA October 2021 – August 2022 Director, Executive and Employee Compensation, Corporate Human Resources – Direct Report to CHRO

• Liaise with Executive Leadership to ensure compliance with quarterly Compensation Committee requirements and present topics specific to compensation and benefits.

o Includes the preparation of all Committee materials, stakeholder review sessions, and final delivery.

• Responsible for the implementation of the company’s new compensation philosophy and ensure its effectiveness through continuous analytical monitoring.

• Implemented new compensation solution for the administration of multiple annual and quarterly bonus programs, and the company’s merit process.

• Directed the re-design of the company’s salary structure to ensure enhanced market competitiveness across multiple geographies to help support forecasted organizational growth. Global Eagle Entertainment, Los Angeles, CA October 2018 – July 2021 Global Director, Total Rewards, Corporate People Services – Direct Report to CHRO

• Global oversight of the company’s Compensation, Benefits, Equity, and Wellness programs for an internationally diverse employee base.

• Responsible for the effectiveness of the company’s job architecture, maintaining market competitiveness, and ensure that equitable pay practice administration supports diversity initiatives.

• Collaborate with Chief Administration Officer on Compensation Committee agenda topics, material preparation and meetings. o Includes annual proxy preparation and compensatory arrangements for Section 16 Officers disclosed in 8-K/Form 4 filings.

• Accountable for global benefit negotiations and renewals.

• Ensure sound compliance of all benefit and equity programs and serve as company’s ERISA fiduciary. PennyMac Financial Services, Westlake Village, CA April 2016 – October 2018 Vice President, Compensation, Corporate Human Resources – Direct Report to CHRO

• Responsible for building and leading the company’s Compensation function.

• Directed design and approval of company’s first compensation philosophy, and associated policy and procedures.

• Accountable for managing all base salary, short- and long-term incentive programs.

• Led executive review and approval process for quarterly compensation expenses.

• Directed the design and implementation of the company’s new compensation management system.

• Oversaw the re-design of company’s job architecture and implemented new total compensation pay structure and mix guidelines.

The Walt Disney Company, Burbank, CA May 2015 – April 2016 Senior Manager, Compensation and Rewards, Corporate Human Resources

• Global responsibility for all compensation aspects for the company’s Information Technology and Legal divisions

• Co-leader of the Technology Compensation philosophy redesign.

• Serve as the compensation lead for the performance management redesign

• Lead the design and implementation of the new U.S. geographic differential program Mars Incorporated, Chicago, IL October 2009 – April 2015 Senior Manager, Total Rewards, Petcare and Food North America

• Served as co-leader and key subject matter expert for the North America region in re-designing the company’s global job structure and pay mix per newly designed levels.

• Global leader for all sales incentive plan designs.

• Led the re-design of the company’s Global Top 150 competitive pay assessment for the Compensation Committee of the Board of Directors.

• Accountable for all components of Rewards for the company’s Petcare and Food businesses ($5B in revenue; 7,000 associates) in North America. (Business segments also contained employees located in France, United Kingdom, and Japan) o Responsibilities ranged from top executives to manufacturing associates within 25 plants in the U.S. and Canada.

• Led the design, senior management review, implementation, and associate communication for new sales incentive plans across multiple business segments.

o One business unit grew from a $450M business in 2009 to $700M in 2013, and associate behaviors were favorably altered to focus on profitability versus volume.

ROBERT TAYS

30655 Palos Verdes Drive East · Rancho Palos Verdes, CA 90275 · 818-***-**** · ***.****@*****.*** PROFESSIONAL EXPERIENCE (Cont.)

Sara Lee Corporation, Downers Grove, IL March 2008 – October 2009 Senior Manager, Compensation, Corporate Human Resources

• Lead Compensation Business Partner for Corporate Functions.

• Managed company-wide merit review process.

• Led North American Dependent Audit, which provided a multi-million-dollar cost savings.

• Designed and implemented disparate impact assessment model for ensuring equitable pay practices.

• Responsible for ensuring company’s pay-for-performance philosophy was applied consistently.

• Managed executive compensation review and reporting for Compensation and Employee Benefits Committee.

• Redesigned company’s global mobility policy and accountable for domestic expatriate compensation. Bank of America (formerly ABN AMRO – LaSalle Bank), Chicago, IL February 2007 – March 2008 Vice President, Rewards, Corporate Human Resources

• Provided strategic consultation to senior management with respect to total direct compensation.

• Managed corporate retention program in light of largest pending financial sector merger.

• Redesigned the corporate incentive program for the Commercial Banking division.

• Responsible for the company’s Car Policy redesign and implementation.

• Oversight of forfeited equity compensation buyout process for highly qualified candidates. Countrywide Financial Corporation, Calabasas, CA December 2001 – November 2006 Assistant Vice President, Finance & Strategy, Countrywide Bank, N.A.

• Promoted financial metric-based management throughout the Information Technology group.

• Managed Operational Expense budget of $30 million, and Capital Expense budget of $15 million.

• Directed senior executive reporting of system downtime, unit business reviews, monthly forecasting and variance analytics.

• Managed IT annual budgeting cycle, including the implementation of new project-based budgeting model. Compensation Consultant, Corporate Human Resources

• Provided consultative expertise to senior level management with respect to total compensation vision and practices.

• Performed Executive and Board of Director compensation analyses, utilizing proxy and survey sources, to guide compensation recommendations.

• Valued long-term incentives to accurately portray positioning of pay philosophy for appropriate business planning.

• Prepared financial performance analyses by illustrating total shareholder return, return on equity, total assets, and revenues to determine correlation between pay and performance.

• Utilized net present valuation to support shift in pay practices and accurately project incentive payouts.

• Created and implemented internally equitable stock option and annual bonus administration models, which provided measurable improvement in data accuracy and long-range business planning.

• Performed statistical regression analysis to accurately illustrate effective total direct compensation packages for the company’s top-level executives.

• Managed junior staff projects, i.e., job pricing and survey benchmarking analyses. EDUCATION

Pepperdine University – Grazadio School of Business & Management, Malibu, CA April 2006 Master of Business Administration (MBA), Emphasis: Finance California State University, Northridge, Northridge, CA December 2000 Bachelor of Science in Business Administration, Emphasis: Finance COMPUTER SKILLS

Advanced in Microsoft Office products, Oracle HCM, UltiPro, PeopleSoft, SAP, Kenexa, Mercer ePRISM, TowersWatson eREWARD, Equilar, and Standard & Poor’s Compustat

CERTIFICATIONS

World at Work June 2003

Certified Compensation Professional (CCP)

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