Employee Relations Sales

Asma Malik

**** ****** ******, # **

San Jose, CA 95117

***-***-********/***-***-1227Home

Email: ************@*******.***

OBJECTIVE: Compensation Consultant.

EXPERTISE:

Compensation Policy, Strategy & Procedures. Designed ‘Pay for Performance’ comp plans.

Created Brand New, or Revised & Updated Salary Structures with job families, job grades and corresponding salary ranges, bonus/commission and equity guidelines.

General, Global, Executive and Sales Compensation plan design and implementation.

US and Global Benchmarking (up to 36 countries including North America, APAC, EMEA) Compensation Analysis and Compensation Plan Design (Base, Variable, Equity)

Compensation Survey participation (Radford, Mercer, etc.) & utilization for benchmarking.

Job Architecture, Job Leveling and Career Ladders. Job Evaluation, Job Analysis & Documentation, Job Classification (FLSA). External (market) and internal equity analysis & recommendations.

Benchmarking for Annual Focal Budgets (Global), Focal Budgeting (for annual merit increases, adjustments, promotions) for base, bonuses and ongoing equity payouts.

Annual Performance Review process from budgeting to rollout, & wrap up with implementation of final changes. Final analysis for executive teams review.

Merger and Acquisition expertise with focus on job analysis and integration, compensation plans evaluation, and budget proposal on final consolidation of total rewards over time.

Equity Benchmarking (RSU & Stock Options), analysis and proposals for equity budgets for next fiscal year, Equity Reports, etc.

Project Management & HRIS implementation (ADP Employease, Halogen)

Cost Analysis, Trend Analysis, Regression Analysis, Compensation Modeling

Comp 101 Training materials on compensation philosophy, policy, strategy, concepts and methodologies. Created templates for a variety of analysis.

Created Board of Directors & Compensation Committee Meeting presentations.

Compensation Consultation to Executives, HRBPs, Staffing & Hiring Managers

Industry experience: High-Tech, Pharmaceutical, Biotech, Non-Profit

EXPERIENCE:

Sr. Compensation Analyst Cloudera (Enterprise Data Cloud, 2500+ Employees)(contract through Target CW)

Palo Alto, CA Sept 2019 – Feb, 2020

Compensation education – created a library of slides for managers, recruiters & employees reference.

FLSA review, audit and re-classification project.

Global Salary Range creation (29 countries) and Car allowance recommendations for SE & SAM for FY20/21.

Ongoing compensation analysis/projects of varied nature, job leveling and evaluation, offers, promotions, etc.

Workday audit/testing with HRIS team before Annual Salary Review launch. Chemsoft data audit. (sales)

New Hire & Ongoing Equity Guidelines with Geo-differentials in APAC and EMEA countries.

Reviewed and validated OTE ranges for sales and Bonus Target for non-sales positions for FY21.

Senior Compensation Analyst eSilicon, Inc. (Semiconductor, 800+ Employees) (contract through Bridgenex)

San Jose, CA Sept. 2018- March 2019

Created Compensation foundation for the company for the very first time, including creating Salary Ranges for 12 countries (both sales and non-sales) and updated compensation strategy with transparency. Aligned compensation strategy with company’s Total Rewards Philosophy.

Budget benchmarking and created annual focal budgets (bottoms-up method) by country, also assisted with merit planning process.

Created training materials for HR Team to utilize compensation structures moving forward.

Advised Staffing and HR on compensation matters and assisted with ongoing benchmarking for new and existing positions for market competitiveness and for maintaining internal equity.

Multiple ad-hoc projects and analysis, compensation reviews, participation in global meetings, etc.

Compensation Analyst IV Genentech, Inc. (a Roche company 40,000Emps) (contract through Matchepointe)

South San Francisco, CA Sept. 2017- Sept 2018

Supported 5 Principal Compensation Managers team with a variety of compensation projects and presentations.

Job evaluation and leveling for re-orgs, brand new or re-leveling of the existing positions. (all job families)

2017 Focal Analysis & Presentations, Evaluation and Reporting.

Misc. compensation analysis for hiring practices by compa-ratio, function, level, location, etc.

Market pricing of new jobs using comp tool ‘Rewards’ (Towers Watson’s compensation tool)

Executive Compensation & Equity Analyst Intuit, Inc. (8000+ Employees) (contract through Cydio Inc.)

Mountain View, CA May 2017 – Sept 2017

Equity Budgets for Focal, New Hires, etc. for next Fiscal year.

Variety of Equity Analysis. Reporting related to equity comp, baseline understanding.

Executive Equity Analysis and Statements for Senior Leadership Team.

Operational items (monthly equity grant files), pull reports, data audits for accuracy, etc..

Analysis related to critical comp for Sr. Executives.

Excel modeling (equity testing models for the next year grants), pivot tables, vlookups, taking data and slicing/dicing, creating charts graphs.

Senior Compensation Analyst Equinix, Inc. (7000+Emps, Data Warehouse company)

Redwood City, CA Nov. 2015 – Jan. 2017

Created Salary Structures for 25+ countries in Americas, EMEA and APAC for 2017.

Annual Salary Budget Planning (global) & Annual Focal Compensation Planning

Compensation analysis, assessments and recommendations. Assisted with job descriptions.

Participation in salary surveys including Radford & Comptryx

Participation in Merger &Acquisition process from compensation perspective, job analysis and integration, compensation plans evaluation, and proposal on final consolidation of total rewards.

Coordination with HRIS team on audits and system (Workday) testing from comp perspective.

Compensation Consultant Rimini Street, Inc. (700+ Employees) (Contractor)

Pleasanton, CA August 2015 –Nov. 2015

Created Global Compensation structures for positions in 11 countries including the US.

Ongoing compensation analysis and proposals for new and existing positions.

Reviewed different job families to propose market competitive compensation as needed.

Surveys comparison, proposal and selection for adding new surveys to company’s portfolio.

Proposed and implemented “Product based Premiums” for Sales Compensation payouts.

Participation in Radford/Aon Hewitt surveys on company’s behalf.

Compensation Analyst Santen Inc. (100+ Employees - Pharmaceutical) (Temporary through Aerotek)

Emeryville, CA October 2014 – June 2015

Annual 2015 Focal Review process (US) related compensation analysis, approvals and implementation of changes for FY2015 from start to finish, proposed salary increase, etc. budget, finalized company-wide analysis for the year, recommended proposals on merit, bonus (STI & LTI), promotions, adjustments, etc. Assisted with final rating calibrations. Prepared final analysis, reports and presentations for corporate (Japan) review. Shared changes with Payroll for implementation for the year.

Created proposals for Job evaluation committee reviews, conducted presentations for annual promotions and adjustments for committee’s approval.

Compensation analysis & job description writing of several new and existing positions.

Established various policies for the company including automobile policy, relocation policy, telecommute policy, also assisted HR Representative with time off policy update, etc.

Participation in benchmark, practices and trends survey (Radford Life Sciences Survey)

Variety of ad-hoc analysis, research, proposals & reports.

San Disk Corporation– (520+ India EE, 8600 Employees– Flash Memory/Software)

(Contractor through HR Solution Partners Inc. Worked off-site, in parallel with Santen Inc. project)

San Jose, CA October 2014 – December 2014

Conducted annual Focal/Merit Review related compensation analysis and proposed changes for India. (the project was only focused on comp for India)

Market research and comparison of employee total compensation with market for base, bonus, allowances, equity and long term incentives. Market survey resources used were Radford, Aon Hewitt Peer Report, Comptryx, Deloitte Annual Compensation Report, etc.

Worked on Super-Annuation fund contribution proposal to address issue and challenges for India location (including tax implications to employees and the company), as well as on annual bonus proposal for India employees to reduce the bonus gap among US and India employees.

Budget comparison analysis for 2014 actuals vs. 2015 Projections.

Compensation Consultant Impax Labs, Inc. (750+ Employees) (Temporary through Aerotek)

Hayward, CA April 2014 - September 2014

Participated in compliance related ‘job descriptions update’ project, for all active positions throughout the company. I was assigned the following 7 Divisions: Generic, Quality, Corporate Development, Executive, Legal, Finance and IT.

Created Presentations and provided Training to managers at all levels in assigned divisions on completing new JD template for all positions directly reporting to them.

Job matching and job grading, career ladder for IT division, various compensation analysis.

Created project master file to track project progress and to measure several Comp. parameters.

Compensation Consultant Rimini Street, Inc. (700+ Employees) (Temporary/Contractor)

(9/2013-3/2014 – Temporary on Rimini Street Payroll, later projects to date done as a contractor)

Pleasanton, CA September 2013 –March 2014

Created compensation structure for the first time for the company, established salary grades with corresponding ranges, bonus%, equity guidelines after validating suitable job matches.

Created sales compensation structure with base and commission splits per market standards.

Established compensation structures for US, UK, Germany, India, Brazil, Japan, Australia.

Developed training presentation – ‘Comp 101’ for HR, hiring managers & recruiters with basic introduction to compensation philosophy, policy, concepts, terminology and methodology.

Created presentations after thorough analysis for the Executive team providing overall perspective on their team in reference to market and recommended salary / title adjustments.

Participated in Radford surveys. (Radford Global Technology and Sales Surveys)

HR/Compensation Manager Ambarella, Inc. (500+Employees) (FT/Regular)

Santa Clara, CA March 2013 – July 2013

Created compensation philosophy, policy, structure and implemented for the first time (company went public in October 2012) (salary grades, ranges, guidelines, various analysis)

Employee handbook updated from a generic version by PEO, to customize and reflect the company policies in specific.

Updated and maintained Oracle HR database.

Various compensation analysis, HR Reports, etc.

Compensation Consultant Aviat Networks, Inc. (800+Employees) (Temp through West Valley Staffing)

Santa Clara, CA January 2012- April 2012

Benchmark and Sales compensation structures, salary budget projects, etc.

Annual Equity Grants global project for employees in total of 36 countries.

Mapping of brand new positions, job leveling, HR education on compensation, etc.

Developed Comp 101 presentation for training of HRBP, Hiring managers, etc.

Ongoing consultation provided to HRBP, Recruiter, and other departments as needed.

Compensation Analyst Stanford Hospital & Clinic (12,000+ Employees) (Temp through Randstad)

Palo Alto, CA November 2011-January 2012

Equity reviews, salary compression, career ladders, job descriptions, new job creation, etc.

Make recommendations on changes, adjustments, etc. Get changes implemented once approved.

Provide compensation related consultation to HRBP, recruiters and hiring managers.

Compensation & Benefits Consultant Polycom, Inc. (5000+ Employees) (Temp -Lookout Source Consulting) Pleasanton, CA October 2010 – December 2010

Worked on benefits setup and renewal for 20 EMEA and 6 Central & Latin American countries for 2011 while coordinating with the vendors, local HR representatives/Managers.

Analyzed new jobs and recommend job codes, salary grades and on target compensation.

Supported the Director of Compensation and Benefits and HR Business Partners with compensation and benefits projects/analysis as needed.

Compensation Analyst EMQ, Families First (1500+Employees, nonprofit) (Temp through Coast Personnel)

Campbell, CA March 2009- August 2009

Conducted 2009 Compensation Survey for EMQ from scratch. Established questionnaire on company info, compensation and benefits practices, and salary ranges for the existing positions in the organization) for non-profits in the children and family social services arena.

Researched and contacted 192 participant organizations in Northern and Southern California.

Created a ‘2009 Compensation Guide’ with narrative, methodology, salary ranges for 106 positions, overall analysis, appendices, trend tables, chart, graphs, etc.

Analysis and comparison of current compensation with market, adjustments recommended

2009 Salary increase budget process, salary increase matrix, final budget recommendation

Compensation Analyst Apple Computers, Inc. (Contract through Flexperience LLC)

Cupertino, CA August 2008 – October 2008

Worked with Hardware team of 1150 & IPOD team of 250 Employees)

Annual performance review calibrations for 2 divisions - Hardware and IPOD.

Various ad hoc reports on salary changes, bonus, stocks, RSU, etc.

Market Competitive Analysis (salary compared directly to the market, salary compared to midpoint of salary range)

Analysis on last 3 years of employee performance vs. compensation changes in both teams.

Compensation Consultant VMWare (4000+ Employees Worldwide) (Temp through TAC Worldwide)

Palo Alto, CA March 2007-September 2007

Participation in Radford / Watson Wyatt Surveys for Benchmark, Sales, Executive, and Benefits practices surveys (from HRIS to Excel and organized to be submitted).

For VMWare, designed. Global Compensation Plans, Variable compensation plans and Ranges for all job families for 30+ countries per company’s compensation philosophy.

Standardized guidelines for Total Target Compensation (salary, stocks & bonus)

Analyzed market and created variable compensation plans for the Sales Teams.

Conducted research on ‘Special’ Compensation projects as assigned: assisted with Career ladders project, Bulgarian compensation project after an acquisition of a local company, etc.

Coordinated regularly with HR Business Partners, Management, Recruitment team, HRIS professionals, Immigration, and all other parties that utilize compensation information.

Data collection & analysis for planning of annual Compensation/Performance review process.

Data audits, trend analysis and outcomes using HRIS resources.

1997 – 2007 - HR Management positions with small to medium sized high-tech & semiconductor companies in Silicon Valley, CA. (Worked on compensation design, plan and implementation in these HR positions in addition to general/standard HR functions/responsibilities for recruitment, benefits, performance review process, employee relations, etc.)

SOFTWARE:

HRIS: Workday, Equity Edge, ADP (PC Payroll & HRIS side), ABRA, Ceridian, PeopleSoft

Microsoft Word, Advanced Excel User (Pivot Tables, Formulae, Vlookup, Charts, Graphs), Outlook, Power Point, MS Project

EDUCATION:

M.P.A. (Masters in Public Administration) San Jose State University, 1998 (HR-Employee Relations)

M.S. Biology (Space Physiology focus) San Jose State University, 1992-1994.(not completed)

B.Sc. (Honors) Human Physiology, with minors in Biochemistry and Microbiology.

CERTIFICATION: CCP (Certified Compensation Professional) in progress

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