TERRI COOPER, CCP

Email: adhr8r@r.postjobfree.com Cell: 727-***-****

QUALIFICATIONS SUMMARY

Experienced compensation professional with a strong background in market pricing, market analysis, executive compensation, job evaluation, HRIS, incentive plan design as well as international human resources. Significant experience in human resources along with a solid financial background. Self-motivated innovative individual who is customer focused and an effective team player. Areas of expertise include:

· Incentive Plan Design

· Compensation Structure Design

· Executive Compensation

· International Human Resources

· Market Pricing · Job Evaluation

· Market/Financial Analysis Modeling · Compensation Training Design

· Process Improvements · HRIS

EXPERIENCE

JS MARKETING, Saint Petersburg, FL April 2017 – Current Senior Analyst (Contractor)

Develop Proforma Financial and Operational spreadsheets for a Venture Capital Firm to be used in formal Business Plans submitted to Investors and Financial Institutions seeking project funding. POE GROUP, INC. St. Petersburg, Florida March 2013 – March 2017 Compensation Consultant

Conducted peer company proxy analysis for clients and assisted in providing the Compensation Committee with a broad overview of external factors affecting executive compensation, a comparison of the Company’s executive compensation plan designs relative to the peer group, recommendations for potential executive compensation program changes and emerging changes to executive compensation processes.

Conducted regression analysis on assets and revenues, short-term and long-term trends and practices as well as a comparison of the Company’s executive compensation plan designs relative to their peer group for the Compensation Committee.

Presented to potential clients the services that the POE Group provides such as executive compensation design, compensation consulting for all employee segments including total reward systems, base pay competitive analysis, incentive plan design and sales compensation design.

Conducted Say on Pay analysis for clients, provided reports confirming that there was no concern with alignment of CEO pay and company performance.

Assisted in designing executive short-term and long-term incentive plans for clients, provided sensitivity analysis to ensure the plan design performed as planned.

Prepared numerous PowerPoint presentations for clients Compensation Committee meetings.

Wrote the Compensation Discussion and Analysis section of Proxy Statements for clients.

Developed and a new executive short-term incentive plan for a client and prepared a plan document which was previously not in place.

Conducted three-year realizable/realized pay analysis for clients to supplement the pay reported in the Summary Compensation Table.

Recommended client executive peer group for compensation benchmarking.

Developed salary ranges, salary administration guidelines and merit increase matrix model for several clients. FRANKLIN TEMPLETON INVESTMENTS, St. Petersburg, Florida November 2005 – October 2012 Senior Compensation Consultant

Worked with sales management to design a new Wholesaler incentive plan. Along with sales management presented new plan to Senior Manager and obtained approval to implement the new plan.

Consulted with clients and HR Business Partners to develop and document numerous sales incentive plans and bonus plans to ensure plans were aligned with business goals and paid at competitive levels.

Consulted with sales to develop an innovative method for determining long term awards to ensure the greatest awards went to the highest performers.

Developed and delivered a worldwide Managing Compensation Training program.

Developed and delivered a worldwide training program to assist management in determining merit increases and bonus awards as well as how to use the salary administration tool.

Consulted with Senior Management and HR Business Partners worldwide regarding market data reviews and provided viable solutions to internal and external inequities.

Consulted with Senior Management and HR Business Partners worldwide regarding the impact of reorganizations on job duties and employee compensation.

Participated in a world wide effort to implement the Watson Wyatt Global Grading System to ensure all jobs were in the correct pay grade globally.

Developed a methodology to determine employee market adjustments worldwide. TERRI COOPER, CCP

CATALINA MARKETING CORPORATION, St. Petersburg, Florida December 2004 to September, 2005 Director – Compensation & HRIS

Managed payment of $9 million dollars in incentive awards.

Developed a very well received plan to recognize employees who were critical in becoming Sarbanes-Oxely compliant.

Revised and significantly improved management incentive plans.

Worked with sales management to revise commission plans.

Managed administration of stock option awards worldwide. MONSTER WORLDWIDE INC., St. Petersburg, Florida May 2002 to December 2004 Associate Director - Compensation

Researched, developed and presented findings to the Compensation Committee on dilution mitigation strategies, trends in board of director compensation, executive retention strategies and executive compensation benchmarking.

Worked with the field to develop, document and communicate a multitude of incentive plans.

Key member on the HRIS development team ensuring the system functioned as needed and processes were documented.

Developed standard management incentive and performance based stock options plans.

Managed payment of over $9 million dollars in management incentive awards.

Developed incentive plan training for Division CFO’s and HR Directors, which was very well received.

Reviewed and cataloged all incentive plans in the United States and recommended improvements to senior management.

Developed a Relocation Assistance Policy and a Prize and Award Policy.

Developed a standard merit increase process across all divisions. SYKES ENTERPRISES, INCORPORATED, Tampa, Florida 2000 to 2002 Compensation Manager

Developed sales incentive plans and administrative guidelines, which did not previously exist.

Developed an incentive plan for project managers to focus on accountability and enhance customer service.

Standardized operations incentive plans and administrative guidelines worldwide.

Developed a standardized incentive plan for call center agents, which was extremely well received.

Developed an employee reward and recognition plan.

Developed job families for IT consulting positions to ensure compliance with FLSA.

Developed a tax equalization policy for expatriates.

Received approval from the Compensation Committee to standardize stock option grants.

Streamlined and improved the merit increase process for over 15,000 employees.

Developed and delivered compensation training to new HR Managers. DANKA OFFICE IMAGING COMPANY, St. Petersburg, Florida 1999 to 2000 Senior Compensation Analyst

Developed and managed an entirely electronic merit increase program.

Participant on the Sales Compensation Design Team ensuring plan designs are competitive and drive behaviors which are consistent with business objectives.

Managed the Executive Deferred Compensation Plan enrollment, resulting in significantly higher participation.

Managed the Expatriate Program focusing primarily on resolving international income tax issues. CHILDREN’S MEMORIAL HOSPITAL, Chicago, Illinois 1998 to 1999 Director - Compensation and Benefits

Revised nursing pay structure, streamlined competency based pay program and provided equity adjustments for over 700 nurses, resulting in improved staffing levels.

Participated in developing a total compensation strategy and a new compensation plan design.

Provided market analysis and market adjustments for highly competitive positions, resulting in improved staffing levels.

Designed and implemented a very successful pre-tax mass transportation benefit plan. EDUCATION

Accounting, DePaul University, Chicago, Illinois, 1988 COMPUTER EXPERTISE

Excel, Microsoft Word, Access, PowerPoint, HRIS.

CERTIFICATION

Certified Compensation Professional, 1993

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