Global Broad Based Compensation

Hayley Constantino

Phone: 408-***-****

E-mail: adii8j@r.postjobfree.com

About:

Global compensation executive leader experienced in driving strategy and crafting rewards programs for great places to work on a global basis. Specialized knowledge and expertise in various Human Resources programs:

Salary Structures/Market Pricing Short Term Incentive Programs Communications/Training/Change Management

Base Salary Programs/ Budgeting Annual Focal Process – Performance Management, Merit, Bonus, Equity,

Promotions

Mergers, Acquisitions, Divestitures,

& Outsourcing

Compensation Benchmarking/

Research

Global compensation governance/

compliance

Workday/HRIS implementations

Job Architecture/Global Grades Executive compensation Supplemental Pay Programs Related Skills:

• 25+ years overall Human Resources experience; 15+ years of compensation management experience

• Implementation and maintenance of various HR tools and applications including Workday, Globoforce, CompAnalyst, Peoplesoft, etc.

• Compensation management and integration of small, mid-size, and large global company acquisitions

• Highly skilled in all Microsoft Office Applications (Word, Excel, PowerPoint, etc.)

• Ability to work with and influence all levels in an organization

• Strong program/project management & leadership skills

• Compassionate leadership

Education/Certifications/Professional Affiliations:

• San Francisco State University – Bachelor’s Degree, Communications

• World at Work – Professional association for compensation, benefits, & total rewards; Certified Compensation Professional (CCP)

• Radford Strategic Steering Committee Member since May 2012 Professional Experience:

HP Inc. – Palo Alto, CA

May 2016 - Current

VP, Global Broad-Based Compensation

Reporting to the SVP of Global Total Rewards & Mobility, lead HP’s broad -based compensation function on a global basis. Manage a worldwide team of business compensation managers and COE experts focused on the strategy, design, delivery, and support of HP’s compensation programs (e.g. base pay, salary structures, budgeting, short term incentives, job architecture, annual focal process, semi- annual compensation checkpoints, market research/surveys, supplemental pay programs, etc.) Represent the compensation function in enterprise wide HR projects such as communications/training, organizational selection and development, performance management, mergers and acquisitions, workforce/workplace strategies, systems/tools/analytics, rewards and recognition, etc. NetApp – Sunnyvale, CA

November 2014 – April 2016

Sr. Director, Global Compensation

Reporting to the VP of Global HR Operations, responsible for NetApp’s compensation policies and programs on a worldwide basis. Manage a global team of compensation professionals and managers focused on the design and delivery of compensation programs including executive and board compensation, equity programs, annual focal process, etc. Assist in preparing compensation committee presentations working closely with external consultants. Work directly with HR business partners and executive leadership to support business unit compensation initiatives, communications, and plans. Director, Global Compensation

Managed the go to market (sales, services, support, and marketing) compensation team at NetApp on a global basis. Provided leadership and direction to regional team members based in Sunnyvale, Singapore, and Amsterdam focused on managing regional compensation and benefits programs and policies. Worked closely with global HR Business Partners, Sales Operations, Finance, Legal, etc. to provide compensation consulting, advice, and recommendations. Symantec Corporation – Mountain View, CA

January 2001 – October 2014

Director, Compensation & Strategic HR Projects

Lead the overall user experience for the global merit, bonus, and stock focal process. Manage all stakeholder tracks from end-to-end including communications, training, support, and Workday technology/tools/reports. Design and deliver an overall experience with an eye towards continual improvement based on user feedback. Provide strategic compensation consulting support for the Americas Sales division (approx. 4,000 employees). Work directly with HR business partners and executive leadership to support business unit compensation initiatives, communications, and strategy. Research and recommend reward strategies that are aligned with the overall business needs, balancing market competitive data, employee preferences, and financial impacts. Develop and deliver training relative to compensation philosophy, methodologies, and processes. Re-design Symantec’s career development framework and strategy. Based on employee survey results, industry best practices on career research, and Symantec’s overall talent strategy, design a framework that supports career mobility – both vertically and horizontally. Create global leveling guidelines with regional flexibility as needed. Link differentiating competencies to job profiles and levels that will assist with 360-degree performance feedback. Implement, communicate, and continually measure the effectiveness of the program. Lead the global compensation track for all mergers, acquisitions, and divestitures. Design, cost, and recommend rewards strategies (e.g. salary, stock, incentive, retention, etc.). Develop compensation package recommendations for executive leaders and key employees. Work closely with legal, human resources, business unit and target company executives, and external consultants to execute effectively and ensure deal success. Director, Global Compensation

Oversee all aspects of Symantec’s compensation policies and programs on a worldwide basis. Manage a global team of compensation analysts and managers focused on the design and delivery of compensation programs including executive compensation, long and short term incentives, rewards and recognition, base pay, allowances, statutory/union compensation, car programs, reporting and metrics, annual focal process, etc. Work directly with HR business partners and executive leadership to support business unit compensation initiatives, communications, and plans. Lead HR technology implementations/upgrades to represent the global compensation function and ensure business requirements are delivered and user experience is successful. Sr. Manager, Global Compensation

Manage a global team of compensation analysts and managers focused on the design and delivery of compensation programs. Largest accomplishments in this role included: implementation of Workday participating as the lead for the global compensation track; managing our first annual focal process (merit, stock, and bonus) in our new Workday tool; managing the transition from global salary structures to global market pricing; sourcing/implementing CompAnalyst - our global market data repository/tool by Kenexa; Development and recommendation of our stock strategy including the forecast spend for each pool using various burn rates; and managing pre and post compensation strategy and integration for various acquisitions including – Verisign, PGP, and Guardian Edge Manager, Global Compensation

Managed a domestic team of compensation analysts focused on the design and delivery of compensation programs and consultation. Largest accomplishments in this role include: implementation of a global rewards and recognition program through Globoforce; management of our annual focal process on spreadsheets; pre and post compensation support for Symantec’s largest acquisition of Veritas which encompassed the integration of 7,500 employees; and upgrade of our Peoplesoft HRIS acting as the global compensation lead on the project

Principal Compensation Analyst

Managed compensation policies, programs, and salary administration for the worldwide Sales and R&D divisions; design and administer worldwide variable pay program; manage executive compensation program; develop worldwide salary and merit pay structures; participate in annual salary surveys and conduct market analyses for all levels; collaborate with HR business partners to provide total compensation package recommendations

Franklin Templeton Investments – San Mateo, CA

May 1995 – December 2000

Compensation/HRIS Analyst

Compensation: Developed, implemented, and administered various compensation policies & programs (e.g., annual merit & bonus program); participated in annual salary surveys to determine company’s competitive position; conducted job pricing and market analyses; provided salary and classification recommendations; reviewed salary adjustments for conformance to established guidelines, policies, & practices; prepared and maintained job descriptions; partnered with various business unit managers (domestic/international) to assess compensation issues

HRIS - Designed and generated reports; developed, maintained, & managed table structures in HR database; documented business processes & lead end user training; assisted in system upgrades; acted as subject matter expert/business liaison with IT as related to compensation modules; supervised data entry input for various personnel transactions; checked accuracy and maintained data integrity of HRIS system

*References available upon request

Contact this candidate