Senior HR Leader - Change Management & Compensation Expert
Resume:
Gil Tillman
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EXPERIENCE SUMMARY
Senior Human Resources professional with over 20 years of experience providing strategic advisement and technical expertise in all areas of HR with a strong focus on organizational development and change management. Strong staffing, classification, project management, performance management, compensation, and HRIS experience.
KEY SKILLS
• Strategic and Operational leadership
• Lean Six Sigma Experience/Certification
• Compensation, Benefits, and Performance
• Data analysis and results reporting
• Change Management
• Implementing and maintaining performance
management programs
• Workforce Planning
• Strong collaboration and negotiation skills
• HRIS Implementation
PROFESSIONAL EXPERIENCE
Manager, Compensation
Federal Aviation Administration (FAA), 10/2024 – Present Subject matter expert in complex compensation and rewards service assignment. Responsible for managing performance baed pay systems for executives, managers and FAA employees. Key contributions include:
• Conduct competitive analysis of existing compensation plans, policies, and guidelines and make recommendations to ensure alignment with market and agency goals.
• Acts as a consultant to management in support of compensation and performance management programs and provides analysis, presentations, and data management.
• Manage the merit pay cycle.
• Developed merit pay spreadsheet costing model to provide scenarios for the merit pay matrix for the FAA.
• Provided information to leadership for decision making; provided distinct options for key variables and modeling the merit pay cycle. Examples include the merit pool percentage and merit matrices. Branch Manager (Policy), Talent Acquisition and Operations Federal Aviation Administration (FAA), 12/2021 – Present Promotes the design and maintenance of high-quality policies by working with internal and external customers and stakeholders, including leaders and senior managers, labor organizations, management associations, other government agencies, educational institutions, professional groups, and national and international experts to identify and keep abreast of emerging HR developments and best practices. Provides leadership to a team of Senior HR Specialists managing complex and challenging activities in support of the agency’s mission. Key contributions include:
• Led Policy Compliance Review Project; developing framework for on-going compliance requirements.
• Led policy SMEs for Compensation and Performance Management policies development and revisions based on changes in legislation and organizational need.
• Provided expert advisory services to the Lines of Business, Staff Offices, Business Partners, Executives, and other stakeholders on a variety of complex HR matters. Branch Chief, Compensation and Pay, GS-14
Federal Emergency Management Agency (FEMA), 03/2021 – 12/2021 Gil Tillman
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Provided guidance and direction in the development of compensation, performance management, and other HR management strategies, policies, programs and systems to effectively motivate, evaluate and reward employees in support of Agency-wide mission goals and business objectives. Key contributions include:
• Implemented policies and procedures on compensation programs, payroll, and leave administration.
• Developed training, guidance material, and organizational communications.
• Supervised team of 4 Compensation Specialists.
Real Estate Developer/Builder
C3 Homes, LLC, 01/2017 – 03/2021
Responsible for strategic planning and execution of the business operating plan. Responsible for the evaluation and development of raw land and new home ventures. Managed resources of the corporation; including, but not limited to, time, vendors, and financial budgets. Key contributions include:
• Developed a 28-lot subdivision.
• Served as project lead for 45 plus new home builds. Director, Human Resources
The Woodrow Wilson Center for Scholars (Smithsonian), 10/2014 – 01/2017 Directed the Human Capital Management programs for Recruitment & Placement, Staffing, Position Management and Classification, Benefits, Pay Administration, Training & Development, Performance & Awards, and Labor & Management Employee Relations. Developed strategic HR goals that led management in change initiatives and addressed issues that significantly affected long-range implementation of substantive policies across two employment platforms. Key contributions include:
• Developed the human capital strategic plan fully executed.
• Led the implementation of a new performance management program.
• Led the development of new policies and procedures for compensation, telework, and recruitment and staffing.
• Sourced and implemented an automated recruitment system. Acted as COR; Prepared RFP and related documents. Monitored performance against contract requirements. Senior HR Manager – Total Rewards
The Securities and Exchange Commission (SEC), 11/2013 – 10/2014 Served as a compensation expert re-developing certain aspects of a Commission-wide compensation program, including executive compensation. Recommended program changes by evaluating the impact the compensation program had on other HR functions, specifically performance management, variable pay, pay-for-performance, and recruitment and retention incentives. Key contributions include:
• Served as the project lead for the automation of the pay setting process for a merit-based pay system.
• Led/Managed the FIRREA Pay Survey Process.
• Supported the development/establishment of the SEC’s supplemental retirement program.
• Completed internal and external compensation research and analysis projects. Director, Office of Human Resources
Department of Treasury, Departmental Offices (DO) Headquarters, 09/2013 – 11/2013 Led a staff of 15 employees and directed Federal Civilian Human Capital Management programs for Recruitment & Placement, Staffing, Position Management& Classification, Benefits, Pay Administration, Training & Development, Performance & Awards, and Labor & Employee Relations. Provided strategic and operational HR leadership, systems thinking, planning and consultation to senior leaders. Key contributions include: Gil Tillman
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• Developed and delivered DO-wide communications around performance management close-out, performance management planning requirements, and timeframes.
• Prepared Merit Pay Model for the Office of Financial Research (OFR) 2013-2014 merit pay cycle. Senior HR Business Partner (Performance Mgt, Compensation, and HRIS) Department of Treasury Headquarters (Office of Financial Research (OFR), 10/2010 – 09/2013 Responsible for supporting the stand-up of the Office of Financial Research (OFR). Provided advice and consultation to Senior Managers and Executives regarding the performance management and compensation system. Key contributions include:
• Led the implementation of the inCompass Performance Management System (Cornerstone OnDemand).
• Developed and directed compensation strategies and programs for enterprise-wide use; served as an expert and principal advisor on compensation policies, laws and regulations.
• Developed merit pay spreadsheet costing model to provide scenarios for the merit pay matrix. o Provided information to leadership for decision making; provided various options for key variables and modeling the merit pay cycle.
Site/Functional HR Leader (Director Level)
GE Consumer Finance, 04/2002 – 10/2009
Partnered with functional Vice Presidents and Site Director to provide strategic and tactical approaches to making HR decisions. Managed all aspects of HR to include compensation, employee relations, union avoidance, communications, performance management, rewards and recognition, staffing, employee development, and organizational development.
Regional HR Manager
GE Capital IT Solutions, 01/2001 – 11/2003
Partnered with Regional Vice President (s) and provided strategic approach to HR policies and processes. Drove Six Sigma (Quality) methodology in digitizing processes and providing compensation strategies that align to business operations. Managed HR processes from orientation, retention, and through exit process. Analyzed the organization’s vulnerability to organizing (unions) and developed programs to address potential organizing issues. Corporate HR Manager
MAPICS, Inc. - ERP Software, 03/1999 – 01/2001
Responsible for all HR activities for MAPICS Headquarters. Partnered with business unit and corporate leadership to deliver value added HR services that had a positive effect on the MAPICS' bottom line. Responsible for developing the HR Budget and communicating the budget and initiatives to the executive team. BOARD AND CONSULTING WORK
Board Member (Volunteer)
Centers for Opportunity, 02/2024 – Present
Provide oversight/governance for management in the operation of the non-profit organization.
• Completed review and provided feedback regariding the Board’s bylaws.
• Provided advice regarding the rebranding effort which resulted in name change.
• Proposed salary structure for the Managing Director. Supervisory Board Member (Volunteer)
Census Federal Credit Union, 05/2024 - Present
Provide oversight/governance for management in the operation of the non-profit organization.
• Completed cash audit of the credit union.
• Provided recommendations for development strategies for growing membership to the board of directos. Gil Tillman
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HRIS Strategy - Consultant
Economic Systems, Inc., 02/2020 – 07/2020
• Served as Federal SME for FedHR Navigator Performance Management Module.
• Led certification and assessment efforts for the FedRAMP (Federal Risk and Authorization Management Program) process to ensure security requirements were met in operating a cloud-based solution that houses federal data. Successful Re-certification
• Developed/Managed project timelines, resources, quality, and risk; including, milestone planning and reporting, project budget tracking, budget analysis, project staffing, status reporting, change requests and other essential project administration activities. EDUCATION AND CERTIFICATIONS
M.S. Human Resource Management, Troy University, Sorrell College of Business B.S. Management/Human Resources, Park University
Certified Compensation Professional (CCP) – In progress Six-Sigma Certified Greenbelt
Senior Professional in Human Resources (SPHR) (Human Resources Certification Institute) – Currently renewing SYSTEM SKILLS
• FEDRAMP (Federal Risk and Authorization Management Program) System Owner Experience
• HRIS Strategy and Implementation
• Peoplesoft (HRConnect)
• WebTA
• Cornerstone on Demand (InCompass)
• Microsoft Suite
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