Sharon A. Cooper

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**** ***** ****** ** #***, Minnetonka, MN 55343 (home) 952-***-**** (cell) 952-***-****

Professional Profile

Accomplished Compensation professional with dedicated commitment to ensure business partner relationship is built on a strong foundation of trust and respect. Strategic, yet practical approach to working with human resource business partners by understanding their needs and proactively providing ideas and solutions. Strong blend of talents and strengths that build and foster excellent relationships ensuring a value-add partnership with business managers and human resource partners. Areas of expertise/attributes:

• Compensation Consulting • Expatriate Administration

• Annual Compensation Planning • Proven analytical skills

• Job Analysis • Policy Interpretation

• Market pricing • Strong Communication Skills

Professional Experience

Cargill Inc. Minneapolis, MN 3/15/10 – 3/16/11

Senior Compensation Analyst/Consultant

Collaborate with immediate peers and HR business partners across the organization to deliver Cargill's compensation programs. Provide analysis and execution of the base salary process, incentive review process, market pricing and job evaluation for a global client group.

• Partner with HR and IT teams to execute the compensation business plans for the IT function on a global basis.

• Execute the base salary, incentive and options recommendation process for the IT function.

• Responsible for preparation of compensation-related management reports for approval by CIO

• Participate in the annual incentive calibration meetings as part of the approval process

GMAC Inc. Minneapolis, MN 4/26/99 – 2/28/10

A global finance company specializing in automotive finance, real estate finances, insurance, commercial finance and online banking. Founded in 1919 as a wholly owned subsidiary of General Motors Corp., The organization has $180 billion in assets and services 15 million customers around the world.

Compensation Consultant 9/25/06 – 2/28/10

Collaborate with Human Resources staff and business managers to create solutions to challenging and complex compensation issues.

• Effectively consult with Human Resources and line management on all compensation related matters including base pay, incentives, market pricing and analysis.

• Ensure Sales/Production Incentive Plans in the Servicing organization comply with Company policy and are properly documented and approved. Prepare an Executive Summary that outlines the goals, objectives and financials for the effective plan year, as well as update current market data.

• Collaborated with compensation team to map 14,000 employees in the GMAC ResCap organization into the GMAC job structure. My knowledge of the roles in the organization was critical to the successful completion of this project.

• Instrumental in transitioning the expatriate population in the GMAC ResCap organization to GMAC. Provided ongoing support for pending issues related to previous international assignments. Successfully negotiated repayment of $200,000 to the Company.

• Participated in the testing and implementation of a new compensation planning tool. Train the trainer sessions were conducted to ensure Human Resources partners were trained on the system prior to the start of the 2009-2010 annual compensation planning process.

Senior Compensation Analyst 3/06/00 – 9/24/06

• Effectively lead project to consolidate job families of two organizations into one common framework. Evaluated current practices and structures of each organization to determine consistent banding and career

progressions across the enterprise as well ensure FLSA compliance. Stakeholders included select business managers, department heads and the human resources management team.

• Successfully conducted a competitive market review of approximately 35 roles in a newly acquired business in Canada. Researched available survey sources for Canadian market in order to identify competitive data, determine pay discrepancies and make recommendations.

• Provided a job summary and organization snapshot for 10 of our key executive roles in order to expedite an executive compensation review. Worked directly with an outside consulting firm to provide appropriate survey references and pertinent information needed to conduct the study.

• Coordinated a special study of the roles in the Capital Markets organization. Worked closely with the business and an outside survey consulting firm to define our roles against the survey descriptors and levels. The analysis provided updated market data, which was based on a select cut of competitive companies.

• Responsible for supporting the International Business Group with their needs related to Short and Long Term international assignments. Effectively researched and resolved issues with outside consultants related to foreign taxes, foreign work permits or other assignment related issues.

Compensation Analyst 4/26/99 – 3/05/00

• Evaluated new or revised jobs and determined appropriate job grades, salary range and FLSA classification.

• Provided excellent customer service to assigned client base.

• Co-led an FLSA audit with the Department of Labor related to Collections business.

Control Data Systems, Inc Minneapolis, MN 3/1/95 – 4/25/99

Human Resources Generalist

• Successfully prepared the Company’s EEO/AA Plan and monitored compliance. Served as Company Chair of in-house Diversity team. Lead the team responsible for promoting diversity awareness by sponsoring company events such as Diversity Awareness Week, Black History Month and UNCF Walk.

• Created a Company New Grad and Intern Program to support a need of business. Successfully hired approximately 25 Management Information/IT graduates to participate in a 3-month training program of in-house systems.

• Coordinated the international training program with the Head of Human Resources European operations. Responsible for all the related paperwork and accommodations of their stay in the U.S.

• Provided interpretation of employee benefits programs

Education/Certifications

Bachelor of Science Degree with Distinction, University of Minnesota

Emphasis: Psychology, Speech Communications and Family Studies

Associate of Arts Degree, North Hennepin Community College

Mini-MBA, College of St. Thomas, 4.2 CEU (March 9 – June 8, 2000)

Certified Compensation Professional (CCP) current since 11/2005

Certified Global Remuneration Professional (GRP) current since 6/2007

Certificate in Industrial Relations with high distinction, University of Minnesota

Professional Development / Affiliations

Computer Skills: Microsoft: Word, Excel, PowerPoint and Outlook, Lotus Notes

HRIS/Payroll Systems: PeopleSoft 8.8. & 8.9, Ceridian

Market Pricing Systems: Mercer e-Prism, Watson Wyatt Reward

Memberships: Twin Cities Compensation Network (TCCN), WorldatWork Society of Certified Professionals

WorldatWork Conference: 2006 and 2009

Recognition & Awards

GMAC ResCap Celebrate Leadership –awarded to the top 10% of high performers (2002)

Retention Award (2009)

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