Over ten (**) years of Human Resources Compensation experience; six (6) years within state government and over four (4) years within the Healthcare sector. Highly motivated visionary with analytical, leadership, communication, motivational, and planning skills. Demonstrate excellent communication skills by developing training documents and executing training presentations to colleagues and high level leadership staff. Provide monthly policy and procedures training to new leadership staff. Maintain outstanding rapport with management staff both internally and externally. Perform continuous budget tracking to ensure compliance with organization wide financial goals. Assist department managers in the preparation of personnel forecasts to project personnel needs.

Proven professional strengths in:

Compensation Analysis Market Analysis Market Pricing

Budget Analysis Job Evaluation/Market Pricing Performance Management

Merit Analysis Internal Equity Analysis Salary Quoting

Survey Participation Oral/Written Presentation Job Grade Evaluation

Job Description Writing Compression Analysis Strategic Planning

Data Analysis Organizational Goal Setting Resource Allocation

Executive Compensation Relationship Management Statistical Analysis

Compensation Plan Design Job Consolidation Staff Recruitment

Project Management Position Classification Problem Solving

Benchmarking Salary Management Program Administration

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Professional Experience

OWENS & MINOR, INC Mechanicsville, VA 10-2010 - PRESENT

Compensation Consultant – One of two consultants tasked with supporting the Owens & Minor Total Compensation Philosophy and Strategy by consulting with internal clients to design, develop, implement and enhance base salary, variable pay and equity compensation programs, research and recommend alternative solutions to business problems and gain buy-in and acceptance of new ideas and proposals.

• Research and utilize market data to create and ensure market competitiveness of Owens & Minor compensation programs.

• Audit, measure and report on the success of incentive programs in achieving program business goals and rewarding and/or changing teammate behavior.

• Perform calculations to determine quarterly bonus payout amounts, determine accruals, determine overpayments and partner with management on adjustments.

• Create communication plans and strategies to support annual programs and new initiatives.

• Conduct compensation audits to ensure internal equity and OFCCP/regulatory compliance.

• Act as project manager for compensation issues related to acquisitions, business growth, and new business development.

NORTHSIDE HOSPITAL, INC Atlanta, GA 01-2006 – 03-2010

Sr. Compensation Analyst – One of two analysts responsible for all of the compensation needs of the departments of a 7,200 staff member hospital.

• Manage 60% of the organization’s $241.3m payroll

• Support 4 of the 7 organizational Vice Presidents and their respective departments by providing compensation, classification, budget and FTE (fulltime equivalent) expertise.

• Managed the organization’s Performance Evaluation and Merit Program and the dispersal of the programs $7.2m budget.

• Responsible for analyzing sensitive compensation materials and making recommendations based on research results.

• Create and maintain policies and procedures that guide the actions of the organization as it relates to staff.

• Research, create and maintain the organization’s catalogue of some 2000 job description inventory.

• Maintain 15 hiring charts and over 40 pay scales and job grades.

• Work with numerous departments to construct employee development programs.

• Participate in 25 wage and salary surveys annually to ensure organizational compliance with changes in laws and regulations.

• Train 10 – 30 new leadership members monthly on the policies and procedures that connect their responsibilities to the HR function.

• Participated on the implementation team for the organizations new HRIS System, UltiPro.

MISSISSIPPI STATE PERSONNEL BD Jackson, MS 01–2000 to 12-2005

Classification/Compensation Analyst IV – Lead analyst in charge of the training and daily responsibilities of 7 junior level analysts’ charged with responsibility for analyzing State and Federal legislation as it pertains to the function of 115 State Government Agencies and their resources.

• Managed the human resource needs of 47 out of 115 Mississippi state government agencies.

• Maintained over 30% of an HR System of over 38,000 employees of differing levels.

• Interpreted and applied policies and procedures to ensure compliance with legislative mandates.

• Maintained constant communication with over 40 agency heads and Human Resource Managers and Directors in various departments, divisions and agencies.

• Presented oral and written reports containing findings and recommendations to the 5 member State Personnel Board in an open forum, 12 to 15 times per year.

• Led teams of junior analysts in our annual budget process and appropriation bill reconciliation programs.

• Performed analytical duties related to updating and maintaining the State of Mississippi’s statewide Classification and Compensation Plan.

• Studied policies, procedures, organizations and operations and made recommendations for improvements in financial efficiency and quality in these areas.

• Analyzed Agency Personnel Services Budget Requests for 47 state agencies and made recommendations to the State Personnel Board totaling several hundred million dollars.

• Conducted 5 to10 wage and salary surveys to assist in salary range allocations.

MISSISSIPPI STATE PERSONNEL BD Jackson, MS 09-1999 to 12-1999

Recruitment Counselor – Assessed employment experience and training records to assist applicants in identifying potential job/career matches and factors that could affect employment.

• Worked with 40 to 60 state employment job candidates monthly.

• Attended 10 to 15 job fairs annually in attempts to recruit the most qualified candidates to state government agencies.

• Analyzed workforce data extracted from agency HRIS (SPAHRS) to make recommendations on the staffing and workforce planning needs of state agencies.

• Interpreted minimum requirements of jobs and assessed degree of job relation to education, experience, licensure and certification.

• Utilized project management skills in developing project objectives; data collection and analysis procedures; work plans and time tables to meet necessary project deadlines.

• Reviewed and recommended revisions to the minimum requirements of jobs to ensure uniformity and equity in the application of evaluation criteria.

• Interacted with numerous government agencies, elected public officials, private organizations, and members of the general public to resolve employment selection issues and problems and explain personnel policies and procedures.

Education

Master of Science, Public Policy and Administration August 1999

Mississippi State University

Starkville, MS

Bachelor of Science, Political Science May 1997

Jackson State University

Jackson, MS

Associations

International Public Management Association – Certified Professional (IPMA-CP)

Society for Human Resources Managers (SHRM)

World at Work

Currently working on CCP Certification – two (2) courses completed

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