Compensation Project Manager

Eudora Coker, SPHR

Mobile: 281-***-****

Email: ****************@*****.***

CAREER FOCUS: HUMAN RESOURCES - STRATEGY

Transforming Strategy to Reality

Profile: Goal-focused and dedicated client service oriented SPHR certified strategic partner with client-facing consulting experience championing innovative and comprehensive compensation and human resource strategies.

COMPETENCIES

* Strategic Orientation

* Compensation Analysis

* Employee Engagement

* Business Acumen

* Team Leadership

* Planning and Organizing

* HR Project Management

* Selection and Retention

* Benefits Administration

HIGHLIGHTED CAREER EXPERTISE

PROJECT MANAGEMENT: Develop and implement comprehensive strategic communications strategy that educated client about compensation practices, performance management, and employee engagement. Deliver superior, consistent project management for multiple clients. Work directly with managers and executive leadership of large organizations to evaluate and develop compensation and reward strategies that facilitate achievement of business and human capital strategies. Serve as the day to day project lead, ensuring the progress of the team against established objectives, budget, time-line, deliverables and quality standards.

* Worked closely with client HR and management to insure all compensation and performance evaluation systems reflect quarterly and annual program/scorecard changes, ensuring compliance to policy.

COMPENSATION ANALYSIS: Develop, monitor and verify internal consistency and external competitiveness of compensation programs. Conduct job content analysis; analyze all job levels and departments within client organization. Conduct job evaluation utilizing market pricing to determine job worth. Collect and analyze statistical and non-statistical components of job, organization, and labor market.

* Experienced in using survey methodology in improving compensation methods. As Project Manager, provided comprehensive program support and project management for ongoing deliverables to: lead, designed, developed, and enhanced Broad-Based and Executive Compensation salary administration, and Performance Management Pay plans.

* Excellent ability to interpret, adapt, and apply new guidelines and procedures. Created exhibits to compare market compensation data; prepared compensation reports and spreadsheets on compensation analysis for Senior/Executive management. Provided actionable recommendations for enhancing existing programs.

HR BUSINESS OPERATIONS/GENERALIST: Provide and deliver operational excellence through strong HR practices in employee relations, compensation, benefits, new hire orientation, interpretation of company policies, recruiting and retention efforts.

* Experienced in employee relations, disciplinary investigations & disciplinary actions, including solid understanding of employment law and regulations, compensation, benefits, training and employee relations.

SELECTED ACCOMPLISHMENTS

> As Project Manager headed over 50 client staff compensation and executive compensation plan reviews, contributed over $340,000 in business revenue in one year. Analyzed job content and wrote correct job descriptions for over 100 positions.

> Streamlined and improved hiring process; increased staff by 50% in two quarters.

> Proposed, designed and implemented company medical, dental, vision, life, and AD&D, and 401(k) benefits plans.

EDUCATION

University of Houston-Clear Lake • Masters in Human Resource Management • Houston, TX • (Candidate 2011)

Bachelor of Arts in Social Science • Double Major: Political Science and Sociology • Baylor University • Waco, TX

Human Resources Certification Institute, Senior Professional in Human Resources (SPHR), 2009 – 2012

KNOWLEDGE, SKILLS AND ABILITIES

* Advanced proficiency of Microsoft Excel, Word, and Power Point. Working knowledge of Access, Adobe, CSS and HTML coding.

* Demonstrated ability to interact with all levels of management. Experience making presentations to management.

* Excellent ability to work collaboratively in a team environment and as an individual contributor. Ability to work within ambiguity.

PROFESSIONAL EXPERIENCE

Payne Law Group

HUMAN RESOURCE OFFICE MANAGER, August 2009 - Present

* Responsible for providing office management and HR support, including but not limited to Recruitment, Employee Relations, and Compensation/Benefits. Maintain client files; assist with contract preparation and review. Conduct research as necessary.

* Manage the Internship Program, including but not limited to recruiting, interviewing, and selecting, and supervising interns.

D. Hilton Associates, Inc., - a boutique consulting and outsourcing firm that specializes in human resource, organizational development, market research, and executive recruiting services for credit unions nationwide.

HR COMPENSATION CONSULTANT, August 2007 – May 2009

* Developed diverse compensation structures, competitive base pay and incentive approaches that provide seamless delivery of HR solutions for clients by addressing specific business-unit challenges.

* Lead the development of new HR initiatives that align salary administration and performance management with strategic organizational goals. Linked business goals and objectives to client human resource strategy to identify and develop performance metrics.

* Collaborated and contributed to the development, design and implementation of broad based employee and executive compensation programs that include total rewards strategy, competitive benchmarking, and pay analyses.

* Audited evaluation of jobs and application of existing job classifications to individuals. Maintained and reviewed job descriptions, assigned job titles, pay grades and implemented analytical compensation solutions/strategies aligned with strategic HR initiatives.

* Interpreted salary data and performed analysis to ensure competitive positions within the market. Utilized Excel modeling, V-Lookup and Pivot tables. Modeled financial impact of compensation programs to design a program consistent with client goals and compensation philosophy. Presented recommendations for the salary budget to senior level executives.

* Partnered with Market Research business unit to assist internal/external clients to collect and interpret employee satisfaction and engagement data. Analyzed, converted, and communicated data to develop actionable client strategies. Created and managed relationships with salary survey vendors and participants.

Enaxis Consulting, is a Houston based business technology consulting firm that provides management consulting and technology advisory services.

HR BUSINESS OPERATIONS MANAGER, July 2006 – June 2007

* Managed the recruiting process for IT Management Consultants, including but not limited to networking, advertising, sourcing, selecting, interviewing candidates, and creating and extending offer letters. Managed and maintained and updated all HR/personnel records. Identified applicant sources, and prepared and posted jobs electronically utilizing a variety of sources, improving the quantity and quality of candidates. Maintained candidate pool, tracked candidates and updated spreadsheets utilizing Excel.

* Fostered a results driven, collaborative culture that values learning and commitment to quality. Improved HR Metrics including Employee Turnover, Recruiting and Retention, and Training and Development. Streamlined and improved the hiring process, increasing staff by 50% in two quarters. Implemented a web-based knowledge management portal designed to create shared access for consultant project data and deliverables.

* Establish and monitor annual performance targets, program/operational goals and specific indicators to measure progress toward meeting goals. Performed the Human Resource functions of on-boarding new employees and ongoing support of existing employees/contractors, including employee evaluation process. Developed and improved on the job training initiatives and opportunities for learning for new hires.

* Served as benefits administrator. Implemented and administered company benefits including 401(k), medical, dental, vision, LTD, STD, FMLA, and COBRA, improving overall employee satisfaction and retention. Reviewed internal and external equities and analyzed wage and salary trends. Developed company pay structure, including salary ranges, pay grades.

Network Promotions and Events

FIELD MARKET RECRUITER/BRAND MANAGER, November 2005 – November 2006

* Contract/Part-time. Recruit and source local talent to execute regional and national marketing campaigns for consumer products. Promote product and brand awareness to target audience. Cultivate positive client/customer relationships.

* Organize, direct and motivate teams to increase sales and brand awareness through product sampling and strategic product placement.

Investment Services

RETIREMENT SUPPORT SPECIALIST, February 2004 – March 2005

* Worked with internal customers, financial intermediaries and shareholders to fully meet and exceed external client needs. Researched and reviewed client accounts in order to resolve participant issues or inquiries related to client 401(k), 403(b), and PSP accounts. Within required guidelines, process financial contributions for IRA plans due to retirement/separation from service. Obtained Series 6 license.

CREDENTIALS and PROFESSIONAL AFFILIATIONS

Society for Human Resource Management (SHRM), HR Houston

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