Experience

HireVue

• United States
• Software Development
• 200 - 300 Employee

• Director, Global Total Rewards

  • Jul 2022 - Present

  South Jordan, Utah, United States



Young Living Essential Oils

• United States
• Wellness and Fitness Services
• 700 & Above Employee

• Senior Director, Total Rewards & HR Technology

  • Jun 2020 - Present

  Lehi, Utah, United States Managing a team of managers and subject matter experts responsible for executing the strategy and vision I provide for $200M in total rewards, HRIS, talent acquisition, COVID management, and payroll. Young Living employs 3,100 globally (20 countries). Analyze, evaluate, design, implement compensation, benefits, and wellness programs and establish marketing strategies consistent with Young Living’s employment brand. Consult with internal business partners and department heads to determine… Show more Managing a team of managers and subject matter experts responsible for executing the strategy and vision I provide for $200M in total rewards, HRIS, talent acquisition, COVID management, and payroll. Young Living employs 3,100 globally (20 countries). Analyze, evaluate, design, implement compensation, benefits, and wellness programs and establish marketing strategies consistent with Young Living’s employment brand. Consult with internal business partners and department heads to determine total rewards and HR technology strategies that attract, retain, and motivate top talent. Manage vendor relations and administration of all qualified and non-qualified plans. • Collaboratively designed and implemented a global performance bonus to motivate behaviors that drive business results. • Designed and established culturally impactful career frameworks with the objective of creating transparency into current and future job opportunities. • Developed and rolled out widely accepted compensation philosophies built around pay equity, pay for performance, and market competitiveness. • Designed and implemented pay grades, ranges, a merit increase process, and compensation and benefits policies to fulfill philosophies and establish a culture of equity. Show less



Ivanti

• United States
• Software Development
• 700 & Above Employee

• Senior Director of Human Resources

  • Sep 2018 - Feb 2020

  South Jordan, Utah Responsible for the strategic direction and execution of global (1,700 employees and 30+ countries) Total Rewards and HRIS. Also responsible for talent acquisition and HR Business Partners for North and South America in a fast-paced software environment. • Developed a global Employee Value Proposition strategy and aspirational employment brand resulting in a redesigned PTO program and a new Parental Leave program. • Reduced talent acquisition time to fill by 20% • Designed and… Show more Responsible for the strategic direction and execution of global (1,700 employees and 30+ countries) Total Rewards and HRIS. Also responsible for talent acquisition and HR Business Partners for North and South America in a fast-paced software environment. • Developed a global Employee Value Proposition strategy and aspirational employment brand resulting in a redesigned PTO program and a new Parental Leave program. • Reduced talent acquisition time to fill by 20% • Designed and implemented organization-wide dashboards containing actionable metrics to guide leadership in making critical people decisions • Launched a Quality of Hire measurement • Implemented a job structure and re-leveled the organization to fit the new job structure • Established an HR Project Review Board to create a culture of accountability Show less



Brigham Young University

• United States
• Higher Education
• 700 & Above Employee

• Director of Compensation

  • Oct 2016 - Sep 2018

  Provo, Utah Responsible for the strategic objectives and execution of BYU’s compensation programs, including base pay structure design and management for all administrative employees, performance awards, contractor pay and paid leave programs. Chair the Job Evaluation Committee. Monitor market competitiveness of salaries for all faculty and administrative employees. • Assigned specific market targets for each level and redesigned the range structure to more accurately reflect those market… Show more Responsible for the strategic objectives and execution of BYU’s compensation programs, including base pay structure design and management for all administrative employees, performance awards, contractor pay and paid leave programs. Chair the Job Evaluation Committee. Monitor market competitiveness of salaries for all faculty and administrative employees. • Assigned specific market targets for each level and redesigned the range structure to more accurately reflect those market targets • Established a pay-for-performance salary increase structure to encourage differentiation in base pay for high performers • Designed and implemented a career framework system where employees have transparency into career paths and a process in place to grow and develop into their desired career • Implemented a salary setting process to insert more consistency into starting and promotional salaries Show less



IM Flash

• United States
• Semiconductors
• 400 - 500 Employee

• Total Rewards and Business Partner Senior Manager

  • Sep 2011 - Oct 2016

  Lehi, UT Responsible for establishing programs and processes pertaining to pay for performance, leadership development, performance management, and work environment through a team of 12 HR professionals over rewards, payroll, business partnering, employee relations, and organizational development. Set objectives, philosophies and strategies pertaining to company turnover, engagement and development, recognition and rewards, diversity and inclusion, organizational performance, and values integration.… Show more Responsible for establishing programs and processes pertaining to pay for performance, leadership development, performance management, and work environment through a team of 12 HR professionals over rewards, payroll, business partnering, employee relations, and organizational development. Set objectives, philosophies and strategies pertaining to company turnover, engagement and development, recognition and rewards, diversity and inclusion, organizational performance, and values integration. Managed ≈$200M in Total Rewards spend. Provided direction for recruiting, onboarding, development and engagement efforts. Inspired team members to reach objectives and execute the HR mission and vision. • Saved $1.5M with uniquely designed medical plans and wellness efforts; navigated the complexities of health care reform and set the health care strategies to best fit the organization’s needs • Implemented an EVP survey resulting in several establishments of rewards programs including an on-site gym, flexibility policy, and extended time-off program • Collaborated with executive staff members to create various leadership development programs including an upward feedback survey, an emerging leadership program, succession planning, and a cultural expectation where leaders develop other leaders. • Instituted a performance bonus and varied Long-term Incentive award amounts for top performers to incentivize high performance from all employees • Collaboratively established a flexibility policy with a cross-functional team of leaders from across the company • Developed a diversity and inclusion program and provided direction with measurements of attraction, retention, and development success to foster a culture of inclusion.

• Total Rewards Supervisor

  • May 2008 - Sep 2011

  Lehi, UT Conducted regular presentations to executive committees to establish a Total Rewards strategy consistent with organizational and HR objectives. Executed the Total Rewards strategy by leading a team to design compensation and benefits programs that attract, retain, and engage employees. Proposed compensation, benefits, and recognition policy and plan design changes consistent with the Total Rewards strategies and guiding principles. Conducted extensive benchmarking to ensure program… Show more Conducted regular presentations to executive committees to establish a Total Rewards strategy consistent with organizational and HR objectives. Executed the Total Rewards strategy by leading a team to design compensation and benefits programs that attract, retain, and engage employees. Proposed compensation, benefits, and recognition policy and plan design changes consistent with the Total Rewards strategies and guiding principles. Conducted extensive benchmarking to ensure program competitiveness. • Designed and implemented a high deductible health plan and health savings account • Led a cross functional team to develop and establish a Wellness Program • Implemented a ROTH 401(k) option in the retirement plan • Influenced IM Flash and Micron with data to increase shift differentials

• Compensation Analyst

  • Aug 2006 - May 2008

  Lehi, UT Designed and administered compensation programs for a startup, joint venture between Intel and Micron. Developed promotion and pay increase guidelines and procedures. Conducted market reviews to confirm market competitiveness. Adjusted market-based pay ranges and established pay methodologies consistent with HR and organizational objectives. • Assisted in the design and solely administered the annual pay evaluation process to maintain market competitiveness on a total-cash… Show more Designed and administered compensation programs for a startup, joint venture between Intel and Micron. Developed promotion and pay increase guidelines and procedures. Conducted market reviews to confirm market competitiveness. Adjusted market-based pay ranges and established pay methodologies consistent with HR and organizational objectives. • Assisted in the design and solely administered the annual pay evaluation process to maintain market competitiveness on a total-cash basis • Designed and implemented a spot bonus program



Brigham Young University

• United States
• Higher Education
• 700 & Above Employee

• Compensation and Benefits Analyst

  • Dec 2002 - Aug 2006

  Provo, UT Analyzed compensation and benefits market data and recommended pay increase and benefits changes. Ensured compliance to FLSA wage and hour laws and regulations. Participated on the Job Evaluation Committee. Assisted the managing director in establishing compensation policies and procedures for all staff and administrative employees. • Designed new salary structures for BYU-Provo and BYU-Hawaii campuses • Reduced the cycle time on market studies from two months to two… Show more Analyzed compensation and benefits market data and recommended pay increase and benefits changes. Ensured compliance to FLSA wage and hour laws and regulations. Participated on the Job Evaluation Committee. Assisted the managing director in establishing compensation policies and procedures for all staff and administrative employees. • Designed new salary structures for BYU-Provo and BYU-Hawaii campuses • Reduced the cycle time on market studies from two months to two weeks • Redesigned the salary increase procedures and developed an automated, online delivery process that improved efficiency and functionality Show less



Melaleuca:The Wellness Company

• Personal Care Product Manufacturing
• 700 & Above Employee

• Financial Analyst

  • Apr 2002 - Dec 2002

  Idaho Falls, ID Designed and administered management bonus plans. Developed cost savings initiatives through NPV analyses. Maintained profitable margins by establishing product pricing. Analyzed the financial impact of special projects, new markets, and new products. Developed department budgets. • Recommended cost savings initiatives that resulted in approximately $1M savings after implementation of a pick-to-light system

• HR Manager

  • Aug 1999 - Apr 2002

  Knoxville, TN Responsible for human resources related functions at a satellite facility of 250 employees. Scope included training, recruiting and retention, compensation and benefits, employee relations, safety, and events (picnics, parties, etc.). Two direct reports. • Implemented a paid-time-off system that significantly reduced absenteeism • Reduced safety accidents and worker’s compensation costs by over 50% through an aggressive return-to-work program, safety incentives, and an accident review… Show more Responsible for human resources related functions at a satellite facility of 250 employees. Scope included training, recruiting and retention, compensation and benefits, employee relations, safety, and events (picnics, parties, etc.). Two direct reports. • Implemented a paid-time-off system that significantly reduced absenteeism • Reduced safety accidents and worker’s compensation costs by over 50% through an aggressive return-to-work program, safety incentives, and an accident review panel • As a member of the plant’s management team, participated in the implementation of lean manufacturing principles that resulted in large cost savings through improved plant efficiency • Implemented a unique staffing program that reduced plant overtime by 50%

• Employee Relations Manager

  • Apr 1999 - Aug 1999

  Idaho Falls, ID Responsible for conflict resolution between employees and supervisors, recruiting, and unemployment claims responses. • Successfully defended 100% of all unemployment claims.

• Korean Marketing Support Supervisor

  • Jun 1997 - Apr 1999

  Idaho Falls, ID Established a Korean customer service team in a sales and support tele-center. • Developed new Korean sales aids that helped the Korean market grow by 25%. • Maintained the highest team average order size for over one year.