Experience

Allvue Systems

• United States
• Software Development
• 400 - 500 Employee

• Global Rewards Manager

  • Aug 2021 - Present

  Designed and implemented the corporate compensation program for each location globally Implemented corporate pay philosophy and created/implemented salary ranges based on compensation philosophy and structure Created compensation process improvements through creation of VBA code, Pivot tables and other excel tools that saved 80+ hours of manual entry and updates yearly Conducted periodic audits to review and confirm compliance with applicable regulatory requirements and reasonableness of pay practices. Determined and implemented improvements based on audit findings Analyzed the benchmarked data, trend information, and economic projections to ensure the compensation strategy maintains a competitive market position at all locations Created and designed an Excel offer template for the Talent Acquisition team to make consistent offers across all locations Administered the annual compensation planning and incentive processes Created and conducted compensation philosophy training for new recruiters and existing managers to help make smart, consistent compensation decisions regarding current employees and future hires Conducted a company-wide compression/equity review and made recommendations/road maps to help get employees to the correct pay, level, and title



Traylor Bros., Inc.

• United States
• Construction
• 200 - 300 Employee

• Compensation and Benefits Manager

  • Sep 2020 - Aug 2021

  Designed and implemented compensation policy that included position evaluation, salary structures, merit matrices, salary range development, market pricing studies, and special reporting Created new merit process in excel through VBA that eliminated 30 hours of manual work by rewards team Monitored and analyzed benchmark data, trend information, and economic projections to ensure the compensation strategy maintained a competitive market position and was responsive to business needs Designed tools, guidelines, templates, and communication materials to effectively educate leaders and team members on all base pay and special pay practice programs Recommended benefits programs and new broker to management by studying employee requirements and trends and developments in benefits offered by other organizations Identified benefit options by studying programs, obtaining advice from consultants and broker Established and maintained a good working relationship with benefit providers



Honeywell

• United States
• Appliances, Electrical, and Electronics Manufacturing
• 700 & Above Employee

• Lead Compensation and Benefits

  • Sep 2019 - Sep 2020

  Leads the consistent application, implementation and communication of the company's pay philosophy, job evaluation and compensation processes across the businessHelps drive benefit programs across the businessManages the research and analysis to determine total compensation market competitiveness Implements continuous improvements to efficiently enhance the organization's ability to attract, motivate and retain key talentWorks in partnership with HR and business leaders across the business and Honeywell to identify and drive consistency and communication with regards to compensation and benefit programsProvides compensation expertise and guidance to HR and business leadership to support recruiting, organizational development, and business needsConducts periodic audits to review and confirm compliance with applicable regulatory requirements and reasonableness of pay practices. Determines improvements based on audit findingsManages the annual Compensation Increase Plan to the customerManage and administers the annual compensation planning and incentive processesPartners within the department and HR for the administration of benefit programs including annual enrollment and benefit communicationsWorks with the Honeywell COE to ensure coordinated and consistent roll out of new compensation and benefit policies and projectsProvides technical and administrative guidance and mentorship to other HR members

• Sr Compensation Analyst

  • Jul 2017 - Aug 2019



Honda of America Mfg., Inc.

• Automotive
• 700 & Above Employee

• Compensation Specialist

  • Jul 2013 - Jul 2017

  Analyze existing wage structures periodically for refinement. Conduct market analysis as needed. Develop guidelines and processes related to compensation management to better support business requirements (i.e., benchmark within organization and across North America). Manage annual merit and bonus process. Make compensation policy recommendations to Administration and Plant Management teams. Review promotion and department transfer information to confirm adherence to process guidelines. Compile and update (HMA's) e-prism data.



United States Army Reserve

• United States
• Armed Forces
• 700 & Above Employee

• Petroleum Specialist

  • Dec 2005 - Nov 2013



Toyota Boshoku America

• United States
• Motor Vehicle Manufacturing
• 700 & Above Employee

• HR Specialist

  • Oct 2012 - Jun 2013

  Provide HR support on 2nd shift. Managed an average workforce of around 250 employees 100% Responsible for all training programs for all employees (Non Exempt and Exempt) 100% Responsible for all employee counseling, discipline, and team member investigations on night shift Responsible for managing security cards and security guard systems Responsible for all new hire orientation and safety training Worked directly with the safety specialist to create and enforce safety policies Chaired the safety committee Responsible for updating Oracle and Kronos with employee data and any employee changes Responsible for setting up and participating in Peer Reviews of team members 80% responsible for setting up and participating in community outreach programs 100% Responsible for daily news letters 100% Responsible for creating and maintaining both shift’s LOS seniority list for shift transfers 100% Responsible for recruiting new employees for both Exempt and non Exempt.



Aerotek

• United States
• Staffing and Recruiting
• 700 & Above Employee

• Team Member Relations (HR)

  • Jul 2011 - Oct 2012

  Influence team member behavior as it relates to organizational priorities Interact with team members and plant management through daily coaching and mentoring of team members Facilitate department and shop floor meetings, training classes, group interventions, team member questions and feedback, and problem resolution Create or manage project plans to roll out corporate initiatives Support implementation of corporate policy alignment activities Create local team member relations systems and processes for Aerotek Support roll out of team member training Support new hire orientation training, concern resolution, policy violation investigations, corrective action, and group lead policy training Developing and maintaining positive employee relations Resolve issues around compensation, harassment, unfair treatment by supervisors, benefits concerns, MLOA / PLOA / FMLA issues Clarify staffing needs for divisions Policy and procedures are administered consistently and fairly