Lee Moore
Manager Compensation at HR Performance Solutions- Claim this Profile
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Bio
Credentials
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CCP
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Experience
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HR Performance Solutions
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United States
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Human Resources Services
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1 - 100 Employee
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Manager Compensation
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Jan 2016 - Present
Lead a team of Compensation Analysts to create compensation systems for clients in the Financial Services, General Business, College and University industries. Point of contact for compensation advice and answers to situational questions from clients. Product Champion - responsible for working with internal and external clients who provide suggestions for new features, enhancements as well as defect resolution. Determines product roadmap, works with developers to complete updates, QA/Testing of items and release to the application. Annual Salary Range System update process - reviews all data points entered into system models (approximately 24). Ensure data is scrubbed and edited prior to final regression processing. Once complete, update newly created salary ranges into online system databases. Communicate with clients to update their system with the new year's salary ranges. Creates and publishes annual salary survey with eighty eight positions based on data from our Credit Union clients. Pull data from client sites, scrub data, clarify data points, calculate percentiles and other survey data features, write a summary and communicate final document to client participants. Show less
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Senior Compensation Analyst
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Apr 2014 - Dec 2015
Broad based Compensation Responsibilities including Market Pricing, Job Evaluations, Client advice and counsel, Compease system tracking and set up, Regression, Product Management, testing and analysis. Evaluate positions for Compease Clients in all system types using the compensable factors and/or market data. Provide a monthly training webinar on how to utilize the Merit Planning Module. Annual System update process- responsible for inputting thousands of data points from salary surveys into the Compease system models (Approximately 24). Ensure data is scrubbed prior to final processing and regression. Once complete, update salary ranges in offline and online systems. Communicate with client using various modes to update their systems with the next year’s salary ranges. • New Compease sales – provide welcome communication to new client and track their progress through the steps from sale to install. Receive client data with employees and jobs to be part of the system and review with them any questions, concerns, or missing data. Evaluate their positions, import the employee data and then analyze compensation data. Follow up with any additional questions and then create communication for installation.• Product Mgmt - Recent responsibility to work on Compease, Compease Integration and White Label projects. Involved with identifying, researching and resolving errors, questions, and system issues. Work with internal IT resources, external IT programmers and database analysts and other HRPS staff. Show less
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Associate Director of Compensation & Human Resources
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Jan 2002 - Aug 2013
Directs and coordinates the Compensation and Human Resources function for YP's Advertising Solutions Department which includes 6,800 employees in 22 states. A Subject Matter Expert (SME) in the area of Compensation and provides recommendations to Management on compensation operations issues and solutions. Determines eligibility for annual base salary merit increases averaging $3.75M and $1.76M in individual contributor bonus payments for 2,000 annually. Provides labor market analysis and recommendations to facilitate compensation related decision making and developed plans to calculate and communicate salary quotes for employee movement. Manages and monitors the central processing team that reviews and keys approximately 15,000 employee status transactions annually for 6,800 Advertising Solutions employees. Evaluates compensation rules and guidelines regarding budgets, decision making timelines and reviews decisions to ensure policy parity across the organization. Oversees payroll conversions including the mapping of SAP Systems to ADP and the testing and validating of the compensation and employee data. Review and acts on requests for new or revised job descriptions and job evaluations to determine appropriate pay level to ensure the presence of internal equity. Performs multi factor data and cost analyses to support collective bargaining agreements. Maintains knowledge of union contracts, employee movement guidelines, SAP payroll system terminology and payroll system deadlines. Develops reports for the compensation, human resources and labor relations team leads. Provides guidance on the resolution of classification and salary disputes. Show less
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Senior Midwest Compensation Manager
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1999 - 2001
Responsible for Compensation Administration for approximately 21,300 in the Midwest region. Serves as a liaison between management and employees by handling questions, interpreting and administering contracts and resolving work related problems. Represents the Midwest region for compensation transition and integration issues associated with job descriptions, job evaluations and employee movement. Leads the compensation system transition team during the merging of SBC / Ameritech compensation systems and identified elements to be maintained in the new system. Prepares reports, such as organization and flow charts, and career path reports, to summarize job analysis and evaluation and compensation analysis information. Responsible for the development and analysis of over 300 job evaluation submissions. Evaluates position descriptions, employee classifications, exemption status and salary scales. Co-led the work stoppage planning team to ensure contingency plans were created by impacted business units and developed a communication plan for management employees. Modifies compensation policies and practices to establish equitable programs and ensure compliance with legal requirements. Analyze compensation policies, government regulation, and wage rates to develop competitive internally and externally compensation plan. Leads job audits and assists in the development of a communication plan prior to submittal. Show less
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Ameritech Publishing
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United States
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Human Resources Generalist
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1997 - 1998
Support Marketing, Manufacturing and Operations Planning & Support with talent acquisition, employee relations and training. Assist with compensation salary treatment for management and non-union / non-exempt employees, market pricing, position descriptions, job evaluations and organizational design. Support Marketing, Manufacturing and Operations Planning & Support with talent acquisition, employee relations and training. Assist with compensation salary treatment for management and non-union / non-exempt employees, market pricing, position descriptions, job evaluations and organizational design.
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Compensation Analyst I-III
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1990 - 1996
Conducts job analyses, authors position descriptions, point counts positions using Hay Point Factor job evaluation system and communicated results to business unit leads. Assist with the annual salary merit increase and bonus calculations for management employees. Conducts job analyses, authors position descriptions, point counts positions using Hay Point Factor job evaluation system and communicated results to business unit leads. Assist with the annual salary merit increase and bonus calculations for management employees.
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Education
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1985 - 1990
University of Michigan
Bachelor of Arts (B.A.), Human Resources Management/Personnel Administration, General -
1994 - 1999
Central Michigan University
Master of Arts (M.A.), Human Resources Management/Personnel Administration, General
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