WorldatWork

Faculty Member

Accolade, Inc.

Director Compensation

•	Lead the strategy, design, and development of compensation programs for the company including merit, bonus, and annual equity planning 
•	Analyze external market trends and recommend adjustments to compensation framework
•	Guide annual compensation projects and provide direction for various market analyses initiatives
•	Consult with HR Business Partners and business leaders on job design, job evaluation, competitive market analysis, and job requisition review to ensure consistency across the company
•	Partner with Talent Management on the administration of the annual merit cycle including competitive market analysis, budget recommendations, and bonus and equity planning
•	Partner with Mergers & Acquisitions to align new communities to the existing compensation and career framework
•	Own and drive administration of company equity programs including stock options, Restricted Stock Units (RSUs) and the Employee Stock Purchase Plan (ESPP)
•	Advise HR Business Partners and Recruiting on equity awards for new hires, promotions, and related requests
•	Lead and administer the semi-annual ESPP enrollment and purchases, including communications
•	Prepare quarterly reports for the Compensation Committee on proposed grants; reconcile and lead distribution and communication of approved grants
•	Manage the compensation survey submission process
•	Own compliance with Fair Labor Standards Act (FLSA)
•	Partner with HRIS on Workday system upgrades and business processes
•	Lead compensation related trainings

Senior Manager Compensation

Mercer

• Lead workforce rewards and/or executive compensation projects with clients across the US
• Develop broad-based compensation strategies, philosophies, and programs that address clients’ attraction and retention needs
• Provide compensation consulting services on a variety of remuneration issues, including pay competitiveness, market strategy, and internal equity
• Build trusted advisory relationships with clients, including executive leaders, senior management, human resources, and other relevant stakeholders
• Analyze current pay practices and existing compensation programs relative to market
• Act as a liaison between Mercer project team and the client – participate and lead client meetings, including fact-finding interviews and presentations
• Prepare project timelines and hours estimates for project team
• Ensure client projects adhere to budget and address out-of-scope issues / budget overruns directly with clients to manage expectations
• Prepare and/or review client-facing reports and exhibits
• Conduct client interviews, facilitate focus groups, and/or deliver training
• Write Statements of Work (SOWs) and respond to client Requests for Proposals (RFPs)
• Develop new tools and templates that can be leveraged across multiple markets – ensure intellectual capital generated within projects is captured and available for others to draw on
• Provide proactive and just-in-time feedback and coaching to junior staff members

Senior Compensation Consultant

Premera Blue Cross

•	Lead the development, implementation, and administration of competitive, cost-effective, and internally equitable compensation programs
•	Maintain internal equity and external competitiveness of the compensation program through strategic monitoring of business conditions, legal requirements, and understanding of industry best practices
•	Advise on compensation philosophy and market strategy to ensure pay practices align with company mission and objectives
•	Provide comprehensive support to assigned client areas, advising HR business partners on compensation-related requests, bonus guidelines, interpretation of policies, and organizational structure 
•	Evaluate requests for new/revised job descriptions and recommend grade assignments that preserve equitable salary relationships across the company
•	Audit jobs for content and prepare job descriptions reflecting responsibilities, duties, requirements, as well as knowledge, skills, and abilities
•	Review and evaluate jobs on exemption criteria, utilizing available documentation, desk audits, and interviews to determine appropriate classification
•	Counsel leaders and HR business partners on issues pertaining to the Fair Labor Standards Act (FLSA)
•	Initiate pricing activities utilizing salary survey data to ensure pay practices are market competitive
•	Research and compile compensation data for participation in annual salary surveys 
•	Compile and distribute statistical reports related to job classification and compensation, including salary changes, grade assignment adjustments, and analysis of competitive labor market conditions

PayScale, Inc.

•	Serve as a lead and subject matter expert on the Professional Services Team
•	Manage base pay compensation planning for complex companies across multiple markets in the US and Canada 
•	Provide compensation thought leadership to Product Team, Marketing Team, and members of the leadership team
•	Partner with management to develop and implement training for new team members
•	Deliver training on Professional Services processes to new hires throughout the organization
•	Regularly participate in PayScale webinars to educate current and prospective clients on compensation-related topics
•	Partner with client to understand needs and desired outcomes then recommend appropriate solutions
•	Evaluate market data across various competitive sets and recommend market scope and target percentile based on business objectives
•	Develop pay structures, including grades, ranges, and geographic pay schedules 
•	Recommend position grade assignments based on market valuation and internal hierarchy/job family
•	Analyze existing pay structure to ensure adherence to compensation best practice
•	Advise on compensation policies for range outliers, increase allocation, and process for promotion/demotion/transfers 
•	Customize and deliver training on the compensation plan for managers at client company 
•	Complete annual review of client compensation plans to ensure both strategy and structure are still market competitive
•	Provide recommendations on pay structure adjustments based on annual review process
•	Continuously responsible for 20-25 complex Professional Services clients
•	Lead external webinars for both clients and non-clients on compensation related topics.
•	Contributing writer for PayScale’s Compensation Today blog.

Senior Compensation Professional

•	Partner with companies across the US and Canada to determine market strategy and develop pay structures, including grades, ranges, and geographic pay schedules 
•	Evaluate market data across various competitive sets and recommend market scope and target percentile based on business objectives
•	Recommend position grade assignments based on market valuation and internal hierarchy/job family
•	Analyze existing pay structure to ensure adherence to compensation best practice
•	Advise on compensation policies for range outliers, increase allocation, and process for promotion/demotion/transfers 
•	Customize and deliver training on the compensation plan for managers at client company 
•	Advise on talking points for announcement of the compensation plan to the organization
•	Provide ongoing compensation support including pricing new jobs, new locations, checking ranges for market alignment, and reviewing grade assignments for market movement
•	Continuously responsible for 25-30 Professional Services clients
•	Contributing writer for PayScale’s Compensation Today blog

Compensation Professional

•	Serve as an implementation Subject Matter Expert
•	Partner with Executive Team in the development of internal training program for new hires
•	Create and distribute internal and external training materials
•	Mentor and coach junior employees on the implementation team
•	Educate other departments regarding implementation processes, procedures, and training best practice
•	Connect with internal teams on ways to improve user interface and tool functionality
•	Manage setup and development of customized learning plans for complex accounts and large customer accounts (exceeding 1,000 employees) 
•	Complete a deep diagnosis of customer compensation goals and priorities, customizing service/learning plan to meet needs
•	Host virtual trainings and provide guidance to employers on navigation within the PayScale site
•	Continuously responsible for 40-50 PayScale Insight customers
•	Consistently performs above company standards on implementation completions and service scores

Senior Implementation Specialist

•	Initiate and manage customer implementation of PayScale Insight (SaaS), an online salary tool utilized by companies to benchmark and develop a compensation strategy
•	Host virtual trainings primarily via WebEx; provide guidance to employers on navigation within the PayScale site
•	Compete a deep diagnosis of customer compensation goals and priorities, customizing service/learning plan to meet needs
•	Explain how customers can compile their workforce data for upload into PayScale account; manage upload process and troubleshoot software challenges
•	Educate customers on benchmarking positions within the PayScale online tool, provide advanced tips for efficiency, and assist with defining jobs to PayScale database
•	Analyze and report on customer compensation data, addressing areas of concern and communicating results to customer
•	Act as a resource for customers who have questions regarding compensation strategy and assist customers with analyzing market data
•	Collaborate with Account Managers on best strategies to ensure customers receive maximum value from their PayScale subscription
•	Continuously responsible for 30-40 PayScale Insight customers

Implementation Specialist

Clarisonic

• Manage complete audit of employee, intern and consultant personnel files including verification on new hire paperwork
• Ensure accuracy of I-9 Employment Eligibility Form
• Responsible for establishing protocol on missing/inaccurate I-9s; communicate with internal employees and process updated paperwork
• Identify and resolve inconsistencies in staffing processes and develop recommendations to ensure personnel records are in compliance
• Assist with employee on-boarding, including the creation of new-hire packets
• Assist with pre-screening applicants for Consumer Sales & Service team
• Source and interview applicants; create detailed report for management team on candidate qualifications

HR Compliance Specialist (Contractor)

Insight School of Washington

• Responsible for strategic development and execution of school communications to service 3,000+ students
• Conceptualize, write, copyedit and create content for marketing materials, including community outreach, legislative updates, executive presentations, and daily student communications
• Participate in communications strategy development with executive team to implement procedures for integrated communications to external and internal audiences
• Responsible for increasing the school’s social media presence; administrator for social media sites
• Manage digital content for school website, social media outlets, and coordinate the publishing of online material through content management tools
• Data analysis; gather and evaluate student statistics and demographic information to enhance outreach initiatives
• Customize messaging for a variety of audiences (new students, prospective students, parents, faculty, & staff)
• Responsible for the layout, tone and execution of student, parent and faculty communication including monthly newsletters, weekly digital school bulletins, monthly progress reports, periodic policy updates and event marketing
• Engage in regular communication with at-risk student body through online classroom and social media sites; responsible for addressing student needs and maintaining student involvement
• Work with student services team on student outreach efforts including monthly face-to-face events, school training, promotional events, state exams, and school sponsored clubs
• Achievements:
- Spearhead the creation and management of the school’s social media presence including the development of iEngage Parent’s Connection, an online group exclusively for parents

Communications Manager

Ajilon

• Source candidates through networking, referrals, advertising, and targeted online searches
• Write targeted digital job postings daily to maintain continuous recruitment cycle
• Build collaborative relationships with educational institutions, non-profit organizations, career training centers, and outplacement firms; leverage partnerships to ensure the attraction of the best talent
• Produce reports for client company that communicate performance level and status of temporary workforce
• Maintain client company documents, including hiring timelines/calendars and meeting notes
• Input and monitor employment data in Applicant Tracking System (proprietary – PeopleSoft based) and Vendor Management Systems (Fieldglass, IQ Navigator, and Econometrix)
• Oversee completion of I-9, W-4, E-Verify, criminal background checks and pre-employment drug screens
• Coordinate the hiring of temporary and permanent employees; negotiate hourly bill rate, direct-placement salary, conversion fees, and contracts 
• Achievements:
- Selected for nationwide Mentor Program; responsible for internal new-hire training and coaching
- Selected as “Super User” of internal proprietary software (PeopleSoft); responsible for assisting internal new-hires

Staffing Manager/Recruiter

Old Republic Title Company

•	Order title reports, request payoff statements, and clear judgments/liens from report 
•	Coordinate with mortgage processors, lenders and real estate agents for timely closing of escrow 
•	Conduct in-house signings with buyers, borrowers, or sellers and notarize signed documents 
•	Promoted from Receptionist to Escrow Assistant in first seven months

Administrative Assistant

Fierce, Inc.

• Edit and proofread proposals, press releases, contracts and marketing material
• Collaborate with executive team on ways to improve company newsletter
• Schedule client, internal, and vendor meetings/conference calls
• Researched and completed the company’s application for women-owned business

Communications Intern

Creative and strategic compensation professional with extensive experience in developing base pay compensation plans for a variety of businesses. A strong leader who can quickly adjust to shifting priorities and demands. Dedicated to identifying and adopting process improvement techniques. Skilled at data analysis and reporting.

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