Align this resume "Accomplished People Executive with 16+ years of diversified industry experience in multi-national & multi-state orgs. Consultant to C-suite for strategic planning, internal communications, DEIB, HR policy, M&A, corporate restructure, total rewards, talent development, employee relations, & company culture. Professionally adept at aligning HR objectives with organizational goals. Highly skilled in crucial conversations. Coach & advisor to managers. Data-centric & ROI-focused. EXPERIENCE Really Great Reading Remote, United States Senior Director, People and Rewards December 2022-present Lead organizational people strategy, internal communications, people ops maturation, and design of talent acquisition practices. Own key initiatives of the Value Creation Plan and SOC2 requirements. Support talent across thirty-two states.  Design and deploy Total Rewards programs to incent loyalty and performance while respecting EBITDA.  Scale talent population by +40% in Y1, +25% in Y2.  Design scalable human capital processes & activities, including talent planning, onboarding, training, & compliance.  Conduct internal & external salary surveys to benchmark compensation & benefits.  Partner with CFO to implement pay bands, salary transparency, & org leveling.  Make recommendations for total rewards improvements to augment employee experience & reflect DEIB prioritization.  Create and communicate supervisory training curriculum, talent management protocol, disciplinary actions SOPs  Drive a 236% increase in employer brand visibility, resulting in high quantity of qualified applicants per role.  Assemble inaugural leadership team, communications committee, and compensation committee  Establish onboarding process and roadmap using design thinking and stakeholder-led inputs. Galaxy Vets Healthcare System Remote, United States Vice President of People and Culture March 2022-December 2022 Lead and drive HR strategy in a startup environment spanning five countries and thirteen states. Ideate in partnership with CEO, CFO, and COO on talent engagement, and M&A growth strategy.  Examine compensation leveling framework against competitive industry practices.  Conduct total rewards due diligence in long-term planning & M&A transactions.  Onboard and integrate talent post-acquisition, embedding incoming employees into company culture.  Partner with Carta for equity data, share allocation planning and executive equity plan administration.  Engage external brokers, carriers, and vendors for ongoing cost-conscious decision making with startup limitations.  Facilitate and communicate necessary exits during labor reductions, respecting compliance and the human experience. Zealandia Holding Company Remote, United States Senior Vice President of People and Culture March 2014-December 2020 Provide strategic consultation to Executive Committee for an international group of ten companies across four countries and twenty-six states. Align HR objectives with organizational goals. Lead HR due diligence in mergers & acquisitions. Act as POC for HR system vendors, including payroll & HRIS systems, ATS, & learning systems. Serve as company representative in legal proceedings.  Establish M&A DD and integrations process and cross train all HR staff on workflow and protocol.  Conduct dispute and harassment related investigations; establish scalable process for investigations data capture.  Comply with Title VII, EEOC, ADA, FMLA, ERISA, DOL, NLRA, NLRB, OSHA, & other agencies/legislation.  Supervise benefits function, confer with carries & brokers for self-funded plan activity & claims data.  Lead ESOP administration and organization-wide stock and equity communications.  Evaluate compensation & benefits against employer brand, recommend total rewards improvements.  Introduced organizational competency matrix & measuring system for succession planning.  Developed manager guidelines for compliant handling of employee relations issues & separations.  Identify and advocate for improvements in equitable representation and compensation across job levels.  Create and conduct training presentations on feedback delivery for staff, leadership, and industry audiences.  Introduced organizational competency matrix and measuring system for succession planning.  Developed manager guidelines for compliant handling of employee issues and separations." with this position description "The Compensation Analyst is a highly skilled individual contributor with expertise in Sales Compensation Strategy, executive compensation and strategic compensation practices. This will be a key role in helping the business grow with M&A, benefits and compensation projects that require strategic insight and collaboration across multiple groups. The position will focus on conducting analyses and providing insights to support the development, implementation, and management of the organization's compensation programs. This role involves evaluating internal and external compensation data, ensuring pay equity, efficiently administering compensation practices, and contributing to the design of competitive and equitable compensation structures. You will lead the design, implementation, and administration of our compensation programs, ensuring they align with the vision, strategy, and Employee Value Proposition while also maintaining tight alignment with competitive practices. You collaborate closely with management and internal partners to diagnose improvement opportunities, analyze competitive compensation practices and to develop compensation strategies that attract, motivate, engage and retain top talent. Your expertise will drive decisions regarding salary structures, bonus programs, and sales incentives to create a transparent, energized, and equitable work environment. You will also be responsible for maintaining compliance with government regulations affecting compensation and ensuring our pay practices are administered fairly. The ideal candidate will possess a strong analytical toolset, excellent communication skills, initiative, and a thorough understanding of compensation practices. By leading our compensation programs, you will play a key role in enhancing employee experience and business success. If you are passionate about developing strategic compensation solutions, problem solving in a dynamic industry and thrive in a collaborative environment, we invite you to apply for this exciting opportunity. Responsibilities Develop and implement compensation strategies aligned with strategic goals. Conduct market research and analyze compensation trends to inform design of compensation programs for all associates. Design and manage job architecture, salary ranges, incentive plans and other people programs focused on delivering top talent. Oversee the administration of compensation programs using HRIS, benchmarking tools, and analytical tools including excel, Power BI, and statistical applications. Ensure compliance with compensation-related regulations and practices. Collaborate with the People team and management to evaluate and benchmark compensation programs. Provide guidance and training to HR Business Partners and managers on compensation matters. Facilitate and lead the design of effective variable pay and incentive practices. · Assist in benchmarking and determining the best way to set up the sales and bonus structures for the customer service teams, insurance processors and claims adjusters plus any additional sales functions. • Develop, implement and administer compensation policies and programs • Conduct market research and analysis to ensure competitive positioning • Evaluate job descriptions and perform job evaluations to determine appropriate salary ranges • Collaborate with HR and management to design incentive and bonus programs • Ensure compliance with federal, state and local compensation laws and regulations • Provide guidance and support to HR business partners and management on compensation-related matters • Prepare and present compensation reports and analyses to senior leadership • Participate in compensation surveys and analyze survey data to benchmark positions • Lead the merit and incentive cycles · Assist in communications planning to ensure all Total Rewards communications have a consistent messaging aligned with the compensation philosophy. · Act as a trusted advisor to a client group assigned supporting client group through offers and job leveling as necessary and providing a sounding board for total rewards advice. · Propose and present ideas effectively, in writing and verbally to influence decisions, senior decision makers, and outcomes within tight timelines. · Use data and analysis to help create business case for change and to model competitive assessment dashboards to ensure we are market competitive in our pay practices. · Assist in supporting executive compensation and survey submissions. · Assist in Managing Canada Benefits for renewal and strategic design partnering with broker to ensure all compliance is met for the country. Support in the design & administration of comprehensive compensation programs including job architecture, market benchmarking & annual salary planning process • Prepares survey submissions and gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends. • Design and deliver easy to understand compensation concepts to the organization through various channels of communication • Assist in managing the annual compensation review cycle through analytical support, developing & maintaining a project plan, partnering with other HR functions • Assess and propose process solutions that build a sustainable, scalable & equitable decision-making framework as it relates to compensation management. Partner with People Operations to ensure data integrity within the Company’s HRIS system • Adept in building automated decision support tools for compensation in Excel"