Vienna, Virginia, United States
• Responsible for the overall design, build, implementation, communication and administration of the organization’s global compensation programs including base pay, bonus, sales commissions, and equity. • Accomplishments include developing job family architecture, global salary ranges (37+ countries), job leveling system, bonus program, revised sales commissions compensation structures and stock equity programs which were instrumental in moving the company from private to public ownership. • Manage and lead the annual rewards cycle leveraging cross functional experts for an improved experience year over year utilizing the Workday system. • Analyze survey data to maintain market competitiveness in programs. • Responsible for all deliverables related to Executive Compensation annual review and preparation of Board materials. Partnered with Compensia on all Executive compensation related matters. • Complete annual internal pay equity analysis using Syndio PayEQ system. Achieved Fair Pay Workplace Certification for past five years. • Partner with the internal legal department to ensure all regulatory requirements related to compensation are maintained, including FLSA status and global pay transparency and global pay reporting requirements. • Designed and delivered new compensation training program for managers. Completed integrations of four company acquisitions into Tenable’s compensation structures. • Assist US and Global Benefits teams on special projects including allowances analysis and automation, UK Pension program updates, and leave plan reviews. • Mentored and developed a highly effective team of compensation professionals.
• Responsible for the overall design, implementation, communication, and administration of the organization’s compensation programs including base pay, bonus and incentive programs. • Played a key role in developing multiple competitive proposals resulting in business growth including the development of a total rewards strategy for a major contract award ($211M). • Partnered with senior management to develop compensation solutions to address turnover and retention issues. • Developed job family architecture and job descriptions. • Ensured that compensation programs supported the organization’s strategic objectives and met all legal requirements. • Led the successful implementation of the Workday HRIS and payroll system contributing to an overall reduction in staff time on tasks and overall cost-savings (approximately 18% reduction in prior systems costs). • Directed the daily operations of the organization’s Workday HRIS system that supported 2,000 employees. This includes: oversight of benefits integrations, business process configuration, security configuration, data analytics and reporting and annual processes including merit planning, performance reviews, and benefits open enrollment. • Responsible for the oversight of the configuration and maintenance of all benefits related rules including eligibility, rates, compliance, and employee enrollments through Workday. Ensured accurate compliance in regards to benefits reporting including Affordable Care Act (ACA) reporting and filing, highly compensated employee (HCE) reporting, and deferred compensation plan reporting. • Completed integrations of three company acquisitions into NCI Information Systems HRIS systems and compensation structure. • Developed highly effective teams (six members consisting of compensation, benefits, and HRIS professionals). Two team members were recognized with the Annual Presidential Award.
·Direct the daily operations of the organization's Workday HRIS system that supports 2,500 employees. This includes oversight of integrations, business process configuration, security configuration, data analytics and reporting, annual processes including merit planning, performance reviews and introduction of new functionality. ·Collaborate with senior management to develop strategies that ensure alignment of Workday functionality with the constantly evolving business requirements of the company. ·Led the successful implementation of the Workday HRIS system contributing to an overall reduction in staff time on task and overall cost-savings. ·Completed integrations of two new companies into NCI Information Systems. ·Responsible for overall design, implementation, communication, and administration of the organization's compensation programs including base pay, bonus, and incentive programs. ·Ensure that compensation programs support the organization's strategic objectives and meet all legal requirements including Department of Labor, Service Contract Act, and Defense Contract Audit Agency specific requirements. ·Led Fair Labor Standards Act (FLSA) audit for the organization resulting in proper classification of positions. ·Led project to develop position description library for all positions in the organization. ·Manage a staff of four HRIS and compensation professionals.
·Managed the overall Information Technology Services relationship with the Human Resources customer. ·Worked with Human Resources leadership to formulate Information Technology strategies to support the needs of the function. ·Program Manager for several large-scale system implementation projects including PeopleSoft system modifications, upgrades, and on-boarding.
·Established and maintained Human Resources Information Systems (HRIS) company strategy that supports 32,000 employees. ·Applied previous system implementation and technical experience to guide virtual teams through multiple successful project completions. ·Directed the work efforts of internal functional leads and external vendor resources for multiple PeopleSoft projects. ·Oversaw daily maintenance activities for the PeopleSoft Human Resources systems. ·Managed data conversions into PeopleSoft due to company acquisitions, streamlining company Human Resources systems and business processes. ·Led successful PeopleSoft upgrade from 8.8 to 8.9 including HRMS, Payroll, ePerformance and eCompensation modules contributing to an overall reduction in staff time on task and overall cost-savings.
Manager (03/2004 – 05/2006) ·Successfully managed several large-scale full lifecycle PeopleSoft implementations and upgrades for sizeable clients including the Department of Health and Human Services and Office of D.C. Pensions. ·Managed a $1.5 million PeopleSoft Human Resources production support contract for the Department of Health and Human Services, leading to the securing of a larger $2.28 million contract to implement a new payroll provider system. ·Led project teams through multiple Department of Health and Human Services projects including the analysis, design, development and testing of intricate PeopleSoft upgrade customizations and code fixes. ·Successfully directed large development efforts such as annual mass pay and mass retroactive pay increases. Led teams to complete projects on time and on budget. ·Designed work and cost estimates for the upgrade efforts. Consultant (11/2000 – 03/2004) ·Promoted to manager as a result of performing at a consistently high-level and meeting or exceeding client expectations. ·Project lead for PeopleSoft operations and maintenance team. ·Human Resources consultant for PeopleSoft HR implementation (Release 8.0) and production support for the Department of Health and Human Services. ·Guided client through data gathering and user requirement analysis to ensure system compliance with Federal regulations. ·Performed data mapping and data conversion tasks. ·Researched and analyzed report requirements. ·Designed, developed, tested and implemented Security and Workflow modules in Release 8. ·Wrote custom PeopleCode to perform pay calculations according to Title V pay regulations.