Detroit Metropolitan Area
If Total Rewards were an Olympic sport, I’d be a multi-medalist with decades of podium finishes in compensation strategy, benefits design, and HR wizardry—minus the spandex (you’re welcome). With 25+ years of experience in the HR trenches (and boardrooms), I’ve built everything from pay equity programs that actually work to benefits packages employees rave about in Slack channels. I’m a Certified Compensation Professional (CCP), fluent in Excel sorcery, compliance-speak, and the fine art of convincing execs that yes, mental health benefits are worth the investment. I specialize in helping remote-first and hybrid organizations build scalable, human-centric Total Rewards systems that attract top talent, keep them happy, and support business growth—without breaking the budget (or the spirit). I’m looking to partner with forward-thinking tech companies that know people are their secret weapon—and that great rewards are more than just ping-pong tables and unlimited LaCroix. ⸻ What I bring: • 🧠 Deep knowledge of compensation architecture, benefits design, and long-term incentives • 🧭 Trusted advisor to C-suites navigating rapid growth and remote workforces • 📊 Benchmarking and pay equity analysis that go beyond spreadsheets to shape culture • 🌍 Global team leadership, vendor wrangling, and budget optimization • 🎯 Strategic thinking + operational chops + a healthy respect for memes ⸻ Let’s build something that rewards people for doing their best work—and maybe have a little fun while we’re at it.
Led the strategy and daily execution of Total Rewards programs for a 14,000-employee, multi-state organization, with a strong focus on leave management, ADA accommodations, and strategic support for M&A activity. 🌟 Key Achievements: • Oversaw end-to-end leave of absence programs—including FMLA, STD/LTD, parental leave, and military leave—for a diverse, dispersed workforce. Developed automated processes and employee-friendly communications that improved compliance and reduced HR workload. • Led ADA accommodation processes across all U.S. locations, collaborating with legal, HRBPs, and managers to ensure timely, appropriate, and compliant solutions for employees requiring workplace accommodations. • Championed a compassionate and structured approach to interactive processes, resulting in improved employee satisfaction scores and legal risk mitigation. • Played a critical leadership role in due diligence and integration planning for two major acquisitions, assessing and aligning Total Rewards offerings including compensation structure, benefits design, leave programs, and vendor relationships. • Partnered cross-functionally with Legal, Finance, and HRIS teams to identify risk, model cost impacts, and streamline post-merger harmonization—ensuring a smooth transition for acquired employees and business continuity. • Managed a high-performing, multi-state team of 11 Benefits & Leave Specialists, fostering a collaborative, high-accountability culture while mentoring future leaders. 🧰 Tools & Tech: Workday, ADP, ServiceNow, Excel (VLOOKUP & pivot table whisperer), vendor portals, and some good old-fashioned HR instincts.
Acted as a key driver of enterprise-wide compensation strategy, balancing market competitiveness, internal equity, and compliance across a complex, regulated financial services environment. Known for analytical rigor, business alignment, and board-level readiness. 🌟 Key Achievements: • Led enterprise job evaluation and market pricing initiatives across all business lines, applying both qualitative and quantitative methodologies to ensure role clarity, career architecture consistency, and competitive compensation positioning. • Designed and managed variable incentive programs for both sales and non-sales roles, including highly regulated functions like mortgage lending and community banking. Built tailored plans that drove performance while maintaining compliance with banking regulations. • Owned the full lifecycle of executive compensation strategy and execution, including annual and long-term incentive programs (LTIPs), benchmarking, equity design, and pay-for-performance modeling. • Prepared board- and investor-ready compensation materials, including all proxy disclosures, CD&A content, and Compensation Committee reporting—translating complex data into decision-ready insights. • Developed Human Capital Management (HCM) disclosures in line with emerging SEC and ESG reporting standards, positioning the company as a leader in transparent, responsible pay practices. • Partnered closely with Legal, Finance, and Investor Relations to ensure alignment on pay governance, disclosure accuracy, and shareholder engagement strategy. 🧰 Key Tools & Frameworks: MarketPay, Radford, Mercer, CompAnalyst, Excel modeling, SEC proxy reporting, ESG/HCM frameworks, LTIP modeling
Directed a high-performing team of six in processing accurate, on-time payroll for 20,000+ employees across 20+ legal entities. Oversaw complex payroll tax compliance and 401(k) plan administration, ensuring operational excellence, regulatory compliance, and a seamless employee experience. Recognized for driving process improvements and cross-functional collaboration across HR, Finance, and Benefits.
Served as the top Total Rewards executive for a multi-entity organization, entrusted with $1M signing authority and end-to-end accountability for Compensation, Benefits, HRIS, Payroll, and People Analytics strategy. Led a high-performing team of 75+ professionals, including 3 Directors and 1 Team Leader, delivering solutions that aligned with business growth, regulatory demands, and employee experience goals. 🌟 Key Areas of Leadership: • Compensation Strategy & Operations Oversaw enterprise-wide compensation design and execution—including market benchmarking, equity compensation, variable pay programs, and annual performance reviews. Implemented frameworks to ensure pay equity, internal alignment, and competitive positioning. • HRIS & HR Technology Ownership Directed the administration of multiple critical HR platforms, including Ultipro (HRIS), SumTotal (LMS & talent systems), BenefitFocus (benefits enrollment), and Workforce (time & attendance). Championed system integration and user adoption initiatives to streamline operations and enhance data integrity. • People Analytics & Workforce Reporting Led enterprise HR reporting using IBM Cognos, producing dashboards and insights for senior leadership and the board. Pioneered predictive analytics models to identify retention risk and inform proactive talent strategies. • Payroll Governance & Compliance Oversaw payroll processing, multi-jurisdictional tax compliance, garnishment management, and general ledger mapping, ensuring audit readiness and seamless collaboration with Finance and Legal teams. ⸻ Positioned as a strategic advisor to executive leadership, I partnered cross-functionally to ensure our Total Rewards programs not only supported organizational goals—but became a core lever for attracting, engaging, and retaining top talent in a dynamic, multi-state environment.
Directed two Team Leaders and a team of 16 across Compensation, HRIS, and People Analytics functions. Oversaw enterprise-wide programs including market pricing, incentive administration, equity programs, and performance cycles. Owned multiple HR systems (Ultipro, SumTotal, BenefitFocus, Workforce) and led delivery of actionable insights through IBM Cognos and early-stage predictive analytics to support retention and workforce planning.
Launched HR career with a focus on compensation research and market intelligence, supporting data-driven pay decisions for exempt, non-exempt, and executive roles. Conducted in-depth salary, wage, and benefits surveys, delivering actionable insights to clients and internal stakeholders. Regularly presented findings at industry seminars and authored thought leadership pieces on emerging HR trends and compensation strategy for both digital and print publications.