Dublin, California, United States
Experienced and results-driven Total Rewards professional with a strong track record in designing and implementing effective compensation programs and processes. Passionate about aligning compensation strategies with business objectives, fostering strategic partnerships, and navigating complex challenges to ensure competitive and equitable pay practices. Skilled in managing the full employee lifecycle, from onboarding to offboarding, with hands-on experience in developing and implementing policies and procedures in compliance with ISO 9001 standards. Serving as a strategic Compensation Subject Matter Expert (SME) for over 8 years, providing expertise in compensation structures, market benchmarking, and pay equity initiatives.
As a Compensation Manager at Rippling, play a pivotal role in shaping company's compensation strategy. Drive core compensation programs, serve as a trusted advisor to business leaders, and lead compensation design and review projects. - Drive the company’s core compensation programs: Market analysis, benchmarking, equity compensation, training, (semi-) annual compensation events, managing incentive and top talent rewards programs. - Serve as the Compensation expert supporting R&D groups (Engineering, Product and Design) globally: consult and educate leadership and business stakeholders on our compensation philosophies and competitive compensation practices that align with our business and financial objectives. - Lead compensation design and review projects, including job architecture and salary structure, and other compensation-focused initiatives. - Collaborate with engineers and product managers to define both the long-term and short-term tactics for new and existing features and products of the Rippling Compensation app, driving a fully featured Compensation tool for use by Finance, Recruiting, Hiring Managers, Employees, and Candidates.
- Own compensation function for the organization. Lead semi-annual compensation reviews, serving as the subject matter expert and program manager. - Partner with Talent Development, Business Partners and Business Leaders to roll out compensation programs including but not limited to equity strategies, promotion philosophy and recognition programs. - Partner with C-Suite on compensation objectives, challenges and strategies periodically. - Be responsible for performing routine market research to keep salary structures and ranges up to date and aligned to Dave’s virtual-first model - Complete annual benchmarking, and other relevant survey participation - Maintain company job architecture, including approving and benchmarking new job families and levels. - Conduct one-off compensation analyses, proactively and reactively as needed by People Partner team - Perform regular pay equity analysis - Review and update company compensation structure, as needed, per change in external market. - Partner with Payroll and Finance on financial budgets and planning
- Compensation Partner for Supply Chain & Cell Engineering group. Previously supported Vehicle Engineering (Software & ADAS), G&A and Vehicle Design group - Operate as a vital part of Rivian’s compensation team by supporting our global compensation programs, including base salary, short- and long-term incentive plans. - Partner with a highly strategic compensation team building and adapting programs to effectively reward employees aligned with overall organizational goals, contributing to Rivian’s exciting growth journey. - Conduct market studies and analysis to ensure internal equity, external competitiveness, and alignment to the company’s compensation philosophy for all levels of jobs, job families and locations. - Complete compensation analysis associated with new job requisitions, current employees, and promotion requests by leveraging benchmark, current incumbent, and internal salary ranges data. - Review and approve offers, ensuring internal equity and pay parity. - Partner with Talent Acquisition, HR Business Partners and People Partners in developing competitive compensation packages for candidates aligned with our overall compensation philosophy - Support compensation initiatives, including annual planning cycles, across multiple functions and client groups, including modeling, project planning, communication and education - Support development, ongoing maintenance, and education around our job architecture, including related salary structure. - Develop creative methods for compiling and preparing data for company leadership, including but not limited to designing reports and tools to use in compensation-related analytics and dashboards. - Participate in compensation surveys (e.g., Radford, Mercer, Willis Towers Watson, etc.). Handle employee or stakeholder queries/issues and escalate them where appropriate. - Conduct modeling to project cost and impacts of potential compensation programs.
- Worked with Total Rewards – Compensation Team (focused on Broad-based Compensation). - Own the Salary Survey Process (Mercer, Radford, Towers Watson, PwC, Collet & Schafer) from submission to results for entire organization across different geographies. Build strong and meaningful relationship with Survey Vendor and work with them on Pulse Surveys and Custom Reports. - Responsible for in-house analysis for Year over Year changes using Salary Surveys data to help navigate salaries - Partner with People Technology Team for seamless execution of Performance Management and Rewards Management processes. - Serve as the first point of contact to Mobility and external Legal counsel on immigration matters - Assist on aligning the Job Structure and Compensation model for Gilead and Gilead-acquired organizations. - Focus on Process Automation and Improvements that add value and save resources for the team. - Own CompAnalyst Salary.com tool and use it for data management, data analysis and reporting.
- Responsible for managing the ISO process in the Human Resources department. - Manage Federal and State Reporting compliance by performing EEO reporting, Cal-OSHA reporting, AAP Reporting and Internal Self-Assessment Reports. - Manage Recruiting by working closely with the hiring managers throughout the Recruiting cycle. - Process New Hires and conduct New Hire Orientations. - Handle Workers' Comp claims & LOA process. - Manage and conduct training for the employees. - Ensure compliance with Employment Policies and Regulations. - Partner with Talent Partners to roll out annual HR programs (e.g. Performance Reviews, Employee Surveys, and Merit) - Partner with Payroll Department. Responsible for payroll spreadsheets, health insurance census, 401(k) audits. - Process Requests for Employment Verification, education reimbursement, recognition program. - Manage and conduct training for the employees. - Provide support to employees for employee benefits, Work with insurance brokers to assist employees, Education reimbursement, recognition program. - Manage the off-boarding process