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Proposal to the City ofSanta Ana/ Confidential Association of Santa Ana <br />Compensation Study <br />education (Telecom/IT jobs at large public university), non-profit, and paint <br />manufacturing. Conducted client interviews to better understand the work, skill and <br />knowledge needs, culture, and recruiting and retention challenges. <br />Corporate Com onsation Consultantz Northrop Grumman Corp., Los Angeles, CA <br />■ Internal consultant to firm's varied businesses (acquired during period of strong M&A <br />activity), supporting and facilitating Integration of compensation plans, processes, and <br />systems. (Fortune 100 aerospace/defense contractor) <br />■ Designed and Implemented firm wide program to address cost of living differences. for <br />executives relocating to higher cost areas, Increasing internal mobility and improving <br />recruiting competitiveness. Presented program to HR leaders and developed <br />communications, including program brochure, policy and procedures. <br />■ Program manager for salary management and market pricing software (MercerPrism). <br />Led internal IT/HRIS team to Improve data security, integrity and usefulness. Received <br />recognition award from HRIS Director, <br />■ Communications lead for firm -wide Implementation of web -based tool for annual merit <br />Increase, bonus and stock planning. Created User Guides that vendor asked to use for <br />own marketing efforts, Trained corporate office managers and received recognition <br />award from Compensation Director. <br />■ Created, organized, and facilitated first annual two-day meeting for compensation <br />management across Northrop to Improve Integration, share best practices, and build <br />relationships. <br />■ Evaluated and helped develop executive compensation packages. Prepared/modified <br />retention and employment agreements, Prepared Q&A's for Annual shareholders' <br />Meeting and data for Annual Proxy. <br />■ Led design and implementation of common job titling approach for executive positions <br />across the firm, requiring heavy coordination and facilitation among diverse businesses <br />to achieve acceptable solution. <br />Compensation ang Organ liio ffectiveness Conguyltant, Sugaring Viener Huuma Resources <br />ggrisulting. Los n ®le <br />■ Reorganized administrative support workloads and staffing to reduce need for additional <br />hires at a public sector agency. Redesigned roles, duties and career path, Improving <br />morale and organization effectiveness. <br />■ Analyzed proposed new staffing plan for a commuter railroad's customer service <br />operation, Collected and analyzed benchmarking data, interviewed employees/managers <br />and made recommendations within budget. <br />amy'RA <br />CIPS HR CONSULTiNG Page I1a <br />