An executive with a record of leading strategic initiatives that deliver positive
business results. Defining Long Term Strategy Develop & Lead High Performing Teams Stakeholder Engagement
Program Design & Benchmarking Compensation & Benefits Communications Vendor Management
Policy & Governance Change Management Process Improvement
12/2010 to CurrentBelk Career Highlights
Redesigned the Performance Management process which improved goal alignment, quality of the performance conversation, and process efficiency by 25% Redesigned Associate Engagement Program with new branding “Belk In Touch”.
Company results increased from 39th to 50th percentile from 2012 to 2013 Developed three year health and wellness strategy resulting in plan design changes focused on cost containment and improved health trends delivering nearly $4M reduction in 2014 expense Streamlined and renegotiated Benefit Vendor Contracts resulting in nearly $2M in savings Designed new equity plan for Sr.
Leadership roles to align with 3-year business goals Graduate of Belk's 2013 LEAD program for top potential officers Recipient of two Pinnacle Awards (Belk's highest performance recognition award) for leadership excellence Recent team engagement results were 4.14 out of 5; Results were higher than overall HR, Divisions and Corporate VP, Total Rewards Lead a team of four Directors and twenty-four associates dedicated to the design and delivery of total rewards programs to nearly 24K associates.
Baseline accountabilities include: Provide oversight and expertise related to the accounting, evaluation, communication, compliance/audit requirements and administration of broad-based compensation, benefits, relocation and perquisite programs Responsible for defining the executive compensation strategy (base, equity and annual cash incentives), policies, plan design, and governance including annual Proxy, CD&A, Dodd- Frank requirements Accountable for the agenda and materials for Belk's governance committees: Internal Compensation Committee; Board Compensation Committee and Employee Benefits Committee; Member of the Benefits Investment Committee Consult with Senior Management related to matters of internal/external and peer group competitive position, retention strategies, workforce analytics and regulatory compliance e.g.
Compensation & Benefits Integration Leader05/2005 to 12/2010The Coca-Cola Company TCCC TCCC & Coca-Cola Enterprises
acquisition in the North America market moving TCCC from $30B to a projected $50B in revenue Global Policy/Governance Leader for HR Transformation responsible for standardizing 1000+ global policies and establishing an HR governance model to enable an HR shared services model Catalyst Graduate – Coca-Cola University High Potential Leadership Development program Facilitated review of 2007 Proxy with CEO & CFO to align on TCCC's interpretation of new SEC rules Hosted Proxy Debrief Roundtable between HR, Legal & Tax Leaders and their peers from other Fortune 500 Companies to share best practices Developed Executive Severance Policy adopted by the Board to achieve consistency and business rationale to support severance practices Key member of 2006 cross-functional team consisting of PAC, Finance, Shared Services, Legal, Corp HR charged to develop Company's submission to Fortune's Best Companies to Work Global Compensation & Benefits (C&B) Analytics & Strategy Integration Manager Leverage business analytics to evaluate the impact and feasibility of Comp & Ben strategies and processes Define standards for reporting, analytics, process delivery and strategy effectiveness metrics Establish routines with other HR leaders and Functions to enable strategy and process alignment Partner with Finance to optimize program spend and provide tools to measure impact and effectiveness Leads market research and evaluation with respect to Compensation and Benefits and establish methodology to ensure that related information is reliable and value added Consulting resource for Compensation and Benefits in the Groups and Business Units Global Processes in my area included Annual Proxy, Job Evaluation and Pricing, Global Labor Spend and Human Capital ROI, and Compensation and Benefits Governance.
Perform stakeholder analysis which includes assessing each stakeholder's role in the change and devise the change plan to engage them in the future state design Focused on process improvement, defining the end-user experience and decision making model.
Provides recommendations on vendor budgets and resource requirements to support business objectives Lead department budget planning and forecasting within the Global C&B Team Primary liaison with certain global service providers coordinating their role in C&B projects.
06/1990 to 05/2005PricewaterhouseCoopers Career Highlights
Perform actuarial valuations and plan redesign of pension and healthcare plans of Fortune 500 clients Design and administer qualified and non-qualified retirement plans Determine expense pursuant to SFAS 87, 88, 106, 112, and 132.
Consult with Fortune 500 Clients on benefit impacts of work force and regulatory changes issues Perform asset liability modeling to improve the efficiency of pension portfolios Lead team of Internal Audit associates with the distinct accountability to ensure internal controls related to HR processes pursuant to the requirements of Sarbanes Oxley for our key PwC Audit Clients Work-Life Balance Formally mentoring five mentees Volunteering at multiple non-profit organizations Program Leader for Jr.
Teens, South Charlotte Jack & Jill Chapter Women's Leadership Network Board Member Access Charlotte (member of inaugural class) Leadership Charlotte Class 34 COO of Robinson Family, Inc.
BA: Mathematics1988Agnes Scott CollegeMathematics
Georgia State UniversityScience 1989 – 1990
Society Of Actuaries, Completed 5 Exams 1990 – 1996