Highly trusted change management leader skilled at translating complex technical concepts into easily understood subject. Capable of leveraging a blend of Compensation, Benefit, HRIS, analytical skills and management experience to drive high performance. Adept at assessing and analyzing business needs and gaps, utilizing various problem solving approaches/techniques, project management, consulting and thought leadership to provide and recommend innovative solutions. Experienced with building productive relationships with clients and vendors while guiding diverse teams toward achieving results.

Director, Compensation - Total Rewards @ Responsible for providing strategic leadership on the design and implementation of broad-based compensation programs that support the business strategy of the Americas Design & Consulting Services (DCS) operating group with 22,000 employees worldwide. Reporting to head of HR for the Americas, work closely with HR leadership, the Compensation Center of Excellence team, and business leaders across the Americas'​ organization in the development, implementation and communication of competitive base and variable pay programs. Participate in design, and manage the implementation, communication and delivery of the Americas'​ compensation programs and practices including base pay, annual bonus and incentive programs, training, tools, processes and governance. Provide thought leadership and drive changes necessary to move towards best practices. Partner with and influence business leaders, functional partners and HR partners to design, evaluate and recommend compensation programs that align with company’s total rewards strategy and philosophy, and the external market. Develop strong partnerships with the HR business partners, business leadership, and Talent Acquisition teams to identify and solve compensation related business challenges and provide compensation consulting expertise. Responsible for managing the annual Compensation Planning Cycle process for Americas. Lead implementation of AECOM’s job title architecture, career banding program, and other compensation programs across the Americas' operating group. Monitor compensation programs to ensure compliance with internal guidelines and regulatory requirements.Recommend innovative improvements to programs. Develop effective communication and training programs to educate and create awareness of compensation programs with executives, managers and employees. From April 2015 to Present (9 months) Greater Los Angeles AreaSr. Compensation Manager @ Partner and consult with CEO, Sr. Executives and HR business partners on developing compensation strategy that support company objectives and strategy. Implement new programs and make changes to existing programs based on company’s strategy, analytics and market trends. Develop and administer U.S and Global Executive Compensation programs including market pricing, salary increases and bonus recommendations. Manage annual companywide rewards programs including annual merit and bonus plans. Create new and update existing department specific incentive programs. Partner with other Toyota affiliates on compensation projects and programs. Consult and work with leadership team and HR business partners on total rewards programs related to merger & acquisition projects. Manage market research strategy including participation in salary surveys ensuring company remains competitive with current market trends. Partner with HR Business partners on implementing a companywide job architecture project which includes identifying job families, job levels, skills, competencies and career paths/ladders. Partner with internal IT groups and external vendors to continuously identify new business requirement and implement changes to the compensation technology related projects which includes web based total reward system and HRIS. Develop associate communication and manager training documents related to compensation program and practices. Partner with internal HR groups, business units and Sr. Management to effectively facilitate change management on current and new compensation programs. Effectively increase associate’s awareness and engagement through company’s total reward associate education programs. From January 2010 to April 2015 (5 years 4 months) Manager, Compensation, Benefits and HRIS @ Partner with Senior HR and Company’s leadership to ensure total reward programs supports Company’s overall strategy. Conduct analysis of organization’s compensation and benefits programs in order to evaluate internal equity, external competitiveness, and legal compliance. Audit effectiveness of benefit programs and pay programs on a regular basis; research benefit plans providers and make recommendations. Manage all compensation, benefits and HRIS vendors. Develop performance reviews, merit-rating and incentive programs to ensure pay for performance philosophy. Study and analyze salaried jobs, prepare standardized job descriptions, and evaluate job worth using standard job evaluation techniques to determine grades and pay ranges. Participate in salary surveys to obtain competitive market information in order to maintain internally equitable and externally competitive pay practices. Make recommendations regarding salary grades or market rates for specific jobs. Manage HRIS, HR reporting and other systems to provide effective management reporting. Prepare and present reports/analysis to management in all areas of responsibility. From 2009 to 2010 (1 year) Compensation& Benefits Manager @ Manage compensation and benefit programs for 12,000 associates including designing, implementing and communicating plan details to all levels of associates including Sr. Management. Implement complete compensation philosophy to support HR and business strategy including plan design, market pricing, salary structure, management buy in and associate communication. Manage company’s stock option plan including stock issuance, transfer and option exercises. Implemented employee performance and talent management system (SuccessFactors) by partnering with vendors and internal IT groups. Part of cross functional HR and IT team that let successful implementation of a new HRIS including, design, data mapping and core product line. Revamp and implement new benefit plans company wide including new medical, dental, vision and retirement carriers which led to decrease of turnover based on associate engagement survey. Effectively increase associate participation in the company’s retirement program by 400% through comprehensive education plan. Ensure all benefit and compensation plans are in compliance with local, multi-state and federal laws. Manage and implement complete LOA process ensuring compliance with applicable local and federal regulations. From 2006 to 2009 (3 years) Business Analyst @ Administer the Walt Disney Company’s Employee Stock Purchase and Walt Disney Company Investment plans. Act as transfer agent and transfer stocks between shareholder and brokerage accounts. Provide account analysis including cost basis for shareholders. Purchase shares for Employee Stock and Disney Investment plans with an annual purchase of $50mil. Provide reports and analysis to company management in regards to plan utilization and assets. Create and program company’s stock program database. From 1999 to 2006 (7 years)

Master of Business Administration (MBA) @ University of Southern California - Marshall School of Business From 2013 to 2015 Ray CCP is skilled in: Talent Management, Human Resources, Deferred Compensation, Management, HRIS, Performance Management, Program Management, Leadership, Strategy, Change Management, Employee Benefits, Executive Pay, Onboarding, Talent Acquisition, Analytics