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Work Background
Sotheby'sManager, Total Rewards
Mar. 2023 - Dec. 2024New York City Metropolitan AreaImpacted by Company-wide RIF • Led and managed the implementation of compensation strategies for Sotheby's, aligning employee rewards with the company's business goals and objectives.
• Managed year-end activities around compensation (such as company budgeting, HRIS cleanup, addressing system Issues, etc.).
• Managed quarterly sales incentive payout (from processing to generating letters).
• Regularly benchmark company compensation against industry standards, ensuring competitive employee pay rates (Radford and McLagan).
• Redesigned pay bands for Sotheby's (5,000+ unique).
• Developed and maintained job descriptions for all positions within the organization, conducting job evaluations and salary surveys while ensuring internal equity.
• Managed the Deferred Compensation Plan.
• Partnered with HR and Finance teams to forecast the budget for annual salary increases and bonuses.
• Implemented innovative incentive and reward programs while streamlining existing processes.
• Re-designed and managed the Long Term Incentive program and employee communication rollout.
• Managed the communication strategy around compensation, ensuring transparency and clarity to all employees about their total rewards.
• Collaborated with the HRIS team to leverage technology for compensation planning and cyclical reporting, reducing administrative time.
• Worked closely with legal and compliance departments to ensure all compensation programs comply with federal and state laws.
LatticeSr. Total Compensation Program Manager
Mar. 2022 - Nov. 2022New York, New York, United StatesImpacted by Company-wide RIF • Managed the Compensation and People Analytics functions for Lattice.
• Collaborated with the development and product teams on core revenue streams SaaS software such as total rewards and analytics products.
• Owned foundational aspects of Total Rewards program, including total rewards framework, compensation review cycles, market analysis, global gender and pay equity analysis, and talent retention.
• Partnered with executive leadership and people team to develop, execute, and communicate key compensation programs.
• Designed market-competitive programs that aligned with business goals and company policies, while ensuring compliance with government regulations.
• Provided qualitative and quantitative analytics to support the development of cost-effective compensation and benefits programs.
• Aligned strategies with business priorities in partnership with key members of the leadership, people, talent, and finance teams.
• Acted as a resident expert on pay decisions, policy benefits interpretation, and job leveling.
• Developed and managed compensation administration process, including planning and implementation of semi-annual compensation and promotion cycles and short/long term incentives strategy.
• Monitored compensation and legislative trends in the competitive market to ensure total rewards programs attract/retain high performers and key talent.
LeafLinkSr. Manager, Compensation & People Analytics
Aug. 2021 - Jan. 2022New York, New York, United States• Managed the Compensation and People Analytics functions within the People group.
• Developed Tableau dashboards for senior executives with insights on recruiting, diversity, headcount, etc.
• Provided routine insights updates to the Board on employee metrics such as headcount, attrition, and diversity.
• Cultivated and implemented a total rewards strategy that aligned with the company's strategy and mission, values, and inclusive of total compensation.
• Evaluated market trends and recommended updates to company compensation and benefits plans to align with company objectives.
• Served as the point of contact for all compensation survey benchmarking using AON Radford
• Maintained job architecture for the entire company and data integrity within HRIS tools.
• Managed equity program through Carta.
• Acted as the main point of contact for internal and external HR process audits and ensured people data integrity.
• Selected and implemented a company-wide HRIS and partnered with the leadership team, HRBPs, talent acquisition, finance, and legal on various people and business-related initiatives to support organizational and operational goals.
• Leveraged tools such as Tableau, Greenhouse (ATS), and JustWorks to generate insights and dashboards.
Morgan StanleyDirector, People Analytics
Mar. 2021 - Aug. 2021New York, New York, United States• Moved to the team by the head of People Analytics.
• Acted as a liaison between client partners and data scientists and assisted in formatting data for easy understanding.
• Delivered metrics and analysis by business and ensured data relevance and meaningful stories.
• Reported firm-wide diversity, wealth management, legal & compliance, and human resources analytics to senior leadership.
• Helped define priorities and informed long-term insights and intelligence strategies, including analytics roadmaps (Agile).
• Consulted with HR on how data and analytics could enable change and solutions within the organization.
• Conducted predictive and behavioral modeling to support talent acquisition, turnover and retention, workforce effectiveness, and employee engagement using Python, Tableau, and Excel.
• Led ad hoc analyses on specific HR areas of interest to drive strategic and tactical decision-making.
• Automated and streamlined routine tasks for efficiency and accuracy using technology, reducing data errors.
• Designated tester/QA for new Tableau dashboards and UAT.
Morgan StanleyDirector, Compensation and Analytics
Dec. 2019 - Mar. 2021New York, New York, United States• Created various compensation models and analysis supporting a variety of Company businesses (responsibility covered over 5,000+ global employees), including the following main groups: Administration, Legal & Compliance, Human Resources, Risk Management, Internal Audit, and Company Management.
• Prepared senior management exhibits and presented to management teams to make critical business decisions.
• Managed the year-end salary and bonus processes, as well as UAT parallel testing against older HR compensation systems for validation. Managed year-end process, late changes, employee statements.
• Maintained compensation competitive benchmarking through various compensation tools and created internal recruiting ranges leveraging R as a one stop shop for coverage and recruiters (breaks down by job/level/location and gives compensation percentiles).
• Coordinated expense planning/forecasting, monthly bonus accrual, preparation of base salary budgets, and the explanation of MoM variance in details for the changes in each accounting line item.
• Partnered with clients on HR Analytics requests, such as promotions, hiring, talent, attrition, and workforce activities. • Assisted clients and the central HR reporting team with Tableau reporting strategy.
SpotifySales Incentive Compensation Analyst
Aug. 2018 - Dec. 2019New York, New York, United States• Act as compensation partner to Ad Sales organization. • Built and managed global pay equity analysis, ensuring pay equity among employees.
• Manage compensation survey benchmarking for the organization. • Administer the global sales bonus and commission process on a quarterly basis.
• Implemented bonus process within Workday.
• Ad hoc data related projects (i.e. survey data dissemination, retention analysis). • Design and manage Tableau built dashboards showing real-time employee performance data.
• Calculate monthly bonus accrual for global sales bonus and commission. • Create and maintain annual plan documents and other materials. • Act as a resource for employees concerning the bonus and commission process and plans.
Weber ShandwickSr. Analyst, Compensation
Jan. 2018 - Aug. 2018New York, New York, United States• Assist in the research, design, implementation, communication and ongoing administration of all compensation programs including merit and promotion cycles.
• Support ad hoc data and analytics requests and generate regular reporting for HR partners and the broader business.
• Consult with Talent Acquisition and HR generalists on basic compensation questions and salary recommendations for new hires, transfers and promotions.
• Partner with the Vice President, Compensation and Analytics as well as with the CHRO and Finance leads, support the delivery of annual bonus programs, from planning through payout.
• Participate in third party compensation surveys on behalf of Weber Shandwick.
• Creation of data driven dashboards for various audiences including senior executives.
• Continual reporting of human metric through Tableau driven dashboards.
NBCUniversal Media, LLCHuman Resources Generalist
Nov. 2015 - Jan. 2018New York, New York, United States• Manage and resolve complex employee relations issues, including conducting effective, thorough and objective investigations. Provide guidance on involuntary terminations and disciplinary documentation. • Counsel and coach leaders on talent issues, including performance management and high potential employee identification to assist in creation of a high performing culture. • Maintain human resource information system records and compile reports from the database (SAP) and Business Warehouse (BW). • Manipulate large data sets using Microsoft Excel (e.g. vlookups, pivot tables, arrays, basic macros, etc.). • Led special projects, such as living wage (COLA) modeling, FLSA analysis, executive stock unit analysis, bonus eligibility expansion, sales incentive compensation modeling, sales talent pipeline database with internal compensation benchmarking, support M&A initiatives; provide insights and recommendations. • Provide advice on preparing mid-year and annual reviews. Ensure performance ratings, reward decisions and promotion recommendations reflect individual performance and business results.
NBCUniversal Media, LLCHuman Resources Coordinator
Apr. 2014 - Nov. 2015New York, New York, United States• Assisted 2 Human Resources Directors with the implementation of Human Resources initiatives to support strategic business objectives such as annual performance review process, succession planning, talent review, benefits open enrollment, compensation planning and annual employee survey. • Served as primary user for all HR systems: SAP, Business Warehouse, Timekeeper, etc. and processed all employee paperwork (i.e. job title changes, salary increases, terminations, etc.). • Analyzed human capital metrics for trends, risks and opportunities related to retention, hiring, and other talent related activities. Based on analysis • Made recommendations to my supervisors for future strategic Human Resources deliverables and initiatives. • Prepared severance agreements, calculated severance amounts, and coordinated all final payroll payments.
CotyHuman Resources Coordinator
Sep. 2013 - Apr. 2014New York, New York, United States• Created/maintained employee files, coordinated new hire process including drafting offer letters, initiating background and reference checks, issuing/collecting new hire paperwork and assisting with new hire orientation.
• Processed all personnel status changes detailing employee life-cycle such as new hire, termination, salary changes, leaves of absences, etc.
• Assisted with succession planning, including scheduling sessions, preparing meeting documentation and tracking development plans utilizing SuccessFactors.
• Updated headcount metrics, budgets, and organizational charts on a monthly basis.
• Calculated severance estimates, prepared separation agreements and coordinated all final payroll payments.
SGSTalent Acquisition Intern
Mar. 2013 - May. 2013East Rutherford, NJ
New Jersey DevilsHuman Resources Intern
Jan. 2013 - May. 2013Newark, NJ
JPMorgan Chase & Co.Human Resources Intern
Jun. 2012 - Aug. 2012New York, New York, United States
New Jersey DevilsHuman Resources Intern
Jan. 2012 - May. 2012Newark, NJ
Rutgers UniversityTeaching Assistant for Work and Society
Sep. 2011 - Dec. 2011New Brunswick, New Jersey
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