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Work Background
Murphy Strategy GroupPresident and Founder
Jun. 2021PennsylvaniaAs a senior-level HR Executive with Fortune 250 company leadership experience, I provide clients with interim leadership to keep HR functions operating smoothly. I provide expert and innovative advice on how to optimize Total Rewards, HR Technology, and Operations. I advise and counsel new CHROs and Total Reward leads on working effectively with Boards of Directors, Senior Management, and HR Teams. With a background in directing Continuous Improvement for an entire organization, I bring a business-driven approach and find the right HR solutions to solve problems. Advise CEOs, CFOs, and CHROs on major HR Initiatives
Work with firms on how competitive their Total Rewards offerings are
Provide interim leadership for top HR Roles
Give strategic insight into prioritizing and deploying AI in HR and governance policies.
Develop strategic insight for firms into reducing benefit costs and improving health outcomes.
Consulting on compensation, Benefits, Technology and operation problems, analytics, designs, and programs
Work with Compensation Committees and Executives on executive compensation systems and programs
Advise and develop on RTO and remote/hybrid work policies
American Health Policy InstituteMember Of The Board Of Advisors
May. 2018 - Jun. 2021As an Advisory Board member of the America Health Policy Institute, I am responsible for developing health policy approaches for large employers.
Health Transformation AllianceBoard Leadership
May. 2016 - Jun. 2021As an Executive Committee member of the Health Transformation Alliance, a cooperative of America's largest employers, helping self-insured companies provide better healthcare to employees, retirees and their families. I served on the Board of Directors from 2016 to 2018 and joined the Executive Committee in 2018. I also serve as the co-chair of the Strategic Advisory Group and co-chair of the Data Strategy Committee, positions I have held since 2016. Board of Directors member May 16 to Nov 18
Lincoln Financial GroupHRCOO & SVP Total Rewards, HR Technology and Operations
Dec. 2013 - Jun. 2021Radnor PAWith the autonomy to take on companywide human resources projects to support the business strategy, I joined Lincoln Financial Group, a $1.1 billion company with more than 10K employees. In 3 ½ years I was promoted twice to become Senior Vice President, adding responsibility for HR Technology and Operations and spearheading a Continuous Improvement team that has saved more than $75 million. Additional accomplishments include: • Developed and implemented benefits strategy that saved employees and company more than $80 million
• Led human resource’s role in the acquisition of Liberty Mutual Group (2K employees)
• Developed award-winning Total Reward communication strategy increasing the attraction, motivation and retention of employees
Lincoln Financial GroupSVP Employee Experience and Services
Jun. 2011 - Dec. 2013Radnor, PA
Lincoln Financial GroupHead of Total Rewards
Mar. 2010 - Jun. 2011
AMETEKCHRO and SVP Human Resources
Oct. 2007 - Mar. 2010I joined Ametek, a global manufacturer of electronic instruments with annual sales of $5 billion and a workforce of 17K to become the top human resources executive. Reporting to the CEO, I built a human resources infrastructure that was lean but effective. Additional key accomplishments were:
• Developed and implemented a workforce differentiation strategy that focused on top value positions, including general managers
• Implemented GHSmart hiring system, improving the quality of 20 senior level hires
• Restructured global human resources systems to improve compliance, delivery and efficiency
• Led acquisition and integration of 16 companies
AstraZeneca PharmaceuticalsExecutive Director Compensation and Benefits
Oct. 2004 - Oct. 2007AstraZeneca provided me an opportunity to utilize my strength to think outside of the box to solve business problems. With a deep background in compensation and benefits in multiple industries, I put human resources strategies in place that enhanced key business goals. This included: • Designed and implemented a strategy to link talent, performance and reward management for critical positions and individuals in the organization
• Developed Compensation and Benefits communication strategy that resulted in survey scores significantly higher than the benchmarks of top performing companies
The Scotts Miracle-Gro CompanyVice President Human Resources
Aug. 1999 - Oct. 2004While at Scotts Miracle-Gro, a request from the top three vendors for a major change in how they were serviced, gave me the chance to create a new executive and management incentive plan. The plan incentivized the desired behaviors and led to 5 vendor-of-the-year awards. Other accomplishments were: • Developed and implemented a workforce differentiation strategy for Marketing • Developed and implemented a “High Involvement” benefit design strategy that kept the 2004 benefits increase to 3%
• Designed and implemented the STAR recognition program to accelerate culture change
LANXESSDirector Integrated Human Resources Services
Dec. 1998 - Jul. 1999I joined Lanxess to gain broader human resources leadership experience and had responsibility for Compensation, Benefits, HR Operations, Recruiting, Organization Development, Learning and Development. Accomplishments included: • Key member of team that insured a successful acquisition of Witco Corporation by Crompton and Knowles
• Led development of competency-based recruiting system for sales force, resulting in increased company sales
Georgia-Pacific LLCDirector Corporate Compensation & Benefits
Jan. 1997 - Dec. 1999I was hired at Georgia-Pacific to evaluate and fix the compensation function. This included building a new team of people who were consultative and business problem solvers. Additional accomplishments were: • Developed a differential workforce strategy for a new company formed as a result of a Letter Stock transaction
• Re-structured Information Technology compensation system, improving the ability to attract and retain candidates and reducing turnover by 75%
BHPDirector Compensation & Benefits. General Manager, Arizona HR Operations
Jan. 1994 - Dec. 1997I broadened my human resources responsibilities when I moved to BHP. I also became a part of a “Workplace of the Future” company. Accomplishments included: • Key member of the team that acquired Magma Copper Company by BHP
• Key team member in designing a “breakthrough” labor contract with 7 unions
• Designed and implemented integrated competency system for Finance
PECO, an Exelon CompanyManager Compensation
Jan. 1990 - Dec. 1994When I joined Exelon, I redesigned the company’s entire compensation system, the top deregulation strategy identified by McKinsey & Co. Other accomplishments included: • Designed first sales incentive systems for four new operating divisions
• Chair of Technical Review Committee; responsible for the selection of senior engineers for individual contributor positions
Travelers Mortgage Services InSenior Compensation Analyst
Apr. 1989 - Dec. 1989With strong technical skills and business acumen, I took on a compensation analyst position with Travelers Mortgage Services to deepen my analytical experience and learn a new industry. Accomplishments included: • Redesigned sales commission programs for retail and wholesale mortgage groups for greater profitability and improved customer focus while decreasing operating cost
• Initiated an "Outstanding Student" hiring plan for high school students with high-grade point averages who were not college-bound.
GLAXO SMITHKLINE CORPBenefits Analyst
Dec. 1978 - Apr. 1989As my first full-time job out of college, Glaxo SmithKline was my gateway to compensation and benefits analysis. With an aptitude for spreadsheets, analysis and programming, I learned to be a problem solver who could incorporate human resources into the solution. Accomplishments included: • Special Assistant to head of Human Resources
• Developed, analyzed and produced a Key Executive Management Report that was recognized with a corporate "IMPACT" award
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