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Work Background
BlackLineSenior Compensation Analyst
Oct. 2023 - Dec. 2025Remote - USAProvide Compensation Partner support to all areas of the General and Administrative Business Unit. Complete participation for all market data surveys and post-result release analytics to update salary structures, job architecture, and annual review process budgets. Develop and maintain active project log for compensation team leading to more efficient delivery of projects versus deadlines. Review various compensation actions for compliance with company policies and budget (i.e. new hires, off-cycle promotions, spot bonus payments). Launch annual compensation review process in HRIS systems and provide troubleshooting to all levels of HR and management to complete planning of awards.
CDM SmithLead Compensation Analyst
Jul. 2022 - Oct. 2023Boston, Massachusetts, United States
CDM SmithSenior Compensation Analyst
Apr. 2021 - Jul. 2022United StatesCompensation partner for Corporate functions, CDM Smith Constructors and Trinnex.
• Management and completion of annual salary surveys.
• Compensation Partner support of all corporate functions and one other business unit.
• Management of quarterly review of minimum wage changes.
• Manages vendor relationships with three major survey vendors (Pearl Meyer, Mercer, and Culpepper), other industry-specific survey vendors, and with survey data warehousing vendor, Payfactors/PayScale.
• Support development and execution of annual focal compensation review process with other compensation team members and with HRIS staff.
TakedaSr. Compensation Operations Analyst
Jan. 2019 - Apr. 2021Cambridge, MassachusettsManagement of creation of job and compensation structure within Workday.
Relationship and day-to-day client-side manager of WorkHuman Recognition tool.
Creation of Ad-Hoc reports and other deliverables.
Enabled timely resolution of compensation issues for employees and compensation partners.
Research market information as required in order to support various initiatives including global mobility and other Total Rewards activities.
ShireSr. Compensation Operations Analyst
Aug. 2018 - Apr. 2021Cambridge, MassachusettsManagement of creation of job and compensation structure within Workday.
Relationship and day-to-day client-side manager of WorkHuman Recognition tool.
Creation of Ad-Hoc reports and other deliverables.
Enabled timely resolution of compensation issues for employees and compensation partners.
Research market information as required in order to support various initiatives including global mobility and other Total Rewards activities.
Thermo Fisher ScientificSr Analyst, Compensation Operations
Jul. 2015 - Jul. 2018Waltham, MA• Manage Compensation Surveys – Identify and manage surveys that support Thermo Fisher’s global compensation strategies. Manage survey submissions and day-to-day vendor relationships. Coordinate with Compensation Partners & HR business partners with respect to a common methodology used for market pricing jobs across the company. • Compensation Regulatory and Compliance Support – Confirm that all appropriate statutory, mandated and collective bargaining agreement information is reported accurately within the HRIS. Monitor, with local resources, legal and regulatory changes that could impact the company’s compensation strategy and/or cost structure. Work with Legal on compensation related needs (e.g., FLSA). • Manage Job Architecture – Work with the HRIT team on changes that need to be made in Workday; update other materials related to job architecture. Assist in the creation and implementation of salary and bonus target ranges related to the new structure.
• Provide support for projects related to the above responsibilities, as required
Thermo Fisher Scientific (via contract through Adecco Staffing)Compensation Specialist
Dec. 2014 - Jun. 2015Waltham, Massachusetts
Houghton Mifflin HarcourtHR Shared Services Analyst
Sep. 2014 - Nov. 2014Boston, MA
FlightSafety InternationalCompensation and Recruiting Analyst
Nov. 2011 - Sep. 2014• Prepare monthly turnover reports to provide snapshot of employee satisfaction and success of recruiting and development programs.
• Prepare reports, such as organization and flow charts, and career path reports, to summarize job analysis and evaluation and compensation analysis information.
• Co-Authoring of annual Compensation Handbook
• Evaluate job positions, determining classification, exempt or non-exempt status, and salary.
• Prepare occupational classifications, job descriptions and salary scales.
• Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.
• Ensure company compliance with federal and state laws, including reporting requirements.
• Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.
• Assess need for and develop job analysis instruments and materials.
• Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.
• Plan and develop curricula and materials for training programs and conduct training.
• Assist in preparing and maintaining personnel records and handbooks.
FlightSafety InternationalSalary Administration Specialist II
Mar. 2005 - Oct. 2011• Prepare monthly reports for 40+ locations to maintain salary budget compliance.
• Audit job descriptions and interview incumbents to ensure compliance with Federal and State laws, including Fair Labor Standards Act.
• Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
• Analyze employment-related data and prepare required reports.
• Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
• Create job descriptions for new or existing positions and edit existing job descriptions to adequately reflect actual duties of job incumbents.
• Develop and provide training on updated processes to field human resources staff.
Victoria's SecretTeam Lead, Store Visuals
Oct. 2004 - Apr. 2006Southlake, TXCreated floor and window displays according to corporate standards
Trained staff on proper display organization and product placement
Assisted customers with purchases, returns, and special orders
AMF BowlingProgram Director
Dec. 2002 - Oct. 2004Arlington, TXManaged center sales department through goal setting Recruited new staff to host birthday parties and group events
Created weekly work schedules based on center reservations
Trained new staff based on center and company standards
Managed league development and return business
North Central Texas Council of GovernmentsAdministrative Secretary II
May. 1999 - Oct. 2002
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