Pamela Chadwick

Senior Compensation Partner, Product @LinkedIn

United States🗿 HR🧨 ConsultingHR DirectorRecruiterHR GeneralistHR consultantHR Business PartnerTraining&Development SpecialistBusiness AnalystAdvisor

Pamela Chadwick is a seasoned professional with extensive experience in compensation consulting and management. She most recently served as the Senior Compensation Partner, Product at LinkedIn, where she played a critical role in advising HR Business Partners and the business on compensation decisions. Prior to joining LinkedIn, Pamela held various roles in compensation and compensation consulting at several prominent companies, including Mercer, Aon, and Gartner, providing her with a comprehensive understanding of best practices, compensation trends and compensation design. She is known for her strategic approach to compensation, often leveraging data and analytics to drive decision-making. Pamela holds a Masters' Degree in Human Resources and is dedicated to creating fair and competitive compensation packages. that attract and retain top talent.

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Work Background

LinkedInSenior Compensation Partner, Product (Senior Manager)

Feb. 2022 - Sep. 2023Stamford, Connecticut, United States* Provide compensation consulting and thought leadership to business leaders in close partnership with Talent Acquisition and HR Business Partners. * Perform complex analyses and present findings to organization executives. *Model total compensation for critical talent and executives, showing potential earnings for multiple years based on salary, bonus and equity vesting each year (including projected stock performance). *Work with HR and business leaders to optimize merit and equity budgets for top performers and critical talent during twice annual compensation planning periods. * Consult with HR Business Partners, Executive Recruiting and Business Managers to develop competitive offer packages for highly desirable talent. * Lead compensation related projects and initiatives involving multiple stakeholders with significant strategic and financial impact * Participate in compensation surveys; perform independent analysis of internal and external benchmarking data to support compensation needs. Research and communicate compensation best practices. * Continually assess market conditions and pay practices to ensure competitiveness of compensation plans and programs * Leverage cross functional partners and firm-wide resources to achieve desired outcomes efficiently and with consistency across lines of business, where appropriate

MercerSenior Compensation Consultant

Jan. 2019 - Dec. 2022New York, New YorkConsulted with clients to formulate and implement compensation strategies aligned with business and operational requirements. Special assignments included: (1) Consulting on compensation and HR technology for M&A projects (2) Managing custom surveys (3) Developing Mercer Skills Library product

AXA XL, a division of AXAGlobal Compensation Business Partner

Jan. 2016 - Dec. 2019Stamford, ConnecticutAdvised HR and the business on compensation strategies, policies and procedures. Market priced jobs, conducted market analyses, managed annual compensation process. Implemented PayFactors. Served as FLSA subject-matter expert.

AonCompensation Strategy & Design Consultant (client-facing)

Jan. 2013 - Dec. 2015Managed client compensation projects. Designed compensation programs, policies, and structures. Worked with client leadership to develop compensation strategies and philosophies. Provided comprehensive analysis of client compensation programs versus market pay practices.

GartnerCompensation Analyst/Interim Manager

Jan. 2011 - Dec. 2012Led global job evaluation committee. Redesigned job evaluation process. Worked closely with business managers and HR to assess jobs and analyze internal pay against the market.

Thomson ReutersHR Analyst

Dec. 2010 - Jun. 2011New York, New York

Thomson ReutersHR Advisor

May. 2010 - Dec. 2010New York, New YorkHR generalist supporting several business units. Worked closely with recruiting, global mobility, immigration and employee relations. Performed risk analyses for legal/employee relations.

Neiman Marcus GroupPublic Relations Coordinator/Interim Manager

Mar. 2009 - May. 2010White Plains, New YorkPlanned and executed events. Managed a 200K budget.

Neiman Marcus GroupHuman Resources Coordinator

Nov. 2006 - Mar. 2009White Plains, New YorkProvided HR support to 300 employees. Recruited staff at all levels of the organization, and managed interview and onboarding processes. Trained new sales associates and managers to use Point-of-Sale (POS) system. Managed open enrollment, and assisted associates with benefits and retirement plan issues throughout the year. Processed all commission adjustments. Maintained employee records in HRIS.