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Partial Client List

DEPT

  • Established a compensation strategy for DEPT, a marketing and media agency comprised of several entities recently merged into one

  • Developed an agency-wide job framework, with relevant functions, job families and career levels, leveraging the compensation strategy established by leadership

  • Codified a market pricing methodology stemming from the compensation strategy, enabling DEPT to maintain consistency and deliver on pay transparency objective

  • Clarified career pathing, streamlined incentive target-setting and strengthened performance orientation

American Lung Association

  • Interviewed members of executive leadership to gain perspectives on the current and desired approach to compensation

  • Established a methodology for market pricing jobs, completed a competitive compensation assessment and partnered again with the ALA two years later to complete a fresh assessment

  • Introduced career leveling and engaged with leadership to build their understanding of assessing successive career levels for management and individual contributor roles

Cars

  • Created a job architecture with functions, job families, roles and career levels, leveraging prevalent market practice as reflected in their compensation surveys

  • Partnered with core HR team and extended reach to managers in the process of designing the career levels, career pathing and compensation ranges

  • Implemented successfully, with a high level of client satisfaction within HR from a solid, sustainable design perspective and across the organization, reflecting understanding of career pathing and compensation opportunities

Pennsylvania State Employees Credit Union

  • Completed an incentive compensation assessment for executive roles, including interviewing leadership and drawing on best practice to analyze plan metrics, weightings, targets and the payout range

  • Presented recommendations to Board of Directors

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