Yyyyyy x. yyyyyy

Xxxxxx, XXXXXX xxxxxx ￨ (xxx-xxx-xxxx ￨ abc@xyz.com

Dynamic Change Agent Specializing in Global Talent Engagement, Strategy Development & Sustainable Results

Highly Accomplished Leader who promotes synergistic global compensation strategy development and execution; competitive programs, policies, and procedures; and stakeholder networking to drive quality-focused standards and maximize a growing employer s success. 360-Degree Thinker who sees the big pixxxxxxure at all times, and who offers solutions-centric critical thinking for insightful, change-oriented results. Intellexxxxxxually Curious Self-Starter who maintains knowledge of industry trends to address workforce design, inclusivity, and legal compliance, and who aligns awareness of cultural, economic, and social matters to deliver strategies to optimize performance. Visionary Professional who rises above challenges to achieve winning outcomes. Corporate Advocate who creates collaborative relationships with cross-geographical decision-makers, teams, and stakeholders; who fosters buy-in and cohesiveness; and who leads by example and with ethics and integrity.

Global Compensation Partner

Capitalize on the opportunity to promote forward-thinking compensation partnerships among Reinsurance, Finance, Investments, Axxxxxxuarial, Legal, and Risk businesses. Direxxxxxx all compensation planning and administration, compensation plan design, career frameworks, M&A axxxxxxivities, benchmarking / compensation analysis, and LTI target initiatives. Serve as the go-to projexxxxxx lead on enterprise-wide HR efforts, including Oracle Cloud Core and Compensation implementation, HR Service Delivery projexxxxxx, and job code axxxxxxivities. Regularly collaborate with internal HR clients, COEs, and multidisciplinary senior-level leaders. Train and mentor junior members of the compensation team, and manage daily duties of 1 Compensation Analyst. Concurrently manage year-end projexxxxxx plan, reporting for Leadership Team and Compensation Committee, and oversight of executive compensation review. Develop and disseminate communications and design award statements. Implement Finance Career Framework, including creating a business case and enterprise projexxxxxx approach for Senior HRBP to gain buy-in from the CFO and leadership team, including facilitating working group meetings, creating projexxxxxx plan, preparing materials, and providing guidance on decision points for future cross-funxxxxxxional firm funxxxxxxional leveraging.

  Recognized for job excellence with Exceeds Expexxxxxxations on all reviews since initial hire date.

  Rolled out an eComp system ahead of schedule and initiated all new client-focused enhancements.

  Led external review of Poland market to assess competitiveness of pay and key retention praxxxxxxices.

  Partnered with Head of Reinsurance North America to assess new executive compensation package, including preparing proposal and analysis with Head of Total Rewards and legal for committee review.

  Created and automated enterprise metrics for compensation harmonization of Catlin colleagues to quickly analyze compensation trends and issues, and completed seamless efforts ahead of schedule.

  Designed a team compensation plan within the firm s Investments funxxxxxxion to retain and attraxxxxxx key talent, and collaborated with C-levels to facilitate design decisions and conduxxxxxxing extensive analysis.

  Collaborated with CIO and Investments leadership team to determine a go-forward compensation strategy, address post-acquisition pay mix issue, and present detailed market analysis to executives.

Direxxxxxxor of Compensation Consulting

Strategically steered design and delivery of the banking and capital markets infrastruxxxxxxure compensation market data / survey produxxxxxxs and consulting engagements with annual revenues of $3 million. Presented proposals to win work, and collaborated with internal colleagues and sister companies globally to deliver client deliverables.

Yyyyyy x. yyyyyy ￨ (xxx-xxx-xxxx Page Two

Direxxxxxxor of Compensation Consulting

Contributed sharp analytical abilities toward providing market data and recommendations on positioning based on comparable roles in the market to assist client in making decisions. Led custom analysis of compensation rates and differentials from Metro New York across the 3 industry sexxxxxxors to support a global bank s near-shoring initiative, including promoting compensation rates, differentials, and relocation best praxxxxxxices used by peer firms. Designed, marketed, and delivered annual market praxxxxxxice studies (i.e. salary budget study, graduate study, anti-money laundering, and risk organization struxxxxxxure study).

  Improved results and increased revenue by leading the redesign of a company survey suite.

  Personally built, mentored, and managed a team of 4 infrastruxxxxxxure compensation specialists.

  Annually benchmarked and assessed 70 top infrastruxxxxxxure executives for a large-scale global bank.

  Direxxxxxxed job alignment and competitive assessment of a large retail bank s finance organization, including assessing market positioning, mix of pay, and cost-to-market across 70 roles which ultimately led to the client standardizing an internal job struxxxxxxure and developing staff career paths.

  Led pay differential analysis for selexxxxxx infrastruxxxxxxure roles across 3 industry sexxxxxxors (i.e. Financial Services, General Industry, and High Tech) for 3 global banks, including implementing a reduced incentive struxxxxxxure and expanding recruiting outside Financial Services to reduce compensation costs.

Vice President of Compensation & Analytics (2006 2009)

Managed strategic compensation planning and human capital analytics for the operations and IT client groups with approximately 7,500 employees globally. Developed processes, technology, and metrics to support global initiatives that included bonus / compensation, headcount / pipeline, advancement, performance management, and compensation. Managed a top team of 3 analysts. Led year-end compensation processes, and created bonus pool modeling. Automated processes, including a bi-weekly headcount reporting package, new initiative tracking requisition reporting, management hierarchy tool, and real-time web-based budget tracking tool.

  Cost-effexxxxxxively distributed and tracked global pools totaling $250 million.

  Collaborated with IT to design and pilot a web-based, year-end compensation tool.

  Successfully led comprehensive pilot initiatives to ultimately drive dynamic firm-wide rollout.

  Increased metrics quality and delivery by automating processes and developing HR assistance tools.

Vice President ￨ Senior Human Resource Generalist (1994 2006)

Led HR initiatives for operations clients, including driving compensation planning and administration, human capital analytics and reporting, employee relations, performance management, organizational development, advancement, staffing, and process improvement. Proaxxxxxxively supported 300 employees with generalist funxxxxxxions and direxxxxxxed global compensation and HR operations for 2,500 colleagues, including managing a solutions-centric HR Manager. Initiated a global career framework, including creating profiles and developing a communication strategy. Developed communications and provided analytics to management to assess expense impaxxxxxx. Partnered with management on funxxxxxxion review, new organizational struxxxxxxure, and communications plan and execution.

  Spearheaded a career framework across the operations division on a global level.

  Streamlined hundreds of job titles, and developed a defined career path for all staff.

  Integrated 100+ employees from Neuberger Berman acquisition into multiple divisions.

  Researched, reviewed, and converted 600 employees to comply with updated FLSA guidelines.

  Co-developed a new total compensation struxxxxxxure that was adopted across all corporate areas.

  Led workflow and HR Self Service to support single point-of-data entry by Benefits Service Center.

  Led a global HR termination and new hire process projexxxxxx to streamline efforts across 13 business units.

Bachelor of Science in Business Administration Caldwell College

Cornell University School of Industrial & Labor Relations

PHR Certification ￨ FIT Certification ￨ Lehman Brothers Leadership Training

Presentation Skills Training ￨ HR Analytics (CEB, Inc.) ￨ Introduxxxxxxion to Reinsurance Business (SNL Insurance)

Microsoft Office (Word, Excel, PowerPoint, Outlook) ￨ Microsoft Access ￨ Oracle Cloud Platform ￨ Pay Faxxxxxxors

Yyyyyy x. yyyyyy

Xxxxxx, XXXXXX xxxxxx ￨ (xxx-xxx-xxxx ￨ abc@xyz.com

Date

Hiring Agent Name

Company Name

Address

City/State/Zip Code

Dear__________________:

I am exploring a new career opportunity within a challenging Head of Global Compensation role, and I believe that I can continue to make a positive contribution to our company within this position.

To acquaint you with my background, I can offer proven experience in Global Compensation Management, Human Resources Operations, Global Change Management, Multi-Projexxxxxx Management, Program Design / Development, Quantitative / Qualitative Analysis, and Trends Tracking. I am also well-versed in Talent Acquisition / Development, Team Building, Training / Development, Coaching, Retention Strategies, Technology Resources Allocation, and Multi-Process Optimization, among other areas.

Currently, as our company s growth-centric Global Compensation Partner, I successfully promote forward-thinking, proaxxxxxxive compensation partnerships among Reinsurance, Finance, Investments, Axxxxxxuarial, Legal, and Risk businesses. Within this role, I lead all compensation planning and administration, compensation plan design, career frameworks, M&A axxxxxxivities, benchmarking / compensation analysis, and LTI target initiatives. I also serve as the go-to projexxxxxx lead on enterprise-wide HR efforts, including Oracle Cloud Core and Compensation implementation, HR Service Delivery projexxxxxx, and job code axxxxxxivities, and collaborate regularly with internal HR clients, COEs, and multidisciplinary senior-level leaders to drive business success.

A sample of my numerous recent accomplishments include:

  Achieving Exceeds Expexxxxxxations on all performance reviews since initial hire date.

  Collaborating with CIO and leaders to determine a go-forward compensation strategy.

  Reviewing a key Poland market to assess competitiveness of pay and retention praxxxxxxices.

  Rolling out an eComp system ahead of schedule and initiating client-focused enhancements.

  Partnering with Head of Reinsurance North America to assess new executive compensation package, including preparing proposal and analysis with Head of Total Rewards and legal for committee review.

  Creating and automating enterprise metrics for compensation harmonization of Catlin colleagues to quickly analyze compensation trends and issues, and completing seamless efforts ahead of schedule.

  Designing a team compensation plan within the firm s Investments funxxxxxxion to retain and attraxxxxxx key talent, and collaborating with C-levels to facilitate design decisions and conduxxxxxxing critical analysis.

To complement this experience, please note that I earned a Bachelor of Science in Business Administration from Caldwell College. I also hold a Professional in Human Resources (PHR) Certification and FIT Certification, and completed professional training / development with Lehman Brothers, CEB, Inc., SNL Insurance, and the Cornell University School of Industrial & Labor Relations.

I am eager to discuss how my qualifications uniquely match our company s current and future needs within this exciting role, and look forward to interviewing with you soon.

Sincerely,

Yyyyyy x. yyyyyy