BACA Job Hotline

About Us Appirio provides products and services that help enterprises accelerate their adoption of on-demand. Appirio has a proven track record of delivering business value to customers by implementing mission-critical Software-as-a-Service (SaaS) solutions based on platforms such as Salesforce and Google Apps, and developing innovative applications that connect and extend today's leading on-demand platforms. Appirio was founded in 2006, is the fastest growing partner of salesforce.com and Google, and is backed by Sequoia Capital. On-demand software is changing the world. More than ever, large companies are deploying systems like Salesforce.com and Google Apps instead of installing and maintaining their own on-premise applications. An Appirio Consultant will guide our customers through implementation and integration Google Apps as a replacement or augmentation of on-premise messaging systems and applications. You will gain valuable experience with cutting-edge software-as-a-service (SaaS) technologies as you help customers realize the benefits of on-demand software – no maintenance, easier configuration, higher reliability, and wider adoption. Duties The Compensation & Benefits Analyst will be responsible for assisting in the development, implementation, and maintenance of compensation, benefits and HRIS systems. Specific responsibilities include: * Maintain competitive market analysis through participation in compensation surveys * Participate in the administration of a variety of compensation programs and processes, including incentive compensation, annual salary planning, and recognition programs * Provide compensation, payroll, benefits and stock option reporting analysis, interpretation and support * Ensure compliance of compensation/benefit programs with company compensation philosophy, financial goals and government regulations * Assist in creating, preparing for presentation and rolling out of new and revised compensation plans including management incentive and sales compensation plans * Maintain Workday system including system administration tools, internal system setup, process development, and a variety of rules and data * Participate in testing process for patch and new releases; resolve all issues where applicable * Ensure the accuracy, consistency, and integrity of employee data; conduct periodic audits and recommend/draft processes to gain efficiencies and increase accuracy of the data * Develop custom reports and analyze data from reports to identify trends; make recommendations where applicable * Administer assigned benefits programs * Coordinate employee leaves of absence * Coordinate or assist with significant benefits activities such as open enrollment, wellness programs, and implementing and communicating benefits program design changes * Participate in special projects and create ad-hoc analysis for management and Human Resources required * Answer employee questions and resolve problems related to compensation and benefits

Develop compensation philosophy and strategies that support the organization's business strategies. Support the growth of Williams-Sonoma, Inc. with competitive, proactive, customer-focused compensation systems and programs. ESSENTIAL FUNCTIONS: * Direct all aspects of compensation including: * Leadership on the design, development, implementation and assessment of all compensation programs (base salary, short and long term incentives, deferred compensation and Board of Director compensation). * Develop and prioritize goals and strategies for the Compensation Department that support the business goals. * Provide leadership and direction to the Compensation staff on the development and implementation of new or customized pay programs. * Evaluate the effectiveness of current programs and make recommendations for enhancements. * Consult to business units in all areas of compensation. * Provide leadership to the compensation staff stretch assignments, mentoring, coaching. * Research and prepare pertinent compensation information for Board of Director Compensation Committee. * Ensure HR and line management are trained in compensation management. * Track all compensation costs and establish benchmark metrics. * Streamline internal processes and develop new systems to support programs. * Develop collaborative relationships with HR business partners, including HR generalists and staffing.

ENTERTAINING IS OUR PASSION EA was founded 28 years ago by individuals with a deep passion for making games. Many things have changed over the years as the gaming industry—and the company—has expanded immensely, but we are still driven by the same passion for developing, publishing, and distributing the world’s best games. Our history has been one of great success, and our future looks even brighter. Gaming has come a long way from Pac-Man & Space Invaders to modern EA favorites like Burnout, Battlefield, Mercenaries, Dead Space, Spore, FIFA, Madden, Need for Speed and the world’s most successful game franchise, The Sims. Fuelled by our talented staff at locations across the globe we are united in our passion to continue shaping the future of interactive entertainment. Together we can make a difference. Human Resources plays a key role in ensuring that all EA staff members feel supported and that they have access to training, development, and other opportunities to take career and skills to the highest level. There are a number of specialist roles within HR. Learning & Development Specialists provide access to the best training and development. Compensation & Benefits Specialists constantly conduct and review benchmark studies to ensure the staff remains motivated from a salary and compensation package perspective. HR Business Solutions Specialists are more project-focused, dedicated to improving EA HR systems, while HR Business Partners are generalists who work with specific teams or departments. Role Overview Compensation Analyst Participate in and support the research, development, implementation and administration of EA’s compensation programs. Key responsibilities - Analyze complex data and develop recommendations. - Develop and manage compensation program metrics and analytics; provide data modeling and reporting and develop databases in support of program design and administration. - Consult and provide compensation program expertise to HR business partners in support of business unit objectives. - Manage participation in market benchmark surveys to collect data and analyze the company’s competitive position.- Administer monthly stock administration and submissions for approvals. - Review requests for new or revised jobs and analyze market data to establish internal leveling. - Evaluate and document new and existing jobs. - Assist in the development, implementation and administration of innovative and strategic compensation programs. - Assist in the execution of the annual Focal program. - Liaison with HRBS Team and HRMS administration.

Ericsson is the world's leading provider of technology and services to telecom operators. The market leader in 2G, 3G and now 4G technologies, Ericsson supplies services and manages the networks that serve more than 195 million subscribers. Working in 175 countries, with more than 80,000 employees, Ericsson develops the innovations and establishes the standards that lead the industry. The Sr. Manager or Director of Compensation for Ericsson Silicon Valley will collaborate with the Director of Benefits and Compensation for Region North America to provide expertise in the areas of compensation policy and planning, as well as any additional program design, implementation and communication. Major Accountabilities Develop a deep knowledge of the business, including financials, business drivers, goals and culture. Serve as a trusted advisor to the ESV HR management team and ESV Sr. MT. In concert with Region Director, develop and implement reward strategies in support of the business that align with the overall corporate compensation philosophy and principles. Consult with the business to determine effectiveness of compensation programs, plans, initiatives and strategies and their ability to attract and retain top talent. Revise and develop new programs and initiatives as necessary. Lead in the establishment of measurement criteria and monitor and evaluate the impact to the business of compensation plans and initiatives. Report progress against goals to HR management team and identify actions to address opportunities for improvement. Evaluate new and revised job classifications ensuring consistent level management within job structure framework, as necessary. Work closely with HRBPs to ensure employee data accuracy. Participate in the management of ESV annual salary planning process and ongoing salary administration, in coordination with Region North America compensation team. Involvement with the annual incentive plan process. Work collaboratively across the Region North America to ensure consistent practices. Ability to Travel

We are currently searching for a Compensation Analyst to assist the Director of Compensation, Benefits and HRIS in the design, development, and administration of competitive compensation programs & policies. This position is considered an entry to intermediate-level analyst position, where the incumbent will have responsibility to support a wide range of compensation projects and be expected to expand and grow over time. Compensation Administration • Administer aspects of the quarterly and annual performance review/merit increase and bonus cycles. • Assist in analyses related to promotions, market adjustments, and miscellaneous bonuses or rewards. • Advise management on compensation actions for employees. Recommends corrective or alternative actions to resolve compensation-related problems. Review proposed salary actions to ensure conformance with established guidelines and policies. • Prepare special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation or stock options. • Assists in the development, documentation and distribution of incentive plans. • Reviews existing and proposed statutory requirements governing compensation administration and recommend appropriate courses of action. • Formulate recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures. • Provide additional administrative support, including meeting scheduling, reporting, document preparation, project management, and other duties as needed. • Assists in the preparation of monthly equity grant documentation, Compensation Committee presentations, semi-annual 401(k) committee meetings and compensation related Proxy materials. Job Evaluation & Market/Equity Analyses • Audits jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties and requirements. • Review job descriptions and prepare internal equity and benchmark market analyses for specified positions. • Conduct job and market pay analysis to determine appropriate pay grade according to evaluation guidelines. • Assist in the determination of appropriate pay for new positions. Review requests for revised classifications to determine appropriate salary grade assignment. Survey Administration • Act as the primary point of contact for all survey houses and consulting firms in the survey process & recommend survey process improvements. • Run reports from HRIS and collect necessary survey data to complete survey submissions. • Participate in compensation surveys and analyze competitive salary information to determine company's competitive position. As part of the annual salary review process, analyzes current organizational pay practices and makes report recommendations for salary and policy changes to ensure pay for performance and internal equity. Salary Ranges & Geographic Pay Differentials • Assist in maintaining salary range system, including periodic evaluation of levels/grades/bands used and annual range movement. • Enters and maintains new job and job tables in HRIS system. • Develops recommendations to adjust salary structure in response to changing organizational needs and market values. • Analyze market data to determine appropriate geographic pay differentials.

The area: Human Resources, Compensation Compensation is the department that sets the parameters for each major pay element at Google: salaries, bonuses and stock awards. The team ensures that Google pay meets our goal of being highly competitive with other companies. In addition to establishing both initial and ongoing rates of pay consistent with the Google philosophy, we also encourage, recognize and reward outstanding – and astounding – levels of performance. The role: Compensation Manager The Compensation Manager is responsible for managing a significant part of Google’s compensation program; for example, benchmarking processes, bonus planning, option grants, salary reviews, and sales compensation design. You bring experience working with clients in an analytical capacity and are interested in working in a cross-functional environment here. If you're in the earlier stages of your career, you'll be taking on more discrete tasks and be exposed to the domains of compensation or performance management. As you advance, the scope and complexity of your responsibilities will grow in breadth and depth. You’ll work in such areas as managing the components of our global compensation programs, or you’ll become more of an expert and "go-to" person in specific areas. Positions available include roles on broad-based, executive, and sales compensation teams. Responsibilities: * Assess existing programs and practices to identify opportunities for improvement with other Managers, Compensation Analysts and HR Business Partners. * Help design company-wide programs related to salaries, cash incentives and equity compensation, and performance management. * Frame problems related to Google's decisions in People Operations and solve them by collaborating on quantitative and qualitative analyses with other Compensation team members and with cross-functional business partners. * Develop, implement and communicate policies, processes and systems to support programs on an on-going basis.

General Purpose: Visible senior internal consulting role to Genentech's Research and Early Development (gRED) organization on the design, development, modeling, and communication of compensation programs. You will be amongst a team of Consultants that supports Genentech's business unit clients on compensation matters and programs in order to support to the company goals and competitive practices. In addition, support and participate in the design, development, and administration of corporate programs including base pay, bonus, equity, recognition and executive compensation. Primary Responsibilities: Provides the full spectrum of compensation support to the gRED organization. Assesses business objectives and works with executives, line management, HR Generalists and others in Compensation department to support those objectives. Assesses compensation programs, policies and practices, presents conclusions to appropriate management and makes recommendations for action. Develops and conducts compensation training programs to familiarize managers and other employees with key elements of the company's compensation programs. Serves as the gRED organization's technical expert on compensation related matters. Background: Seven or more years experience in all aspects of compensation. Ability to interface effectively with all levels of employees, including senior management. Strong analytical skills. Ability to obtain, present and discuss information and recommendations that may be controversial in nature. Must be capable of leading or influencing processes and decision making at a senior level. Other requirements include experience working in a team-oriented, fast-paced environment, project management skills and strong written, verbal and presentation skills, strong analytical and computer skills, and the ability to prioritize and manage multiple assignments in a fast-paced environment.

The Corporate Benefits Department, located in Pleasanton, CA, has an opening for a Change Management & Communications Analyst. The Change Management and Communication Analyst will support Benefits change and communication initiatives. This person will focus on the people side of change - including changes to culture, benefit programs, business processes, systems and technology. The primary focus will be implementing communication and change management plans for all annual processes and benefit projects, drafting communication pieces that support behavior change and engagement in programs, coordinating projects and managing the production of communication materials. The Change Management & Communication Analyst will work to streamline communication processes and develop verbal, oral and electronic communications to reach all audiences. Key Responsibilities include, but are not limited to: * Ability to draft clear, concise communications that drive participation and engagement in Benefits programs. * Ability to identify stakeholders and tailor communications to meet each group's unique needs. * Strong oral communication skills and ability to lead stakeholder meetings and collect feedback. * Project coordination skills including: * Microsoft Project * Ability to develop relationships and gain buy-in * Able to translate complex Benefits programs into easy to understand messaging (both visually and verbally). * Advance PowerPoint skills. * Expert experience with Microsoft Word. * Experience with video, social media, print and online communications and training. * Ability to manage communication partners, designers and production vendors. Respond to: Interested candidates are encouraged to submit a resume by visiting www.safeway.com/careers. AN EQUAL OPPORTUNITY EMPLOYER How to apply: DO NOT use the Apply Online button. Please copy and paste the following link into your browser address bar: http://safeway.contacthr.com/16520537

Informatica is the leading provider of data integration and data quality software and solutions. We are a fast paced, rapidly growing enterprise software company in a strong market that is resistant to economic downturn. Our talented Human Resources team has played a significant role in the remarkable growth the company has experienced through creative strategy and strong execution in attracting, retaining and growing talent. In our organization, you will work for the industry leader, in a growing market place with the smartest minds in the business. If you consider yourself a thought leader and want to be a part of the company who is delivering the strategy for successful businesses today, we invite you to take the next step in your career and join us in leading the future. Reporting to the Manager, Compensation & Equity, the Senior Compensation & Equity Analyst will develop and implement global competitive salary, incentive compensation and equity programs and policies in order to attract and retain high caliber talent. Main Responsibilities: • Plan and oversee job analysis infrastructure, liaising with HR Business Partners on job description and job evaluation across functions and designing appropriate grading structures. • Design and implement compensation programs and policies for base pay, incentive compensation and equity plans o Design and develop competitive base salary ranges. Manage the annual merit process. o Manage the semi-annual Corporate Bonus Program; provide business with guidelines and support as needed; summarize recommendations for CxO review and approval. o Manage the design and delivery of all sales incentive plans to deliver business and revenue goals each year. o Design and develop global equity program guidelines. Establish and monitor annual Equity budget. Manage the annual retention grant process. Summarize grant proposals for BoD review and approval. • Responsible for participation in compensation surveys and developing salary ranges and structures to ensure the company’s competitive position. • Ensure accurate maintenance of employee data through HR Peoplesoft system, liaising with HRIS lead as necessary to ensure updates and system refinements are delivered. • Develop policies as appropriate to facilitate ex-pat transfers, relocation and short term international assignments.

Responsible for designing, implementing, and monitoring total cash compensation programs for the Wholesale Banking Asset Management Group. The compensation consulting responsibilities include: project planning & management of compensation related projects, compensation design, incentive modeling/cost analyses, development of communications materials and determining implementation requirements and processes. As the compensation subject matter expert provides strategic consultative services to the line of business dealing with the development of base salary and incentive compensation programs directly addressing business challenges that align with the attainment of established financial goals. Proactively partners with Human Resources professionals, Line of Business managers, Finance, Legal, Compliance, and Corporate Compensation when designing compensation programs. Conducts market competitive assessments within and outside the US for customers by participating in or conducting salary surveys and analyzing relevant data. Analyzes internal and external compensation data utilizing quantitative, financial and statistical tools while ensuring compensation related projects are successfully concluded and properly implemented. Reviews existing and proposed regulatory compensation requirements and recommends appropriate course of action. Trains HR professionals in the art of compensation and designs/modifies compensation tools and processes. Manages special projects and creates ad hoc reports to analyze specific compensation-related issues and develops solution.

Blue Shield of California is seeking a Compensation Consultant based to assist in all aspects of base pay compensation administration and management with a heavy emphasis on program design and enhancement planning. This position is in our San Francisco office. Responsibilities: Responsible for the development, evaluation, and analysis of compensation programs, policies and procedures including base pay, short-term and long-term incentive programs, bonus programs, and a special emphasis with sales compensation program planning and design. Develops modifications to existing compensation programs to meet identified organizational needs and objectives. Formulates recommendations regarding development of company salary structures, FLSA classification, and organizational structures. Prepares data, conducts and participates in compensation surveys, and analyzes results for compensation planning. Performs compensation-related research and develops recommendations for corrective or alternative actions to resolve compensation-related issues. Conducts job audits, job evaluations, and maintains job documentation, job description and job family matrices. Develops or modifies existing job descriptions and job family matrices as needed to meet identified organizational needs and objectives. Provides training and guidance in the administration of compensation and related programs, policies and procedures. Makes recommendations to line managers and generalists on compensation issues. Reviews requests for new or revised classifications to determine appropriate salary grade assignment. Oversees merit planning and administration programs. Reviews changes in compensation law and interprets local, state, and federal laws relating to compensation practices. Studies labor markets to determine compensation trends to ensure competitive compensation rates within the company. May be responsible for executive compensation. Ensures integrity and accuracy of compensation-related data that is maintained within company information systems and databases. Provides support to Management in the review and analysis of complex compensation issues and challenges. Contributes to Compensation Department strategy development and tactical planning.

GENERAL SUMMARY: The Sr. Manager of Total Rewards will significantly contribute to and execute Walmart eCommerce’s total rewards strategy, designed to recruit and retain top talent and to make Walmart eCommerce a great place to work in the US and globally. He/She will implement and communicate the company’s compensation, benefits, equity, HRIS, and other total rewards programs, and partner with Global Total Rewards teams to service the needs of Walmart eCommerce associates located outside of the United States. He/She will drive the creation of new programs and conduct benchmark analysis to ensure that the company’s total rewards programs are competitive, cost-efficient, and support the company’s business objectives. The Sr. Manager, Total Rewards will manage a staff of 2 – 4 associates and external vendors, and will partner with other groups within Walmart to drive effective total rewards programs for domestic and global locations. ESSENTIAL DUTIES & RESPONSIBILITIES: 1. Compensation (35%) • Establish and maintain a compensation structure (base, bonus, and long-term incentives) that is internally equitable, competitive with the external market for similar jobs/positions and consistent with home office and global guidelines. • Evaluate and compare existing company compensation with those of other Bay Area and global employers by regularly analyzing and benchmarking against other plans, surveys, and sources of information. Plan, develop, and/or participate in area and industry surveys. Analyze results of surveys and working with the Home Office domestic and global compensation teams, develop specific recommendations for review by leadership. • Partner with the Home Office, HR Business Partners, and local HR within countries regarding global compensation programs and decisions. • Manage the job valuation process for eCommerce positions in partnership with the Home Office, HR Business Partners, and local HR within global locations. • Provide advice to the HR and eCommerce leadership team and managers on job leveling, compensation decisions, policy and guideline interpretation. • Continuously look for ways to improve existing programs, practices, and policies to maximize effectiveness, increase cost efficiency, and increase associate understanding of how compensation works. • Enhance total rewards communication practices to increase associate understanding of the total rewards available to them and to drive higher impact in associate engagement. 2. Benefits (20%) • Oversee the administration of all company benefit plans. • Implement benefit plans and revisions by working with the team to prepare communication materials for associates. Revise and issue all communication material on benefits from time to time. • Advise and counsel management and associates on existing benefits. • Benchmark existing benefits programs and policies with those of other Bay Area and global employers, and provide recommendations to HR and eCommerce leadership for continuous improvement and competitive positioning. 3. HRIS and Operations Management (20%) • Direct work of HRIS and ensure data integrity. • Oversee the team’s creation of organizational charts, regular and ad-hoc reports, and HR analytics. • Determine opportunities for automation and integration throughout the entire associate lifecycle and project manage all HRIS systems implementations. • Partner with Home Office counterparts to optimize and troubleshoot systems, and manage escalation process towards resolution. 4. Leadership/People Management (25%) • Partner with HR leadership to develop and implement the overall strategic vision for total rewards and HRIS functions, in alignment with key business initiatives, organizational values and Walmart overall philosophy. • Lead and manage projects and initiatives and demonstrate thought leadership in building total rewards approaches and recommendations. • Guide and direct a team that effectively manages total rewards programs and HRIS operations, and maximizes their impact on the organization. • Contribute to the development of new company recognition programs and to the administration of existing programs. • Participate in and support HR team projects in other areas. • Manage team effectively and develop a high performing team: Set clear expectations and objectives; provide continuous performance feedback, development, and recognition; evolve team capabilities to meet future business needs; and facilitate career development. • Maintain a positive team environment, demonstrating effective communication and providing a creative and open environment in which associates can continue to grow and prosper.

Director, Global Compensation VMware (NYSE: VMW), the global leader in Business Infrastructure Virtualization, delivers proven virtualization solutions -from the desktop through the datacenter and to the cloud-that energize business, while saving energy. IT organizations in companies of all sizes rely on VMware and its industry-leading platform, VMware vSphere(tm), to achieve a more efficient, controlled and flexible IT environment. With 2009 revenues of $2 billion and more than 170,000 customers and 25,000 partners, VMware delivers the world's most trusted solutions for virtualization, a strategic initiative that consistently ranks as a top priority among CIOs. VMware's award-winning technology, market-leading position and culture of excellence provide our 7,000+ employees in 40+ locations worldwide with a platform for professional growth and the excitement of being an early-stage innovator. JOB SUMMARY This position reports directly to the Vice President of Human Resources Operations and is responsible for managing the Global Compensation function. This highly visible leadership role is critical to the growth and evolution of VMware and the global compensation function. This position will interact with all management levels in the company and interfaces directly with all of VMware’s international sites. This position is responsible for the tactical and strategic elements of leading the compensation function. Responsibilities include effective design and implementation of our base and variable pay programs, sales compensation and legal compliance as well as competitive positioning. Assist with the conversion of EMC entities to VMware, expansion into new countries as well as M&A activities. Direct and guide the compensation staff members assigned to varies aspects of these programs, working in partnership with other HR team members, organization partners and consultants. Success in this position is defined as proactive identification and analysis of market trends and competitive issues, anticipation of client needs, initiating improvements to our pay programs, providing real-time solutions to business-specific compensation needs, and evangelizing organization change. Must have the ability to communicate effectively in large and small groups, be able to lead major organization change initiatives, and successfully manage program implementation and evaluation. Proven project management, analytical, and influencing skills are required. Ability to apply sound judgment to solve problems, make recommendations and execute to a plan. Must be able to work independently and guide the work of others in balancing employee, business, corporate and shareholder interests. Action oriented and adept at working in a fast paced organization. An energetic self-starter, with the ability to successfully manage multiple priorities, in a complex, fast paced environment.

UNIVERSITY OF CALIFORNIA, OFFICE OF THE PRESIDENT Compensation Specialist MSP II $66,900 - $93,600 MSP II $73,600 - 103,000 (Minimum to Midpoint of Salary Range) Job Number: 20100175 Close Date: 07-21-2010 Job Summary: LOCAL CANDIDATES ONLY. NO RELOCATION WILL BE PROVIDED. AT THE MSP II LEVEL, the incumbent will perform responsibilities in consultation with the Director, serving as a subject matter specialist, adviser and consultant in regards to compensation at the University. At this level the incumbent works closely with the Director in managing the compensation program by gathering, analyzing and presenting compensation data, identifying issues and making recommendations to the Director. While the incumbent would be responsible for assembling, preparing and evaluating information, it is under the guidance of the Director. AT THE MSP III LEVEL, the incumbent works under the broad direction of the Director, providing technical advice to and consulting with campus and University senior managers and others in the review, analysis and development of compensation programs and projects. In addition, at this level the incumbent is responsible for proactively initiating, overseeing and/or performing the study, analysis, design and evaluation of current compensation programs, policies and procedures and working directly with University senior management. Job Requirements: Bachelor's degree in business administration, human resources or a related field and a minimum of 5 years experience in compensation; or an equivalent combination of education and experience. Demonstrated working knowledge of compensation principles and concepts as well as of applicable laws and regulations. Experience developing and applying creative insights to compensation processes and practical solutions to the development, implementation and administration of compensation plans. Demonstrated ability to maintain strict confidentiality of privileged information, and perform a wide range of duties that require tact, sensitivity, independent judgment, diplomacy, organizational skills, flexibility and discretion. Demonstrated statistical analysis of survey data, Thorough knowledge of MS Suite Mastery in analysis and creative problem solving Takes initiative, proactive, champions new ideas Collaborative customer service orientation Outstanding consultation skills. Strong communication and presentation capabilities. Keen attention to detail and high degree of accuracy. Experience drafting and implementing policies. For a complete job description or to apply for this position, please visit: http://apptrkr.com/152110 To review a complete list of all of UCOP’s open positions please visit the University of California Office of the President Employment Website: http://jobs.ucop.edu The University of California is an Equal Opportunity/Affirmative Action employer. jeid-b61901f9e14555bf1e74275bc2d42386

Partners closely with the Global MADO TR Manager and the Executive and Equity Compensation VP to: fully understand the HP TR strategy in order to develop the required TR solutions ensure TR solutions are aligned with the MADO and TR policies to provide input into the development of MADO TR tools & processes Develops relationships with Executive and Equity Compensation, MADO TR partners and extended network Is an active member of the Global MADO TR team, keeps up to date with program changes, provides MADO updates to the Equity and Executive TR partners and uses team meetings to gain input to/ raise issues with required to deal solutions Executive and Equity Compensation Deal Management Leads all due diligence activity Develops specific Executive and Equity Compensation solutions. Leads Executive offer design and ensures offer letter/contract creation is consistent with TR strategy Leads Change in Control and severance analysis and review, deal implications and develops deal solution. Responsible for costing, tracking and execution of agreements. Point of contact to ensure all communications are consistent with TR solution and HP programs. Coordinates with HP Equity and Executive Total Rewards to ensure alignment, compliance and approval of solutions Ensures governance & review structure has been followed when gaining approval for proposals (local, global, business & function) Builds a solid implementation plan for developed Executive and Equity Compensation solutions; executes against plan Manages additional resources (ex. agency contractors, consultants) in case of bandwidth issues - including making the right judgment calls in setting priorities, managing budget when using Third parties May provide additional support for non-executive TR project management for deals