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Director, Compensation. Ten years building HR strategy, and the tools to execute it.
Director, Compensation. Ten years building HR strategy, and the tools to execute it.
Based in USA · Open to the right conversation
I've spent over a decade inside demanding multinationals in consumer goods, professional services, beauty, manufacturing, and energy, learning how compensation and HR operations really work, not just how they're supposed to work.
What makes me different isn't just the strategy. I build the tools to execute it. Interactive dashboards, AI agents in Teams, automated workflows that replace hours of manual work. I close the gap between compensation expertise and technology that most professionals never bridge.
Power Automate flow that runs each job description through prompts I authored and published in AI Builder, one per dimension of the global career framework, and writes the scored level with reasoning to a spreadsheet. Replaced about 25 minutes of manual scoring per role, roughly 1,000 hours across the set, with consistent first-pass results in days.
Three-tab Excel model (candidate / data / dashboard) that pulls bonus-target and equity exports from the HRIS and runs offer scenarios across base salary, annual bonus, and equity in seconds instead of a manual rebuild each time.
Generates posting-ready salary ranges from market data using 25th to 75th percentile logic, with fallback rules for job codes that have no incumbents. Turns a recurring analyst request into a one-click, consistent answer.
Gamifies employee benefits education using a browser-rendered physics simulation (real collision, gravity, and momentum) layered over structured survey logic. Zero dependencies. Pure HTML5 Canvas and JavaScript.
Conversational AI agent that automates role evaluation against a global job architecture and leveling framework. Guides users through seven competency dimensions and returns a defensible band and level placement with reasoning.
Client-side resource management tool with Kanban drag-and-drop, localStorage persistence, and JSON import/export. Custom brand-compliant UI in raw HTML/CSS/JS. Single shareable file. No server, no install.
Fully self-contained single-file web application for onboarding new hires across any team or department. Reusable across roles without developer involvement. No backend, no tooling required.
Monthly compensation reporting layer built on top of HRIS exports. Drag-and-drop file loading, cross-filtering charts, and dynamic column detection so it keeps working when the source file format changes. Power BI companion for leadership views.
Inbox triage with a 24-hour response KPI tracker, executive project summarization, and HRIS data-extraction prototypes (RaaS and SOAP/OAuth), built to remove repetitive handling from the team's day and make turnaround measurable.
A decade of fixing how HR actually runs: building functions from scratch, mapping broken processes, and shipping the change across eight organizations in three countries. Employers are left unnamed on purpose; ask me about any of these.
Owned the annual executive salary review, long-term incentive, and reference-salary processes for all full-time and expatriate employees end to end, from data preparation through leadership approval, partnering with Global Mobility and Payroll so delivery stayed seamless and tax-compliant.
Cycles delivered on time, every yearDesigned the complete program from a blank page: how people move, which visa applies, the benefits and allowances. Then mapped how every element flows into payroll and its tax treatment in the home country. Wrote the policies and procedures so the operation could run without depending on any one person.
From nothing to a documented, repeatable operationFor a multinational manufacturing client whose expatriates were reporting incorrect pay, audited the payroll end to end, defined gross and net wage codes, and automated the calculation to eliminate manual processing, and the complaints with it. Separately led a project that cut international mobility costs by 15% through tax planning and payroll efficiencies.
15% mobility cost reduction · manual processing removedTurned ad-hoc expatriate handling into a defined area. Working with the HR Director, wrote new policies for all of Latin America based on current market practice, set limits for benefits and extraordinary payments, and regularized payroll tax payments. One consistent framework instead of case-by-case decisions.
One policy set for all of Latin AmericaWhen a new plant opened in Texas, coordinated the movement of the technicians needed to run it from Mexico: visa petitions, labor certifications, government audits, and requests for evidence. Moved over 1,500 people in two years while supervising the team's daily operations.
1,500+ relocations in 2 yearsPart of the team that moved Latin America recruiting from Brazil into the Mexico service center: mapped the current process, simplified it, and brought the operation live in its new home without interrupting hiring.
Regional process consolidatedDocumented and optimized the payroll and tax-compliance process for internationally mobile employees in Latin America, while leading regional talent acquisition projects, training and coaching teams on sourcing, screening, and relocating employees.
Expat payroll process standardizedIf you're building a world-class HR function and need someone who can design the strategy, fix the process, and build the tools to execute it, reach out.
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