Alexis Heftler

Companies include: Alliance Compensation, Vizio, Osseus, NoTex Homes, Schiele Design Services, DFWCoin, Silverado Construction and more. Reduced employee attrition rates by establishing competitive compensation packages and benefits programs. Overhauled outdated HR policies to align with current best practices and regulatory requirements. Conducted thorough HR audits to identify areas of improvement, implementing corrective actions to ensure compliance with legal requirements and industry best practices. Established metrics-driven approach to HR decision-making, enabling data-driven strategies for workforce optimization. Championed a culture of continuous improvement by encouraging open communication channels between employees at all levels of the organization. Managed performance appraisal systems, ensuring timely feedback and recognition for high-performing employees. Implemented wellness programs that boosted overall employee satisfaction levels and productivity rates within the organization. Optimized the use of HR technology tools, improving efficiency in data management and reporting processes. Enhanced employee retention by implementing effective HR policies and procedures. Designed succession planning strategies to ensure a strong pipeline of future leaders within the organization. Developed comprehensive onboarding programs to facilitate seamless integration of new hires into the company culture. Facilitated change management efforts during periods of organizational transformation, ensuring minimal disruption to daily operations. Spearheaded diversity and inclusion initiatives, creating a more inclusive work environment for all employees. Improved organizational effectiveness through conducting regular employee engagement surveys and addressing concerns promptly. Partnered with senior leadership to establish and develop corporate and HR policies and procedures. Directed and controlled 401K, medical, dental, and vision benefit packages. Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams. Structured compensation and benefits according to market conditions and budget demands. Drove change management practices to enable organizational effectiveness and incorporate diversity and inclusion strategy to foster culture of inclusion to maximize competitive advantage and skills of workforce. Assisted and guided clients on HR procedures and program development by devising performance evaluations, job descriptions and industry-standard salary ranges

Partner closely with HR Operations, HRIS, payroll, compliance, talent and other teams. Oversee the design, implementation, and administration of process improvements, including strategy, within HR and Total Rewards with a focus on innovation, prioritization, efficiency, quality, and optimization of technology. Partner on business consulting and system enhancement for Human Capital Management including optimization identification, analysis, resolution, and communication to business partners with the highest level of customer service. Day to day tasks include data auditing, compensation evaluation, compensation plan design and execution, payroll processing, administering leaves of absence, coordinating and administering 401k plan, HR operations governance, HR roadmap, HR transformation, and M&A activities. Compensation and Total Rewards responsibilities are unlimited as the only compensation team member of the HR team.

Implement and design compensation plans, philosophies, and strategies for companies with the goal of creating proper incentives for employees. Responsibilities vary by client and can include compensation committee meeting preparation, executive compensation incentive plan design, job evaluations, market review and analysis, pay equity, pay policies, salary structures, sales compensation, survey submissions, change management, technology implementation, and transformation. Client industries range and have included high-tech, non-profits, universities, healthcare, and SaaS. Project leader role oversees client work completed by compensation analysts, project progress and deadlines, facilitating meetings with clients, presentations to leadership teams and board members, and conducting executive interviews to gain a better understanding of current versus future state. Additionally, clients can opt to outsource BAU compensation needs and tasks via the compensation as a service model in which case the client gets to utilize consulting services for a dedicated number of hours each week. Directly responsible for all Smartsheet, excel, word, and PPT templates for the team to use for projects or marketing.

Support the business goals and objectives through efficient, effective, and comprehensive project management solutions for organizational initiatives. Focus on organizational project management, change, and communications related to programs that serve to improve the overall capability, compliance, culture, operational efficiency, productivity, organizational strategy, or performance of the Global HR organization. Manage HR project portfolio on behalf of the HR Leadership Team, compiling regular updates and progress reports. Enable regular HR COE updates, coordinating communications/ connections across COEs to drive new HR ways of working. Directly and proactively support seven HR VP’s on all deliverables and engagements, including preparation of materials, talking points, and briefing materials. Develops or liaises to create communications supporting priorities for internal and external communications. Serve as the HR VP’s proxy at meetings as needed with key stakeholders (Finance, Internal Communications, HRIS, etc.) and deliver progress reports. Maintain HR budget, global HR strat plan, participate in forecast meetings and support the accrual process. Lead team of 6 to facilitate HR projects and initiatives.

Compensation Role:

Manage the annual performance and rewards cycle. Compensation project lead and program owner for Workday Advanced Compensation Module (system setup & testing, communications & training and in-cycle HR support). Answer inquiries and provide support to the Global Alcon team for Compensation Survey data and pay range analysis, job evaluations, compensation management, and recognition. Work closely with CFO and HR Finance teams to generate short-term incentive accruals, merit budgets, and

recognition budgets. Calculation of business performance factor and social charges to be applied to annual short-term incentives. Preparation and execution of compensation committee and board of director materials. Lead team communications, training, develop cross-functional partnerships, and engagement of key stakeholders. Business as usual work such as job evaluations, job architecture, compensation surveys, pay range updates, and more.

Administered policies and procedures such as compensation plans, benefits, recruitment, training and development, employee performance evaluations, and exit interviews. Coordinated recruitment effort for all position levels. Managed transformation of sales commission structure. Worked closely with executive team and a TPA to close out 401K plan and roll eligible employees to the new company plan. Directly responsible for employee relations, workers' compensation, and leave of absence administration for corporate employees. Implementation of performance review process and schedule. Led four-member accounting department and three-member HR team to conduct BAU including market data analysis, compensation surveys, job description creation, payroll, accounts payable/receivable, annual reporting, M&A, FP&A, and contract compliance.