Amy Humphries
Peoria,AZ
Summary
Results-driven Senior Compensation Leader experienced in the design, development or revamping compensation frameworks to align with company cost and quality goals and objectives. Proficient in market structuring and administering compensation programs in fair and equitable fashion. Diplomatic, articulate and decisive with capability to build and develop productive relationships with internal and external stakeholders. Demonstrated success in building and deploying well-thought out and planned strategic compensation plans. Competent in onboarding, orienting and training leaders, hiring managers and talent acquisition, as well as managing compensation solutions, meeting business needs and mediating problems. I desire to offer my 25+ years of expertise and excellent judgment in the compensation field to obtain a senior role with a stable company who is solid in making sound financial decisions and has an amazing reputation for a mentally healthy and caring team-work culture. Certified as a Compensation Professional.
Overview
27
27
years of professional experience
1
1
Certification
Work History
Senior Compensation Manager
HORNE LLP
08.2022 - 04.2023
- Completed phase one implementation of job architecture and compensation program resulting in savings of $160k. Market priced and level set over 213 jobs.
- Created the organization's first market based salary structure that contained 36 pay grades with a 10% midpoint to midpoint differential and 60% range spread to accommodate the various practice groups and varied pay philosophies.
- Drove the plan design, development, and execution for the Firm Services compensation framework in line with HORNE’s long-term business strategy, a new pay-for-performance culture, company culture and values. This included creating the organization’s job catalog, evaluating the compensation philosophy, refining the job architecture job families and job evaluation processes, identifying the relevant market data sources by industry, market, business and employee groups, designed and refined the forecasted merit budget and worked to finalize annual equity.
- Designed, developed, and implemented the career leveling guide, a retention pay benefit for the Private Medium Market practice group that resulted in lower turnover over a nine-month period.
- Identified opportunities to simplify and streamline existing practices and procedures. Participated in national and local compensation surveys and evaluated industry developments, trends, and pay practices.
- Provided market job analysis using PayFactors, and consultative support and guidance to HR business partners and organizational leaders advising and training on compensation best practice strategies.
- Consulted with managing partners and partner group leaders to facilitate management and employee understanding of new compensation processes, practices, and programs.
- Drove a compensation survey strategy and approach that delivered consistent market pricing while being region/local market specific.
- Analyzed employee data using advanced analytics to determine HORNE’s competitive market position.
- Led the annual forecasting, merit and bonus planning process, and presented recommendations to senior leadership on salary, and equity incentive budgets that supported the company's growth strategy, business objectives and human capital needs, while maximizing the total reward proposition and balancing the Company’s investment.
- Led the overall development, administration and compliance of various pay related legislatures, government regulations and labor laws including pay transparency, exemption status, and internal pay equity.
- Stayed abreast of and ensured compliance with legal and market related topics including Equal Pay, FLSA, minimum wage and living wage. Collaborated with finance, HRIS, organization development and other stakeholders on all compensation matters including merit planning, equity administration, systems/technology support and internal audit and compliance reporting. Collaborated with HR Business Partners, and all business stakeholders to understand their evolving compensation related needs.
- Led all the annual compensation trainings to educate and enhance understanding of compensation programs for our employee population and ensure all compensation related information and policies were updated on internal communication channels.
- Present at internal leadership forums and meetings on matters pertaining to compensation.
- Managed consultant and vendor relationships including budgets, measured performance, and explored opportunities for optimization by identifying gaps in processes.
- Regularly collaborated on work deliverables for our Compensation and Human Capital Management Committee meetings alongside the General Counsel, VP HR, and Firm Services Managing Partner.
- Responsible for approval of all Director+ new hire offers and promotions while working closely with the HR Business Partners and Talent team to ensure a robust offer approval process for other roles.
- Conduct quarterly audit of new hire offers to ensure compliance with salary structure and equity structure guidelines.
- HRIS Manager and Sr. HRIS analyst subordinates.
Vice President HR, Compensation Manager
Cadence Bank (formerly BancorpSouth)
08.2020 - 04.2022
- Administered and reviewed job descriptions, pay structures and compensation programs company wide.
- Analyzed jobs for the purpose of determining FLSA and EEO status and/or market pricing using company’s on-line market pricing software (PayFactors).
- Participated in national and local compensation surveys and evaluated industry developments, trends, and pay practices. Analyzed market data and provided management informational reports as agreed with the business area and management.
- Provided individual compensation analysis and support to appropriate management.
- Calculated and prepared severance packages.
- Identified opportunities to simplify and streamline existing practices and procedures.
- Responsible for working with managers to create, edit, calibrate, and validate job descriptions across the company.
- Ensured company compliance with relevant laws and regulations with emphasis on the Equal Pay Act and Fair Labor Standards Act (FLSA).
- Evaluated data, identified trends and recommended changes in compensation structures.
- Managed monthly, quarterly and annual payouts for merit rewards, sales commissions and bonus programs.
- Developed tools to help managers and staff in calculating compensation levels.
Global Compensation and Equity Manager
TTEC
07.2019 - 04.2020
- Coached, mentored, and provided guidance to global compensation teams in the Philippines, Argentina, and Mexico.
- Managed the implementation and administration of compensation programs including base pay and performance management systems.
- Consulted with Human Capital business partners to facilitate management and employee understanding of the compensation system.
- Educated, mentored, and trained all Human Capital staff on compensation processes, practices, and programs.
- Assisted in the gathering and analysis of special projects that facilitate compensation practices.
- Managed compensation processes including annual performance increases and incentive payouts.
- Collected, assessed, and evaluated external market compensation data to ensure the competitiveness of base salary structures, incentive programs, and other pay practices.
- Managed and motivated employees to be productive and engaged in work.
- Accomplished multiple tasks within established timeframes.
- Controlled costs to keep business operating within budget and increase profits.
- Planned and budgeted accurately to provide business with resources needed to operate smoothly.
- Assisted in organizing and overseeing assignments to drive operational excellence.
Compensation Manager
Ascension
05.2017 - 06.2019
- Completed two‐year job architecture project for corporate and local Saint Thomas Hospital system in the Middle Tennessee market, and long‐term care facilities for Ascension Senior Living.
- Instrumental in creating the HR Shared Service Center knowledge base startup.
- Developed and implemented recruiter training including candidate selecting, licensure and certification, analysis of internal equity, and interpreted market data for extending candidate offers.
- Ensured the competitiveness of compensation by managing the survey participation process, conducting market pricing and best practice research, identifying and monitoring trends, and interpreting results including modeling and recommending salary structure updates.
- Participated in and lead annual programs such as the merit, bonus, and promotion cycle, including development of communication and training materials, pre/during/post cycle audits, reporting/analysis, configuration testing, etc.
- Maintained and updated plan documentation and communication as programs/tools change. Collaborated with leadership in the design and development of compensation programs and policies to ensure competitiveness, equity, and alignment with the company’s goals and objectives.
- Maintained and updated plan documentation for all compensation programs as well as member and manager communications and trainings.
- Helped HR teams interpret compensation policies for developing staff benefits and salaries.
- Developed tools to help managers and staff in calculating compensation levels.
Corporate Compensation Manager
Ingram Industries
04.2016 - 05.2017
- Coordinated and administered the annual salary review and bonus program; assisted with strategy design and development as required.
- Coordinated and administered long‐term incentive plans; assisted with designed program drivers and calculations; developed eligibility, communications, plan documents, payouts, participant inquiries, stock option transactions, database maintenance, etc.
- Partnered with HR business partners, HR advisors, leaders, and recruiters to prepare base salary, incentives, and bonus program recommendations to senior leaders.
- Responsible for executive perquisites including financial counseling and executive supplemental life insurance plans.
Corporate Compensation Manager
Community Health Systems, CHS
08.2012 - 04.2016
- Led team of compensation professionals to partner with HR, HRIS, IT, Legal, Compliance and the businesses to implement the Ultipro system.
- Managed the development, creation, implementation, and maintenance of 1,350 jobs in the Ultipro HR compensation job catalog.
- Collected, analyzed, and audited job catalogs for FLSA compliance and adverse impact to associates and organization.
- Partnered with HR business partners, HR advisors, leaders, and recruiters to prepare base salary, incentives, and bonus program recommendations to senior leaders.
- Evaluated data, identified trends and recommended changes in compensation structures.
- Helped HR teams interpret compensation policies for developing staff benefits and salaries.
- Assessed and evaluated jobs to determine appropriate salary ranges.
- Managed monthly, quarterly and annual payouts for merit rewards, sales commissions and bonus programs.
- Worked well in a team setting, providing support and guidance.
- Managed time efficiently in order to complete all tasks within deadlines.
Senior Compensation Analyst
Maury Regional Medical Group
09.2010 - 08.2012
- Supported boards and compensation committees in areas of governance, oversight and advised on compensation programs.
- Researched most current job trends and made recommendations to management regarding salary compensation.
- Prepared and updated job description records for all employees across company.
- Recommended successful approaches to help resolve complaints with salaries and classifications.
- Participated in and lead annual programs such as the merit, bonus, and promotion cycle, including development of communication and training materials, pre/during/post cycle audits, reporting/analysis, configuration testing, etc.
- Maintained and updated plan documentation and communication as programs/tools change. Developed and completed training for 150+ employees on “How to Write an Effective Job Description” and “Documenting Job Content.”
- Maintained job descriptions, leveling, salary grades/ranges, and reviewed positions for internal equity and adverse impact reporting to leadership.
- Developed and presented training materials to HR professionals and business units for entire range of compensation programs including merit and bonus programs, annual performance review process, new hire compensation process, and Fair Labor Standards Act (FLSA).
Various Compensation Titles
Various Employers
09.1996 - 09.2010
Education
High School Diploma -
Olive Branch High School
Olive Branch, MS06.1991
Skills
- Compensation Strategy
- Job Evaluation
- Performance Management
- Program Design
- Analytical Thinking
- Salary Benchmarking
- Problem Solving
- Budget Management
- Forecasting Skills
- Program Management
Accomplishments
- Saved HORNE $160k by completing phase one job architecture with accuracy and efficiency.
- At Cadence I used Microsoft Excel to automate the severance process by developing spreadsheets that auto calculated the weeks of pay based on term date and merged all documents into DocuSign completely eliminating the need for face-to-face interactions during COVID19.
Certification
- Certified Compensation Professional, CCP, WorldatWork, September 2010
Timeline
Senior Compensation Manager
HORNE LLP
08.2022 - 04.2023
Vice President HR, Compensation Manager
Cadence Bank (formerly BancorpSouth)
08.2020 - 04.2022
Global Compensation and Equity Manager
TTEC
07.2019 - 04.2020
Compensation Manager
Ascension
05.2017 - 06.2019
Corporate Compensation Manager
Ingram Industries
04.2016 - 05.2017
Corporate Compensation Manager
Community Health Systems, CHS
08.2012 - 04.2016
Senior Compensation Analyst
Maury Regional Medical Group
09.2010 - 08.2012
Various Compensation Titles
Various Employers
09.1996 - 09.2010
High School Diploma -
Olive Branch High School
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