Summary
Overview
Work History
Education
Skills
Accomplishments
Timeline
Generic

Jackie Johnson, SHRM-CP

Minneola,FL

Summary

Award-winning, results-driven Talent Acquisition & HR leader with extensive global experience (North America, EMEA, LATAM) in corporate, executive, and federal government recruitment, compensation strategy, M&A due diligence, and talent integration. Proven track record of leading compensation design and optimization, aligning compensation structures with business goals to drive retention, performance, and cost-efficiency across diverse geographies and functions. Skilled in developing market-competitive, equitable pay structures, managing executive compensation, and ensuring compliance with regulatory guidelines. Expertise in go-to-market program management, talent management, and delivering business outcomes through strategic talent and compensation leadership. Adept communicator with a passion for driving results through innovative HR solutions.

Overview

12
12
years of professional experience

Work History

Sr Talent Acquisition & Workforce Strategy Lead

Comcast
Philadelphia, PA
12.2018 - 06.2024
  • Led end-to-end talent integration for the newly acquired company, Blueface Ireland ($1.9M valuation), successfully merging the workforce into Comcast’s enterprise structure.
  • Focused on compensation modeling, market intelligence, and business transformation to drive efficiency, resulting in $1.5M in cost savings.
  • Spearheaded compensation scoping and designed organizational structures to align with new business needs across EMEA, ensuring smooth integration, and maintaining compensation competitiveness.
  • Restructured HR and business partner communication, enabling effective change management across the region, and integrating market-competitive compensation packages.
  • Conducted comprehensive due diligence to benchmark pay structures and harmonize compensation programs with Comcast’s broader organizational goals.
  • Oversaw the RFP process for global retained search firms to support the Comcast CTO's new business expansions, ensuring the right compensation structures were in place for over 45 senior technology hires.
  • Led negotiations and managed compensation package alignment for highly competitive, senior-level roles, delivering strong talent at market-competitive compensation.
  • Led strategic workforce planning sessions with SVP+ leaders, providing insights on compensation modeling, human resources strategy, and go-to-market intelligence to optimize workforce composition and retention.
  • Delivered actionable insights that aligned compensation strategy with business needs, enhancing overall talent acquisition and retention.
  • Partnered with cross-functional teams to drive compensation optimization efforts, balancing the need for cost-effective solutions, while ensuring competitive packages for high-demand and niche talent.
  • Led talent acquisition efforts for niche and hard-to-fill skill sets, inclusive of Executive, Corporate, Legal, Technology, Data, Compliance, Audit, Finance, Engineering, and Human Resources roles, developing specialized compensation strategies to attract top talent in competitive markets.
  • Leveraged data-driven approaches to identify market benchmarks for technology talent, and created compensation packages that positioned Comcast as an employer of choice.
  • Led the Workday Talent Acquisition SCRUM Team during the configuration and implementation of the Workday Talent Acquisition Module, providing leadership on the compensation integration and market intelligence needs for the U.S. and EMEA regions.
  • Led D&I recruitment initiatives, driving the highest number of diverse hires within Comcast, achieving a 60% diversity rate for the Business CTO organization through inclusive compensation structures and outreach strategies.
  • Functioned as a player/coach in developing sourcing strategies and training talent acquisition teams, resulting in the successful implementation of multiple diversity programs.
  • Recognized for excellence in military recruitment, achieving 91% retention in the Northeast Division by tailoring compensation and benefits to support military hires and their transition into civilian roles.
  • Managed and coached the Talent Acquisition team on sourcing strategies, ensuring alignment with compensation best practices to optimize candidate attraction and retention.
  • Led multiple high-profile programs, including Hiring Our Heroes Fellowship, DiversityInc Talent Team, and Women in Technology, integrating competitive compensation strategies to attract diverse talent pools.

Talent Manager Physician Practice

Korn Ferry
Philadelphia, PA
05.2018 - 09.2018
  • Led the workforce transformation of a physician practice from a pay-per-search model to an RPO (Recruitment Process Outsourcing) model, designing and implementing new compensation frameworks for recruitment teams. This transition streamlined the recruitment process, improved compensation efficiency, and enhanced team performance.
  • Collaborated with senior leadership to define compensation structures for RPO models, ensuring alignment with industry standards and organizational goals.
  • Developed and implemented incentive-based compensation strategies for the recruiting team to drive performance and optimize talent acquisition results.
  • Spearheaded organizational design and succession planning activities, aligning talent strategies with long-term business goals and ensuring the right talent is in place to meet organizational needs.
  • Led compensation planning during year-end activities, analyzing performance metrics and making recommendations for compensation adjustments to optimize team retention and engagement.
  • Managed a diverse team of 13 direct reports (onshore and off-shore recruiters and coordinators), fostering a high-performance culture and providing continuous guidance on compensation-related matters, including pay equity, incentive programs, and bonus structures.
  • Drove team alignment on compensation objectives, ensuring a unified approach to compensation across geographies and roles.
  • Oversaw the PIP (Performance Improvement Plan) and corrective action process, ensuring confidentiality and maintaining ethical standards in all compensation-related decisions.
  • Acted as a key liaison between clients and candidates, building strong relationships and ensuring transparent, timely communication around compensation expectations throughout the recruitment lifecycle.
  • Developed customized compensation recommendations and packages to attract top talent, ensuring competitiveness in the marketplace.
  • Proactively led business development efforts, expanding the client base, and driving revenue growth by providing innovative recruitment and compensation solutions that met client needs.
  • Composed Statements of Work (SOW) for new business engagements, integrating customized compensation frameworks into service delivery agreements that supported long-term client success.
  • Crafted compelling RFP responses, articulating the firm’s expertise in compensation strategy and recruitment, which helped secure multiple new business opportunities.
  • Analyzed time-to-fill metrics and designed strategic timelines to optimize the team’s compensation-related processes, improving recruitment efficiency, and minimizing delays in meeting client and business unit goals.
  • Continuously tracked and assessed compensation effectiveness, making adjustments to improve both internal team performance and client satisfaction.
  • Provided actionable insights on market compensation trends and industry benchmarks, offering valuable recommendations to refine compensation strategies and maintain competitiveness.
  • Leveraged market intelligence and industry trends to recommend improvements to the search process, including compensation benchmarks, thereby ensuring the recruitment process remained ahead of competitors and aligned with changing market conditions.

HR & Talent Acquisition Manager

Jefferson University Hospitals
Philadelphia, PA
08.2016 - 05.2018
  • Led end-to-end Talent Acquisition and Human Resource Management for 12 offices, strategically managing compensation structures for diverse staffing needs while ensuring alignment with organizational goals and market trends.
  • Collaborated with leadership to develop and implement competitive compensation frameworks, ensuring that all compensation offerings, including executive and non-executive roles, remained competitive within the industry.
  • Conducted annual compensation reviews for executives and senior leaders, identifying opportunities for performance-based adjustments, merit increases, and retention bonuses to drive engagement and retention.
  • Led the Executive Leadership Talent Management Process, which included compensation evaluations, succession planning, and performance improvement initiatives, ensuring alignment of compensation packages with leadership goals and performance outcomes.
  • Played a key role in compensation training, guiding HR teams and managers through complex compensation evaluations for non-exempt, exempt, and executive staff, ensuring pay equity and compliance with internal policies and external regulations.
  • Drove the implementation of best practices in compensation management, ensuring adherence to OFCCPguidelines while maintaining a fair and inclusive compensation structure across all levels.
  • Led compensation benchmarking efforts, leveraging market data to develop competitive pay structures, and providing recommendations for aligning pay scales with industry standards.
  • Managed vendor relationships with Sodexo, Aramark, Xanitos, and other partners, conducting compensation negotiations and ensuring all staffing and compensation agreements aligned with company budget and market conditions.
  • Streamlined the compensation approval process in collaboration with external vendors, leading to improved efficiency and alignment between vendor compensation packages and internal HR standards.
  • Led the implementation of key HR projects, including pre-employment vendor search, Kronos Employee Management System relaunch, and transition to PeopleSoft for Talent Acquisition, enhancing operational efficiency and improving HR systems integration with compensation processes.
  • Successfully managed compensation-related change management during the transition to PeopleSoft, ensuring smooth integration of compensation structures into new HR systems and improving payroll and benefits tracking.
  • Handled an average of 65 requisitions across seven campuses, achieving an average time-to-fill of 28.2 days, and mentoring team members in strategic sourcing techniques and compensation negotiation to drive overall team performance.
  • Provided leadership and guidance on compensation best practices to Talent Acquisition teams, resulting in improved offer acceptance rates and alignment of compensation expectations with candidate qualifications.
  • Managed employee relations matters, including performance evaluations, exit interviews, and the development and implementation of Performance Improvement Plans (PIPs), ensuring fair and transparent compensation practices were followed in all HR processes.
  • Implemented talent management initiatives such as career development workshops and succession planning, integrating compensation growth opportunities into career progression discussions and promoting a culture of internal mobility.
  • Guided employees through benefits enrollment, conducting cost reviews and summarizing options to ensure informed decision-making.
  • Led compensation communication efforts, ensuring that all employees understood their compensation packages and the link between performance, career development, and compensation growth.

Corporate Recruiter & Exec Assistant

TD Bank
Mount Laurel, NJ
08.2012 - 08.2016
  • Supported US Head of Compensation, US Head of HR Corporate Functions, US Head of HR Learning and Development and US Head of Shared Service
  • Assisted with Year End Succession planning activities in conjunction with logging all compensation activities in E-Comp for Executive payouts.
  • Participated in revamping of Universal Teller program compensation plan increasing compensation in installments. Program rollout over a 6 month planning period to launch.
  • Transformed Executive Search Team from an outsourced to an internal pay-per-search model, significantly reducing external costs and improving internal cost efficiency.
  • Assisted with standing up of and implementing of the cost-effective bill-back model pay per search model, transitioning from the previous RFP-based executive search outsourcing model to an internal pay-per-search framework.
  • Led talent acquisition program reporting for the Dodd-Frank CCAR program, overseeing hiring activities for 200 full-time employees(FTEs) in 6 months, including roles in AML, Fraud, Technology, Finance, and Regulatory functions.
  • Coordinated the workforce planning and RFP processes for the hiring of 450 highly skilled technical consultants on a revolving monthly basis for DFAST/CCAR compliance, ensuring alignment of compensation packages with market standards and internal policies.
  • Partnered with senior leadership and compensation teams to ensure that all compensation packages were competitive and aligned with regulatory requirements for federal programs, including Dodd-Frank and SEC reporting.
  • Managed a diverse range of requisitions across Corporate and Executive Recruitment functions, specializing in AML, Fraud, Real Estate, Finance, Technology, HR, and Marketing roles, requiring in-depth knowledge of compensation structures for various functional areas.
  • Played a key role in negotiating and structuring executive compensation packages, ensuring market competitiveness and alignment with TD Bank's business objectives.
  • Collaborated closely with compensation specialists to ensure executive offers were aligned with internal equity and external market benchmarks, enhancing talent attraction and retention.

Education

Bachelor of Arts - Public Relations

Rowan University
Glassboro, NJ
01-2007

Skills

  • Strategic recruitment
  • Passive candidate engagement
  • Compensation Strategy & Design
  • Compensation Benchmarking & Market Intelligence
  • Executive & Leadership Compensation
  • Compensation Integration for Mergers & Acquisitions
  • Incentive & Performance-Based Compensation
  • Workforce Planning & Optimization
  • Talent Acquisition Leadership (Corporate, Executive, Niche Markets)
  • RPO Model Transformation & Cost Optimization
  • Compensation Compliance & OFCCP Guidelines
  • Compensation, Training, and Development
  • Succession Planning & Career Development
  • Vendor and stakeholder management
  • HR Systems Integration (Workday, Peoplesoft, Kronos, SAP)
  • Talent Integration and Change Management
  • Performance Metrics Analysis & Process Optimization

Accomplishments

  • LinkedIn Global Top 25 Talent Professional 2022 and 2023

Timeline

Sr Talent Acquisition & Workforce Strategy Lead

Comcast
12.2018 - 06.2024

Talent Manager Physician Practice

Korn Ferry
05.2018 - 09.2018

HR & Talent Acquisition Manager

Jefferson University Hospitals
08.2016 - 05.2018

Corporate Recruiter & Exec Assistant

TD Bank
08.2012 - 08.2016

Bachelor of Arts - Public Relations

Rowan University

Similar Profiles

CREATE PROFILE
Jackie Johnson, SHRM-CP