Leslie Wade

• Responsible for providing tax consulting and compliance assistance to Clients. Included international, federal, state, and local income tax, sales and use and payroll tax. Did a three-year tax assignment in New York. Awarded the Outstanding Tax Consultant

• Responsible for providing tax consulting and compliance assistance to Clients. Included international, federal, state, and local income tax, sales and use and payroll tax. Did a three-year tax assignment in New York. Awarded the Outstanding Tax Consultant

Responsible for all Compensation and Benefits within the organization. Included design, strategic consulting, vendor management and compliance for all health and welfare, retirement, leave of absence, variable pay, broad-based pay and executive pay programs. Also responsible for maintaining an appropriate compensation module in Workday to ensure the programs were handled as appropriate. Development of a rewards strategy which was competitive and affordable for teammates was critical. Work closely with the Senior leaders, Finance, Legal and the HR Business Partners.

• Company Overview: A nationwide kidney care organization that serves people living with chronic and acute kidney disease offering a full range of services for patients in-center and home dialysis. Headquartered in Plano, TX, U.S. Renal Care has 390 clinics across 33 states.
• Responsible for all aspects of Total Rewards including strategy development and creating offerings to support the mission of the organization while remaining competitive in the marketplace. Provide all aspects of design, strategic consulting, leadership, vendor management, acquired entity integrations, and compliance in the total reward area including compensation, health & welfare, retirement, recognition, HRIS, payroll, and engagement. Work closely with company-wide Sr. Leadership and the HR and finance teams. USRC has over 7000 employees (including 2 union groups).
• Established new bonus plans for the operations leadership and clinic leadership to tie to the goals of the organization. This included introducing a new way of rewarding for achievement
• Created a Total Rewards philosophy and the supporting tools while working on establishing a compensation structure
• Implemented the first organization-wide employee engagement survey. Followed up working with the organization to create action plans to address areas of concern raised by employees
• Created a Retirement Investment Committee to oversee the company’s retirement plans ($250M & $30M) and a Benefits Committee to review the health & welfare strategy and plan future offerings ($70M P/L)
• Review of pay practices
• Working as part of a team implementing a new HRIS leading benefits, compensation, and compliance reporting

• Company Overview: Global leader in the limestone mining industry based in Limelette, Belgium. The North American Business Unit, headquartered in Fort Worth, Texas, is the largest business unit within the Group.
• Responsible for the development and delivery of the Total Rewards strategy and initiatives which best support the organization while maintaining a competitive market position. Provide all aspects of design, strategic consulting, leadership, and compliance in the total reward area including compensation, health & welfare, retirement, recognition, HRIS, payroll, and mobility for all of North America. Also responsible for the HR budget and headcount reporting. Work closely with company-wide Sr. Leadership and the local and global HR and finance teams for all areas of responsibility. The North American business unit has 1700 employees located in many states in the United States and Canada including front-line (union and non-union), managers and executives.
• Created and branded an overall Total Rewards Philosophy to include in all communications
• Led the termination of two defined benefit plans to better manage cash flow. Termination impacted 1400 active employees and involved regulatory compliance, communication, vendor management and participant management. Resulted in 80% of participants taking the lump sum where a goal of 75% was set
• Designed a Best-In -Class Defined Contribution Plan winning a National Award in 2020
• Designed and led the implementation and communication of a new discretionary contribution plan
• Managed the introduction of a new medical plan including compliance, communication, and system modifications
• Implemented a new global HRIS. Globally let the compensation, benefits, and absence modules. While North America moved from a Homegrown HRIS to WorkDay, many business units moved from no system to WorkDay
• Designed and led the introduction of a total wellness program to the overall benefit offering including both physical and financial wellness. The program has revolved over the past five years and now has 65% employee participation
• Organized and led the global implementation of a new International Assignee Policy and Administration creating consistency for the organization globally
• Responsible for the implementation of new payroll platforms including ADP LAN to PayForce and recently to Vantage
• Reviewed various timekeeping and attendance systems choosing to implement the ADP timekeeping and attendance system in the U.S. and Canada. This resulted in correct tracking of time worked, absence and attendance concerns
• Managed the introduction, implementation, and education of participants in a new long-term incentive program designed by the global parent company
• Implemented a World Class Recognition Program
• Responsible for the review of and recommendation on how to best integrate various health and welfare and retirement programs during the acquisition of three entities. Resulted in smooth transitions
• Work closely with the HR Business Partners in negotiations with collective bargaining units which includes determining and presenting the compensation and benefit proposals. Trust built with the bargaining units led to support of the pension plan terminations and changes to the medical plans (HRA to PPO and HDHP)
• Established proper oversight committees for both the retirement and health & welfare plans (DC Value = $225M and Health & Welfare Plans P/L $30M)
• Managed the travel and relocation programs which included vendor management and the creation of travel and relocation guidelines
• Evaluated and implemented the ADP Benefits and Leave Administration Systems moving from paper administration

• Company Overview: Global human capital consulting firm advising in all aspects of benefits, compensation, attraction, and reward strategies.
• Consultation with Boards and Sr. Management Teams in all aspects of Executive pay
• Designed executive compensation and benefits programs in many industries including financial services, technology, mining, healthcare, and manufacturing
• Designed and implemented short-term and long-term retention programs to include rewards in cash bonuses and equity
• Extensive work with Management teams and Compensation Committees to evaluate change-in-control provisions

• Company Overview: Second largest publicly owned global distributor of computer and computer related products in the world headquartered in Clearwater, Florida. Ranked in the Top 110 on the FORTUNE 500.
• Global responsibility for executive & broad-based compensation, health & welfare, retirement, HRIS, payroll, relocation, and mobility. Started with the organization as Director, U.S. Tax.
• Worked with Board of Directors and Compensation Committee to evaluate and design the executive compensation and benefit programs
• Responsible for both qualified and non-qualified plans: analyzed plans for regulatory compliance, implemented plan design changes, vendor selection
• Responsibility for HRIS, International Assignees, Mobility and Payroll
• Managed domestic and international staff to ensure benefit plan compliance
• Designed and implemented global and domestic equity plans in response to changes in accounting standards including plan design, performance features, communication and presentation to Sr. Management and Compensation Committee
• Designed and implemented a worldwide Performance Based Restricted Stock Unit Plan
• Directed annual grant summaries and preparation for meetings with the Compensation Committee and Board. Included collaboration with Investor Relations to ensure public disclosure accuracy
• Designed both domestic and worldwide short-term incentive plans to enhance correlation between corporate strategy, monetary reward, and executive span of control
• Designed Sr. Management Severance Plans
• Evaluated, designed, and implemented new compensation structures for Boards of Directors
• Evaluated, designed the market competitiveness of broad-based compensation arrangements including job evaluation and position management.
• Managed implementation of a new HRIS from PeopleSoft to SAP
• Awarded the Chairman’s Circle for savings of approximately $12M while working in tax and for millions of dollars in savings for the introduction of the new equity plan in response to changes in the accounting rules