Min Stevenson

Specialize in compensation analysis, ensuring competitive and equitable salary structures through market surveys and research. Recommend policy improvements, administer equity plans, minimum wage analysis, and ad hoc analytics as requested by leadership. Additionally, advise HR staff on pay decisions and collaborate with various departments on compensation strategies.

• Review and analyze job descriptions to determine appropriate salary grades and pay ranges.
• Calculate annual merit increase budgets according to established guidelines while ensuring legal compliance regarding minimum wage requirements.
• Evaluate requests for special salary adjustments including promotions, transfers, reclassifications, and demotions.
• Manage the administration and communication of Long-term Incentive Plans (LTIP), ensuring compliance with plan document/guidelines and enhancing employee understanding and engagement.

Played significant role in development, implementation, and change management of US health and wellness strategies and Annual/Open Enrollment. Delivered recommendations on benefit programs, including cost analysis/projections, management of benefit expenses, and pinpoint inefficiencies in processes for improvement.

• Analyzed data using pivot tables, pivot charts and macros in Excel and Access
• Provided technical support and streamlined processes for effective management of 401K Retirement Savings & Trust Plan, Health and Welfare Benefit plans, Executive Income Replacement (LTD) Plan, and Executive Deferred Compensation Plan
• Facilitated ongoing auditing and administration of ACA and annual 1095-C filing, while ensuring compliance accuracy
• Project led the consolidation of 17 time-off policies in North America down to 4 policies

Contributed substantial efforts for development and implementation of a Shared Services Team to deliver centralized services to all 14k US-based employees. Implemented a case management tool to support and resolve tickets under established SLAs. Development of a streamlined Leave of Absence policy and process.

• Oversaw end-to-end HR functions, including Leave of Absence, Work Opportunity Tax Credits (WOTC), Unemployment, and Benefits (US and Canada)
• Delivered outstanding supervision to various teams, acting as liaisons between employees, HR representatives, insurance carriers, and third-party administrators to identify and resolve issues concerning unemployment, leave of absence, and benefits
• Developed streamlined processes to provide more effective workflows for both peers and management staff

Provided supervision to Corporate HR Administrator, Receptionist, and Benefits Administrator II, while improving processes and incorporating efficiencies by managing systems and processing information.

• Managed annual and specified open enrollment processing and implementation via utilization of proper guidelines
• Reconciled premium payments and drafted numerous accurate reports, while ratifying various documents and removing discrepancies from census’
• Approved and managed all additions/changes/deletions, including processing and reconciliation of premium payments utilizing the HRIS, various insurance company, and third-party administrator reports
• Performed detailed background checks, drug screenings, I-9, and on-boarding for new hires
• Provided technical and strategic support for budget forecasting and allocation of funds for Directors of HR, Compensation, and Benefits.

Demonstrated exceptional skills in managing and administering FMLA and a ‘company’ leave of absence policies for nearly 8,000 employees.

• Revamped Leave of Absence policy to reduce administrative burden and make the process more centralized
• Facilitated communication between departments, management and customers to resolve issues and achieve performance targets