Pamela Chadwick
Strategic Compensation Consultant
Stamford,CT
Summary
Strategic Compensation Partner with 10+ years of experience advising top companies in global markets across various industries. Expertise in providing data-driven insights and solutions that empower business leaders to make informed pay decisions. Extensive background in both internal corporate compensation and client-facing consulting roles at leading HR consulting firms.
Overview
20
20
years of professional experience
3
3
Degrees
Work History
Strategic Compensation and HR M&A Consultant
Arootah
New York, NY
09.2024 - Current
- Design, implement, and manage client compensation programs.
- Collaborate with key stakeholders to ensure competitive and performance-driven compensation structures that attract, retain, and motivate top talent in the highly competitive hedge fund industry.
Senior Compensation Partner, R&D
LinkedIn
Stamford
02.2022 - 03.2024
- Advised business leaders, Talent Acquisition, and HR Business Partners on compensation matters across the US, Canada, LATAM, UK, Ireland, EMEA, and APAC.
- Evaluated market and internal compensation data, presenting complex analyses in clear, accessible formats for a range of audiences.
- Developed competitive offers and retention strategies for key hires and critical talent, ensuring market competitiveness, internal equity, and adherence to policy.
- Presented data-driven recommendations to business leaders on allocating merit and promotional increase budgets during bi-annual performance review cycles, in line with the company's pay-for-performance philosophy, desired market positioning, and concern with maintaining internal equity.
- Consulted with business leaders and HRBPs on a weekly basis to identify compensation challenges and objectives, and devise solutions informed by market and internal compensation data, acceptance and retention rates, and established precedents.
- Managed compensation projects and initiatives with substantial strategic and financial implications, including annual salary range adjustments, FLSA classification audits, and revisions to compensation calculation methodologies, including equity valuations and multi-year total compensation projections.
- Developed and delivered trainings for Talent Acquisition, business managers and individual contributors.
- Developed an offer proposal template for Compensation and Talent Acquisition, improving the efficiency and uniformity of the offer process throughout the organization.
- Mentored junior colleagues by sharing expertise in conducting analyses, preparing presentations, and cultivating effective client relationships.
Senior Rewards Consultant, Survey Product Manager, Skills Architect
Mercer
New York
05.2019 - 02.2022
- dDeveloped compensation philosophies, strategies, and programs aligned with client objectives, serving as both a subject matter expert and project manager.
- Managed client projects, leading teams of analysts and consultants, and developing and reviewing client presentations, reports, and Excel exhibits.
- Led client meetings, conducted interviews with key stakeholders, evaluated jobs, identified survey job matches, defined job leveling criteria, recommended pay changes and band/grade reassignments, provided cost-impact analyses, and presented results in a visually appealing format, effectively communicating important compensation concepts to executives.
- Conducted compensation due diligence for client M&A projects as a subject matter expert.
- Acted as product manager and advisor for industry-specific 'club' compensation surveys, guiding clients in job matching and data submissions.
- Analyzed survey results to identify anomalies in client submissions, ensuring data integrity and effectively mitigating the risk of errors and omissions.
- Presented survey results in an engaging format for clients and facilitated discussions of Mercer's findings.
- Collected client feedback to improve future survey iterations.
- Produced monthly market trend reports, delivering valuable insights to clients.
- Transitioned from compensation consulting to Product Development, assuming the role of Skills Architect for Mercer's Skills Library product.
- Researched and identified critical skills across various jobs in the Mercer Job Library, encompassing every job family.
- Crafted skill definitions for publication.
Global Compensation Manager, Insurance
XL Catlin, a division of AXA XL
Stamford
09.2016 - 05.2019
- Led the global compensation function for the insurance business.
- Equipped business leaders with insight into market compensation trends and internal equity, enabling them to make informed pay decisions for existing employees and new hires.
- Developed compensation offers based on market data, internal peer compensation, candidate experience, and compensation expectations, including valuing equity and long-term incentives.
- Managed the year-end compensation planning cycle, presenting comprehensive analysis and reporting to HR and business leaders to inform budget allocation.
- Identified the need for a company-wide FLSA audit and managed the reclassification and remuneration process for employees transitioning from exempt to non-exempt status.
- Selected appropriate compensation surveys for purchase and supervised the submission process conducted by analysts.
- Evaluated compensation technology and spearheaded the implementation of PayFactors.
- Recruited and developed new team members, training analysts how to evaluate jobs, assign grades, benchmark jobs, and analyze market and internal compensation data, as well as successfully partner with HR Business Partners.
Strategic Advisor to CHRO (Temporary)
Milbank Tweed
New York
09.2015 - 06.2016
- Recruited by the Head of HR to serve as a strategic advisor on all matters related to Workday (HRIS) implementation, compensation, benefits, and recruiting.
- Identified enhancement opportunities for the functionality of the Workday HRIS. Designed organizational structures and job architecture within Workday.
- Managed third-party vendor relationships and advocated for enhancements that improved system usability.
- Oversaw the implementation of Workday's compensation and benefits modules.
- Conducted benefit cost analysis to determine new premiums for staff and attorneys.
- Recruited and interviewed prospective employees across all organizational levels.
Head of HR Operations and Analytics
Cleary Gottlieb
New York
02.2015 - 09.2015
- Recruited by the Head of HR after leading long-term consulting projects while working for Aon Hewitt.
- Oversaw the HR Operations and Analytics function, encompassing Compensation, HR Analytics, and managing a team of HRIS Analysts in IT.
- Crafted compensation structures, including job architecture, job leveling criteria, and pay ranges for professionals in corporate functions and legal support.
- Spearheaded a review of Workday system functionality, collaborating directly with Workday to optimize system effectiveness.
- Provided leadership and guidance on enhancing relations with global HR partners.
- Collaborated closely with the CIO and CTO to devise a strategy for improving HRIS usability.
Compensation Strategy and Design Consultant
Aon Hewitt
Norwalk
05.2013 - 03.2015
- Consulted on broad-based and executive compensation across various industries, delivering tailored solutions to accommodate client requirements.
- Engaged with client executives to identify compensation challenges and develop compensation philosophies, strategies, structures, and programs for entire organizations or specific business segments.
- Created compensation frameworks, including job leveling criteria, salary ranges, and variable pay targets.
- Defined job leveling criteria, assigned jobs to career bands or grades, conducted cost/impact analyses, and educated managers on communicating changes.
- Advised clients on compensation regulations, assessed compliance, performed impact analyses, and created materials to support change management.
- Researched and proposed compensation packages for executives at public, private, and non-profit organizations.
- Identified peer groups, reviewed competitors' proxy statements, and recommended modifications to long-term incentive programs to boost executive acceptance rates and retention.
- Discovered new business opportunities, developed and presented proposals to prospective clients, negotiated budgets and scopes of work, successfully acquiring repeat business and additional projects.
Compensation Manager
Gartner
Stamford
06.2011 - 06.2012
- Led compensation and global mobility programs for Americas, including LATAM.
- Facilitated Global Job Evaluation Committee meetings with HRBPs and hiring managers to assess job roles.
- Revamped job evaluation process by creating streamlined job profile form for effective job descriptions.
- Evaluated executive pay against competitors using Equilar, Meridian surveys, and proxy statements.
- Cultivated relationships with business leaders as primary contact for compensation and mobility issues.
- Identified process enhancement opportunities, implementing policies to improve efficiency.
- Developed tools and training materials to optimize salary administration processes.
- Negotiated with survey providers and global mobility vendors to secure competitive rates.
HR Analyst and HR Advisor
Thomson Reuters
New York
05.2010 - 06.2011
- Began as an HR Advisor for multiple business units, including News and Editorial and Product. Consulted with business managers on hiring Talent Acquisition to convey business needs and desired skill sets for new hires.
- Transitioned into an HR Analyst role at the request of my manager, who recognized my analytical skills. Analyzed employee engagement survey results. Collaborated with Employee Relations and Legal to deliver risk assessments for potential organizational changes.
HR Generalist & Public Relations Manager
Neiman Marcus
White Plains
11.2006 - 05.2010
- From 2006 to 2009, served as the primary HR contact for employees, training new hires on point-of-sale systems and customer interaction. Mediated conflicts related to commission disputes, ensuring timely resolution and adjustment processing. Recruited talent for sales and management positions. employee events.
- From 2009 to 2010, I transitioned into the role of Public Relations Manager, planning and hosting customer events, managing vendors, and evaluating ROI on events.
Junior Analyst
Penn, Schoen and Berland
New York, NY
06.2005 - 10.2006
- Conduct research for senior consultants and executives, including the company's president
Education
Master of Science - Negotiation and Conflict Resolution
Columbia University
New York, NYMaster of Science - Human Resources Development
Villanova University
RemoteBachelor of Arts - Communications and Media Studies
Fordham University
New York, NYBachelor of Arts - Writing for Publication and Media
Pratt Institute
Brooklyn, NYHigh School Diploma -
Miss Porter's School
Farmington, CTSkills
- Global compensation strategy and design (broad-based and executive)
- M&A due diligence
- Equity compensation
- Sales and incentive compensation
- Job evaluation and market pricing
- Benchmarking and job architecture
- FLSA compliance
- Global mobility
- Recruitment strategies
- Microsoft Excel and PowerBI
- Workday, Oracle, PeopleSoft, SAP, ADP
- PayFactors, MarketPay, Pave
- Business development
- Employee relations
Certification
- Certificate of Learning, SHRM, 09/01/16
- Workday Basics, Workday, 03/01/15
- Workday Compensation, Workday, 05/01/15
Timeline
Strategic Compensation and HR M&A Consultant
Arootah
09.2024 - Current
Senior Compensation Partner, R&D
LinkedIn
02.2022 - 03.2024
Senior Rewards Consultant, Survey Product Manager, Skills Architect
Mercer
05.2019 - 02.2022
Global Compensation Manager, Insurance
XL Catlin, a division of AXA XL
09.2016 - 05.2019
Strategic Advisor to CHRO (Temporary)
Milbank Tweed
09.2015 - 06.2016
Head of HR Operations and Analytics
Cleary Gottlieb
02.2015 - 09.2015
Compensation Strategy and Design Consultant
Aon Hewitt
05.2013 - 03.2015
Compensation Manager
Gartner
06.2011 - 06.2012
HR Analyst and HR Advisor
Thomson Reuters
05.2010 - 06.2011
HR Generalist & Public Relations Manager
Neiman Marcus
11.2006 - 05.2010
Junior Analyst
Penn, Schoen and Berland
06.2005 - 10.2006
Master of Science - Negotiation and Conflict Resolution
Columbia University
Master of Science - Human Resources Development
Villanova University
Bachelor of Arts - Communications and Media Studies
Fordham University
Bachelor of Arts - Writing for Publication and Media
Pratt Institute
High School Diploma -
Miss Porter's School