Ensuring your company is compliant with the 2020 Equal Pay Act that went into effect 1/1/2021. I have letters of recommendation from my prior leader, and managers/directors/executives I have supported over the years. I've also created strategy initiative plan modeling along with other data and predictive analytics —including tools I've built out in assessing the data. A review of my portfolio would complement my resume and to give an understanding of my skill level. I've uploaded my most recent JD (job description) as a compensation strategist at Denver Health. Please don't hesitate to reach out if you would like copies and/or samples of the letters or portfolio work.
Compensation Work
1. Mikez L.L. HR and Lean Global Solutions (Launched May 2021)
o Executed eighty-six contracts from May 2021 to December 2021
o Building out Compensation Plans
o Creating Compensation Tools
o Automating Processes
o Configuring Tools already built-out and need updates or calibrations
2. Denver Health partnering with Mercer to create a Job Architecture to structure all roles from individual contributors to Executives.
o Benchmarking all 700+ job and positions
o Aligning jobs to be
o Certified Nursing Assistants
o Behavioral Health Techs
o Nursing Management Tier Levels
o Research Progression Lattice
o Ambulatory Care Services – Medical Assistants and Clerical Staff
3. Created a progression career ladder in job/duties/titles/grades/pay for several departments at Denver Health.
o Anastasia Techs
o Nursing Specialty Breakout -Differentiating based on skillset.
o Certified Nursing Assistants
o Behavioral Health Techs
o Nursing Management Tier Levels
o Research Progression Lattice
o Ambulatory Care Services – Medical Assistants and Clerical Staff
4. 2018 - 2021 Market adjustment- All Providers Physician and APP.
5. 2018 - 2021 Market adjustment for whole organization; 2021 = 8000 Employee’s
6. 2109 implementation of pay grade adjustments organization wide.
7. Incentive Pay Plan -Crated a three-layered (multi-lateral approach) variable pay structure (pay for performance) for whole organization of Denver Health.
8. Created a system for annual increases tied to service dates, that saved the company 90 thousands dollars the first year (2019-2020) of it’s implementation; saving four FTE to be used in a higher capacity.
HRIS Work
1. Created and implemented processes for HR and Organization.
o Meeting Room booking/planning/assigning.
o Position control process through Lawson.
o Lawson configuration- weekly basis.
o FTE conversion; payroll, benefit, and records
o Converting all Employee’s Personnel files to a digital infostructure.
o New tracking system of ENCP and NRP.
2. Implemented and streamlined new processes creating paperless workflow (Reduced average of 3000 pieces of paper coming to Records Department weekly and making department 90% electronic) effective 1/1/2018.