Allison Kryzynski, CCP

 Design the Total Rewards philosophy around the Company’s business strategy and execute supporting programs on a global scale.  Prepare all compensation analysis and related materials bi-monthly for Renumeration Committee and the Board of Directors review.  Advise on structure of executive compensation programs and implement new plan design.  Designed and implemented retention program to retain all key talent.  Manage Pre-IPO equity pool. Responsible for new hire, retention and bonus grants, system administration, and communications.  Drive the transition of benefits structure to align global benefit programs. Rolled out multiple new competitive benefit offerings in several countries.

 Prepared Compensation Committee and Board materials for annual compensation review and approval, including recommendation on how to close gaps in pay philosophy and strategy.  Developed and managed the job evaluation and benchmarking process to validate market competitiveness and internal alignment for a financial services organization and its affiliates.  Partnered with leaders to understand new platforms and develop compensation strategies for acquisitions across all business segments.  Streamlined the staffing and budgeting process with Finance and HRIS to implement Workday Adaptive Planning.  Created architecture for a new long-term incentive plan rollout to recruit and retain key top talent for the organization

 Managed Compensation, Benefits and HRIS team for a manufacturing /CPG Company that produces healthy, nourishing food products.  Lead Compensation Committee and prepared all materials and presentations. Presented to the Committee as well as the Board. Partnered with Board members to execute executive transitions such as involuntary leavers and source new hires, such as the CEO in confidence. Designed compensation for interim roles.  Implemented long term incentive plan that aligns employee performance with company objectives and encourages necessary risk while delivering payouts that equitably share in the upside created.  Partnered with talent team in the development of career frameworks to enhance the Company’s ability to attract, motivate and retain top talent to achieve a strategy that supports leadership development and unlocks untapped value creation.  Designed and proposed new pay for performance methodology allowing for manager discretion in annual salary planning.  Created budget and supporting strategy for annual operating planning.  Improved hourly pay practices with added enhancements to our payroll system allowing for more efficient and effective processes in relation to overtime and attendance policies.  Evaluated and benchmarked new and existing roles to support large supply chain transformation initiative in our manufacturing facility.  Proactively designed travel, quarantine, scenario response and plant closure protocols related to Covid-19 that provided a safe environment for employees.  Designed employee incentives and benefits related to Covid-19 that increased attendance by 14% for frontline employees during the first three months of the pandemic.  Created a compensation partnering program that builds strong internal relationships and fosters proactive versus reactive involvement in business decisions.

 Design, develop and communicate compensation policies and programs for technology company powering the clinical trial process globally.  Drive operational excellence by leveraging Workday technology in areas of bonus administration, year-end planning and M&A integration.  Manage and lead the day to day global annual compensation initiatives and activities; job evaluations, benchmarking, new hire recommendations and client reorganizations.  Evaluate, analyze and create global salary structures. Make recommendations to senior leadership allowing Company to stay competitive with the market. Moved three structures, allowing for ability to attract and retain more qualified candidates internationally this year.  Partner with Finance to ensure accurate budgeting and accruals for all Compensation Programs.  Rolled-out comprehensive Compensation Guide within Human Resources that detailed Compensation philosophy, architecture and policy allowing for synergy and operational effectiveness within the Department.

 Develop and manage Compensation programs across Organization globally for 51,000 employees including 26 countries.  Integrated two subsidiaries onto a Global Grading System and consolidated job profiles by 50 percent; approximately 42,000 employees. Designed, configured and rolled out eligible compensation plans in HR System of Record, Workday.  Manage a team of compensation professionals including project planning, training and development.  Compensation project lead on M&A team for job mapping, AIP recommendation and integration into Workday for 3,000 employees.

 Manage the annual compensation cycle for merit, bonus and long term incentive plans. Developed out of the box solution for a subsidiary who has a different bonus payment schedule.  Provide Merit and Annual Incentive Plan budget recommendations globally for annual review cycle.  Compile year-end analytics for Board presentations.  Manage maintenance and improvement including the configuration of compensation business processes, reporting, user testing and efficiency in Workday.  Compensation lead for HR Process Excellence Team; design and implement best in class compensation processes to be utilized across all businesses to promote consistency and fairness for all employees.

 Develop international salary structures for new business; determine grades for new and revised positions.  Participate in salary surveys and analyze results; research market trends and recommend changes.  Conducted analysis of current compensation philosophy and salary structures. Provided recommendations to senior leadership on potential changes.

Manage Performance and Annual Salary Review process while maintaining the overall planned project goals for 800 employees in 8 countries. Prepare compensation materials for Compensation Committee and Board of Directors, including merit, bonus and equity recommendations. Participate in salary surveys, maintain and expand sources of survey data Evaluate and analyze compensation data, benchmark jobs and provide market pricing and guidance around total cash and direct compensation to the recruiting team Prepare and provide required information for annual Proxy filing Manage Equity Grant Program including employee assistance, grant reporting analysis, recordkeeping and vendor relationship management Member of HRIS implementation team for Workday; partnered with third party to configure, develop, test and roll out performance and compensation business processes. Work closely with finance to provide bonus accrual information on a monthly basis for budgeting purposes. Produce HR Scorecard containing key metrics that are reviewed by the Executive Committee; worked with IT to streamline process through Workday reporting, providing more efficient procedure. Develop targets for annual sales commission plan and oversee quarterly payment process.

Compensation  Responsible for compensation administration for 8,000 exempt and non-exempt employees in 93 locations across 15 states  Analyzed market and survey data annually to prepare compensation recommendations for the Company’s employees  Administrated all job descriptions for the Company by coordinating with department leadership to determine needs, structuring detailed descriptions for new positions and reviewing and updating all existing job descriptions for current standards  Worked closely with Sr. Leadership to develop a competitive bonus plan for the restaurant operations managers. Plans provided a broader spectrum of key metrics that were more aligned with the Company’s goals  Created sales incentive plan for sales staff that provided a tiered bonus system resulting in a measurable increases in sales results Retirement Plan Responsible for compliance, design, administration and education of the Company's Retirement Plan  Ensured Plan compliance according to ERISA and IRS regulations, maintained fiduciary responsibilities, performed internal 404(c) guideline check and partner with independent auditor to complete full scope annual audit of the Plan, reconciled and filed 5500  Increased employee awareness of the 401k Plan in the restaurant locations by developing onsite seminars, webinars and conference call sessions. This visibility allowed for an immediate increase in program sponsorship.  Managed valued relationships with Financial Advisor/Broker and Trustee for the Plan Recruitment  Direct corporate recruitment program  Responsible for all recruitment needs including ad placement, screen resumes, conduct interviews and provide recruitment recommendations  Managed the new hire orientation program and trained new hires on Company policies and procedures Training and Development  Assisted in Company’s annual employee performance review process by coaching and guiding through the requirements of the program