Anastasia Alto
Senior Analyst, Compensation & HRIS
Summary
Senior Analyst, Compensation & HRIS
Providing productivity boosting compensation programs that align with business strategy and organizational goals.
Senior analyst with extensive experience in the management, design, development, and administration of compensation and HRIS programs. Strategic thinker proven to lead HR initiatives and provide project management oversight. Strong analytical and quantitative skills with in-depth knowledge of compensation and HRIS systems, FLSA, and state and federal regulations. Manages competing priorities in a fast-paced and dynamic environment.
- Trusted advisor who understands business and can align HR initiatives to build, motivate, and inspires teams.
- Demonstrated ability to assess gaps and make recommendations for improvements in processes, workflow, and communication strategy at companies ranging from 300 – 2500+ employees.
- Delivers robust data modeling, analytics and reports to support centralization, mergers & acquisitions, and headcount alignment.
Unique ability to gather input, cross-pollinate perspectives, and collaborate with diverse stakeholders (employees, senior management and HR leaders) to drive strategic priorities and achieve business outcomes based on 15+ years of work experience.
Areas of Expertise Compensation | Human Resources Leadership | HR Analysis | Project Management HRIS | HR Business Intelligence | Communications & Research | Data Reporting
Experience
Manager, Compensation HRIS
Versiti/BloodCenter Wisconsin / Milwaukee
Responsible for the oversight of compensation programs as well as developing designing, applying, implementing, and ad- ministrating an organizational-wide salary structure, merit program, bonus, and sales pay programs for 2,000 employees.
Managed HRIS optimization projects HR technology strategy and roadmap.
* Revamped merit process and package; repaired open issues from integration post-acquisition, established new workbooks for managers, communicated approach to align the company vision and philosophy,
* Developed and redesigned sales plans by collaborating with the chief of marketing, director of marketing operations, and compensation firm consultant to enhance clarity and increased achievement for sales team.
* Conducted data analysis and modeling for centralization and headcount planning for CHRO CMO.
* Approved entry level to executive level base and variable pay aprox. 10+ requests a week with survey sources including Payfactors, Compdata, MGMA and other industry's to create relevant and competitive pay packages.
* Addressed high profile audit regarding security gaps in the use of HRIS, post analysis, provided recommendations for resolving issues, communicated changes, and presented the results of the project closing to the CEO.
* Tracked project successes, led testing and reviewed post-implementation; on-boarded new guidelines for entry.
* Partnered with business leaders, HR leaders, and internal teams to ensure effective communication of compensa- tion programs and HR Data Reporting processes.
Compensation Consultant
Quantum Spatial / Portland
(Contractor)
Developed new title structure and hierarchy for the production team, created and implemented job leveling charts, and provided guidance regarding the newly developed pay philosophy and best practices for 300-person firm.
* Established market data library utilizing ERI and industry data to facilitate new pay structure for future growth.
* Provided strategic direction and insight into FLSA regulations and job evaluation to help navigate compliance.
Compensation Analyst
CLEAResult / Portland, Or
Managed the design, creation, and implementation of a new pay and title structure for over 2,500 employees aligning 11 companies into one structure. Established, designed and maintained market survey data to be reflective of the pay philosophy and changing business needs.
- Orchestrated launching points with learning and development for integration in career path with toolbox published organization-wide connecting cross-functional careers to build long-term employee engagement.
- Reviewed an average of 700 pay change recommendations a year with requests including market pricing, review of internal equity and internal movement, while ensuring alignment with the new pay structure utilizing Payscale and industry relevant data.
- Designed a new management bonus program aligning multiple organizations into one including specialty grades for critical roles, while ensuring alignment with the total rewards package.
- Initiated the design of and delivered the Executive Leadership HR Metrics report incorporating essential employee turnover metrics and demographics but also established robust HR business intelligence data to begin to align with business and pay equity goals.
- Delivered monthly headcount analytics and directly supported the VP of Corporate Development in efforts of merger and acquisitions and reduction in force.
Education
Oregon State University
Bachelor of Science in Human Development and Family Sciences, Gerontology
Oregon State University Corvallis, OR
Bachelor of Science in Human Development and Family Sciences, 2007
Specialization in Gerontology
University of Oregon
Bachelor of Science in Architecture and Design, Architecture and Design
University of Oregon Eugene, OR
Bachelor of Science in Architecture and Design, 2001
Skills
