Kimberly Williams

About Kimberly Williams

Detailed oriented and self-motivated Executive and Global Broad-Based Compensation professional with high integrity and discretion seeking a Director level role where I will be challenged and provide value added work in order to solve problems and streamline processes to increase efficiency and facilitate cost savings. I thrive in a dynamic environment either independently or in a team environment. I am also an agile, hard worker with an aptitude to learn and be adaptable to new technology and best practices. I use critical thinking skills from a global, strategic and objective perspective to be an influencer and thought leader in all disciplines of Compensation aligning to the Total Rewards Strategy. I have vast experience in compensation program design and development with a specialty in compensation structure and incentive design work including modeling and forecasting impact analysis. My work as a top performer has led me to be consistently selected to participate in teams involving various HR and organization projects.

Experience

1. Vice President, Compensation

   Ipg Health

   May 2022 — Present · New York, NY, US

   Serves as the subject matter expert in all aspects of Compensation and responsible for building the compensation function for global and enterprise-wide compensation programs. Ensures the overarching compensation philosophy aligns to the strategies that reflect the organization’s compensation goals to provide a competitive compensation structure aimed at rewarding and retaining employees and while also attracting key talent in a competitive marketplace. Responsibilities include designing global compensation programs that provide consistent criteria in which to analyze and make pay decisions for all compensation components. Providing guidance on compensation policies and processes including market pricing/survey participation, job evaluation/matching, job architecture, salary range development and wage compliance. Developing analytics/metrics to support the decision-making process and identify potential gaps in pay equity, ensure compliance with state and federal regulations and mitigate retention risks. Establishing tools and resources to empower HR Business Partners and talent acquisition to formulate compensation decisions aligned with the organization compensation strategy and policies as well as facilitating compensation education. Partnering with Executive Compensation for preparing materials for compensation committee and board approval and proper accruals for short and long-term programs and collaborating with IT to identify tools and resources to facilitate automation opportunities.

Education

• North Carolina State University

  Bachelors, Economics and Business Management

  1988 — 1992

• New School University

  Master of Science, Human Resources Management

  1995 — 1997