Terrence May

About Terrence May

I am keen to connect with others who share similar interests. My main hope is to engage in meaningful conversations and to share information on trends and changes within the areas of current events, governance, and human resources. With a track record for being a results driven and forward thinking human resources professional, I have been fortunate to build a long career in public administration and human resources. Right now I am a PrincipalCompensation Analyst with Stanford Health Care in California. In this position, I am responsible for planning and managing the compensation program for people who work in the healthcare field. With over 8 years of service, I have become a recognized expert for my astute judgment and keen analytical skills. The most critical contribution I have made during my time, is the creation of a compensation system that promotes employee engagement and organizational vitality. Having been here for almost a decade, I am also a trusted advisor to senior management on larger organizational issues. I believe a large part of my success can also be attributed to my positive mindset, flexibility, and focused approach. I am also a very persuasive communicator and approach all responsibilities with an uncompromising commitment to integrity. Specialties: Change Management | Compensation & Benefits | Employee Engagement | Organizational Design | Performance Management | Policy Development | Process Improvement | Program Implementation | Project Management | Public Administration | Public Speaking | Qualitative Research | Quantitative Analysis | Strategic Planning | Total Rewards | Workforce Planning

Experience

1. Principal Compensation Analyst

   Stanford Health Care

   Aug 2006 — Present · Palo Alto, CA, US

   My role with Stanford Health Care is to provide strategic guidance to HR Business Partners and Executive Leadership members in the interpretation and administration of complex compensation policies. By providing advice, I support the effective and efficient implementation of our total rewards program for a large healthcare system. Conduct extensive analysis of program features relating to cost, competitiveness, and compliance. Plan, develop, and implement changes to compensation programs in alignment with decisions. Audit individual jobs to determine essential duties and minimum requirements. Evaluate the organizational structure for positional alignment to improve productivity. Calculate employee utilization and perform benchmarking to place staff in appropriate pay ranges. Present analysis and recommendations to senior leaders on staff level changes and incentives. Key Words: Compensation Planning, Job Analysis, Job Evaluation, Job Classification, Benchmarking, Incentive Plans, Salary Determination

Education

• University of Galway

  Politics and Sociology

  1984 — 1985

• University of Southern California

  Graduate study in Public Administration.

  1979 — 1980

• University of California at Los Angeles (UCLA)

  Bachelor of Arts, Political Science

  1976 — 1979

Skills

• Employee Benefits
• Revenue Forecasting
• Demographic Analysis
• Human Resources
• Qualitative Research
• Flsa
• Budget Forecasts
• Policy Writing
• Job Descriptions
• Budget Process
• Policy
• Compensation Strategies
• Local Government
• Compensation Structures
• Leadership
• Budgets
• Hris
• HR Policies
• Lawson Hris
• Employee Relations
• Deferred Compensation
• Compensation
• Job Evaluation
• Public Policy
• Analysis
• Personnel Management
• Performance Management
• Administration
• Position Classification
• Management
• Web Design
• Labor Relations
• Job Analysis
• Compensation, Compensation Structures, Compensation Strategies, Job Descriptions
• Social Media