Tonya Waid-Hall

Senior Associate, Product Manager - Compensation Survey Consultant @Mercer

Cullman, AL, US
MOBILE NUMBERS
+12•••••••08

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WORK HISTORY

Dec 2022 — Present

Senior Associate, Product Manager - Compensation Survey Consultant @Mercer

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US

ABOUT TONYA WAID-HALL

Extensive experience in Human Resources / Compensation in the financial services industry. Now a Product Manager, Senior Associate working remotely for Mercer. Mercer is a leader in the industry and I serve as a Compensation Survey Consultant managing our portfolio of surveys for pro sports teams, professional sports industry, and entertainment venues. Coursework completed towards CCP.Hold active Property and Casualty License for state of Alabama.Professional BioTonya Hall is a Senior Associate in the Products segment of Mercer’s Career Business. In her role as a Compensation Survey Product Manager, she plays a vital role in supporting the Professional Services Survey Portfolio and serves as the lead Product Manager for the Professional Sports/Sports Industry Surveys. Additionally, Tonya provides valuable support to the Class I Railroad Survey (CIRR), the Automotive Personnel Forum Compensation Survey (TAPF), and the Ontario Municipal Compensation Survey (OMCS).With a wealth of experience, Tonya joined Mercer in December of 2022, bringing with her eighteen years of expertise as a Compensation Consultant in the Financial Services industry. During her tenure, she successfully led a team of consultants responsible for administering compensation for over employees. Tonya\'s extensive experience encompasses various aspects of compensation management, including salary survey participation, salary range creation and maintenance, benchmarking jobs, job classification, writing job descriptions, and performance review administration.Tonya brings a dedication to her work, clients, and a commitment to delivering exceptional results. Her expertise and passion for compensation management enable her to provide valuable insights and guidance to clients, ensuring their compensation strategies align with their business objectives.

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