SUNY Brockport

Head of Human Resources at RiskLens

Shift5

Human Resources Director

Safe Security acquired RiskLens and I joined to team to support our employees as we continue the journey of being a global leader in cybersecurity and digital business risk quantification.

Safe Security

Vice President Human Resources at Safe Security

Leading the People function from being brought in as Director of HR & promoted to Executive team as VP of HR to put People First.  Built a culture of trust & transparency while laying foundational HR tools & processes.  Focused leadership on metric-driven goals and a coaching approach to help employees grow and learn from their experiences Introduced results oriented variable programs to drive revenue and improved margins by reducing costs with new benefit broker.

➥ Lead the due dilligence and acquisition of RiskLens to Safe Security
➥ Increased headcount by 20% through strategic talent acquisition with an emphasis on hiring for potential
➥ Adopted a coaching leadership style to foster a growth mindset and culture of empowerment to increase skills throughout the organization
➥ Reduce benefit cost by $500k
➥ Enhanced compensation practices including implementing variable plans to drive revenue
➥ Implemented HRIS system for payroll, goal setting, performance and benefit administration

RiskLens

VP of Human Resources

Here, I direct a team of 4 direct and 5 indirect reports to enhance the employee experience leveraging tools, processes, analytics and technology. I lead cross functional team in determining the best Global HRIS solution by gathering technical and functional requirements and building a strong business case for the CFO to approve the $5.8M project budget.
➥ Oversee the global compensation function for 10 countries and evolved the technology and processes including the merit and incentive processes. 
➥ Managed the $2.7M budget for the SAP services implementation partner by engaging with project leads to ensure hours were being utilized properly and a successful transition of knowledge occurred prior to go live.
➥ Developed a global compensation pay for performance philosophy and job architecture to include salary ranges, job levels to demonstrate career progression and led the change management to the business.  
➥ Partnered with finance to develop sales plans that would drive behavior to increase overall net new revenue.
➥ Sponsored the implementation project of SAP Success Factors suite to bring a global hire to retire solution to Ellucian with Recruitment, Employee Central, Compensation, Performance Management, LMS, Succession Management, Employee Services Center and Offboarding module in 12 months.
➥ Created the People Analytics function and strategy by developing governance for data and analytic dashboards so my team could partner with the business to establish metrics and make sound people decisions utilizing data.
➥ Assumed leadership during the HRIS implementation for the HR Operations team to re-design the hire to retire processes during implementation of HRIS.
➥ Designed and delivered executive compensation cadence with Board of Directors to ensure transparency to equity program and executive compensation.
➥ Steered and directed entire payroll $390M compensation function including $300M base pay, $3.7M corporate incentive and $84M sales commission.

Ellucian

Director, People Success (Compensation, HRIS, People Analytics & HR Operations)

In this role, I quarterbacked $100M compensation function that includes designing a compensation structure to allow for compensation and career progression, benchmarking of 300 jobs, development modeling and analysis of 30 sales compensation plans. I also partnered with parent company to develop equity pool that rewards key employees for company success and manage a $20M merit and bonus program.

➥ Oversaw $30M beneﬁts function including medical, life & disability, 401(k), wellness & relocation, representing CARFAX in beneﬁt RFP process with parent company to improve offerings, streamline FMLA and medical leave processes to streamline employee transition.

➥ Transitioned 401(k) administration from TRowe Price to Fidelity and enhanced offerings.

➥ Implemented a relocation program to support the culture and ﬂexibility of the company all to attract and retain employees and control costs.




➥ Managed compliance and immigration process, partnering with outside counsel and parent company by initiating green cards, visa transfer and renewal processes for 30 employees, as well as maintaining new hire and annual compliance trainings and ensured EEO compliance.

➥ Directed HRIS function, ensuring compliance for new hires and existing employees; designed audits of ADP HRIS system to ensure data accuracy and developed automated processes and implemented key controls for SOX compliance.

➥ Drove the employee experience and onboarding of employees, revamping orientation for smooth transition of new hires to a unique company culture, coordinating move of 400 employees to new office space, and organized quarterly team building event to develop leaders; achieved Great Place to Work awards.

CARFAX

Here, I oversaw a $300M compensation function encompassing designing structure for compensation and career progression to include the change management for Board of Directors, Leaders & Employees and introduction of first ever short- and long-term incentive.  I led a team of 3 Compensation Professionals to strategically align and collaborate with Human Capital Business Partners to increase customer service and customizing compensation strategy to business needs.
➥ Created and implemented competitive and sustainable compensation structure for over 1,500 jobs and 3,000 employees.

➥ Strategically led multiple conversations to educate and inﬂuence a complex Board of Directors to develop a 40-year-old compensation program.

➥ Headed up the design of the companies ﬁrst ever short- and long-term incentive plan to align with its newly created company strategic plan budgeted at $33M for 3,000 employees.

➥ Spearheaded the design and implementation of compensation module of Success Factors for merit and short-term incentive processes.

➥ Developed pay for performance merit program to reward employees align with new compensation structure.

➥ Re-designed relocation program to reduce costs by $1.3M.

➥ Navigated team through developing processes with controls to become ISO certiﬁed.

➥ Oversaw total payroll $300M with a pay for performance budget of $32M.

Amtrak

Director, Compensation

With this company, I started as a Manager and later received a promotion into Senior Manager and Director roles. I managed a global payroll totaling $250M and the annual pay for performance budget of $10M to ensure market competitiveness. Oversaw $150M incentive and sales commission budget. Additionally, I partnered with business units to ensure sustainable incentive and sales plans. I developed plans prior to IPO to reward employees for driving revenue, utilization achievement, and individual performance.

➥ Led the global equity administration to include stock options, restricted stock & ESPP programs for over 750 participants and ensure accurate SEC ﬁlings.  

➥ Navigated cross functional team through the implementation of equity administrator and development SOX compliance procedures prior to IPO.

➥ Formulated and implemented sustainable compensation structure enabling growth and retention of talent, overseeing program success through metrics and a $1.6M bi-annual promotion process.

➥ Partnered with 3rd party consultant to produce materials for compensation committee to make decisions on executive compensation.

➥ Managed cross-functional team through successful acquisition and cultural integration of 4 US based and 1 international company.

➥ Partnered with international HR to allow for fair & equitable programs within 7 countries company operates in. 

➥ Led a team of compensation professionals to strategically support business initiatives involving technology & compensation.

Deltek, Inc.

Here, I directed all aspects of compensation management for the system’s two largest hospitals and advised Inova on complex compensation projects, systems, policies, and procedures used to manage more than 1,000 positions and 14,000 healthcare employees.

➥ Designed and oversaw internally developed systems used to manage compensation and maximize corporate funds related to a base salary payroll of $650M and an annualized market/equity budget of over $11M. 

➥ Steered efforts of HR team and operational partners and advise the staff and executives on compensation-related issues to ensure consistency among all operating units.
 
➥ Communicated with and led teams of compensation consultants on engagements designed to improve organizational effectiveness through effective analysis, identiﬁcation, and resolution of workplace issues. 

➥ Implemented best practices, policies, and procedures that improved internal operational processes.

Inova Health System

Compensation Consulting Lead

In this position, I managed a $3M training budget and oversaw all HR functions for a district comprised of 11 stores representing more than 1,500 employees and $87M in annual sales. I ensured union and non-union employees complied with all policies and regulations.




➥ Collaborated with District Manager of Operations to develop talent and identify ways to develop/administer new processes to improve performance in sales, customer service, associate satisfaction, management development, and succession planning. 
 
➥ Mentored “high potential” employees that resulted in achievement of becoming the leading district of the region.

Giant Food (An Ahold USA Company)

District HR Manager

I managed and served as a liaison to executive & HR teams to convert existing legacy payroll systems to and implement a new standardized Cyborg system and streamline all HR processes for the company’s five operating units.

Ahold, USA

Project Manager

I developed, managed and implemented total compensation strategies designed to meet the requirements of Tops’ Corporate Distribution, Wilson Farms, and Tops Retail areas.

Christina Togni