Jon Coy: CHRO / VP, Human Resources / VP, Total Rewards / Director, Total Rewards in Ladera Ranch, CA

CHRO / Head of HR role in small (100-1,000 employees) growth-oriented company working with CEO, Executive Team, and Board of Directors to design and implement strategic objectives. Opportunity to build upon Company's human capital capability – aligning structure, building staff/skills and systems/processes to drive growth, innovation, and continuous improvement.

Responsibilities and Achievements: Direct the total rewards design and administration for a global $500 million publicly traded high performance networking company with 1,000+ employees. • Serve as internal compensation expert to the Compensation Committee of the Board of Directors providing recommendations on U.S. and non-U.S. broad-based non-executive, executive, and Board of Directors compensation programs that are successful in achieving company strategy, financial objectives, and compliance with federal and state laws as well as RiskMetrics (ISS), 162(m), SEC, and NASDAQ guidelines and regulations. • Direct the design and administration of compensation programs and benefit platforms globally: China, Hong Kong, Japan, Singapore,Taiwan, India, France, Germany, Ireland, Israel, U.K., & U.S. • Redesigned equity guidelines to appropriately manage burn rate • Redesigned annual incentive plan to strengthen pay-for-performance relationship • Designed and implemented company's first performance restricted stock unit plan • Designed and implemented Non-Qualified Deferred Compensation Plan • Reduced 401(k) participant fees by 80% ($275K per year) by renegotiating recordkeeper fees and fund class changes • 401(k) Committee Member • Reduced annual benefits costs through negotiations and design changes resulting in annual savings to company of $1.3M • Led the consolidation of benefits globally under one broker • Designed and implemented a High Deductible Health Care Plan with HSA and limited purpose FSA which achieved a 10% first year migration rate and 15% in the second year • Acquisition Support: Designed compensation strategies that achieved 98% offer acceptance and retained aquired employees. • Directed the integration of compensation and benefit programs of acquired global company • Led upgrade of Lawson HRIS resulting in project completion two months ahead of schedule and 30% under budget

Responsibilities and Achievements: Directed compensation design and administration globally for $8 billion publicly traded semiconductor company with over 12,000 employees. 3 direct reports. • Designed and implemented India New College Grad compensation program to attract candidates from the most prestigious engineering schools.

Responsibilities and Achievements: Manage base salary and annual incentive design and administration for $750 million publicly traded national mall-based retailer with over 800 stores and 20,000 employees. • Led the design and administration for base pay, bonus, and long term incentive compensation programs for store, distribution center and corporate employees including executive compensation • Modified TCC mix for salaried professional level employees to address issues with retention, line-of-sight, market competitiveness and economic impact to employees • Modified store base pay structure to reduce cost impact of minimum wage increases and effects of rippling saving the company over $280K • Designed, created and implemented compensation database and reports to facilitate proper management of internal equity within the company and to provide insight into external competitiveness • Established job family lists to facilitate proper classification of employees and HRIS record keeping

Responsibilities and Achievements: Manage base salary and annual incentive design and administration for $2 Billion privately held engineering and construction government contractor covering 3,300 employees. • Created compensation strategy and philosophy to support overall business strategy • Developed base salary and annual incentive compensation structures • Evaluated jobs and ensure validity of job descriptions • Moved company from multiple salary review dates to single annual focal date review schedule • Designed, implemented, and managed compensation database and reporting system to support compensation compliance with FAR and DCAA requirements • Redesigned Business Development Incentive Program to be FAR compliant • Designed, implemented and managed system and policy to support SCA and DBA compliance • Successfully resolved DOL audit of contracts covered by SCA and DBA, saving the company over $500K in back wages and penalties. • Developed college HR intern program for compensation and employee development

Responsibilities and Achievements: Designed and administered executive base salary, annual incentive, and long-term incentive design and administration for $13 Billion publicly traded engineering and construction company covering 600 executives. • Wrote and managed the production of the meeting materials for Compensation Committee of the Board of Directors • Served as the liaison between tax, finance, legal, and human resources for executive compensation issues • Assisted in the review and design of executive compensation strategy and philosophy • Created U.S. and non-U.S. executive compensation structures for base salary, annual incentive, and long-term incentives • Assisted in the selection and design of executive perquisites structure • Assisted in the design and selection of long term incentive vehicles and mix • Assisted in the design of annual incentive and long term incentive performance metrics • Assisted in the annual review and design of Board of Director Compensation