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DEGRAY
alexander.degray11@gmail.com New York/Connecticut/NNJ M 914.487.3693
Prof
Award-winning Compensation & Benefits Director with a record of advancement and achievement at For-
tune 500 organizations (e.g. Xerox, Kodak, CIGNA, W.R. Grace) recognized for standard-setting rewards
functions. Generated policies and influenced change that led to major gains in pay-for-performance align-
ment, operational efficiency, talent acquisition and retention, and corporate bottom line. Helped turn HR
from a transactional function into a seamless, strategic business partner within an enterprise. Demonstrated
ability to draw on unique background as high-level human resources generalist to offer big-picture recom-
mendations and solutions.
Confident leader who establishes culture of excellence and accountability among staff members. Forges
productive relations with all colleagues and departments. Provides expert change leadership in adverse
business situations and startup settings. Extensive international compensation and benefit experience in re-
gions including Europe, Asia/Pacific Rim, and South America. Human Resources-Related Degree from
Cornell University. Six Sigma Certified.
AREAS OF EXPERTISE
Job Evaluation/Pay Design Health & Welfare/Pension Design Variable Pay/Sales Incentives
Executive Pay/BOD Preparation Captive Insurance Design HRIS Implementation & Oversight
Process Redesign & Improvement M&A Due Diligence/Integration International Rewards Design
PROFESSIONAL EXPERIENCE
(Prior decision to consult for 5+ years was due to need and preference for work location flexibility. Also, please note that the
entities/former employers General Signal, Kodak Polychrome Graphics, Xerox Engineering Systems no longer existed as of
1999, 2005 (agreement to dissolve joint venture in 2004) and 2002,respectively; CIGNA Healthcare was integrated into the
remainder of CIGNA in a 2008 restructuring)
the organization from a point system job evaluation approach to market pricing. Advise and assist
human resources staff and other business leaders on culture change from an entitlement mindset to
that of pay-for-performance. Provide other related compensation benchmarking and counsel as
needed.
Compensation design initiative won a process improvement/innovation Baldridge criteria
award through the Connecticut Quality Improvement Award Partnership (CQIA)
Other earlier achievements included incentive plan design and annual benefits renewal planning at
various organizations as well as uncovering drivers and process improvement solutions for multi-
million dollar benefit plan deficits at the globally branded, durable consumer goods manufacturer
Hunter Douglas.
Received Champions Award within 3 months of hire for partnering effectively with HR leader-
ship, and for better aligning staff rewards with goal attainment
Consistently achieved at- or below-budget outcomes on merit pay, bonus awards, and LTIP grants.
Reduced off-cycle spending by ~50%
Drove better thought leadership over rewards allocation by converting pay decision making to a de-
centralized model. Provided actionable metrics, education, and empowerment to ensure successful
transition
Designed incentive plans which realized $104M+ in savings
Built and executed cost conservative strategy for retention of business-critical clinician populations
and management of pay compression for staff in populations with prior union attempts
Developed benefits strategy that cut health and welfare benefits costs 20%+ while simultaneously
positioning most benefit plan offerings at a more generous level than top 4 industry competitors.
This resulted in helping to position organization as an employer of choice in a labor market sector
with talent shortages
Previously employed for seven years at W.R. Grace, promoted to position of Compensation Manager
ALEXANDER M. DEGRAY PAGE 4
EDUCATION
Bachelor of Science Industrial & Labor Relations / Economics, Cornell University, Ithaca, NY
(Coursework on compensation, health/welfare pension plans, statistics, human resources)
Graduate-level coursework in Organizational Development and Industrial Psychology
SPECIALIZED HR KNOWLEDGE
Consumer Driven Health Care (HRA, HSA), DB/DC Pension Design & Compliance, Affordable Care Act
(ACA), FAS 123R, 409A, 162(M), Sarbanes-Oxley, SEC Disclosures, FLSA, ORC Balance Sheet, ERISA,
HIPAA, USERRA, FMLA, COBRA, EEO/AA requirements, WARN, OWBPA, ADA, NLRA.
CERTIFICATIONS
Candidate: Certified Executive Compensation Professional (CECP)
Certified: Expatriate Tax Policies & Planning (World Trade Institute); AchieveGlobal Trainer (Zenger-Miller)
Lominger Career Architect/Competency Modelling Tools Mutual Gains Bargaining (FMCS)
AFFILIATIONS
International Foundation of Employee Benefit Plans, WorldAtWork, National Foreign Trade Council
TECHNOLOGY
HRIS includes PeopleSoft, Oracle, Ceridian, UltiPro, ADP and Lawson