Usurlia Lynn Benjamin

1603 Timber Creek Dr

Missouri City TX 77459
281-416-8949 home / 281-536-4295 cell
ub4e1eae@westpost.net
http://www.linkedin.com/in/lynnbenjamin

EDUCATION: Houston Baptist University Dual Degree

Bachelor Business Administration & Bachelor Management
EXPERIENCE:
Houston Community College System Mar. 2010 Present - Sr. Compensation Analyst
> Evaluate new and existing positions by investigating and analyzing position du
ties and responsibilities to determine appropriate classification and salary lev
els; conduct job analysis (desk audits) as necessary.
> Analyze and enter all employee stipends accurately and timely according to the
payroll schedule.
> Gather and compile market data on compensation, benefits, and performance mana
gement practices of peer colleges and institutions of higher education.
> Conduct wage, salary and surveys, analyze the data and prepare recommendations
as necessary to establish the fair market value of jobs.
> Coordinate compensation input data with Benefits and Payroll Departments assur
ing compliance with payroll schedules/processing time lines.
> Create and run queries, validate and analyze data and generate reports to illu
strate the results.
> Serve as a source for the department in working with outside agencies and cons
ultants in compensation matters.
> Assist with and coordinate with HRIS the input and maintenance of the Position
Class Assignment/Data into PeopleSoft, ensuring that the information is accurat
e, updated and processed in a timely fashion.
> Maintain records of such activity and assure that appropriate job descriptions
are maintained for all positions.
> Maintain the Human Resources website for on-line access to job descriptions an
d other compensation-related information.
> Job Evaluation - Studies and analyzes jobs and prepares job descriptions to re
flect major job responsibilities, activities, duties and requirements. Evaluates
positions, makes recommendations on job titles, grade levels, and internal/exte
rnal market alignment and works with compliance to determine FLSA classification
.
> Salary Adjustments - Analyzes current pay practices and recommend salary chang
es to ensure equity; Assists with preparation of cost analysis associated with p
ay adjustments or pay program initiatives.
> Market Pricing - Participates in salary surveys and determine organizations ma
rket relationship. Analyzes results of those surveys and develops specific recom
mendations to support pay decisions and to create competitive salary structures
while maintaining internal equity.
> Salary Structure Development - Performs job analysis to determine salary grade
s.
> Audits evaluation of jobs and application of existing job classifications.
> Builds positive relationships, provides counsel and direction to business par
tners, management and communicates compensation philosophy.
> Conducts and manages special compensation studies for specific functional area
s; analyzing market trends, completing statistical studies, and developing recom
mendations and action plans designed to attract, retain, and reward employees.
> Analyze market survey data using intermediate statistical techniques.
> Assist with the development of market price compensation levels for all positi
ons utilizing market data, salary survey information from national, regional, an
d local sources.
> Assist with the development occupational qualifications and job leveling matri
ces.
> Create and update job descriptions for all positions and ensure accuracy prior
to publication in the People Administration System and recommend FLSA status.
> Create presentation ready compensation reports for review and final approval u
sing Excel, PowerPoint and other reporting software applications.
> Perform advanced report writing and maintenance of job evaluation documents ap
proved by Compensation & Benefits Director.
> Serve as departmental liaison to Information Technology for compensation datab
ase enhancements and revised reporting requirements.
> Work with HRIS, Payroll and Benefits on routine compensation updates and enhan
cements in PeopleSoft.
> Compile quality metrics and reports for the compensation department.
> May respond to routine inquiries regarding compensation guidelines and policie
s.
Fluor Corporation November 2007 December 2009 - Control Systems - Engineering/So
ftware Applications Specialist REC Silicon Moses Lake Expansion Project Plant 4.
0
Renewable Energy Corporation (REC) of Norway is involved in the international so
lar energy industry and operates subsidiaries on three continents. The REC Sili
con (formerly Solar Grade Silicon) 2007 Moses Lake Expansion Project is an exten
sion to an existing Polysilicon plant located in Moses Lake, Washington known as
Solar Grade Silicon, LLC or SGS. Provided assistance to the Lead Engineer as r
equested in the areas of schedules, estimates, progress reports, meetings, procu
rement activities (Perform Engineering functions such as preparing the following
: PO Packages, Data Sheets, P&ID Mark-ups, Vendor Data/Packages etc..)
> Performed general HR Duties including recruiting
> Utilized vendor data and work with personnel from other disciplines as require
d for the performance of designs
> Actively participated in and maximizes the use of Fluors Knowledge Community a
nd other available resources
> Exhibited through understanding of pertinent codes and governing regulations a
nd industry practices, attend vendor lunch-n-learns to stay abreast of the lates
t technologies used in the industry.
> Loaded all Engineering Data and assure that complete revision histories are re
corded and maintained
> Assured that all Objects (Tags, ISOs, etc) are properly scoped against marked-
up P&IDs and that the correct Types are assigned to them.
> Consulted with Process, Procurement, Documentation and Piping on Completions t
o assure that all engineering data useful for an optimized completions process i
s available and correct.
> Work with Vendors to assure that Preservation steps are optimal for designated
equipment.
> Expedited print out and organization of check sheets for daily work in the fie
ld during inspection and signoff.
> Organized weekly work list for Preservation activities and confirm that activi
ties are checked off as performed and all documentation is properly recorded and
retained.
> Prepared Database for handover to client at end of project.
Fluor Corporation EICS - Site Automation Manager (SAM) Oct 2006/ July 2007 Nov
ember 2007
Marathon Garyville Major Expansion Project (GME) Major $3.2 billion expansion
project (new refinery) in Garyville, La with a new 180,000 bpd Crude/Vacuum Unit
, a Delayed Coker Unit, a Hydro cracker Unit, Naptha and Kerosene Hydrotheater U
nits, a Reformer Unit, a CCR Platformer Unit, a Sats Gas Unit and two new Sulfur
Units. Working as the Projects Responsible for coordinating and managing site
automation activities on the project under general supervision of the lead Proje
ct Information Manager (PIM)
> Worked with Construction (including contractors), Construction Technology, EIC
S, Fluor IT, IBM, & PIM(s) to analyze and develop work processes as well as prov
ided support for site automation activities
> Provided HR Generalist duties on-site including the following:
* Employee relations
* Design and conduct new employee orientations of 50 employees of more weekly
* Company employee communication on site and in office
* Conducted research, analyze data and prepared reports as needed to support Hum
an Resources initiatives.
* Performed resume reviewing, job posting coordination, completing surveys and w
riting job descriptions.
* Performed other job related duties as assigned.
* Compensation annual salary planning and benefits administration;
* Employee safety, welfare, wellness and health; and
* Employee services and counseling
* Interview job applicants; review application/resume; evaluate applicant skills
and make recommendations regarding applicants qualifications
> Coordinated the site automation scope, services, budget and schedule. Coordin
ated site automation activities and provide overall cross-discipline coordinatio
n in the field. Identified and coordinated site automation project turnover and
close-out activities
> Documentation of plans and procedures for support, maintenance, and operations
of the systems and tools deployed including the identification of responsibilit
ies, contact information, and problem solving procedures
> Worked on set up of data center room for Fluor employees on the project (conne
cting data lines to switch panel)
> Desktop support for Fluor employees (i.e. configure email, intranet/internet a
ccess and printer mapping)
> Worked with Fluor IT, IBM, and the PIM(s) to mobilize the project site while r
eviewing and monitoring progress and schedule for potential problems
> During execution at the construction site, answered any questions and issues m
ay be raised about software/hardware and human resources policies
> Provided ongoing support for the site allowing for connectivity back to home o
ffice enabling remote IT support
Fluor Corporation/TRS Feb. 2006 - Oct. 2006 - HR Generalist II/Manager I
> Administered all applicable personnel policies and procedures affecting exempt
, non-exempt, and craft employees.
> Processed paperwork for functional area according to established procedures, i
ncluding hires, transfers, and terminations.
> Prepared internal employee communications regarding compensation, benefits, or
company policies.
> Provided strategic and proactive HR support to the management teams for the Co
nstruction & Procurement department.
> Conducted research, analyze data and prepared reports as needed to support Hum
an Resources initiatives.
> Performed resume reviewing, job posting coordination, completing surveys and w
riting job descriptions.
> Prepared reports for leadership committee regarding retention and attrition.
> Performed other job related duties as assigned.
> Promoted a positive, safe, professional work environment, in collaboration wit
h management, to improve employees job satisfaction and morale by helping make e
mployees work experience more rewarding.
> Served as a single point of contact for managers to access services provided b
y other Human Resources functions, e.g., training, staffing, payroll, benefits,
data operations, compensation, workers compensation and on-boarding and acquisit
ions for Construction & Procurement.
> Designs and administers human resources policies and procedures that cover sev
eral functional areas.
> Assisted executives, managers and employees with the interpretation of Human R
esources policies, procedures and practices.
> Ensured regular availability of, facilitate and/or conduct, and promote attend
ance at, and/or participation in, required training programs.
> Create and run queries, validate and analyze data and generate reports to illu
strate the results.
> Analyzed proposed pay adjustments received from departments and makes recommen
dations.
> Analyzed requests on job titles and salary grade assignments and makes recomme
ndations.
> Collected and analyzed HR data, and then makes recommendations to management.
> Actively managed, oversees and accepts ownership and accountability for all pe
ople related issues for the Construction & Procurement department.
> Analyze market survey data using intermediate statistical techniques. Respond
to routine inquiries regarding compensation guidelines and policies.
> Assist with the development of market price compensation levels for all positi
ons utilizing market data, salary survey information from national, regional, an
d local sources.
> Assist with the development occupational qualifications and job leveling matri
ces.
> Create and update job descriptions for all positions and ensure accuracy prior
to publication in the People Administration System and recommend FLSA status.
> Create presentation ready compensation reports for review and final approval u
sing Excel, PowerPoint and other reporting software applications.
> Perform advanced report writing and maintenance of job evaluation documents ap
proved by Compensation & Benefits Director.
> Serve as departmental liaison to Information Technology for compensation datab
ase enhancements and revised reporting requirements.
> Work with HRIS, Payroll and Benefits on routine compensation updates and enhan
cements in PeopleSoft.
> Compile quality metrics and reports for the compensation department.
> May respond to routine inquiries regarding compensation guidelines and policie
s.
Baylor College of Medicine Nov. 2004 Jan. 2006 - Compensation Analyst
> Would troubleshoot problems related to SAP data errors and resolve incorrect t
ransactions.
> Advised and trained departmental contacts and human resources staff on the pro
per way to enter information into SAP.
> Analyzed proposed pay adjustments received from departments and makes recommen
dations.
> Analyzed requests on job titles and salary grade assignments and makes recomme
ndations.
> Participated in salary surveys and analyzes survey results.
> Assisted department personnel with SAP technical problems and with annual main
tenance of the job classification system and the preparation of the annual salar
y budget.
> Created and maintains the PRISM Code table and creates new PRISM Codes as requ
ested by Compensation. Investigates discrepancies for interface systems receivin
g data from SAP HR (T&E, Aspen, B2B, etc.). Works with the client groups and HRC
IS Consulting group to assist with system changes that are required outside of t
he daily requests received.
> Reviewed and unlocks transactions in SAP and run Ad hoc reports.
> Developed recommendations to adjust salary structure in response to the client
s changing organizational needs and market values.
> Oversees the updating of employee information in SAP.
> Reviewed and released documents in SAP for approval and release by the adminis
trator or director of the organizational unit.
> Conducted research, analyze data and prepared reports as needed to support Hum
an Resources initiatives.
> Performed resume reviewing, job posting coordination, completing surveys and w
riting job descriptions.
> Prepared reports for leadership committee regarding retention and attrition.
> Performed other job related duties as assigned.
> Generates monthly reports and distributions in SAP.
> Analyzed clients current pay practices and makes recommendations for salary ch
anges to ensure equity.
> Evaluated and made recommendation of salary survey resources and identifies re
sources that enhance the delivery of compensation services.
> Counseled departmental personnel liaisons on compensation practices and proced
ures.
> Researched and interprets compensation related policies and state and federal
laws; conducted periodic audits of the FLSA designation of positions.
> Created ad hoc reports requested by the departments using SAP and Mercer Prism
.
> Participated in a variety of compensation related special projects.
> Provided support and guidance to junior members of the compensation staff.
> Requested reviews and approves all necessary interfaces and/or program modific
ations, and assisted with the preparation of detailed specifications from which
the program will be written.
Waste Management Jun. 2004-Oct. 2004 - Compensation Analyst temp
> Provided support for the designing and development of compensation projects to
implementation.
> Able to interpret federal and state acts, statutes and regulations on wage and
salary issues, and recommends starting salaries, promotional increases, merit/e
quity increases.
> Provided market reviews and job analysis for existing and new positions and Jo
b Description writing and FLSA reviews.
> Conducted research, analyze data and prepared reports as needed to support Hum
an Resources initiatives.
> Performed resume reviewing, job posting coordination, completing surveys and w
riting job descriptions.
> Prepared reports for Shells leadership committee regarding retention and attri
tion.
> Performed other job related duties as assigned.
> Made recommendations on job analysis and evaluation with emphasis on market co
mpetitiveness and the appropriate internal banding/grading of a given position.
> Reviewed of positions for pay structures, development, and review of internal
equity for appropriate job slotting.
> Developed recommendations to adjust salary structure in response to the client
s changing organizational needs and market values.
> Create and run queries, validate and analyze data and generate reports to illu
strate the results.
> Analyzed clients current pay practices and makes recommendations for salary ch
anges to ensure equity.
> Updated and wrote job descriptions.

Shell Services International Oil & Gas Nov. 1998-Mar. 2004 - Human Resources Sp
ecialist
> Served as a member of the HR-ISIS team.
> Participated in the creation and implementation of policies and procedures.
> Assisted with issues relating to records compliance and governmental reports.
> Assisted in explaining policies and procedures related to sick, vacation, and
personal time accrual.
> Provided routine customer service, policy and procedure interpretation, job ev
aluation, job creation and structure analysis, and internal and external salary
analysis.
> Prepared ad hoc reports for international counter-parts Shell Netherlands on r
etention, attrition, general salary analysis reports
> Reviewed and approves job and organizational changes relating to these areas.
> Participated in surveys and ensures client job, market, employee and pay plan
information is maintained appropriately in system and file records.
> Performed administration of data transactions for the Department of Human Reso
urces.
> Served as focal point for resolving primary ID, security and other data integr
ity issues pertaining to SAP.
> Configured accounts in SAP, assigned user rights, security
> Maintained/updates all end-user documentation
> Extract data & generate reports for various departments in Business Objects we
ekly, monthly, quarterly and annual
> Served as the liaison between customer and technical teams to facilitate solut
ions
> Assisted with functional testing and documentation of system enhancements/cust
omizations and special projects as required Benefit packets, Employee Self Serv
ice
> Provided backup support to other Coordinators/Administrators
> Adhered to and promote HR/HRIS policies and procedures
> Participated in creating training documents for departments for SAP upgrades.
> Coordinated events and activities planned by the HR community
> Handled employee relations questions and queries ER
> Served as liaison for Shell Policy group, responsible for reviewing and proces
sing severance documentation
> Developed recommendations to adjust salary structure in response to the client
s changing organizational needs and market values.
> Analyzed clients current pay practices and makes recommendations for salary ch
anges to ensure equity.
> Supporter International users on SAP issues and salary analysis reports/reques
ts
> Developed training plans and materials and conduct training to support new pro
cesses, systems, and technologies.
> Conducted research, analyze data and prepared reports as needed to support Hum
an Resources initiatives.
> Performed resume reviewing, job posting coordination, completing surveys and w
riting job descriptions.
> Prepared reports for Shells leadership committee regarding retention and attri
tion.
> Performed other job related duties as assigned.
> Administered compensation programs. Evaluates and analyzes salary data.
> Recommended, reviewed and/or analyzed current and proposed compensation progra
ms, policies and procedures to ensure regulatory compliance as well as project p
otential costs to management.
> Made recommendations for enhancing the data in the HRIS and assisted with clea
nup.
> Prepared reports and presentations as needed. Evaluates jobs and salary ranges
for market competitiveness and internal equity.
> Create and run queries, validate and analyze data and generate reports to illu
strate the results.
> Assisted in writing and updating job descriptions for several departments.
> Participated in compensation surveys and analyzes results in order to determin
e market position.
> Made recommendations that satisfy the goals and philosophy.
PROFESSIONAL LICENSES/CERTIFICATES:
Microsoft Office User Specialist Certification
HR PROFESSIONAL
> General knowledge of employment laws and practices.
> Experience in the administration of benefits and compensation programs and oth
er Human Resources programs.
> Excellent computer skills in a Microsoft Windows environment.
> Coordinates the change request process with leads, communicates decisions back
to directors, assists with incorporating approved changes into work plans, staf
fing plans, and critical path for future leaders
> Reviews work products and deliverables and identifies issues with adherence t
o quality standards
> Effective oral and written communication.
> Knowledge of Enterprise Resource Planning (ERP) applications.
> Excellent interpersonal and coaching skills.
> Evidence of the practice of a high level of confidentiality.
> Excellent organizational skills.
TRAINING:
> ERP, MS Office 2007, People Soft 8.4, MAGIC, MS Office 2007, Fluor proprietary
MatMan (Material Manager), SPI (formerly INtools), Brio, Oracle 10g exposure, M
icrosoft SQL exposure, DOS, Windows 2000, NT, XP, AS400 Mainframe, CITRIX, NT Ac
count Migration, Business Objects, Service Center, Act for Windows, Total Comp,
Brass Ring, Cold Fusion, LIMS, Lotus Notes, - KRONOS, (Oracle 9.2 & 10g, SQL exp
osure) General SAP Basis Administration, Procure IT, Mercer Prism, Internet trai
ning also familiar with hardware Dell, HP & Lexmark Printers, all PCs & Deskto
ps
> HR surveys: Watson Wyatt, CPUA, Tower Perrin, Mercer, Medical/Education HOCS,
HCA, ART, BLS, PAS, Hay Paynet, Brass Ring, Total Com, MY SAP
ASSOCIATIONS:
ALLSTAR Toastmasters Advanced Communicator Silver Member Since 1998