Chuck Nwagwu - July 8, 2024 - DCSD Board Meeting Archive

Chuck C. Nwagwu

Compensation Administration & Leadership

Twenty-four(24) years of Compensation Administration experience in various sectors; State
Government, Healthcare, Academia and a Fortune 500 medical supply chain distribution and
logistics company. Highly motivated visionary with analytical, leadership, communication,
motivational, and planning skills. Demonstrate excellent communication skills by developing
training documents and executing training presentations to colleagues and high level leadership staff.
Provide monthly policy and procedures training to new leadership staff. Maintain outstanding rapport
with management staff both internally and externally. Perform continuous budget tracking to ensure
compliance with organization wide financial goals. Assist department managers in the preparation of
personnel forecasts to project personnel needs.

Proven professional strengths in:

COMPENSATION MGMT Market Analysis LEADERSHIP
Job Evaluation/Market Pricing PERFORMANCE MGMT BENEFITS
ENROLLMENT
Internal Equity Analysis SALARY CALCULATIONS Position
Classification
Oral/Written Presentation Program Administration Project Management
JOB DESCRIPTION WRITING Compression Analysis Strategic Planning
Data Analysis Organizational Goal Setting Resource Allocation
RELATIONSHIP MGMT EMPLOYEE RELATIONS SALARY MGMT
COMPENSATION PLAN DESIGN Job Consolidation PROBLEM SOLVING

Professional Experience

NEIMAN MARCUS GROUP (Remote)
4/2023 - Present
Compensation Director - Provide strategic leadership of the Compensation function by
developing, implementing, and maintaining base and variable pay programs to support the
People Services strategy, and leading a team of Compensation professionals to administer
compensation programs at all levels of the organization.
 Develop, implement and administer total compensation programs, including base pay
and incentive plan design.
 Work with Global Compensation partners on various executive and broad based
compensation matters.
 Partner with both internal and external legal counsel to prepare the
Compensation Discussion and Analysis (CD&A) and compensation disclosures.
 Partner with Finance to provide quarterly updates and communications to senior
management on NMG’s short term cash and long term equity compensation plan
performance against metrics.
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 Manage all executive compensation plans, including cash, equity and executive
severance plans.
 Prepare executive severance calculations and exhibits for Compensation
Committee review and approval.
 Manage the job architecture framework, refining and evolving as needed to support the
businesses while ensuring consistency across businesses, functions and geographies.
 Deliver compensation projects based on overall HR prioritization.
 Participate in all compensation related M&A activity
 Develop training and education opportunities to ensure managers and employees
understand compensation programs and processes.
 Promote a culture of high performance, continuous improvement that values a
commitment to quality
 Work closely with People Services Business Partners to collaborate on initiatives within
all business units.
 Direct and develop a team of compensation analysts to support the global business

GLOBAL PAYMENTS, Alpharetta, GA
7/2022 – 4/2023
Global Director, Compensation - Responsible for the development, design and delivery of
global compensation programs across Global Payments. This position collaborates with global
HR business partners as well as business leaders. This position also reports to the VP, Global
Compensation and manages a team of compensation professionals.
 Develop, implement and administer total compensation programs, including base pay
and incentive plan design.
 Coordinate with Employee Relations on Reduction in Force (RIF) projects,
including all Senior Executive separations
 Manage all executive compensation plans, including cash, equity and executive
severance plans.
 Prepare executive severance calculations and exhibits for Compensation
Committee review and approval.
 Oversee the preparation of compensation data for proxy disclosure and
compensation committee meetings.
 Guide a global compensation survey strategy and approach that delivers consistent
market pricing and also reflects region/country-specific requirements, ensures
competitiveness and fiscal responsibility.
 Manage the job architecture framework, refining and evolving as needed to support the
businesses while ensuring consistency across businesses, functions and geographies.
 Deliver global compensation projects based on overall HR prioritization.
 Participate in all compensation related M&A activity
 Develop training and education opportunities to ensure managers and employees
understand compensation programs and processes.
 Promote a culture of high performance, continuous improvement that values a
commitment to quality
 Work closely with HR Business Partners to collaborate on initiatives within all business
units.
 Direct and develop a team of compensation analysts to support the global business
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KENNESAW STATE UNIVERSITY, Atlanta, GA
8-2019 – 7/2022
Director, Compensation - Responsible for the design, implementation, and ongoing
evaluation of the organization's compensation programs, including base pay, incentive pay,
and performance management programs. Works with senior management to ensure that
compensation strategy and programs support the organization's business objectives and
ensures that compensation programs are consistently administered in compliance with
university policies and government regulations through audits, legal reports and personal
interactions.

EMORY HEALTHCARE, INC, Atlanta, GA 1-
2014 to 8-2019
Sr. Compensation Consultant - Coordinates and oversees the development, implementation
and maintenance of compensation programs for Emory Healthcare. Collaborates with
departments to support recruiting and retention efforts; identifies needs and develops and
implements strategies. Administers organizational compensation policies and procedures;
Benefits Plans; forecasts salary increase budgets and analyzes financial impacts.
 Financial / Budgeting: Prepares detailed salary budget planning reports; forecasts
impact of salary adjustments to overall budget.
 Management / Supervision: Compiles market data and calculates market variances to
recommend market adjustments for specific jobs in accordance with salary surveys and
salary budgets. Evaluates jobs for appropriate classification in accordance with
regulations and policies. Recommends new strategies for and changes to compensation
policies and procedures. Educates management in the interpretation and application of
policies and procedures to improve or resolve specific compensation issues. Obtains
quality market pay data by participating in compensation surveys. Conducts market
surveys as necessary. Supervises staff and manages employee performance. Provides
on-going performance feedback, addresses problems, orients and trains employees,
verifies competency and identifies and suggests ways to develop skills. Conducts
performance appraisals and assigns work.
 Professional Development: Works with manager to formulate plan for professional
development. Attends educational in-services as appropriate. Participates in
professional activities and organizations to maintain knowledge of current trends,
practices, and developments.
 Reporting / Data Management: Collects, organizes, and analyzes data; designs and
generates reports of employee data to meet users' needs.
 Staff Resource: In conjunction with supervisors and managers creates and updates job
descriptions. Revises qualifications and duties as appropriate. In conjunction with
recruiting staff, calculates and determines salary quotes for new hires. Consults with
management on compensation issues; interprets regulatory guidelines; communicates
regulatory requirements.
 Benefits: Administering and communicating benefit programs to staff and interpreting
related policies and procedures, and ensure compliance with regulatory agencies.
 Benefits: Contribute to the development and improvement of established procedures,
solve benefits related problems, and communicate information about the plans to
employees and departments.
 Benefits: Assist with orientations and advises employees and departments on benefits
eligibility guidelines and options; enrolls employees in benefits program.
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 Employee Relations: Identify issues, conduct research and review related
documentation and facts to evaluate and resolve problems. Work with supervisors to
provide effective employee development and performance improvement plans.
 Serve as Consultant to the Provider group (Emory Specialty Associates/ESA) on all
compensation and rewards matters.

VANDERBILT UNIVERSITY & MEDICAL CENTER, Nashville, TN
12 - 2012 to 12-2013 Compensation Consultant - Under the leadership of the Director of
Compensation & Performance Development and as part of a comprehensive Human
Resources team, I am charged with the responsibility of the planning, design, implementation
and administration of day-to-day compensation and performance development programs for a
significant segment of the organization. Working collaboratively with the Compensation
Manager, I ensure that the Vanderbilt compensation program supports and is aligned with both
short and long term business objectives of their segment of the organization and the institution
as a whole.
 Acts as lead consultant with departments to proactively address compensation and
performance development issues; evaluates compensation processes and systems to
ensure they are meeting the needs of the organization; implements process and system
improvements where such changes would have a positive impact
 Works collaboratively with departments to develop career ladders and career paths to
provide staff with appropriate career advancement opportunities
 Participates in and analyzes results from local, regional and national salary surveys to
assess market competitiveness of current positions; performs market analysis of
positions to assess Vanderbilt's salaries relative to organizations in our competitive
market
 Reviews, analyzes and recommends proper classifications of new and existing positions
as requested by departments; assists departments by developing new job codes where
appropriate
 Performs job evaluations on new and existing jobs to ensure that they are graded
appropriately and provides salary recommendations as appropriate
 Serves as a resource for managers on compensation policies and practices, and the
performance management system in place at Vanderbilt.

OWENS & MINOR, INC Mechanicsville, VA
10 – 2010 to 12 - 2012
Compensation Consultant – One of two consultants tasked with supporting the Owens &
Minor Total Compensation Philosophy and Strategy by consulting with internal clients to
design, develop, implement and enhance base salary, variable pay and equity compensation
programs, research and recommend alternative solutions to business problems and gain buy-
in and acceptance of new ideas and proposals.
 Research and utilize market data to create and ensure market competitiveness of
Owens & Minor compensation programs.
 Audit, measure and report on the success of incentive programs in achieving program
business goals and rewarding and/or changing teammate behavior.
 Perform calculations to determine quarterly bonus payout amounts, determine accruals,
determine overpayments and partner with management on adjustments.
 Create communication plans and strategies to support annual programs and new
initiatives.
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 Conduct compensation audits to ensure internal equity and OFCCP/regulatory
compliance.
 Serve as project manager for compensation issues related to acquisitions, business
growth, and new business development. Manage projects teams of 5 to 10 personnel
from different departments of the company to successfully complete the
Structure Adjustment, Performance Management and Merit Allocation, Quarterly
and Annual Incentive Program and Job Creation Process Mapping projects.

NORTHSIDE HOSPITAL, INC Atlanta, GA
2006 – 2010
Sr. Compensation Analyst – One of two analysts responsible for all of the compensation
needs of the departments of a 7,200 staff member hospital.
 Manage 60% of the organization’s $241.3m payroll
 Support 4 of the 7 organizational Vice Presidents and their respective departments by
providing compensation, classification, budget and FTE (fulltime equivalent) expertise.
 Managed the organization’s Performance Evaluation and Merit Program and the
dispersal of the programs $7.2m budget as well as the 10 person project team of
full-time, part-time and contract employees.
 Responsible for analyzing sensitive compensation materials and making
recommendations based on research results.
 Create and maintain policies and procedures that guide the actions of the organization
as it relates to staff.
 Research, create and maintain the organization’s catalogue of some 2000 job
description inventory.
 Maintain 15 hiring charts and over 40 pay scales and job grades.
 Work with numerous departments to construct employee development programs.
 Participate in 25 wage and salary surveys annually to ensure organizational compliance
with changes in laws and regulations.
 Train 10 – 30 new leadership members monthly on the policies and procedures that
connect their responsibilities to the HR function.
 Participated on the implementation team for the organizations new HRIS System,
UltiPro.

MISSISSIPPI STATE PERSONNEL BD Jackson, MS
2000 to 2005
Classification/Compensation Analyst IV – Lead analyst in charge of the training and daily
responsibilities of 7 junior level analysts’ charged with responsibility for analyzing State and
Federal legislation as it pertains to the function of 115 State Government Agencies and their
resources.
 Managed the human resource needs of 47 out of 115 Mississippi state government
agencies.
 Maintained over 30% of an HR System of over 38,000 employees of differing levels.
 Interpreted and applied policies and procedures to ensure compliance with legislative
mandates.
 Maintained constant communication with over 40 agency heads and Human Resource
Managers and Directors in various departments, divisions and agencies.
 Presented oral and written reports containing findings and recommendations to the 5
member State Personnel Board in an open forum, 12 to 15 times per year.
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 Led teams of junior analysts in our annual budget process and appropriation bill
reconciliation programs.
 Performed analytical duties related to updating and maintaining the State of
Mississippi’s statewide Classification and Compensation Plan.
 Studied policies, procedures, organizations and operations and made recommendations
for improvements in financial efficiency and quality in these areas.
 Analyzed Agency Personnel Services Budget Requests for 47 state agencies and made
recommendations to the State Personnel Board totaling several hundred million dollars.
 Conducted 5 to10 wage and salary surveys to assist in salary range allocations.

MISSISSIPPI STATE PERSONNEL BD Jackson, MS 09-
1999 to 12-1999
Recruitment Counselor – Assessed employment experience and training records to assist
applicants in identifying potential job/career matches and factors that could affect employment.
 Worked with 40 to 60 state employment job candidates monthly.
 Attended 10 to 15 job fairs annually in attempts to recruit the most qualified candidates to
state government agencies.
 Analyzed workforce data extracted from agency HRIS (SPAHRS) to make
recommendations on the staffing and workforce planning needs of state agencies.
 Interpreted minimum requirements of jobs and assessed degree of job relation to
education, experience, licensure and certification.
 Utilized project management skills in developing project objectives; data collection and
analysis procedures; work plans and time tables to meet necessary project deadlines.
 Reviewed and recommended revisions to the minimum requirements of jobs to ensure
uniformity and equity in the application of evaluation criteria.
 Interacted with numerous government agencies, elected public officials, private
organizations, and members of the general public to resolve employment selection issues
and problems and explain personnel policies and procedures.

Education
Master of Science, Public Policy and Administration
August 1999
Mississippi State University
Starkville, MS

Bachelor of Science, Political Science
May 1997
Jackson State University
Jackson, MS

Associations
International Public Management Association – Certified Professional (IPMA-CP)
Society for Human Resources Managers (SHRM)
World at Work

Software
Oracle
Excel (advanced)
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Access Database
PowerPoint

HRMS Experience
Peoplesoft
Oracle
UltiPro – Ultimate Systems
Star Financials -- McKesson

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