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Nancy Chang

6365 Starville Road

Marine City, Michigan 48039
(Cell) 586-260-6067
Compensation Analyst with further experience as a Human Resources Generalist.
Additional experience: setting up a branch office for Chrysler Taiwan and a Hum
an Resources office for Nortel Taiwan.

Work Experience:
Vale Inco Limited (contract) Feb, 2010 - current
Compensation Analyst-Global Compensation
To support Global HR/Compensation team in all compensation related projects; to
assist local HR to implement corporate compensation policies and to help local H
R (all Canadian sites and local offices in Asia) to deal with their compensation
issues and challenges.

Canadian Tire Corporation (temp) May, 2006 - Jan, 2007

Compensation Consultant Feb, 2008 - Apr, 2008
To support business in informal job evaluation, peer survey, pay range recommend
ation, market and internal equity analysis and recommendation....; to facilitate
Job Evaluation Committee for quarterly formal job evaluation meeting; to assist
Compensation Manager in corporate compensation projects, such as survey, annual
merit budget recommendation, costing analysis, payline movement, merit/short te
rm incentive administration, geographic differential analysis/survey, and ad hoc

The Shoppers Drug Mart Corp (contract) Jan, 2006 - May, 2006
Compensation Analyst - Store Feb, 2007 - Jan, 2008
To support Compensation Manager on (1)Store Compensation: to manage all compensa
tion related projects for 1,000+ stores nationally, such as transformed from ste
p progression wage grid to pay-for-performance wage range, Front Store Manager I
ncentive Plan, Pharmacist Incentive Plan, CYP Plan, Pay Equity, job evaluation..
..; (2) Corporate Compensation: to support Corporate and Home Health Care Depa
rtment some major Compensation projects, such as Merit/Incentive, Payline moveme
nt, Budget and succession plan.

The City of Brampton (contract) May, 2005 - Jan, 200

Compensation Analyst
In Management/Administrative Services Department, support C&B Manager in all com
pensation related projects, reports, analysis, research, recommendations and com
munications for union and non-union employees, which include Performance Managem
ent Project, Job Evaluation, Job Description, Data Administration/Analysis in HR
IS, Market Survey, CUPE JE Committee Facilitation, Business Process Re-engineeri
ng, CUPE Salaries and Schedule Analysis, Costing Analysis for Bargaining, and al
so act as the team member of new compensation projects (such as Total Compensat
ion and Job Family projects) for designing and implementation.
Patheon Inc. (contract) July, 2004 - May
, 2005
Sr. Compensation & Benefits Specialist
In Global Compensation & Benefits Department, support Sr. Director in all C&B pr
ojects, such as: Global Salary Planning & Roll Up, Pay Line Validation, Global B
onus Roll Up, conduct Salary Planning training for Site HRs, Budget preparation
& "what if" analysis, and ad hoc analysis/reporting. Also is the member of Pay
Equity Project Team, HRIS/UAT implementation Team, Flex Benefits Committee.

The Bank of Nova Scotia (contract) 2003 - 2004

Compensation Analyst
In Cash Compensation team, supported IT and ISS-TAG customers in cash compensati
on related issues and reports.
- Participated salary survey and conducted survey result analysis
- Participated Job Matching, Job Evaluation, Market Reference Guide....projects
- Prepared presentations for Senior Manager for HR activities, such as
costing, headcount, trending, employee movement
- Trouble shooting and investigated abnormal situations and discrepancies;
conducted ad hoc analysis and reports upon request.

Nortel Networks, Canada 1995 - 2003

(1) Sr. Specialist / Analyst, Global Program Office, Human Resources (2000-2003)
Analyzed Human Resources data and generated regular reports on all HR functions
(Headcount, Attrition, Trending, Movement, and Resourcing). Investigated year t
o date trends or discrepancies and provided statistical analysis reports. Was a
team member of key HR projects (Salary Planning, Award, Workforce). Tested new
HR systems / tools before launch. Responded to ad hoc requests for data/report
- Although client group was the biggest business unit in Nortel (1/3 population
of entire company), reporting was always top quality and on time.
- Participated in the Salary Planning, Recognition Incentive, Data Integrity....
projects by designed & testing templates before implementation.
- Conducted Knowledge Sharing session for Asia Reporting team to centralize
the reporting format and terminologies to align with Corporate standard.

(2) Sr. Specialist / Analyst, Global Compensation, Human Resources (1997 - 2000)
Been the Asia prime for the Business Performance Incentive (BPI) Program. Monit
ored global compensation status (base pay, incentive and bonuses) compared to th
e market data to highlight the discrepancies. Provided all compensation related
analysis and reports to project leaders (eg Total Compensation / Total Rewards,
Pay Equity, Overtime...). Consolidated global market adjustment data and gener
ated monthly/quarterly presentation reports to senior management. User Acceptan
ce Tester (UAT) on behalf of Compensation group

- The BPI program was implemented in Asia 6 months earlier than planned.
- Re-consolidated and re-reviewed employees skill sets with managers to re-
identify employee's job family group.
- Acted as the data provider during the banding system transferring process.
- Participated the market data guide preparation work based on the survey
- Responsible for the salary analysis data used in the Pay Equity Project,
analyzed the data and provided recommendations for salary adjustments.

(3) Manager, Human Resources, Taiwan (1995 - 1997)

As the first local HR employee, my major accomplishment was to establish Taiwan
HR office and team when the office transformed from dealer to branch.
- Systemization & HR Auditing: Facilitated and localized Corporate policies/
procedures to apply local employment law; set up employee filing system;
implemented Corporate HR programs; completed Employee Handbook and
New Employee Kits.
- Compensation: Conducted job evaluation, job matching, job analysis;
reviewed position profile; consolidated yearly performance evaluation, salary
survey, salary planning, normalized distribution rates to achieve targeted
- Benefits: Conducted Benefits Enhancement Program, Car Entitlement
Program in alignment with local Standard Labor Law and market practice.
- Resources: Developed and regularly reviewed workforce planning and
recruitment strategy to cope with business change, managed recruiting and
exit interview.
- Employee Relations: Conducted one-on-one employee interview, led people
managers bi-weekly meeting to maintain internal equity and up-date/deliver
Corporate information, facilitated Employee Satisfaction survey
- Expatriate Administration: Administrated expatriate and repatriate affairs,
conducted yearly market survey to localized Corporate Expatriate Provision.
- HR Re-engineering Project: on HR procedures and process.

Chrysler Taiwan Co., Ltd. 1988 - 1995

Being the first employee for Chrysler Taiwan Branch, I've went through the proce
ss on setting up an office, my job functions explored in office administration,
public relations, promotion events, auto show, and started my career in HR funct
Positions held: Manager, Office and Homoligation Department (1992 - 1995); S
pecialist, Data Control Department (1991- 1992); Executive Assistant to Gener
al Manager (1988 - 1991)

Also have almost 10 years administrative jobs in multi-national companies, such

as Hewlett Packard, British Standard Chartered Bank, and Far Eastern Freight Con

Academic Achievements:
1997 - in progress Human Resource Management Certificate
- Humber College
1977 - 1981 Bachelor Degree, Public Administration,
- The Chung Hsing University, Taiwan

Computer and Language Skills:

- Excellent computer skills both with Microsoft products (Excel, Word,
PowerPoint), MS Access, and Human Resources Information Systems (HRIS)
- Detail oriented, good team player, and good at planning and time
- English, Chinese(Mandarin, Cantonese)