United States

Program Management

Building Sales Compensation Formulas with David Cichelli (virtual class)

Certified Compensation professional (full scholarship)

Bachelor's Degree

Armi Noorata

Global Head of Total Rewards & People Operations

Communication

Collaboration

Problem-solving

Time management

Critical-thinking

Empathy

Team player

Organisation skills

Stakeholder management

Leadership

Project management

Negotiation

Analytical skills

Hibob

BambooHR

Workday

Rippling

Introduce yourself, define mentoring expectations and goals. Learn and grow together.

General mentorship

Making remote and globally distributed teams work for you and your needs.

Working remotely

Understanding factors that lead to a motivated team - recognition, communication and more.

Keeping team members motivated

How to create a positive workplace culture that drives collaboration and productivity?

Fostering a good team culture

Steps to building and maintaining a strong, cohesive and effective team.

Building an effective team

Learn the tips to successfully manage a team in a remote environment.

Managing a remote team

Tips for transitioning into a new role or company.

Changing roles

How to successfully prepare and position yourself for a job promotion?

How to get promoted

How to ask for a promotion and negotiate for salary raise?

Negotiating a job offer

Get actionable feedback on your resume or portfolio.

Resume and portfolio review

Chronosphere is the only observability platform that puts you back in control by taming rampant data growth and cloud-native complexity, delivering increased business confidence. Engineering organizations at startups to well-known global brands in the Fortune 500 around the world trust Chronosphere to help them operate scalable, highly available, and resilient applications. 
Some of the work I'm proud of:
- Rolling out a hugely successful transparent lead the market, bias-averse pay and equity philosophy to ensure there are minimal to no parity issues
- Greatly enhanced global benefits offering (Family Forming, Gender Affirmation and Wellbeing spending account)
- Greatly enhanced US benefits offering (reduced deductibles, offered HSA contributions and better disability coverage) while saving ~USD 900k from the Total Rewards budget
- Migration to Fidelity as the recordkeeper of the 401(k) and employee experience enhancement of the US retirement and financial well-being offering
- Executive compensation philosophy and review (fair and conservative approach/strategy while still reducing compression)

Reporting into the head of people, my role includes,
- Owning strategy and oversight of the Total Rewards and People Systems functions
- Actively participating member of the people leadership team to ensure our people practices are effective
- Responsibility for the development, implementation, communication, support and administration of Chronosphere's compensation, benefits and retirement programs
- Building and defining employee compensation programs ensuring market competitiveness to attract and retain top talent and ensuring internally equitable processes
- Responsible for ensuring Chronosphere's benefits strategy and plans are compelling, competitive and cost effective. 
- Surveying the tech landscape to manage RFPs and selection process of appropriate systems to support the success of the function

Dataiku is a computer software company headquartered in New York City with a workforce in 20+ countries. The company develops a collaborative data science software platform aimed towards helping data teams deliver Big data solutions and services efficiently.  Reporting into the COO, my role includes,
-  Managing the Total Rewards, People Systems and People Analytics teams and budget
-  Actively participating member of the scale leadership and people strategy leadership groups to ensure our people practices are effective
- Responsibility for the development, implementation, communication, support and administration of Dataiku’s worldwide compensation & benefits programs
- Building and defining employee compensation programs ensuring market competitiveness to attract and retain top talent.
- Overseeing the salary review process to ensure we equitably align with merit and bonus awards across departments.
- Managing the variable pay programs, including partnering with senior leaders to ensure the programs drive employees' focus on business goals. 
- Responsible for ensuring Dataiku's benefits strategy and plans are compelling, competitive and cost effective. 
- Surveying the tech landscape to manage RFPs and selection process of appropriate systems to support the success of the function
- Overseeing the implementation and management of our people systems (Workday modules implemented - HCM, absence management, advanced compensation, US Payroll and Expenses. Greenhouse for ATS/CRM. Prior systems used - BambooHR, 15Five, Lever)
- Overseeing the implementation and management of our people analytics reporting and insights programs

One of the fastest growing companies in EdTech, Trilogy (acquired by 2U, Inc) is a workforce accelerator that partners with the leading universities to help companies bridge the digital skills gap. 
Reporting directly to the Chief People Officer of the 3000+ person organization, in this role I,
- Managed the people / HR tech and operations team of 7 bright individuals, owned and implemented best practice methodologies, tools, systems, and processes, to support the full employee life cycle, globally (i.e. US, Canada, Mexico, United Kingdom, Germany & Australia). 
- Built, designed and delivered a pragmatic Total Rewards system across all of Trilogy Education Services globally to foster financial and non-financial incentives to our employee base.
- Oversaw vendor relationship with benefits and retirement partners for Trilogy to ensure that wellness, appropriate incentives, total compensation and cost-effective benefits solutions across Trilogy are delivered. 
- Led the people analytics function to ensure we evaluate all people related information to plan out the best practices from a people and culture perspective.
- Executed on an HR technology road map for the future.
- Suggested new procedures and policies to continuously improve any people team initiatives and the employee experience as a whole
- Continuously monitored and reported from a company compliance and regulatory perspective
- Supervised and oversaw the NYC office manager role with responsibility for $600k inventory, budget and stock of office supplies.
Acquisition Integration: 
- Completed multiple due diligence processes pre-close of 2U acquisition; 
- Ran and rolled out crucial day 1 and week 1 integrations seamlessly to harmonize with 2U policies and practices; 
- Led (on the Trilogy side) three work streams on post-close employee migration activities (i.e. in HR tech, Compensation and Benefits)

USI is one of the top 10 largest insurance brokerage and consulting firms in the world, delivering insurance solutions to organizations and individuals. Reporting directly to the CHRO of the ~8000 person organization, in my role I, 
- Led the people analytics and HR reporting function. 
- Communicated and presented findings to the president and senior executives on analyses, evaluation and strategies relating to talent practices
- Developed, led and implemented strategic and operational initiatives to enhance revenue growth and improve operating margins through Human Resource programs.
- Reviewed and analyzed HR reporting and participated in forecasting and performance review calls with senior executives.
- Analyzed all data sources (including but not limited to HRIS, Recruiting systems, CRM tools, etc.) and initiate and implement recommended changes.
- Managed ongoing benchmarking analyses and the evaluation of best practices for HR.
- Was primarily involved in a long-term project relating to the active implementation of Recruitment / Talent Acquisition strategy and processes to streamline the hiring of producers/sales workforce. Planning and analysis, including metrics, data audits and collection in relation to hiring effectiveness.

- Provided compensation benchmarking and consulting services to Asset Management firms
- Performance consulting for investment management firms, pensions, endowments, and foundations.
- Collaborated with partners on other pay-related studies and consulting services.

- For one semester, while working on Masters of Business Analytics, graded assignments and exam papers for Information Systems professors on a part time basis.

- Managed the Compensation and HR Analytics functions. Directly reported into the GM -  People, Talent & Safety.
- Modeled, designed and developed reports and dashboards for stakeholders, presenting key people metrics and insights, that enabled senior leaders and business partners to drive better business decisions and implement key workforce initiatives.
- Provided analyses and insights relating to recruitment,  performance management, compensation, turnover, absenteeism,  restructures and change management, diversity, HR compliance, and organizational development to help leaders form key HR strategies.
- Developed and provided all analyses relating to CEO, executives & high level television anchors / presenters’ compensation to the board of directors and TVNZ compensation / remuneration committee.
- Created a predictive analytics model on annual merit increases to review and manage budgetary impact.
- Built the algorithms and developed the models for new sales and licensing incentive plans to drive better sales performance and increase ad sales revenue. 
- Performed comprehensive evaluations of the external market, followed trends/benchmarks and combined it with internal relativity metrics to provide advice aligned specifically to TVNZ and it's workforce
- Annually reviewed and developed changes to the reward and superannuation policies, strategy and salary banding for the nation-wide business.
- Managed all analytics (modelling, reporting, insights) for the Organizational development team, including but not limited to engagement survey results, using IBM Kenexa.

- Analyzed, benchmarked, interpreted compensation data and advised senior management on related information
- Modeled, designed, analyzed and reported data relating to all company incentive programs 
- Managed all people related reports to government committees, Statistics New Zealand and annual reports
- Managed the annual compensation review process
- Audited the fortnightly permanent and casual pay runs processed by the payroll team

- Developed sites using Active Server Pages (ASP) technology (prior to ASP.NET framework technology)

Armi Noorata🇺🇸

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