Ried Duncan

Experience

• 

  Saint Luke's Episcopal Hospital

  Jul 1991 - Jun 1994

  Senior Compensation Analyst

  Saved $1.3 million due to unique market analysis capabilities during the height of the nursing labor market shortageCreated integrated technology to manage unique job evaluations for all jobs, multiple pay structures, merit and multi-level management reportingImplemented new job evaluation methodology

• 

  Intermedics, Inc

  Jun 1994 - Aug 1995

  Senior Compensation and Benefits Professional

  Revised expatriate compensation and benefit programs to improve relationships and save moneyPrevented international union movement through employee negotiations and compensation program revisions that reduced costs

• 

  Saint Luke's Episcopal Hospital

  Aug 1995 - Aug 1996

  Director of Compensation

  Designed and executed organization's first leadership incentive

• 

  William M. Mercer, Incorporated

  Aug 1996 - Apr 1999

  Consultant

  Met all sales and productivity objectivesEffectiveness in market lead to 25% increase in billable rate

• 

  The Reynolds and Reynolds Company

  Apr 1999 - Aug 2001

  Director of Compensation

  Reduced target market position (fixed costs) without increasing turnoverCustom designed job evaluation system to support, strategic goal to reduce titles from >900 to <200

• 

  Clarian Health Partners

  Sept 2001 - Aug 2003

  Director of Compensation

  Lead creation of strategically effective leadership incentive planDesigned culturally tailored performance management programReduced turnover for key jobs from 18% to 12% during a good economy

• 

  Safety-Kleen Systems, Inc

  Dec 2003 - Aug 2015

  Director of Compensation HRIS and Commissions

  Built compensation programs for multiple countries and business units, including base and variable pay, job documentation and evaluation, policies, procedures, compliance initiatives covering approx. $250m in base pay and $50m in incentivesImplemented multiple technologies (built and bought) for improvements in performance management, merit, commissions, incentives and succession planning.Lead high performance team development including reducing department staff by 40% while increasing productivity, accuracy and customer serviceServe on senior leadership team for commission design and IT prioritization team Show less

• 

  Clean Harbors

  Dec 2012 - Aug 2015

  Director Compensation and Commissions

  Top compensation job reporting to EVP of Human Resources. Charged with the integration of 9,000 employee company with 4,500 employee company including Compensation and Commissions teams, structures, incentive programs, commissions processing, technologies, job titles, job documentation, work teams, etc. for a $1,000,000,000 annual cash compensation investment.

• 

  The Chickasaw Nation

  Aug 2015 - now

  Senior Manager Compensation