Dan Brockenbush

Experience

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  Bank of America

  Jul 1993 - Mar 1997

  Financial Analyst
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  Watson Wyatt

  Mar 1997 - May 1998

  Compensation Consultant
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  CompUSA

  May 1998 - Jun 1999

  Compensation Supervisor
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  Wells Fargo

  Jun 1999 - Jan 2020

  Provide consultation to the compensation function for the following: process management, control development, audit/testing validation and support on all major enterprise risk initiatives. Accomplishments Include:✔ I performed a control assessment for critical compensation process that covered the entire population of 265,000 employees. This involved determining whether ample controls existed to meet major regulatory requirements and if controls were being performed effectively.* Controls/procedures were enhanced for this critical process* Passed subsequent testing/validation and audit reviews✔ I coordinated annual business process management (BPM) risk reviews with compensation leaders and process owners, for 12 key compensation processes.* Leaders participated in and understood process, potential implications* Risk ratings were assigned* Ability to integrate risk ratings into other Risk programsDan Brockenbush, Business Risk & Control Officer, Wells Fargo Show less Responsible for leading the compensation function and programs for Wealth Management and other groups, consisting of 12,000+ team members. Managed staff of 4 to 5 compensation consultants, plus dotted-line reports.Accomplishments Include:✔ Led year-end compensation review cycle for multiple line(s) of business.* HR, Compensation and business teams were prepared* Recommendations were aligned with performance* 12,000 team member recommendations and performance ratings, $110MM bonus, $20MM+ merit and large volume of LTI awards were within guidelines, communicated and processed* Exec leaders were informed / engaged, within budget and with few exception items✔ Implemented a new enhanced enterprise incentive design process for the plans and businesses groups that I supported. I had direct oversight responsibility for design of 10+ incentive plans of $200MM and matrix oversight of $1B.* Plans were risk balanced and met new risk/regulatory standards* Earlier completion of more arduous process and additional stakeholder reviews completed* Complex incentive plans understood by participants✔ Co-developed offer letter modeling tool that helped the business better evaluate feasibility and profitability of proposed offers to prospective producing Specialists and Advisors. * 10-15% reduction in overall $ outlay* 2-3 business day faster approvals, offer acceptance rate increased by 10+%* Ability to track book of business transfers to estimates in year 1-3✔ Played a significant role in regulatory related projects by attending multiple meetings and providing responses to regulators such as the OCC to explain our compensation plans, as part of broader enterprise review. Acted as an expert for my business group for implications of numerous impactful regulations.* Key stakeholders were informed and compensation plans were compliantDan Brockenbush, Compensation Manager, Wells Fargo Show less I acted as compensation function manager responsible for managing all facets of compensation programs and major projects such as focal review for Wealth Management.Accomplishments include: ✔ Project managed year-end focal review cycle, in support of 15+ HR partners ✔ Completed 30+ FLSA reviews and 6+ re-classifications as part of enterprise initiative✔ Created key new roles for the business (eg. Wealth Advisor); revised critical job families.✔ I built strong partnerships with outside Consulting firm(s), providing us a seat on key survey Roundtable and relevant market research.Dan Brockenbush, Sr. Compensation Consultant, Wells Fargo Show less As the sole compensation consultant was responsible for advising managers and HR, market pricing jobs, variable compensation plan design, new job creation, maintenance of pay grade system, comp philosophy development and acted as internal liaison for 401(k) Plan.Accomplishments Include:✔ Led all merger and acquisition job and compensation related activities for Wells Fargo acquisition of HD Vest. This encompassed job code mapping & creation, incentive plan mapping, compensation analysis and recommendations, FLSA review and related communications. * 98+% of HD Vest employees mapped into new job code, appropriate FLSA status and incentive plan within 6 months* All compensation adjustments and related communications were completed on time* I received a promotion to a new Wells Fargo opening, based on my work on this assignment Dan Brockenbush, Sr. Compensation Consultant, HD Vest Show less

  • Business Risk & Control Officer, VP

    Nov 2017 - Jan 2020

  • Senior Compensation Manager, VP

    Jun 2003 - Nov 2017

  • Sr. Compensation Consultant & Function Manager

    Jan 2001 - Jun 2003

  • Sr. Compensation Consultant - HD Vest Financial Services (Subsidiary of Wells Fargo)

    Jun 1999 - Jan 2001
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  Freeman Company

  Jan 2020 - May 2021

  Director, Compensation

  Responsible for leading the compensation function for a trade show and live events services company of 7,700 employees. and managing a team of 3 Consultants.Accomplishments Include:✔ Determined best approach (vendor versus in-house) for employee total reward statements and my team and I created in a tight time-frame.* Within 1.5 months, 1,000 employee TR statements were created, 7,000+ ready to audit, documented process steps for future cycles.✔ Analyzed and recommended a solution (in 1 month) to business sponsors of an International incentive plan impacted by a divestiture; my recommendation was approved by leaders.✔ Attended compensation committee (of Board of Directors) meetings as a member, helped prepare meeting materials and took minutes.Dan Brockenbush, Director Compensation, Freeman Show less

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  Wells Fargo

  May 2021 - now

  Lead Compensation Consultant, VP

  Supporting the Wealth & Investment Management business group, strategically consult and partner with HR, senior leaders, and other enterprise partners to develop and implement compensation and performance management programs, while ensuring these programs align with specific line of business strategies and are compliant with company, regulatory and legal requirements.