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Leo Panda
Focused on compensation strategy, labor economics, and organizational effectiveness.
Major in Finance with emphasis on corporate budgeting and workforce planning.
Total Rewards executive with 15+ years leading compensation, benefits, executive rewards, and HR transformation for complex U.S. and global organizations. Skilled at aligning pay programs with business strategy, regulatory requirements, talent priorities, and shareholder expectations. Trusted advisor to CHROs, CFOs, CEOs, and compensation committees.
Led compensation committee materials for four annual cycles, improving decision quality through clearer pay-for-performance analysis and external market context.
Built an enterprise total rewards scorecard linking cost, competitiveness, utilization, retention, and employee experience metrics across 12 business units.
Established governance standards for job architecture, salary ranges, and incentive eligibility, reducing exception requests and strengthening audit readiness.
- Directed total rewards strategy for 18,000 employees across 14 countries, aligning compensation, benefits, wellbeing, and mobility programs with enterprise growth priorities.
- Redesigned annual incentive plans for 2,400 leaders and managers, increasing goal clarity and improving payout differentiation across performance quartiles.
- Led U.S. pay equity review covering 9,800 employees, closing validated gaps and strengthening documentation for legal and executive review.
- Negotiated health and welfare renewals with major carriers, limiting medical cost trend to 5.8% while expanding behavioral health access.
- Managed a 22-person rewards team and $420M rewards budget, improving service delivery through clearer governance, SLAs, and HRBP enablement.
- Built compensation infrastructure for a company scaling from 4,500 to 8,200 employees, including job levels, ranges, and promotion guidelines.
- Partnered with finance and business leaders to model equity, bonus, and merit budgets, improving forecast accuracy by 18% annually.
- Integrated rewards programs for three acquisitions within nine months, harmonizing benefits, sales incentives, and executive retention agreements.
- Implemented Workday compensation planning across six business units, reducing cycle time by 30% and improving manager completion rates.
- Presented quarterly rewards insights to the executive leadership team, connecting turnover, offer acceptance, pay positioning, and labor market trends.
Leo Panda
Focused on compensation strategy, labor economics, and organizational effectiveness.
Major in Finance with emphasis on corporate budgeting and workforce planning.
Total Rewards executive with 15+ years leading compensation, benefits, executive rewards, and HR transformation for complex U.S. and global organizations. Skilled at aligning pay programs with business strategy, regulatory requirements, talent priorities, and shareholder expectations. Trusted advisor to CHROs, CFOs, CEOs, and compensation committees.
Led compensation committee materials for four annual cycles, improving decision quality through clearer pay-for-performance analysis and external market context.
Built an enterprise total rewards scorecard linking cost, competitiveness, utilization, retention, and employee experience metrics across 12 business units.
Established governance standards for job architecture, salary ranges, and incentive eligibility, reducing exception requests and strengthening audit readiness.
- Directed total rewards strategy for 18,000 employees across 14 countries, aligning compensation, benefits, wellbeing, and mobility programs with enterprise growth priorities.
- Redesigned annual incentive plans for 2,400 leaders and managers, increasing goal clarity and improving payout differentiation across performance quartiles.
- Led U.S. pay equity review covering 9,800 employees, closing validated gaps and strengthening documentation for legal and executive review.
- Negotiated health and welfare renewals with major carriers, limiting medical cost trend to 5.8% while expanding behavioral health access.
- Managed a 22-person rewards team and $420M rewards budget, improving service delivery through clearer governance, SLAs, and HRBP enablement.
- Built compensation infrastructure for a company scaling from 4,500 to 8,200 employees, including job levels, ranges, and promotion guidelines.
- Partnered with finance and business leaders to model equity, bonus, and merit budgets, improving forecast accuracy by 18% annually.
- Integrated rewards programs for three acquisitions within nine months, harmonizing benefits, sales incentives, and executive retention agreements.
- Implemented Workday compensation planning across six business units, reducing cycle time by 30% and improving manager completion rates.
- Presented quarterly rewards insights to the executive leadership team, connecting turnover, offer acceptance, pay positioning, and labor market trends.
