ALEXANDER (ALEX) M.

DEGRAY
alexander.degray11@gmail.com New York/Connecticut/NNJ M 914.487.3693
Prof
Award-winning Compensation & Benefits Director with a record of advancement and achievement at For-
tune 500 organizations (e.g. Xerox, Kodak, CIGNA, W.R. Grace) recognized for standard-setting rewards
functions. Generated policies and influenced change that led to major gains in pay-for-performance align-
ment, operational efficiency, talent acquisition and retention, and corporate bottom line. Helped turn HR
from a transactional function into a seamless, strategic business partner within an enterprise. Demonstrated
ability to draw on unique background as high-level human resources generalist to offer big-picture recom-
mendations and solutions.
Confident leader who establishes culture of excellence and accountability among staff members. Forges
productive relations with all colleagues and departments. Provides expert change leadership in adverse
business situations and startup settings. Extensive international compensation and benefit experience in re-
gions including Europe, Asia/Pacific Rim, and South America. Human Resources-Related Degree from
Cornell University. Six Sigma Certified.

AREAS OF EXPERTISE
Job Evaluation/Pay Design Health & Welfare/Pension Design Variable Pay/Sales Incentives
Executive Pay/BOD Preparation Captive Insurance Design HRIS Implementation & Oversight
Process Redesign & Improvement M&A Due Diligence/Integration International Rewards Design

PROFESSIONAL EXPERIENCE
(Prior decision to consult for 5+ years was due to need and preference for work location flexibility. Also, please note that the
entities/former employers General Signal, Kodak Polychrome Graphics, Xerox Engineering Systems no longer existed as of
1999, 2005 (agreement to dissolve joint venture in 2004) and 2002,respectively; CIGNA Healthcare was integrated into the
remainder of CIGNA in a 2008 restructuring)

HQ Systems, New York metropolitan area 2015 2016

Director of Total Rewards
Top compensation, benefits and performance management leader for organization with approximately 6,000
employees and a payroll of $357M with the following accomplishments:
Reduced certain vendor costs by 28% as well as improved vendor performance
Improved the services delivery of the total rewards function through upgrading talent, and greater
emphasis on vendor management, strategic vs. transactional work, compliance and outsourcing
Successfully and seamlessly implemented several programs either on time or prior to "go live" date
including a new savings plan record keeper, a DB pension lump sum offering, and outsourcing of
benefit services to a call center
Significantly improved performance and pay differentiation through education and influencing
skills

Alexander DeGray Consulting, NY / NJ / CT / Virtual 2009 Present

Senior Director, Total Rewards/Principal
Held full-time, long-term, multi-year leadership or high-level individual contributor interim roles encom-
passing compensation and benefits design and communications, workforce analytics, process improvement,
human resources operations, and HRIS.
Select achievements from the two most recent roles include:
Cartus Corp., Danbury, CT
[Global professional/relocation services and asset recovery division of Realogy, a $4.6B company]
Compensation Consultant (Director Level) (2011-2014): Drove a successful company-wide job
evaluation (base, incentive for both U.S. and non-U.S. based roles) and change initiative of transi-
tioning
ALEXANDER M. DEGRAY PAGE 2

the organization from a point system job evaluation approach to market pricing. Advise and assist
human resources staff and other business leaders on culture change from an entitlement mindset to
that of pay-for-performance. Provide other related compensation benchmarking and counsel as
needed.
Compensation design initiative won a process improvement/innovation Baldridge criteria
award through the Connecticut Quality Improvement Award Partnership (CQIA)

TNTP, New York, NY

Senior Director of Total Rewards and Workforce Analytics (2014 - 2015)
Led staff of seven responsible for benefits, compensation, HRIS, compliance and workforce analytics
at professional services firm. BOD interface on executive compensation.
Despite adverse health claims experience which led to a potential increase in renewal costs
of 27%, capped renewal cost to 8% through negotiation and minimal plan design changes.
Added voluntary benefits. Successful outcome was very well received by all levels of the
Firm, particularly since the organization experienced a large renewal cost increase the prior
plan year
Transitioned organization to a pay for performance model including job evaluation of all po-
sitions; development of guidelines and communication materials and learning aids for hu-
man capital business partners and business leaders; and other efforts such as presenting the
new compensation program to executives and other organizational levels to influence
change

Other earlier achievements included incentive plan design and annual benefits renewal planning at
various organizations as well as uncovering drivers and process improvement solutions for multi-
million dollar benefit plan deficits at the globally branded, durable consumer goods manufacturer
Hunter Douglas.

CIGNA Healthcare, Bloomfield, CT 2006 2008

[Largest business unit of Fortune 150 health care products & services company]
Director of Compensation: Led strategic compensation consulting, incentive plan design, and related pro-
cess improvement for this 19K-employee, $12.2B business. Oversaw payroll amounting to ~$835M in total.

Received Champions Award within 3 months of hire for partnering effectively with HR leader-
ship, and for better aligning staff rewards with goal attainment
Consistently achieved at- or below-budget outcomes on merit pay, bonus awards, and LTIP grants.
Reduced off-cycle spending by ~50%
Drove better thought leadership over rewards allocation by converting pay decision making to a de-
centralized model. Provided actionable metrics, education, and empowerment to ensure successful
transition
Designed incentive plans which realized $104M+ in savings
Built and executed cost conservative strategy for retention of business-critical clinician populations
and management of pay compression for staff in populations with prior union attempts

BDO Seidman, LLP, New York, NY 2005 2006

[US arm of worlds fifth-largest accounting and consulting firm BDO International]
National Director of Human Resources Services: Led firm-wide compensation and benefits, HRIS, and
human resources policy development, process improvement and compliance.
ALEXANDER M. DEGRAY PAGE 3

Developed benefits strategy that cut health and welfare benefits costs 20%+ while simultaneously
positioning most benefit plan offerings at a more generous level than top 4 industry competitors.
This resulted in helping to position organization as an employer of choice in a labor market sector
with talent shortages

Kodak Polychrome Graphics, Norwalk, CT 2002 2004

[$1.5B joint venture LLC between Sun Chemical and Kodak Corporation; agreement to dissolve j.v. in 2004]
Worldwide Director of Compensation & Benefits / Corporate Compliance Officer: Charged with aligning
compensation programs with business strategy and driving pay-for-performance philosophy. Directed
compliance, shared services, and HRIS for joint venture with operations in US, Europe, Asia/Pacific Rim,
Latin America, and Canada. Developed executive compensation structures including short- and long-term
incentives, tax deferral arrangements, and supplemental retirement plans.
Designed an online salary and bonus system with analysis tools that resulted in a stronger link be-
tween pay and performance and greater differentiation of rewards
Reduced yearly benefit costs 15%+ through competitive bidding, vendor selection and management,
plan design, and a 25%-40% employee health benefit contributions increase. Simultaneously en-
hanced benefits to gain employee acceptance of increased cost sharing
Established strategic and credible compensation, benefits, and shared-services functions by automat-
ing processes and remedying department flaws and achieved two years of error-free salary, bonus
and long-term incentive award planning processes

Xerox Corporation, Stamford, CT 1999 2002

[Wholly owned subsidiary of Fortune 200 Xerox Corporation; XES entity absorbed back in to Xerox in 2002]
Director, Compensation, Benefits & HR Services (promoted from Compensation & Benefits Manager):
Led startup of all compensation and benefit plan design as well as HR services for this international pre-IPO
business.
Designed compensation and benefit programs to help position IPO, foster entrepreneurial culture,
champion high performance, and minimize entitlement viewpoint
Contributed to due diligence process for acquisitions and interfaced with buyers on attempted sale
of principal business. Set strategy for integration of HR services, benefit, and compensation pro-
grams for an acquired business. Minimized cost and disruption of benefit delivery to employees
through competitive bidding, vendor management, and union approval
Cut costs ~$325K and improved service timeliness/accuracy by relocating HR support functions,
developing coverage model, eliminating redundant and non-value added processes

PRIOR EXPERIENCE HIGHLIGHTS

VP, Human Resources (prior position was Corp. Mgr., Employee Relations), General Signal/SPX
As a business unit VP, received an award from General Signals CEO for transforming HR function
from an administrative, transactional function to a strategic business partner
Chief spokesperson for labor contract negotiations that resulted in increase of employee cost sharing
from 9% to 18% on health benefits, and removal of seniority-based compensation elements

Previously employed for seven years at W.R. Grace, promoted to position of Compensation Manager
ALEXANDER M. DEGRAY PAGE 4

EDUCATION
Bachelor of Science Industrial & Labor Relations / Economics, Cornell University, Ithaca, NY
(Coursework on compensation, health/welfare pension plans, statistics, human resources)
Graduate-level coursework in Organizational Development and Industrial Psychology

SPECIALIZED HR KNOWLEDGE
Consumer Driven Health Care (HRA, HSA), DB/DC Pension Design & Compliance, Affordable Care Act
(ACA), FAS 123R, 409A, 162(M), Sarbanes-Oxley, SEC Disclosures, FLSA, ORC Balance Sheet, ERISA,
HIPAA, USERRA, FMLA, COBRA, EEO/AA requirements, WARN, OWBPA, ADA, NLRA.

CERTIFICATIONS
Candidate: Certified Executive Compensation Professional (CECP)

Certified: Expatriate Tax Policies & Planning (World Trade Institute); AchieveGlobal Trainer (Zenger-Miller)
Lominger Career Architect/Competency Modelling Tools Mutual Gains Bargaining (FMCS)
AFFILIATIONS
International Foundation of Employee Benefit Plans, WorldAtWork, National Foreign Trade Council

TECHNOLOGY
HRIS includes PeopleSoft, Oracle, Ceridian, UltiPro, ADP and Lawson