Megan Endres

Your 80-year-old self is begging you to stop waiting and start living.
Mel Robbins

Early in my HR career, I quickly realized that compensation was where I wanted to focus my work as it off ers a blend of analytical, data-driven work with meaningful human impact. With labor costs typically accounting for about 70% of a company’s total expenses, compensation strategy plays a critical role in fi nancial management and talent attraction and retention. But beyond the numbers, compensation is personal. It aff ects how people feel valued, recognized and how they support themselves/their families. I’m driven by the challenge of aligning business goals with data informed compensation strategies that attract, retain, and competitively reward employees.

Expertise

With 15 years of Human Resources experience, Megan has led compensation strategies across various industries, including biotech, healthcare, and electric/gas utility. While her core expertise is in broad-based compensation, she has experience with stock plan administration (RSUs and PRSUs), deferred compensation, and 401(k) administration.

Key Accomplishments

Led multiple work architecture projects to create role clarity, promote talent mobility and ensure competitive pay across all levels of the organizations.
Led multiple annual merit, short-term and long-term compensation cycles.
Led the consolidation of pay practices across multiple legacy entities following a merger.

Education

Bachelors of Science in Business Management and Marketing from University of Wisconsin - La Crosse.