1. Dorothy E. Wheeler
tc18wheeler@att.net 3111 Whitemarsh Way
C 980.322.6764 Savannah, GA 31410
Dedicated Senior HR Compensation Executive with 15+ years of advancement and achievement in all aspects of
compensation and executive compensation, benefits, and project management for several top Fortune 50 companies.
Certified Six Sigma Green Belt that draws on advanced project management skills to optimize, design and execute global
total rewards compensation plans and processes that align key risk takers, stakeholders and employees around key
strategic business plans. Designed and executed new Risk Management and Control processes with assistance from Legal,
Finance and Executive Compensation to meet new federal and global regulatory requirements. Attract, motivate, and
retain top talent by designing competitive total compensation plans based on firm grasp of market trends and standards.
Extensive success with large-scale mergers and acquisitions by guiding job role and corporate title comparisons and
conversions, incentive compensation plan comparisons and conversions, and comparisons of all elements of compensation
components. Honored Member, Worldwide Who's Who Registry of Executives, Professionals & Entrepreneurs, recipient
of the Gloriam Award for Leadership and Academic Excellence, and inductee into the Alpha Sigma Nu National Jesuit
Honor Society.
AREAS OF EXPERTISE
Executive-Level Consulting
Project & Program Management
Design/Execute Regulatory Processes
Strategic Corporate Planning
Mergers & Acquisitions (M&A)
Corporate Governance Control
Board of Directors Reporting
Compensation Committees
Executive Control Function Feedback
Executive Incentive Pay Rationale
Global Compensation Planning
Incentive Plan Design (all types)
Base/Variable/Long-Term Design
Deferred/Executive Compensation
Year-end Pay Administration
Financial Analysis & Reporting
Critical Thinking
Strong Communications
Business Needs Assessment
Competitive Market Assessments
Staff Training & Development
PROFESSIONAL EXPERIENCE
PNC Bank, Hilton Head Island, SC 2016 - Present
Branch Sales & Service Associate, Personal Banker:
• Acquires and deepens the branch customer base through a variety of proactive sales and service activities. Manages
the customer experience by identifying opportunities to improve the customer's financial wellbeing. Collaborates with
ecosystem partners to grow customer's share of wallet. Acts as a PNC ambassador; positions PNC solutions to drive
new revenue and customer loyalty.
• Leads by example in driving proactive sales conversations through internal and outbound interactions with a defined
sales process including outbound calling, service to sales, teller interactions, appointment setting and effective lobby
engagement, ultimately elevating client loyalty. Confidently delivers a full PNC conversation with every client
interaction to identify appropriate PNC solutions. Leverages ecosystem partnerships as well as community Centers of
Influence to acquire, expand and retain relationships.
• Leads by example in driving customer loyalty and grows customer share of wallet through a differentiated customer
experience. Performs lobby engagement activities to connect with customers and position financial products to meet
their needs. Has expert knowledge of complex financial products, services and solutions. Educates customers on
options for managing financial transactions by leveraging technology, tools and resources.
• Leads by example in applying product and procedural knowledge to identify, mitigate and solve customer problems
effectively to drive customer loyalty.
• Proficiently manages risk through adherence to all policies and procedures, demonstrating sound judgment within
established limits. Demonstrates a heightened scrutiny to identify and avoid loss. Participates in branch daily
operations, ensuring they are completed in an efficient and accurate manner.
Wheeler Compensation Consulting, Savannah, GA 2015 - Present
CEO and Owner: Dedicated Senior HR Consultant and Compensation Executive with 15+ years of advancement and
achievement in all aspects of HR, compensation and executive compensation, benefits, and project management for
several small to medium sized companies. Certified Six Sigma Green Belt that draws on advanced project management
skills to optimize, design and execute HR, global total rewards compensation plans and processes that align key risk
takers, stakeholders and employees around key strategic business plans. Designed and executed new Risk Management
and Control processes with assistance from Legal, Finance and Executive Compensation to meet new federal and global
Dorothy E. Wheeler Page 1

2. regulatory requirements. Attract, motivate, and retain top talent by designing competitive HR and total compensation
plans based on firm grasp of market trends and standards.
PROFESSIONAL EXPERIENCE CONTINUED…
Bank of America Merchant Services, Charlotte, NC 2014 – 2015
SVP, Compensation and Benefits Executive: Head of Compensation and Benefits Group. Hired, trained, and developed
a team of compensation design consultants, benefits team and analysts. Responsible for the strategic planning,
development, implementation, communication, analysis, and oversight/administration of all elements of the Company's
compensation programs and benefits programs for US, Canada and Europe.
• Implemented and provided strategic direction to the Bank of America Merchant Services (BAMS) organization on all
sales incentive design and sales compensation matters and ensures that the sales incentive strategies support the
overall business strategy.
• Led large, complex multi-functional sales incentive compensation plan design projects
• Conducted and interpreted data driven sales compensation plan effectiveness analysis. Partnered with sales senior
leadership to assess plan performance throughout the year. Ensured appropriate information quality and flows
throughout the incentive process.
• Led BAMS commission’s governance council to ensure sound and consistent application of sales compensation
decision-making.
• Oversaw the governance framework related to compensation risk management and sound incentive compensation
practices. Led the Incentive Compensation Risk Assessment Group to develop and enhance incentive compensation
guiding principles, conduct compensation risk assessments, comply with regulatory mandates regarding
appropriately balancing risks and financial rewards, create systematic firm-wide and clearly documented and
communicated incentive compensation policies and procedures, and report findings to the Compensation Committee
of the Board.
• Kept abreast of industry and functional best practices related to incentive compensation and ensures that BAMS is in
compliance with compensation-related regulations. (Interagency Guidance on Sound Incentive Compensation
Practices, Dodd-Frank Act, SEC, etc.).
• Performed sales market analysis, data analysis and modeling, and other sales compensation related projects
• Partnered and established credibility with multiple sales leaders, sales operations, incentive execution team, legal,
sales data analytics team, finance and HR.
• Led and developed a small team of sales incentive design and sales compensation professionals.
• Partnered with HR business leaders to ensure programs met associate and company needs.
• Responsible for job and pay level design and analysis.
Huntington National Bank, Columbus, OH 2012 – 2014
HR Compensation Director – Senior Vice President: Responsible for providing strategic direction for the design,
management, implementation, communication and support of Huntington’s incentive compensation plans including
further development, sophistication, and maintenance of the risk management governance framework related to incentive
plans. Responsible for establishing a framework for the effective management, evaluation, and oversight of all incentive
plans.
• Provided oversight and strategic direction to the planning, development, education, communication, and
implementation of incentive compensation plans, policies and procedures.
• Oversaw the governance framework related to compensation risk management and sound incentive compensation
practices. Worked with the Incentive Compensation Oversight Committee (ICOC) and its working group to develop
and enhance incentive compensation guiding principles, conduct compensation risk assessments, comply with
regulatory mandates regarding appropriately balancing risks and financial rewards, create systematic firm-wide and
clearly documented and communicated incentive compensation policies and procedures, and report findings to the
Compensation Committee of the Board.
• Evaluated and monitored effectiveness of incentive compensation plans, guidelines and procedures including the
assessment of the financial ROI of incentive compensation.
Dorothy E. Wheeler Page 2

3. • Advised, recommended and implemented incentive compensation strategies, plan design improvements, and new
plan designs which are cost effective, consistent with compensation trends and corporate and business segment
objectives, and provides Huntington with the ability to attract, retain, and motivate the best talent to deliver the
desired business results.
• Developed and fostered collaborative relationships with senior executives and business segment leaders, including
Finance, HR, Credit, Risk, and Legal.
PROFESSIONAL EXPERIENCE CONTINUED…
• Ensured corporate alignment and compliance of goals and payments with established guiding principles and business
strategy, including ensuring that all incentive plans demonstrate an appropriate linkage between incentive spends and
financial performance.
• Served as primary interface with internal audit, risk management and external regulators regarding Huntington’s
incentive compensation practices.
• Kept abreast of industry and functional best practices related to incentive compensation and ensures that Huntington is in
compliance with compensation-related regulations. (Interagency Guidance on Sound Incentive Compensation Practices,
Dodd-Frank Act, SEC, etc.).
Bank of America, Charlotte, NC 2005 – 2012
HR Compensation Manager – Vice President: Hired, trained, and developed a team of compensation consultants and
analysts. Designed and executed multilevel, market aligned global total rewards compensation plans (base, STI, LTI,
executive compensation) for multiple businesses. Selected by Global Compensation & Benefits Executive to lead and
develop key Risk Management and Control processes and prepare appropriate reporting to Executive Compensation to
include in annual report to Corporate Board of Directors to meet new federal and global regulatory requirements.
• Designed and executed enterprise-wide compensation processes to meet new federal and global regulatory
requirements.
o Clawbacks - Designed and implemented enterprise-wide processes to identify and execute clawbacks
 Performance-based LTI provisions – Worked directly with Executive Compensation, Legal and Finance to
develop new performance-based LTI provisions for CEO, CEO Direct Reports, senior leaders and other key
risk takers. Reviewed on annual basis with assistance from Finance and Compensation Executives to
recommend any performance-based clawbacks to Management Compensation Committee and Corporate
Board of Directors. Prepared annual reporting for Line of Business Compensation Committees, Executive
Compensation and Management Compensation Committee to include in annual report for Corporate Board of
Directors to meet new federal and global regulatory requirements.
 Detrimental conduct LTI provisions – Worked directly with Executive Compensation and Legal to develop
new detrimental conduct LTI provisions for all employees receiving LTI. Prepared quarterly reporting for Line
of Business Compensation Committees. Prepared annual reporting for Line of Business Compensation
Committees, Executive Compensation and Management Compensation Committee to include in annual report
for Corporate Board of Directors to meet new federal and global regulatory requirements.
o Partnered with the design and responsible for executing annual Control Function Feedback (CFF) process
 Worked with Head Executives of Risk, Compliance, Finance, Global Human Resources, Legal and Audit to
develop risk related criteria by which the CEO, CEO Direct Reports, senior leaders and other key risk takers
would be assessed on an annual basis.
 Collected and reviewed annual feedback with assistance from Legal and Executive Compensation to report
out to Line of Business Compensation Committees and Management Compensation Committee to include in
annual report for Corporate Board of Directors to meet new federal and global regulatory requirements.
 Partnered with Executive Compensation for summary report out to appropriate regulatory bodies.
o Designed and executed Incentive Pay Rationale process for eligible CFF employees
 Collected and reviewed annual feedback with assistance from Compensation Executives, Head of Global
Human Resources and Executive Compensation to report out final results to Line of Business Compensation
Committees and Management Compensation Committee to include in annual report for Corporate Board of
Directors to meet new federal and global regulatory requirements.
 Partnered with Executive Compensation for summary report out to appropriate regulatory bodies.
Dorothy E. Wheeler Page 3

4. • Led team to develop and execute compensation strategy for Global Commercial Banking (10K+ employees) with
business sub-lines including middle market banking, business banking, commercial real estate banking, asset
management, global leasing, global treasury solutions (cash management), global credit product solutions, dealer
financial services, and client development group.
• Improved talent acquisition and retention by designing and executing multilevel, market aligned global total rewards
compensation plans (base, STI, LTI, executive compensation). Served as Compensation Committee Secretary for
Global Commercial Banking. Responsible for executing year-end pay administration.
• Global compensation and project manager for merger and acquisition due diligence, job mapping, corporate title
mapping, and incentive plan mapping for Global Commercial Banking.
PROFESSIONAL EXPERIENCE CONTINUED…
• Facilitated completion of Incentive Plan Design via Six Sigma DMAIC process for Global Wealth and Investment
Management global advisory plans.
• Served as team member for Cross Enterprise Referral Project that established guiding principles for enterprise-wide
referral incentive plan management (earned Six Sigma Green Belt for Design).
• Worked with third party external survey companies to facilitate all aspects of completion of market surveys, market
assessments and recommendations.
SunTrust Banks, Atlanta, GA 2001 – 2005
HR Senior Compensation Consultant, Vice President: Responsible for budget accountability for market analysis, salary
administration, and design of all other aspects of total rewards compensation plans for multiple business lines across the
company’s footprint.
• Design competitive, market-aligned global total rewards compensation plans (base, STI, LTI, executive compensation)
for business lines including retail, commercial, commercial real estate, merchant services, cash management, and
credit (5k+ employees across these business lines).
• Generated strategies and solutions that reinforced business goals, values, and overall profitability.
• Effectively deployed a $150M+ incentive plan budget (STI, LTI, Executive Compensation).
Wachovia Corporation – Winston-Salem, NC 1998 – 2001
HR Compensation Consultant, Vice President: Led and motivated Retail & Business Banking Financial Services
Compensation Management Group. Designed, implemented and tracked individual variable pay incentive plans for 6.5k+
employees across the company’s footprint.
PRIOR EXPERIENCE
Bank One Corporation – Extended record of promotion and success at this corporation. Directly managed staff and
incentive plan design. Responsible for designing variable pay sales incentive programs for retail and business banking
lines and matching performance measures and goals tied to these businesses. Led 7 direct reports, including a customer
service unit.
EDUCATION, CERTIFICATIONS & AFFILIATION
BA – Human Resource Management, Wheeling Jesuit University
Member, SHRM
Six Sigma Green Belt for Design Certification
Member, WorldAtWork
Candidate (50% completed): Certified Compensation Professional (CCP)
NWBA USA Wheelchair Basketball, Board Member at Large
TECHNOLOGY
MS Excel…MS Word…MS Access … MS PowerPoint…MS Project…MS Outlook…Adobe Professional
PeopleSoft … eWorkplace … Hewitt … Lotus Notes … Lotus SmartSuite … M&A Workbench
Dorothy E. Wheeler Page 4