Stacy Parker

Stacy has more than 30 years of experience as a total rewards and sales compensation expert, with a wealth of experience designing competitive rewards systems in a variety of business environments and industries. Her experience as a rewards practitioner and Principal Consultant includes US-based and global projects for Professional Services, Healthcare, Insurance, Secondary Education, Nonprofit, Communications and High Tech, Telecomm, Financial Services, Consumer Products, Manufacturing, Federal Government, and Retail industries. Her experience includes market pricing, incentive plan design, sales compensation design, Board of Directors reports, performance management, and compensation strategy and philosophy.

Prior to joining OneDigital, Stacy spent several years in consulting, partnering with organizations across the nonprofit, healthcare, manufacturing, distribution, and public sectors to develop and implement strategic compensation and total rewards solutions. Her experience includes leading comprehensive compensation market assessments for nonprofit organizations, encompassing market pricing, pay equity analyses, FLSA compliance reviews, compensation philosophy development, performance management frameworks, and salary structure design. Stacy has also developed and implemented base pay and incentive compensation programs for large manufacturing and distribution organizations, advanced total rewards strategies for hospital and healthcare systems through ROI-focused initiatives, and designed customized Total Rewards surveys and reporting solutions for U.S. government agencies.

Stacy has a B.A., cum laude, from James Madison University, Harrisonburg, VA. She is a member of WorldAtWork and is a Certified Compensation Professional. During her career, she has written several articles, blogs, and white papers, published an article for WorldAtWork’s Sales Compensation Focus newsletter, and was quoted in Forbes magazine’s article, “How Nike's Move on Equal Pay Could Point to Future Market Success”, as well as Employee Benefits News’ magazine article, “How a Remote Workforce will Change your Compensation Strategy.”