Jason Russell leads the North America Total Rewards team overseeing the Compensation, Benefits, and Wellness functions for the North American region (US & Canada) at SAP. In this role, he is responsible for developing the health and benefits strategy for the US and Canada and for overseeing the delivery of the fixed and variable pay programs for the region.
Prior to coming to SAP, Jason spent over 8 years at Amtrak where he worked in various manager and director level roles leading major transformational efforts in the Finance, Compensation, and Benefits areas. Some of his accomplishments include successfully rolling out variable pay plans and a pay-for-performance philosophy, introducing Consumer Directed Health (CDH) plans, and implementing a market-based salary structure. Prior to his time there, Jason worked for 3 years as a Market Planning Manager at Checkpoint Systems and for 3 years as an business analyst at ESC Inc.
Jason holds a BA degree from Temple University, a MS Degree from Drexel University in Technical & Science Communication, and an MBA in Finance from LaSalle University. He also holds a Certified Compensation Professional (CCP) designation from World at Work.
Speaker Questionnaire
What is the biggest thing you learned in 2020?
What do you feel are the two most important benefits or areas that need to be a top priority in 2021?
Can you share a story on an area of your healthcare program or employee benefits where you were able to create significant savings or stop costs from rising?
If you could automatically receive a 10-20% reduction in costs in three areas/programs, what would your dream list be?
What is the most innovative program you will focus on in 2021 and/or 2022?
How are you re-imagining corporate culture & well-being?
What virtual care solutions did you roll out during the pandemic? How valuable were they and why?
If you look at our 3 Moonshots - Costs, Culture, and Care; In one sentence, tell us what would be something positive for us to take from 2020 and bring into this new year?
What are your top priorities for employee health and well-being in 2022?
What are the most innovative programs that you will focus on in 2022 and 2023?
Looking at our three moonshots surrounding costs, culture, and care, which do you align with the most? What are you doing in this area?
If you could automatically receive a 25% reduction in costs in three areas/programs, what would your dream list be?
Is there an area where you were able to either create savings or stop costs from rising?
Are you doing anything to reimagine corporate culture and wellbeing?
If there were two physical solutions that could be turned into virtual or remote care instead, what would those be?
If you look at our 3 Moonshots - Costs, Culture, and Care; In one sentence, tell us what would be something positive for us to take from 2020 and bring into this new year?
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