Andrea Averill

Andrea Averill

Andrea Averill

Senior Consultant

Ms. Averill is a Senior Consultant in Segal’s New York office with over 20 years of experience in human capital consulting. She is a recognized thought leader and subject matter expert on compensation/rewards, compensation assessment, turnover/retention and performance management. She brings a breadth of knowledge and depth of expertise in working with clients to diagnose, evaluate and implement effective total reward strategies and compensation programs that drive both individual and organizational performance. She is an experienced project manager and leads projects in a variety of industries, including higher education, educational assessment, not-for-profit, healthcare, technology and financial services.

Sample Projects:

  • A large metro-area college needed assistance in the design, implementation and communication of a comprehensive job classification and salary administration system for administrative and staff positions to support its compensation goals. Ms. Averill led the analytical and employee engagement work to identify key areas of concern and develop a total compensation philosophy, peer group, market based and internally equitable salary structure and pay-for-performance system.
  • The faculty of a Northeast college sought a market assessment to determine the competitiveness of their faculty compensation. Ms. Averill lead the analysis, the development of a custom survey of the college’s peer institutions for a unique program area and the development of recommendations and an implementation strategy to improve competitiveness.
  • A large Northeast college needed assistance in developing a total compensation philosophy, an executive compensation program that was competitive and compliant, an overall job structure to ensure consistency in job leveling, titling and clear job progression guidelines for administrator and staff positions. As project manager, Ms. Averill lead the development of the job structure and levels, executive compensation assessment and program design, peer group for compensation comparison, competitive salary structure and pay administration guidelines.

Prior to her current role at Segal, Ms. Averill held progressive positions in compensation consulting at Willis Towers Watson and Sibson Consulting, a member of The Segal Group. She also founded and managed SRC Group, LLC, a consultancy in North Whitehall, PA, and has held corporate human resources positions at FMC in Philadelphia and Swiss Bank Corporation in Chicago.

Ms. Averill received both a BA in Economics and a master’s degree in Industrial Relations, specializing in Compensation Management and Plan Design, from Loyola University Chicago.

She has contributed to the following research and articles: 

  • HR Magazine, “Measure Compensation’s Impact,” September 2012
  • HR Magazine, “The Art of Setting Pay,” May 2013
  • Saint Louis University John Cook School of Business publication, “Managing Dysfunctional, Avoidable Turnover: Advancing Theory and Research on Turnover Management,” July 2016

Contact Andrea

The information you provide will not be shared with anyone outside Segal.

Andrea Averill

Leadership

Andrea Averill

Andrea Averill

Senior Consultant

Ms. Averill is a Senior Consultant in Segal’s New York office with over 20 years of experience in human capital consulting. She is a recognized thought leader and subject matter expert on compensation/rewards, compensation assessment, turnover/retention and performance management. She brings a breadth of knowledge and depth of expertise in working with clients to diagnose, evaluate and implement effective total reward strategies and compensation programs that drive both individual and organizational performance. She is an experienced project manager and leads projects in a variety of industries, including higher education, educational assessment, not-for-profit, healthcare, technology and financial services.

Sample Projects:

  • A large metro-area college needed assistance in the design, implementation and communication of a comprehensive job classification and salary administration system for administrative and staff positions to support its compensation goals. Ms. Averill led the analytical and employee engagement work to identify key areas of concern and develop a total compensation philosophy, peer group, market based and internally equitable salary structure and pay-for-performance system.
  • The faculty of a Northeast college sought a market assessment to determine the competitiveness of their faculty compensation. Ms. Averill lead the analysis, the development of a custom survey of the college’s peer institutions for a unique program area and the development of recommendations and an implementation strategy to improve competitiveness.
  • A large Northeast college needed assistance in developing a total compensation philosophy, an executive compensation program that was competitive and compliant, an overall job structure to ensure consistency in job leveling, titling and clear job progression guidelines for administrator and staff positions. As project manager, Ms. Averill lead the development of the job structure and levels, executive compensation assessment and program design, peer group for compensation comparison, competitive salary structure and pay administration guidelines.

Prior to her current role at Segal, Ms. Averill held progressive positions in compensation consulting at Willis Towers Watson and Sibson Consulting, a member of The Segal Group. She also founded and managed SRC Group, LLC, a consultancy in North Whitehall, PA, and has held corporate human resources positions at FMC in Philadelphia and Swiss Bank Corporation in Chicago.

Ms. Averill received both a BA in Economics and a master’s degree in Industrial Relations, specializing in Compensation Management and Plan Design, from Loyola University Chicago.

She has contributed to the following research and articles: 

  • HR Magazine, “Measure Compensation’s Impact,” September 2012
  • HR Magazine, “The Art of Setting Pay,” May 2013
  • Saint Louis University John Cook School of Business publication, “Managing Dysfunctional, Avoidable Turnover: Advancing Theory and Research on Turnover Management,” July 2016

Contact Andrea

The information you provide will not be shared with anyone outside Segal.

Leadership

Andrea Averill

Senior Consultant

Andrea Averill

Contact Andrea

The information you provide will not be shared with anyone outside Segal.

Ms. Averill is a Senior Consultant in Segal’s New York office with over 20 years of experience in human capital consulting. She is a recognized thought leader and subject matter expert on compensation/rewards, compensation assessment, turnover/retention and performance management. She brings a breadth of knowledge and depth of expertise in working with clients to diagnose, evaluate and implement effective total reward strategies and compensation programs that drive both individual and organizational performance. She is an experienced project manager and leads projects in a variety of industries, including higher education, educational assessment, not-for-profit, healthcare, technology and financial services.

Sample Projects:

  • A large metro-area college needed assistance in the design, implementation and communication of a comprehensive job classification and salary administration system for administrative and staff positions to support its compensation goals. Ms. Averill led the analytical and employee engagement work to identify key areas of concern and develop a total compensation philosophy, peer group, market based and internally equitable salary structure and pay-for-performance system.
  • The faculty of a Northeast college sought a market assessment to determine the competitiveness of their faculty compensation. Ms. Averill lead the analysis, the development of a custom survey of the college’s peer institutions for a unique program area and the development of recommendations and an implementation strategy to improve competitiveness.
  • A large Northeast college needed assistance in developing a total compensation philosophy, an executive compensation program that was competitive and compliant, an overall job structure to ensure consistency in job leveling, titling and clear job progression guidelines for administrator and staff positions. As project manager, Ms. Averill lead the development of the job structure and levels, executive compensation assessment and program design, peer group for compensation comparison, competitive salary structure and pay administration guidelines.

Prior to her current role at Segal, Ms. Averill held progressive positions in compensation consulting at Willis Towers Watson and Sibson Consulting, a member of The Segal Group. She also founded and managed SRC Group, LLC, a consultancy in North Whitehall, PA, and has held corporate human resources positions at FMC in Philadelphia and Swiss Bank Corporation in Chicago.

Ms. Averill received both a BA in Economics and a master’s degree in Industrial Relations, specializing in Compensation Management and Plan Design, from Loyola University Chicago.

She has contributed to the following research and articles: 

  • HR Magazine, “Measure Compensation’s Impact,” September 2012
  • HR Magazine, “The Art of Setting Pay,” May 2013
  • Saint Louis University John Cook School of Business publication, “Managing Dysfunctional, Avoidable Turnover: Advancing Theory and Research on Turnover Management,” July 2016

Leadership

Andrea Averill

Senior Consultant

Andrea Averill

Contact Andrea

The information you provide will not be shared with anyone outside Segal.

Ms. Averill is a Senior Consultant in Segal’s New York office with over 20 years of experience in human capital consulting. She is a recognized thought leader and subject matter expert on compensation/rewards, compensation assessment, turnover/retention and performance management. She brings a breadth of knowledge and depth of expertise in working with clients to diagnose, evaluate and implement effective total reward strategies and compensation programs that drive both individual and organizational performance. She is an experienced project manager and leads projects in a variety of industries, including higher education, educational assessment, not-for-profit, healthcare, technology and financial services.

Sample Projects:

  • A large metro-area college needed assistance in the design, implementation and communication of a comprehensive job classification and salary administration system for administrative and staff positions to support its compensation goals. Ms. Averill led the analytical and employee engagement work to identify key areas of concern and develop a total compensation philosophy, peer group, market based and internally equitable salary structure and pay-for-performance system.
  • The faculty of a Northeast college sought a market assessment to determine the competitiveness of their faculty compensation. Ms. Averill lead the analysis, the development of a custom survey of the college’s peer institutions for a unique program area and the development of recommendations and an implementation strategy to improve competitiveness.
  • A large Northeast college needed assistance in developing a total compensation philosophy, an executive compensation program that was competitive and compliant, an overall job structure to ensure consistency in job leveling, titling and clear job progression guidelines for administrator and staff positions. As project manager, Ms. Averill lead the development of the job structure and levels, executive compensation assessment and program design, peer group for compensation comparison, competitive salary structure and pay administration guidelines.

Prior to her current role at Segal, Ms. Averill held progressive positions in compensation consulting at Willis Towers Watson and Sibson Consulting, a member of The Segal Group. She also founded and managed SRC Group, LLC, a consultancy in North Whitehall, PA, and has held corporate human resources positions at FMC in Philadelphia and Swiss Bank Corporation in Chicago.

Ms. Averill received both a BA in Economics and a master’s degree in Industrial Relations, specializing in Compensation Management and Plan Design, from Loyola University Chicago.

She has contributed to the following research and articles: 

  • HR Magazine, “Measure Compensation’s Impact,” September 2012
  • HR Magazine, “The Art of Setting Pay,” May 2013
  • Saint Louis University John Cook School of Business publication, “Managing Dysfunctional, Avoidable Turnover: Advancing Theory and Research on Turnover Management,” July 2016

Leadership

Andrea Averill

Andrea Averill

Senior Consultant

Contact Andrea

The information you provide will not be shared with anyone outside Segal.

Ms. Averill is a Senior Consultant in Segal’s New York office with over 20 years of experience in human capital consulting. She is a recognized thought leader and subject matter expert on compensation/rewards, compensation assessment, turnover/retention and performance management. She brings a breadth of knowledge and depth of expertise in working with clients to diagnose, evaluate and implement effective total reward strategies and compensation programs that drive both individual and organizational performance. She is an experienced project manager and leads projects in a variety of industries, including higher education, educational assessment, not-for-profit, healthcare, technology and financial services.

Sample Projects:

  • A large metro-area college needed assistance in the design, implementation and communication of a comprehensive job classification and salary administration system for administrative and staff positions to support its compensation goals. Ms. Averill led the analytical and employee engagement work to identify key areas of concern and develop a total compensation philosophy, peer group, market based and internally equitable salary structure and pay-for-performance system.
  • The faculty of a Northeast college sought a market assessment to determine the competitiveness of their faculty compensation. Ms. Averill lead the analysis, the development of a custom survey of the college’s peer institutions for a unique program area and the development of recommendations and an implementation strategy to improve competitiveness.
  • A large Northeast college needed assistance in developing a total compensation philosophy, an executive compensation program that was competitive and compliant, an overall job structure to ensure consistency in job leveling, titling and clear job progression guidelines for administrator and staff positions. As project manager, Ms. Averill lead the development of the job structure and levels, executive compensation assessment and program design, peer group for compensation comparison, competitive salary structure and pay administration guidelines.

Prior to her current role at Segal, Ms. Averill held progressive positions in compensation consulting at Willis Towers Watson and Sibson Consulting, a member of The Segal Group. She also founded and managed SRC Group, LLC, a consultancy in North Whitehall, PA, and has held corporate human resources positions at FMC in Philadelphia and Swiss Bank Corporation in Chicago.

Ms. Averill received both a BA in Economics and a master’s degree in Industrial Relations, specializing in Compensation Management and Plan Design, from Loyola University Chicago.

She has contributed to the following research and articles: 

  • HR Magazine, “Measure Compensation’s Impact,” September 2012
  • HR Magazine, “The Art of Setting Pay,” May 2013
  • Saint Louis University John Cook School of Business publication, “Managing Dysfunctional, Avoidable Turnover: Advancing Theory and Research on Turnover Management,” July 2016