SUMMARY
More than 16 years of professional IT experience, including 15+ years specializing as an Oracle HRMS Consultant.Extensive experience in implementing, modifying, upgrading and configuring Oracle HRMS, Core HR, Open Enrollments and OLM. Strong knowledge of (and hands-on experience with) Oracle Time and Labor, Oracle Labor Distribution, Human Resources, Payroll, CWB, iRecruitment, iexpense, Advanced Benefits, Internal control manager for Sox compliance , Projects Management, Software developments, Career Management and Self Service modules, Absence mgt ,Balance Adjustments and Year End process Prior experience with Oracle 11i Financial applications. Expertise in gathering requirements and mapping of business processes to align with Oracle functionality. An excellent communicator with proven ability to interface effectively with technical as well as non-technical teams.

Education/ Certifications
MBA Finance
BS Accounting
BS Business Administration
CISA Exams
PMP Certification.

PROFESSIONAL EXPERIENCE

Confidential, June -
Lead Release (R12Upgrade Assessments) Implementations Oracle: HRMS,Open Enrollment, Financials

• Had workshop meetings with the SME and End Users to Analyze their Current Business Process. Oracle Applications 11i: AIM, HR,SDL, AR, GL, FA, AP, CE, PA, PO,OLM, iRecruitment,Payroll, HRSS, OAB, AME Workflow
• Core HR, SSHR, OAB, CWB, iRecruitment, Payroll, Performance management
• Identifying their Gaps by doing the Gap Analysis.
• Obtain their Pain Points from both SME and End Users
• Document their Requirement by doing Requirement Definition BR20
• We also look into their Wish Lists
• Document their Gaps BR20-BR30
• Look into their Customization Documents MD50-MD70
• Training, CRP,UAT,
• Update Management with Status Reports
• Look into their Personalization's and Interfaces that can be rolled to R12
• Share New Features in R12 with the client

Confidential, May 11 - May 2012
HCM Applications
Lead; Upgrade Assessment: OTL, OLM, Payroll, Compensation Workbench, HR, Self Service ,Performance Management

• Designing and configuring Global Combination Plans - Salary/Merit Increase, Bonus, Stocks, HR/SSHR, and Workflow Approval for the hierarchies.
• Training,CRP
• Define Business requirements for Manager and Employee Self Service and prepare BR 100.
• SSHR: Gap/fit Analysis, Manager and Employee Self Service, Employee transfer, Manager Approval, Payroll approval.
• Oracle Time and Labor Requirement gathering.
• Release (R12Upgrade) Implementations Oracle, Open Enrollment (CWB/HRSS, iRecruitment
• Designed requirements for HRSS, Performance Management.iRecruitment
• Define competencies, Rating /scales, and competency measurement.
• Being a fresh implementation, I did the requirement gathering, business analysis, Fit & Gap analysis (Mapping the requirements to Oracle Functionality).
• Carried out several training sessions with the SME.
• Conducted CRP, Integrated Testing & User's Acceptance Testing
• Documented all set ups and configuration in the BR100
• Prepared baseline, business requirements, fit/gap analysis and application setup using AIM methodology
• Set up BR100 for Learning Management, Compensation Workbench
• Trained client staff in setup configuration and module use
• Delivered CRPs, Unit/Integration and UAT tests.
• Training the end User and provide them with (Training manual)
• Create an acceptable User Acceptance Training (UAT)

Confidential, Jan 11 - May 11
Oracle: Upgrade Assessment Lead: Labor Distribution, Payroll, Compensation Workbench, iRecruitment, Oracle Advanced Benefits,
Position Control and Budgeting, Payroll, OTL

• Designing and - Salary/Merit Increase, Bonus /incentive Plans; and HR/SSHR/ iRecruitment Workflow Approval for the hierarchies approval, Payroll Human Resources, OTL, Hire to Retire
• Define Business requirements for Manager and Employee Self Service and prepare BR 100.
• SSHR: Gap/fit Analysis, Manager and Employee Self Service, Employee transfer, Manager Approval, Payroll approval.
• Release (R12) Implementations Oracle, iRecruitment (CWB/OAB)HRSS,ABSENCE MANAGEMENT, (PTO)
• Designed requirements for HRSS, Payroll Oracle Performance Management, OTL
• Define competencies, Rating /scales, and competency measurement.
• Being a fresh implementation, I did the requirement gathering, business analysis, Fit & Gap analysis (Mapping the requirements to Oracle Functionality).
• Carried out several training sessions with the SME.
• Position Control and Budgeting
• Conducted CRP, Integrated Testing & User's Acceptance Testing
• Documented all set ups and configuration in the BR100. WITH ABSENCE MGT.
• Set up and configure HRSS, ABSENCE MGT.
• iRecruitment Setup. Update Management with Status Reports
• Record Project documentation, BR100, 20, 30, MD50-70.
• Prepare Status Reports, Project Schedule and Change order process
• Payroll Requirement Definitions
• Talent Management/Performance Management
• Talent Management Objectives and Personalization
• Define Appraisal template, Profile Options and Utilities Lookup
• Define Rating Scales and Proficiencies for evaluation.
• Define Objective Templates, and Performance Ratings.
• Define Competency Key flexfield and Descriptive flexfield
• Set up Manager and Employee Self Service Talent Management.
• Setup Suitability matching, Professional and Education Details
• Prepared baseline, business requirements, fit/gap analysis and application setup using AIM methodology
• Trained client staff in setup configuration and module use
• Delivered CRPs, Unit/Integration and UAT tests.
• Define Requirement definition: Programs, Plans, plan types, based on Compensation Objects: for (OAB)
• Training the end User and provide them with (Training manual of 100 pages)
• Create an acceptable User Acceptance Training (UAT)

Client: Confidential, Chicago
Upgrade Assessments: Aug 09 - Jan 11
Implementation of Oracle Compensation Workbench/Oracle Advanced Benefits, Payroll (Oracle R12

• Designing and configuring Global Combination Plans - Salary/Merit Increase, Bonus, Open Enrollment /incentive & Stock Options Plans; and HR/SSHR/Workflow Approval for the hierarchies approval
• Define Business requirements for Manager and Employee Self Service and prepare BR 100.
• SSHR: Gap/fit Analysis, Manager and Employee Self Service, Employee transfer, Manager Approval, Payroll approval.
• Release (R12)OLM, Implementations Oracle, iRecruitment (CWB/OAB)HRSS
• Designed requirements for HRSS, Payroll Oracle Performance Management
• Define competencies, Rating /scales, and competency measurement.
• Being a fresh implementation, I did the requirement gathering, business analysis, Fit & Gap analysis (Mapping the requirements to Oracle Functionality).
• Carried out several training sessions with the SME.
• Conducted CRP, Integrated Testing & User's Acceptance Testing
• Documented all set ups and configuration in the BR100.
• Set up and configure HRSS, iRecruitment, Payroll.
• Prepared baseline, business requirements, fit/gap analysis and application setup using AIM methodology
• Trained client staff in setup configuration and module use
• Delivered CRPs, Unit/Integration and UAT tests.
• Define Requirement definition: Programs, Plans, plan types, based on Compensation.

Confidential, Canada, USA Oct 08 - Aug 09
(R12)Project Lead: OLM,HRSS, HR/Payroll, CWB OTL, iRecruitment Oracle Performance Management.

• Planned and executed the full cycle: OTL requirement definition, gap analysis, solution design, UAT, user training, using AIM methodology for Oracle Time and Labor.
• Requirement Definition
• Salary Increase, Bonuses and Stock Options
• Worked on system configuration, mid-year balance conversion to production deployment, system support and year-end payroll processing.
• AME setup for the end users and Workflow Approval development
• Developed solutions to meet the business requirements of very complex PTO Accrual plans.
• Analyzed and documented the legacy Human Resources and payroll system.
• Conducted training on Oracle OTL for various client core teams.
• Labor Distributions Definitions
• Handled System Administration responsibility for assigning users, and registering menus.
• Defined quick code types and quick code values, Time management elements

Confidential, Tahlequah, OK Feb 08 - Sept 08
(R12) Lead; OAB, HR and OLM,Payroll,Labor Distribution

Convert/Upgrade 11i.10.5 to 12 (R12) Implementations

• Open Enrollment, Retirees, Life Events, Third-party payments, Leave of absence, multiple
• assignments, Workers compensations, and COBRA and adjustment issues.
• Labor Schedules, Labor Distribution Adjustment, Labor Adjustments by Elements and Detail Reportt
• Define Position Control organization, hierarchy, business rules workflow rules, routing lists, transaction types. Create positions, jobs, organization securities, and maintain positions.
• Mapping payroll to GL, define costing flex fields, run payroll process, run prepayment process, run deposit advice process, run costing and GL transfer process.
• Explained OLM`s Category, Courses, Offering and Classes with CRP. Defined delivery modes,.
• Setup courses, offerings, classes and sessions. Manage enrollments.

Confidential, Louisville, Kentucky Jul 07 - Dec 07
(R12) Project Lead: OTL, AME, Oracle Performance Management/CORE-HRIS/OLM/CWB/SSHR/.iRecruitment, Payroll
Release 12 (R12) Implementations.

Talent Management/Performance Management
Talent Management Objectives and Personalization
Define Appraisal template, Profile Options and Utilities Lookup
Define Rating Scales and Proficiencies for evaluation.
Define Objective Templates, and Performance Ratings.
Define Competency Key flexfield and Descriptive flexfield
Set up Manager and Employee Self Service Talent Management.

• Setup Suitability matching, Professional and Education Details
• Designed requirements for Performance Management. And Compensation Workbench.
• Salaries increase, Bonuses and Stock Options, Open Enrollment
• Obtain the requirements Using AIM
• analysis (Mapping the requirements to Oracle Functionality).
• Managerial Workflow Approval development
• Carried out several training sessions with the SME.

Confidential, Nov 06 - Aug 07
(R12) Project Lead: Oracle Advanced Benefits/HRIS /OTL/Compensation Workbench/SSHR/iRecruitment.Payroll,OLM.
Release 12 (R12) Implementations (Position Control)

• Designed enrollment requirements for compensation workbench (CWB)
• Run participation process and post process and the close compensation enrollment processes for CWB
• Defined compensation workbench standard activity rate types.
• Conduct OTL CRP
• This rates include CWB worksheet amount CWB distribution budget, CWB reserve, CWB eligible salary
• Balance Adjustments and Year End process
• Creating Menus, Responsibilities and Users for the iRecruitment Recruiters.
• Configure Background Search.
• Labor Distributions
• Define Position Control hierarchy.
• Designed and prepare Training documentation for the SME
• Defined standard, coverage and premium rates
• Payroll Processing, Payment methods, assignment and element sets, flex fields
• Fully participated in Conference Room Pilot (CRP) tests: Unit, integration and acceptance.

Confidential, (NL, UK, USA, CHINA, ITALY, GB, BELGIUM) Jun 06 - Nov 06
LEAD: Functional Consultant CWB, Payroll, Performance Management , Labor Distribution, OTL\\HRSS/iRecruitment/ OLM/OAB. Open Enrolments

• Participated in detailed OLM/OTL requirement information gathering and project scope
• Provided functional assistance in mapping and gapping and OLM data conversion
• Payroll definition requirement gathering. Define Labor Distribution; Schedules, Distribution Adjustment, Detail Reports, Encumbrance Payroll, Clearing Accounts Distribution to Payroll and transfer Distribution adjustment and Clearing Accounts
• Responsible for requirement information gathering and project scope. Provided functional assistance in mapping and gapping and HR / Payroll data.
• Created premium eligibility policy, prepared and submitted reports, evaluated and conducted testing. Define Labor Distribution Requirements.
• Conducted training on Oracle OLM for Client's project core team.
• Identify the various functions delivered with Employee/Manager self-service.
• Put together a strategy on Client's roll out needs to optimize Self Service OLM functionality
• Implementation of OLM requirements and customizations

Talent Management/Performance Management
Talent Management Objectives and Personalization
Define Appraisal template, Profile Options and Utilities Lookup
Define Rating Scales and Proficiencies for evaluation.
Define Objective Templates, and Performance Ratings.
Define Competency Key flexfield and Descriptive flexfield
Set up Manager and Employee Self Service Talent Management.

• Setup Suitability matching, Professional and Education Details
• Salary Increase, Stock options and Bonuses
• Gathered business requirements and performed FIT/GAP analysis with Oracle Advanced Benefits

Confidential, DALLAS (Australia, FR, DM, MEx CHINA, & US)

Feb 06 - Jun 06 HRIS/OAB/OTL/CWB, SSHR] Project Lead: iRecruitment. Payroll. Oracle Time and Labor Implementation

• For this heavy trucking machinery company, designed the functional architecture and implemented custom interfaces and extensions for Oracle Time and Labor and Oracle projects to comply with the requirements of the Federal Government and Defense Contractors Audit Agency.
• Coordinated with functional consultants and served as liaison between the financial group and HR.
• Worked on defining the Time Management element, planned Time Management Holiday Calendar and entered element links, earning policy, shifts and off shifts, work plan, rotation plan and assigned a rotation plan to setup variance.
• Gathered business requirements for Open Enrollment and reviewed current set-ups to analyze required configuration changes for Oracle Advanced Benefits
• Configured OAB for Open Enrollment; consolidating plans, adding life events, and creating efficiencies in the current OAB set-up for faster processing and better data entry for users Assisted in OAB upgrade testing from Family Pack C to Family Pack F Assisted in OAB conversion, including gathering requirements.

Confidential, Sep 05 - Feb 06
Oracle HRMS Analyst, HRSS

• Project Lead: Labor Distribution, COREHRIS/Payroll/Oracle Advanced ,Labor Distribution, Benefits/Learning Management, Oracle Time and Labor, HRSS/iRecruitment, CWB (Position Control) Budgeting.
• Planned and executed the full cycle: OTL HR/ Payroll implementation that included project planning, requirement definition, gap analysis, solution design, UAT, user training, using AIM methodology for Oracle HR implementation.
• Using Compensation Workbench for salary increase and Bonuses.
• Worked on system configuration, mid-year balance conversion to production deployment, system support.
• Define Labor Distribution; Schedules, Distribution Adjustment, Detail Reports, Encumbrance Payroll, Clearing Accounts Distribution to Payroll and transfer Distribution adjustment and Clearing Accounts
• Responsible for requirement information gathering and project scope. Provided functional assistance in mapping and gapping and HR / Payroll data.
• Created premium eligibility policy, prepared and submitted reports, evaluated and conducted testing. Define Labor Distribution Requirements.
• Manager and Employee Self Service Definitions.
• Developed, tested, and implemented the configurable components of the HR modules
• Developed workflows, reports, and forms using Oracle Application Developer guidelines.
• Provided customer support and technical expertise for the HR modules. Facilitated user ownership through effective training and documentations
• Balance Adjustments and Year End process
• Design and develop Workflow for the Commissioner/Assistant Commissioners for approvals
• Analyzed and documented the legacy Human Resources and payroll system.
• Conducted training on Oracle HRMS/Payroll/OTL for various client core teams.
• Define Performance Management for the Compensation Management
• Entered earning policy, set up shifts and shifts, created work plan, rotation plans and assigned a rotation plan and set up variances.
• Define Labor Distribution Requirements
• Define Position Control Hierarchy
• Design and Implementing training documents by using UPK, organized classes and UAT for exercises
• Set up time management projects, policies and hierarchy of policy, hour deduction policies, shift differential policies and created premium eligibility.
• Development of class and class materials for the training

Confidential, Jan 05 - Aug 05
Project Lead/ Lead Functional Consultant (Position Control) Labor Distribution,
Project: COREHRIS/ OAB/OTL/OLM,HRMS,CWB, Advanced Benefits /HRSS/ iexpensed/iRecruitment.

Environment: Oracle HRMS (11.5.10), Oracle Advanced Benefits, iRecruitment, AIM, MS Visio, MS Project, UNIX and Windows. HRSS

• Define Compensation Workbench
• Served as Functional Lead for Oracle Time and Labor and Oracle Projects Implementation and CRP.
• Define Labor Distribution; Schedules, Distribution Adjustment, Detail Reports, Encumbrance Payroll, Clearing Accounts Distribution to Payroll and transfer Distribution adjustment and Clearing Accounts
• Responsible for requirement information gathering and project scope. Provided functional assistance in mapping and gapping and HR / Payroll data.
• Created premium eligibility policy, prepared and submitted reports, evaluated and conducted testing. Define Labor Distribution Requirements,
• Defined Reimbursement plans, eligibility profile for a program, enrollment Limitations for an option in a plan and associate enrollment rules with a plan.
• Worked on Open enrolment process within Advanced Benefits, defined Benefits Programs, Plan Types, Plans and Option and participated in detailed HR/P. Design and Implementing training documents by using UPK, organized classes and UAT for exercises
• Defined CORBA program and design, life event and changes in life events, coverage, rates and premiums, activity rate enrollment requirement for a program, plan type and enrollment limitations for plan types in a program.
• Participated in detailed HRMS requirement information gathering and project scope.

Confidential, Jan 04 - Dec 04
Functional HRMS LEAD: (Position Control)
Project: Core HRIS/ Oracle Advanced Benefits/Oracle Time and Labor, SSHR (Compensation Workbench)Labor Distribution and Grants

• . Design and Implementing training documents by using UPK, organized classes and UAT for exercises
• Training: CWB, OAB, Self-Service
• Balance Adjustments and Year End process
• Define Position Control for the budget.
• Defined eligibility and activity rate
• Developed and conducted extensive test scenarios. Developed rules for converting all Payroll data from the PeopleSoft system into Oracle Payroll.
• Using Approval Management for the Directors Approval
• Assisted the client in performing unit and integration testing
• Set up time management projects, set up policies and hierarchy of policy, set up Hour deduction policies and defined plan year for the CWB with program/plan year.

Confidential, July, 2000- December, 2003
Project Lead: OTL, Labor Distribution
AME, Oracle Performance Management/CORE-HRIS/OLM/CWB/SSHR/.

• Talent Management/Performance Management.
• Obtain the requirements Using AIM Planned and executed the full cycle: OLM requirement definition, gap analysis, solution design, UAT, user training, using AIM methodology for Oracle Learning Management.MD 50
• Requirement Definition
• Define KFF and DFF and profile options and Recourses
• Define Catalog, Category, Courses, Offering and Classes and Sessions.
• Enrollment of Learners, Manage attendance and group into Learning paths and cancellations.
• Create budgets, price list
• Identify resources and suppliers.
• Worked on competency requirements of business; qualifications, knowledge and experiences
• Assigned competency requirements to organizations, Jobs and Positions based on business requirements
• Define competencies, Rating /scales, and competency measurement.
• Being a fresh implementation, I did the requirement gathering, business analysis, Fit & Gap analysis
• (Mapping the requirements to Oracle Functionality).,BR100, BR30-50, MD 50-70,