SUMMARY

• Senior Leader in software design and architecture. Highly motivated people leader and relationship builder in Human Resources, Information Technology, Payroll, and Finance. Experience in providing cutting edge solutions for continual process improvement capabilities, operational processes, including data transformation and vendor interfacing. Experience with Digital Applications Operation services on diverse platforms that support HR Technology and Payroll Systems including but not limited to: Information Technology, Payroll, Finance, and Human Resources.
• Management experience with on - site and off-site direct reports. Experienced in providing career growth and dedicated to support employee engagement and development activities. Involved in maintenance/support/upgrades/and implementations of Information Technology projects as well as the development of new and modification of existing programs, reports, and interfaces using various application programming tools/software.
• Supported multiple business areas and specialize in managing and maintaining various projects to deliver successful action plans and solution implementations. Sustain a wide-range of technical and business knowledge with abilities in identifying business needs and directing efforts. Deploy excellent communication and interpersonal skills with a commitment to build partnerships at all levels of management and team members. Detail oriented and self-directed with excellent organizational skills. Execute the ability to work in a team environment with effective working skills to excel in a fast-paced environment.

PROFESSIONAL EXPERIENCE

Confidential

HR Transformation Leader

Responsibilities:

• Implementation Leader for HRIS, Compensation, Benefits, Talent, LMS, Recruiting, Onboarding, Payroll, Workforce Planning, Time & Attendance, and Leave Management.
• Management of RFP process for HR Technology
• Vendor management for SI partners needed and Software Vendors
• Responsible for Legal and budget negotiations with our internal teams
• Leader of Change Management throughout Organization for HR Transformation and project
• Support and execute the strategic vision for global HR. Provide direction, guidance and service support throughout the business that enhance the effectiveness of the organization.
• Participate as SME for HRMS Systems and other HR applications. Complete business needs analysis. Active participant in system upgrades, enhancements and new implementations. Provide guidance in deliverables, risks, issues, project documentation, communication, and UAT for data quality. Manage user training activities and communication. Keep stakeholders (Business Leaders, HR, Managers, Employees, and other Users) well informed.
• Provide expert consulting regarding HRIS and payroll initiatives and tools to facilitate overall organization performance.
• Spearhead the establishment of internal Service Level Agreements, key metrics, and ongoing reporting of performance.
• Strategic Responsibilities · Collaborate with the Sr. VP of HR and Corporate IT VP in the definition of strategy, policy, and overall HRIS Direction.
• Lead and develop highly technical team, sometimes with multiple skill sets, supporting HR application configuration and integration development, production support and testing.
• Establish priorities for work requests. Provide technical direction. Take responsibility for quality and timeliness, adjusting resources and escalating major issues, based on business needs and plans.
• Make decisions when required and responsibility for issues escalated higher. Ensures methodology is followed and promotes high quality, on time work. Drives resolutions of issues and roadblocks. Brings large and complex problems to resolution by providing direction, leadership and expertise.
• Evaluate industry and technical trends and developments and contributes to the configuration, integration development and testing.
• Participate in Department budgeting / forecasting and planning. Recommend strategies to achieve short and longer term goals.
• Manage resource planning with team leadership to achieve key software application systems and testing performance indicators within agreed budgets and Service/Operational Level Agreements. Communicate status of work to executive leadership.
• Help build cross functional teams and collaborate with leaders to improve cross functional processes and workflows. Negotiate with stakeholders across business units to achieve satisfactory delivery for clients/customers.
• Manages system upgrades and the transition to new tools and processes. May act as a senior technical subject matter expert for applications, acting as a senior escalation point on technical issues and creating solutions for complex problems and providing direction for own and other teams.
• Participate in planning for HR/IT roadmap and develops work methods and staffing plans.
• Manage resources to achieve organizational goals including staffing, work and performance management, salary decisions, training and development, and disciplinary issues.
• Working collaboratively with the Corporate IT Director, responsible for assisting in business case assessment, vendor selection, and implementation for all Corporate HRIS systems, as well as coordinating and leading all required HR resources on a global basis
• Responsible for ensuring all regional and local HR personnel have the training and education required to adequately support global HRIS solutions
• Partner closely with the Corporate IT Director, leading any future acquisition’s integration into existing Global HRIS systems
• Responsible for the facilitation of Executive Steering Committee meetings
• Responsible for the management, mentorship, and growth of all HR employees within their span of control.

Senior Manager

Confidential

Responsibilities:

• Interpret and administer HR policies, processes, and procedures that affect HR system end users on a global scale.
• Government Reporting: Maintain knowledge of legal requirements and government reporting regulations affecting Payroll and HRIS, and adhere to Data Privacy/Safe Harbor Rules and Regulations
• Management of an Application Support Engineering Team to manage high level incidents, document and share root cause analysis for repeatable issues as well as on remediation projects.
• Responsible for management to resolution of business application high priority incidents, problem management, and major incident communications with business owners.
• Provide leadership and guidance to coach, motivate, and lead team members to their optimum performance levels and career development.
• Responsible for the HRIS Department budget creation and management, including all staff and services
• Responsible for proactively working with internal and external audit to ensure the strict adherence of all HRIS Policies and Procedures are in concert with the company Sarbanes Oxley and related guidelines.
• Plan, coordinate and lead configuration and integration development activities for assigned areas in support of HR team requests, strategic initiatives, product development and internal enhancements.
• Ensure that configuration and integration development processes and practices are compliant with corporate and regulatory standards (both domestic and international). Contribute to the development of IT policies and standards. Leads responses to internal and external audits and remediation of any issues.
• Monitor and evaluate effectiveness of configuration and integration development. Collaborate with senior management to perform continual process improvements that positively impact cost, performance efficiency, process development and solution delivery.
• Responsible for ensuring all Global HRIS initiatives support the local legal requirements of the locations for which the systems will be used (i.e. Global scope creation and ownership)
• Responsible for the coordination and communication of all Corporate HRIS related activities. Including rollout, and enforcement of standardized global HRIS processes in situations where a common automation solution is pursued.
• Responsible for the input and use of Global HRIS data, Global HR Processes and the data’s use for decision making at the Senior Management level
• Manage the day-to-day functions for the HRIS team, also provide support to the UK and Canada. Provide leadership, work direction, performance management, and support to maintain a high performing, collaborative team environment. Provide leadership and advocacy of HR technology platforms in partnership with HR, IT, Finance, and the business, building relationships for collaborative cross-functional work.
• Analyze, monitor, and evaluate HR system utilization to ensure appropriate and efficient use of applications. Support HR applications usage, make recommendations on additional use of the applications, and support system updates. Troubleshoot and solve HR data entry-related problems including future avoidance measures.
• Provide functional consultation, problem resolution, and support in the design and development of specialized human resources queries, reports and dashboards, using existing databases and/or other spreadsheets and applications
• Monitor HR information and data needs to design in partnership with HRMS/IT, system enhancements to meet changing requirements.
• Participate as SME for HRMS Systems and other HR applications. Complete business needs analysis. Active participant in system upgrades, enhancements and new implementations: develops project plans, action items, meeting notes, deliverables, risks, issues, project documentation, communication, lead UAT for data quality; and provide user training.
• Maintain Process & Procedure Documentation (Updating & Developing New Procedures); ensuring effectiveness and efficiency of HR usage; and minimizes administration. Keeps documentation up to date in Document Repositories.
• Manage HRIS application user access and security. Audit and prepare reports needed for HR compliance. Accountable for data privacy compliance and security.
• Analyze disposition and configuration of new and existing software systems; routinely ensure that all users have access to current, standardized software, and all appropriate upgrades; oversees access level authorization.
• Analyze, develop and deliver individual and/or group training to users to ensure optimal and efficient utilization within the workplace of new and existing technology and software applications.

Confidential

HR Technology Manager

Responsibilities:

• A liaison for the COE’s (Centers of Excellence, Regional Human Resources) to internal Technology and/or external Vendor teams by planning, conducting and directing the analysis of highly complex business problems to be solved by technology.
• Serve as a subject matter expert and ensures effective management of current and future systems, processes and programs through analysis and assessment of business needs and system capabilities.
• Develop business requirement definition and functional specifications for application development, modifications and/or configurations.
• Responsible for conducting work flow analyses, evaluating systems changes required to support HR functions, and designing and implementing test plans to validate those changes.
• Produce enhancement support documentation and/or end user training guides.
• Adherence to SDLC, HRIS change control practices/processes, SOX policies and practices, and audit requirements and procedures.
• Successfully managed external vendor relationships including maintaining awareness of vendor strategic direction and impacts to Confidential, product updates and enhancements, and monitoring vendor performance and deliverables.
• Act as escalation point for Tier II and Tier III production issues that cannot be managed by HRIS Support Analyst.
• Working knowledge of Human Resources Operations across multiple functions
• Demonstrate ability to apply a broad, integrated perspective when planning, problem-solving and assessing cross-functional impacts. This includes identifying critical steps, activities, and upstream/downstream impacts.
• Proven experience developing, verifying and writing business & functional requirements, applying configuration changes, conducting workflow analyses, and documenting test plans and scripts.
• Demonstrate experience executing test (QA) deliverables and certifying integrity of automated solutions and programs.
• Strong interpersonal, written and public speaking skills with ability to communicate complex information to all levels of the organization

Confidential

Senior HRIS Consultant

Responsibilities:

• Manage system upgrades, configurations, and environment changes for various HR systems (SumTotal, People Fluent, Lexis Nexis)
• Responsible for training customers and employees on new systems and platforms
• Create various types of documentation to deliver status reports for senior management and to assist in supporting PROD environments
• Manage and create test scripts with participation in testing to ensure proper sign-offs are received by the Business and IT
• Liaison between business area and technical area to resolve complex business problems and to identify areas for process improvement.
• Gather detailed requirements and translate those requirements into written detailed specs for Internal IT and various HR vendors (People Fluent and Lexis Nexis)

Confidential

Manager, HR & Payroll Technology Projects

Responsibilities:

• Manage team of 3 Functional Analysts and 2 IT off-site resources in supporting PS HRMS Services platform and project delivery
• Conducted weekly team meetings and 1:1 meetings to provide clear expectations, feedback, and coaching to support employee development.
• Approve and manage all PS HR/Payroll system upgrades, configurations, and environment changes
• Train and develop individual employees’ skill sets to become more project orientated
• Responsible for training customers and employees on new systems and platforms
• Generate metric and management reports to define process definition and improvements
• Create various types of documentation to deliver effective status reports for senior management
• Manage and create test scripts with participation in testing to ensure proper sign-offs are received by the Business and IT
• Liaison between business area and technical area to resolve complex business decisions with implementation of automated systems
• Consult users, business, and technology groups to resolve questions or issues around recommended changes/challenges
• Liable for all projects being successfully delivered on a timely basis to promote productivity and cost savings
• Manage team of 3 payroll processors in supporting PS payroll operations and day-to-day payroll processing activities
• Completed regular personnel reviews and provided feedback to support employee development.
• Conducted weekly 1:1 session and coached on how to present a positive attitude toward team members and colleagues.
• Responsible for timely pay of 25,000 employee paychecks
• Accountable for complete and efficient processing of all 53 payrolls processed monthly
• Payroll processing frequency schedule includes Weekly, Bi-weekly, Monthly
• Employee payment population includes Exempt employees, Non-Exempt employees, Union populations, Arrears payments, Current payments, Expat populations
• Liable for all ACH and Positive Pay file submissions to 3 different banks and proper submission of all payroll checks to locations
• Responsible for productivity cost saving initiatives and increasing efficiency levels
• Accountable for maintaining direct relationship with all payroll vendors
• Approve and oversee all payments to vendors and unions
• Maintain all Time and Attendance platforms for successful submission of employee payments
• Relationship builder and collaborator between all Sector leaders for Payroll
• Functional/Technical Analyst for PeopleSoft 9.0 Conversion
• Review current business processes and confirmed the processes would align with merging company
• Work closely with Merger Managers and Internal Business Managers efficiently and effectively to resolve complex business decisions
• Map and configured data from Oracle Platform to PeopleSoft Platform
• Prepare specifications for system changes and developed system test plans
• Assist with system and functional validation by using quality tools and processes to define improvements and identify defects
• Provide technical assistant to identify cost effective measurements to meet business requirements
• Assist and led UAT, Integration, and Regression testing
• Consult with business users in merging company and internal business users to provide guidance and direction
• Manage and responsible for all testing and quality assurance activates related to upgrades/projects
• Project contact and lead on all testing activities
• Gathered data requirements for various business processes and created BRD, TRD, and process work flow charts
• Held meetings between business and IT to create new reports and resolve issues
• Provide PS training sessions for sectors, business, and technology areas
• Time & Attendance lead on process flow, page design, and page configuration
• Manage and trained users on PeopleSoft customizations
• Support HR/Payroll from a functional and technical aspect
• Project Manager for all Oracle Platform Upgrades and patches with alignment between business and technology areas to implement
• Managed multiple tasks and priorities to accomplish system deadlines
• Team Lead for 2008 Annual Enrollment
• Manage, create, and configure all payroll and benefit structures in Oracle
• Coordinator for User Acceptance testing
• Collaborate with peers and logged defects/issues encountered during testing phases
• Resolve operational issues and provided production support that required quick system issue resolution and level execution strategies
• Create reports as needed for senior level management
• Responsible for implementations that were defect less and within scope for IT and business areas

Confidential

IT Programmer Analyst

Responsibilities:

• Team Lead Role for Callidus Software project (Incentive Compensation Management System)
• Involve in all phases of the SDLC lifecycle including gathering requirements, vendor selection, creating technical specifications, phased implementation, and maintenance.
• Conduct interviews for Data Integration and Compensation Analysts on the project team
• Help build and support the vendor software integration into the Confidential ’s PS HR IT infrastructure. This required assistance with our engineering team on setup, upgrades, and troubleshooting vendor software. Also, helped design and implement customized feeds from PeopleSoft into the vendor software.
• Coordinate and lead conference calls and work sessions with vendor when needed.
• Design project plans and tasks for project milestones. Created and delegated tasks to team members.
• Create PS and Callidus test scripts for users and IT
• Interface with business users and other IT departments (server and database engineering, security, etc.)
• Work with Java, COBOL, Unix, and mainframe technologies.
• Successfully manage a blended team of 10+ Confidential ’s employees and outside contractors.
• Significant work and knowledge of PeopleSoft HR/Payroll system
• Maintain and ran Confidential ’s payroll/benefit systems for 4 years.
• Exposure to many different areas within PeopleSoft including HR, Tax,
• Payroll, Retirement/Benefits, Stock Purchase plan, 401(k) plans.
• Responsibilities included troubleshooting issues coding and implementing solutions
• Working with the business to identify areas for process improvement.
• Gather detailed requirements, and translated those requirements into written detailed specs to be followed by a programmer
• Attention to detail and communication was a necessity between all parties.
• Responsibilities include working with Senior Level Management and different business partners to prioritize work effort, assign resources to those efforts, and coordinate the delivery of timely solutions in conjunction with the requirements set by internal business leaders.
• Coordinated weekly status meetings between various department managers including Project Managers, Directors, and VP of Human Resources to communicate the progress of the maintance team and any issues that may delay promised deliverables.
• Acquire extensive knowledge of Actuate reports, Callidus portal, Microsoft Office Suite, PeopleTools, Mainframe, Informatica, Remedy, and UNIX.
• SME of Callidus Software.
• Manage 401K, BRP, CDP, and stock plans on PeopleSoft platform. Maintain PeopleSoft and ADP weekly/bi-weekly payroll, journal entries, and account adjustment procedures.
• Gain proficiency in various PeopleSoft and Mainframe reporting.
• Update monthly management reports for executives and 401K web site. Maintain ESPP, 401K, and beneficiary information for company employees.
• Work with and built queries in PeopleTools for various retirement benefit plans.
• Determine user needs for various reports requested.
• Provide customer support for Confidential ’s 401K/Stock hotline which required excellent verbal/people skills.

TECHNICAL SKILLS

• SAP/SuccessFactors
• PeopleSoft
• PeopleTools
• Workday
• Oracle
• Callidus
• ADP
• IBM BrassRing and Onboarding
• Informatica
• CornerStone
• Kronos
• WorkForce Software
• Sum Total
• People Fluent
• Lexis Nexis
• SQL
• CRM
• KBACE
• Discoverer
• Kronos
• Mercury Quality Center
• MainFrame
• MS Tools (Outlook
• Excel
• Access
• SixSigma
• Powerpoint
• Project
• Visio)
• Remedy
• COBOL
• VB
• Unix-DB2
• Flash
• Dreamweaver
• Fireworks