Experience Summary

• PeopleSoft HCM/HRMS Business Analyst with 13 years of total experience.
• Around 8 years of experience in PeopleSoft HCM/HRMS with 4 Full Lifecycle hands-on Implementation experience (in strong consultative environment), 2 Upgrade projects and 4 Support projects experience (in shared services environment), in versions 8, 8.3, 8.8, 8.9 & 9.0
• Training-Certification in PeopleSoft HRMS 8 from PeopleSoft Inc.
• Good experience in analyzing the existing HR business processes of clients, effective Fit/Gap analysis, translation of business requirements into cost-effective PeopleSoft solutions, Table Setup, Data conversion from legacy systems into PeopleSoft, Data Auditing, Security Setup, Testing, End user training, Support and Documentation.
• Good working knowledge in Application Designer & PeopleCode, with the ability to effectively interact and coordinate with the technical team, to accomplish the tasks.
• Good understanding of ‘Benefits Administration’ and ‘Payroll for NA’, with respect to their relations with the core HR modules.
• Effective client-interaction skills, good consulting, communication and interpersonal skills and experience in using good implementation methodologies like Compass and AIM.
• Around 4 years of Domain experience in Human Resources Management, ranging from Recruitment to Retirement, with good understanding of the relevant HR business processes.
• 6 months of experience in PeopleSoft Resource Management
• 6 months of experience as Siebel CRM Consultant.

Skill Summary
PeopleSoft HCM/HRMS (8.0, 8.3, 8.8, 8.9, 9.0)

• Core HRMS, Administer Workforce, Position Management
• Employee Self Service (eProfile), Manager Self Service (eProfile Manager Desktop)
• Recruit Workforce, eRecruit, Talent Acquisition Manager, Candidate Gateway
• Administer Training, Manage Competencies, Enterprise Learning Management
• Absence, Health & Safety, Plan Careers & Successions
• Plan Salaries, Compensation
• Tracking Global Assignments, Employee Reviews, ePerformance
• Table setup & maintenance, Security setup & maintenance
• Query Manager, Analysis using SQL statements in TOAD

Trainings/Certifications

• Training Certification in PeopleSoft HRMS 8 from PeopleSoft Inc.
• ‘Design for Six Sigma’ training at Honeywell
• IBM Certified E-Commerce Professional

Achievements

• Six Sigma & Green Belt certified from Honeywell
• Individual Excellence Award from Honeywell
• Bravo Bronze (Team Excellence Award) from Honeywell
• Certificate of Appreciation from Sutherland Global Services
• Certificate of Appreciation from Caterpillar
• Certificate of Appreciation from P&O Nedlloyd

PeopleSoft Experience

• PeopleSoft HRMS Upgrade Confidential,South San Francisco, CA

Jan.09 – Till date
(Genentech is upgrading its PeopleSoft HR, Benefits & Payroll modules from 8.8 to 9.0)
Role: HR Functional Analyst
HR modules upgraded from 8.8 to 9.0:

• Workforce Administration
• Employee Self Service
• Manager Self Service (newly implemented;transition from paper based transactions to online)
• ePerformance (with customized ‘Multirater’ & ‘Manager Effectiveness Index’ functionalities)

INITIATE PHASE:

• Developed HR work plan document that includes the task name, work effort (hours), start & end date and percent complete.
• Reviewed the HR work plan with project team members and aligned it with master project plan.

PLAN PHASE:

• Reviewed high level requirements with the help of existing available documentation.
• Conducted the following workshops with different user groups and discussed in detail on the current and upcoming business requirements, in the light of PeopleSoft 9.0 functionalities.
• PeopleSoft HCM 9.0 Person Model - Overview
• Manage New Hire Integration (Integration of third party Applicant hiring system – RESUMIX with PeopleSoft Workforce Administration through ‘Template Based Hire’ 9.0 functionality)
• Manage Employee Data (Part 1 - Workforce Administration including Contingent Worker and Person Of Interest)
• Manage Employee Data (Part 2 – International Assignments)
• Employee Self Service
• Manager Self Service (Part 1 – changes to PeopleSoft delivered pages)
• Manager Self Service (Part 2 – Genentech specific customized pages)
• Performance Management (that includes customized ‘Multirater’ and ‘Manager Effectiveness Index’ functionalities)
• Reports, Queries, Interfaces and Batch processes (that includes new 1. Employee-Manager HR hierarchy process, 2. LDAP to PeopleSoft for hiring Contingent Workers and 3. SAP Cost Center changes to PeopleSoft)
• Configurations and Security
• Coordinated with the Benefits & Payroll leads and organized these workshops in such a way that all the leads could attend all the workshops, to understand the mutual dependencies.
• Reviewed with the Benefits and Payroll leads on the content of the workshop presentations to ensure that the dependencies are properly projected to all the respective stakeholders.
• Prepared the ‘User Requirement Specification’ (URS) document as a comprehensive collection of the HR system upgrade requirements, highlighting the ‘AS IS’ & ‘TO BE’ process flow diagrams and the solutions to address the various gaps identified during workshops.
• Reviewed the URS with SMEs, Business Lead, Project Manger and System owner.
• Determined LOE (Level of Effort) for functional specification documents, development and testing.
• Reviewed LOE estimates with SMEs, Business Lead and Project Manger, further refined the scope of requirements and obtained sign off for URS.
• Using the ‘Compare Report Viewer’ analyzed the ‘Upgrade Compare Report’ (provided by the technical team), discussed with the business and technical team, and arrived at the dispositions for carrying forward/retiring the customizations.
• Updated the HR work plan document as and when needed for reporting.

DESIGN PHASE:

• Baselining the approved URS document, wrote separate Functional Design Specification documents for the various category of HR requirements – Online, Reports and Interfaces.
• Prepared the Traceability matrix document that identifies the relevant functional specification document against the requirements in URS, thus ensured that no requirement is missed.
• Reviewed all the Functional Design Specification documents with SMEs, Business Lead, Project Manger and System owner and obtained sign off for development.
• Responsible for the creation of Configuration requirements workbook and Security requirements workbook.
• Provided necessary inputs to OCM (Organizational Change Management) team for their documentation and action.
• Updated the HR work plan document as and when needed for reporting.

BUILD PHASE:

• Closely coordinated with the onsite & offshore technical team, to get the developments done per the specifications in the Functional Design documents.
• Worked with the technical team for the migration of configurations from the current production 8.8 to the various upgraded environments and further completed the additional required configuration setup, including the complex configurations for ‘Manager Self Service’ module.
• Worked with the security consultant to setup the required security for the various users, per the specifications from the Security requirements workbook.
• Worked with the SQA team lead in planning the scope of testing, risks & contingencies, testing approach and preparing the comprehensive master test plan document for System Integration Testing (Application testing, Interface testing, Report testing, Security testing, Conversion testing) and Regression Testing.
• Worked with the SQA team for developing test cases and comprehensive testing of the requirements, using Mercury Quality Center.
• Coordinated with the technical team for the resolution of the issues logged.
• Updated the Traceability matrix document that identifies/maps the SQA team test cases against the requirements in URS.
• Updated the HR work plan document as and when needed for reporting.

TEST PHASE:

• In coordination with Benefits & Payroll leads, developed the UAT plan document, reviewed it with the Business leads and obtained sign off.
• Worked with the HR end users for data farming and for developing UAT test scenarios, test conditions & test cases.
• Worked with the Benefits & Payroll leads, to identify the UAT test scenarios with mutual dependencies, more importantly for testing the crucial ‘Payroll blackout period’.
• Smoke tested the UAT environment before it was officially released to the testers.
• Conducted three cycles of UAT with different user groups and closely supported the UAT testers to ensure their comfortable execution of the test cases.
• Provided inputs for the UAT defects statistics and presented during the daily defect meetings,
• Prepared the UAT test results summary document which facilitated the decision making for ‘Go/No Go’ meeting.
• Updated the Traceability matrix document that identifies/maps the UAT test cases against the requirements in URS and also completed updating the HR work plan document.

Post ‘Go Live’ Support:

• Currently providing the production support, logging/analyzing the issues reported by end users and helping in the resolution of defects.
• Testing the enhancement requests, that were planned for post-production scheduled releases.

Environment: PeopleSoft 8.8 & 9.0

• PeopleSoft HCM Maintenance Confidential,San Francisco, CA

Sep.08 – Dec.08
Role: Business Systems Analyst

• Responsible for conducting the health-check analysis of AAA’s PeopleSoft Core HRMS modules, identify the root-causes for the variety of prevailing issues, determine the cost-effective solutions (including HR process enhancements), document and present it to all the stakeholders, get the suggested solutions & recommendations implemented within the estimated & committed timelines.