SUMMARY:

• 8 years of experience as HR generalist and PeopleSoft HCM Business Analyst.
• Hands on expertise with various Human Capital Management modules within PeopleSoft Technology domain
• Partnered with Business stakeholders in analyzing business requirements and creating Business requirement documents and Functional requirement documents.
• Experience in facilitating Joint Requirement Planning (JRP) sessions with Business User Groups
• Conducted Joint Application Development (JAD) sessions with IT Groups
• Extensive experience in developing business requirements documents (BRDs), functional specification, user guides, flow charts, storyboards, use cases, screen mock - ups and process diagrams for documentation of requirements.
• Ability to understand the Business process, and capture the Business rules in Models and documents
• Extensive experience in conducting Fit Gap Analysis & SWOT analysis
• Design and Conduct various programs, business application and design workshops for various user audiences
• Design and create Test plan and Test cases based on the functional and business requirements.
• Facilitate User Acceptance Testing (UAT) with the stakeholders and the business users

TECHNICAL SKILLS:

SKILLS: Client and Stakeholder Management Business Gap/Process Analysis, SWOT Analysis, Data Analysis, Document Analysis, Impact Analysis and Existing and Future Workflow Analysis Facilitate group discussions and s. Microsoft Office (Microsoft Excel, Word, PowerPoint, MS Visio) PeopleSoft HRMS, Version 9.1 and 9.2 PeopleSoft Modules Core HR, ESS, MSS, eRecruit, Workforce Administration, Time and Labor and Benefit Administration Methodologies/ Business Modeling - Use Case, MS Visio, MS Office Suite Operating Systems - Microsoft Windows XP, Linux RH

PROFESSIONAL EXPERIENCE:

Confidential, Jersey city, NJ

PeopleSoft Business Analyst

Environment: PeopleSoft HCM 9.2v, People Tools 8.54v, Oracle DB

Responsibilities:

• Responsible for providing support, implementing and maintaining PeopleSoft HCM modules
• Maintain HRIS system to ensure efficient operations, processing and reporting
• Maintain the PeopleSoft data current, by updating and auditing all aspects of Workforce Administration such as ID creation, Position Management, Job Code table, Organizational instances etc.
• Manage Set up of Department, Location, Cost Centre and Business Unit tables
• Ensure that the Tree Manager is up-to-date by creating & maintaining departments-to-tree mappings accurately and re- organizing the tree as per organizational changes
• Administer PeopleSoft Security, including ESS and MSS, by troubleshooting and maintaining Security Setup by creating Row level security, Roles and Permission Lists, and amend the security access based on approved requests
• Responsible for creating specifications for changes to system and works with appropriate technical team to ensure changes are performed correctly.
• Providing support to the module after it went live.

Confidential, NYC, NY

Business Analyst

Environment: PeopleSoft HCM 9.1v, People Tools 8.54v, Oracle DB

Responsibilities:

• Implementation of PeopleSoft HCM 9.1v
• Organize and drive meetings with the SME’s to discuss their business needs and requirements
• Design fit and gap analysis based on requirement gathering
• Act as a liaison between technical and functional HRMS team
• Worked with information technology professionals to provide insight and advice to senior managers, concerning the strategic direction and applicability of enterprise-based products.
• Conduct sessions with the end users for all modified and new systems and testing sessions with end-users.
• Managed full development cycle for development requests as well as business process improvements.
• Coordinate all the activities needed to make go-live and post implementation support.

Confidential, Chicago,IL

PeopleSoft HCM Functional Analyst

Environment: PeopleSoft HCM 9.1v, People Tools 8.52v, Oracle DB

Responsibilities:

• Act as a PeopleSoft functional consultant to implement HCM 9.1.
• Responsibilities include development and maintenance of project plan, working with SME’s, Design Architects, Technical team, Cross functional business team leaders, PMO and extended PMO to roll out implementation Plan and strategy, tasks, resource and change management associated with different phases of the project rollout.
• Work with functional and technical areas to understand business requirements and customizations and their prioritization.
• Participate in the technical assessments and reviews to validate the technical approach and associated work products.
• Provide guidance and direction to other professionals and acted in a consulting capacity.

Confidential

Associate Manager - Human Resources

Responsibilities:

• Core member of implementation team, involved in end to end project management (Requirement Specification, Design/Development, User Acceptance Testing and ) along with local IT teams.
• Gather business requirements; designed workflows and worked with team to implement HR system changes.
• Post the implementation of HRIS and Payroll was responsible for pre starts, starts, separation, alignment of employees under correct organizational unit, sending reports to the concerned authorities.
• Facilitate implementation of new functionality through sessions and the development of appropriate documentation, including the documentation of modifications and upgrades.
• Execute internal project status meetings on weekly basis to update team on progress of tasks and discuss roadblocks, etc
• HR Analytics and MIS - Provide management support to the HR function in the areas of people matrics, reporting, and advanced and predictive analytics.
• HR Global Operational Projects - Led and facilitate various global HR processes such as performance management, reporting & analysis, compensation alignment and HR Information systems.
• Talent Acquisition - Manage complete recruitment life cycle and Execute recruiting strategies to build effective networks and relationships to maintain a strong pipeline of top talent.
• Performance Management System - Facilitate performance management for 500+ employees.
• Compensation Benchmarking and Benefits - Experience in defining compensation strategy, determining pay structure and market positioning. Manage incentive compensation plan and establish linkage to business KPIs; design short term - long term compensation mix.
• Strategic HR Initiative -Revamped & standardized policies across all agencies which support company’s objective.
• Payroll and HR operations - Central HR SPOC for payroll processing.

Confidential

Senior Executive - Talent and Transformation (HR Dept)

Responsibilities:

• Responsible to handle HRIS function, including: classification review, compensation studies, employment analysis, leave and benefits administration
• Responsible to collect and analyze data, track trends and developments in assigned areas, conduct studies and prepare reports
• Recommended policy, process, or program improvements
• Assist with payroll administration
• Responsible to manage the implementation of and changes to assigned HR area systems, including applicant tracking
• Design and coordinate relevant HRMS for variety of levels
• Maintain awareness of vendor plans and the potential future impact of those plans on HR capabilities
• Perform all other tasks and special projects as requested