WORK EXPERIENCE:

Lead Developer

Confidential

Responsibilities:

• Pre - Hire Verification System - Gather Requirements from business user, create the system architecture, design and develop a Pre-Hire Verification System to load external hires, internal transfers, promotions and contingent workers from different systems (Taleo, Filenet and Peoplesoft) into a centralized Peoplesoft 9.1 HRMS database running on Oracle/Unix platform. The system then interfaces with external systems for Background Checks, Fingerprinting and NMLS (Nationwide Mortgage Licensing System & Registry for mortgage loan officers) to ensure that employees are cleared before they start their employment. This system feeds into the Peoplesoft system to hire new employees without the need to enter Candidate data. All of the work is done using Peoplesoft Application Engine (for loading data and batch jobs), Peoplecode for online pages and user notifications and XML publisher for Reports.
• Peoplesoft eCompensation 9.1 - Customized the Peoplesoft eComp 9.1 and Variable Compensation 9.1 system to perform the following functions
• Added new blended rate calculations to the Variable Compensation App Engine programs to enable employees who changed jobs during the evaluation period.
• Added a new redline feature to highlight changes to compensation allocations after a compensation proposal was pushed back by upper management. This involved customizing the Application Workflow Engine (AWE) component to baseline compensation information for a manager whose proposal was pushed back by upper management.
• Added ability for Comp Admin to define funding for employees at Business Unit or a Supervisor at any level in the Hierarchy.
• Created a new report for Managers to download into excel online by using Peoplesoft query and provided Comp admins the ability to customize this report without any need for IT intervention.
• Provided a way for Comp Admins to include employees with grandfathered bonus percentages instead of bonus percentages defined by their jobcodes. This involved creating a configuration page and modifying the Variable comp Bonus Eligibility process (App Engine) to add these ‘grandfathered’ employees in the variable comp plans.

Lead Developer

Confidential

Responsibilities:

• Peoplesoft ePerformance 9.1
• Lead a team of 3 developers to support 125000 performance reviews and 65000 employee development plans annually. Provide mentoring and guidance to the developers (onsite and offshore) and ensure that the system ran smoothly without any issues. This system was running on a DB2/Unix database.
• Engaged with business, provide guidance to business and present designs and proposals to improve the User Interface of the ePerformance module so that employees can enter reviews based on a series of smaller tasks instead of filling one big form.
• Customized the 360 degree feedback feature to ensure that only certain sections of the Performance document could be used for providing feedback. Also modified the system to duplicate the feedback form from the current document (after goals and behaviors were added) instead of the baseline document as designed by Peoplesoft.
• Improved system performance to ensure that 30,000 employees or managers could simultaneously work on performance documents without any loss of response time. This involved working with DBAs to identify tools to analyze performance and to use them to analyze new approaches to removing performance bottlenecks.
• Succession Planning 9.1
• Provided guidance to the business to demonstrate the ability of the Peoplesoft Succession Planning module towards meeting business needs.
• Identified all the changes that were needed and provided guidance on a strategy to meet needs as part of a phased approach.
• eCompensation 9.1
• Worked part-time as an added resource to help add the core Peoplesoft HRMS system to calculate employee pay based on location in addition to employee jobcode. The delivered system allows employee pay to be calculated based on Jobcode and this new feature adds the ability to pay based on the pay scales of different states.
• ePerformance Upgrade from 8.8 to 9.1
• Lead developer of a team of 3 developers to retrofit all the customizations from the Peoplesoft 8.8 system. The Peoplesoft 9.1 system was completely different from the 8.8 system. This needed working with business to ensure that the current processes would take advantage of the new system and to ensure that all the customizations from the old system would either be eliminated (due to new improvements) or the old customizations would be retrofitted to ensure that the business processes were not broken by the upgrade.
• ePerformance 8.8
• Added customizations to the main performance documents to make the performance process collaborative between employee and manager. The delivered system provides the ability for each participant (employee, manager, peer) to write their own performance document. This customization allows the manager and employee to share the same performance document and see their ratings and comments side by side.
• Changed ratings calculations as defined by business which was slightly different from the delivered product.

Principal Applications Engineer

Confidential

Responsibilities:

• Peoplesoft 9.1
• Implemented the Succession Planning and Career Planning modules on the Sales Team databases with customizations suggested by Sales Consultants to help compete with other HRMS vendors.This involved customizing the App Packages which contained Succ Planning and Career Planning functionality. Build new pagelets in the 9.1 portal to present the product better.
• Implemented the integration of eRecruiting system with one of our business partners HireRight to demonstrate the ability to do background checks.
• Upgraded the Sales systems from Peoplesoft 9.0 to Peoplesoft 9.1. The old system had 4 years worth of customizations and all the Sales specific customizations had to be retrofitted.
• Fusion GRC - Designed and developed various modules for the GRC system using JDeveloper 11g (Java-based) and using Agile methodology (Scrum).
• Oracle Planning and Budgeting 11i - Performed system benchmarking of the system to help identify performance bottlenecks for helping improve the response times of the system.
• Peoplesoft HRMS 9.0 - Lead developer of the Peoplesoft core HRMS team to add the following features
• Ability for employee to enter I9 information on Peoplesoft HRMS system as a self-service application.
• Ability to print I9 forms using XML publisher
• Ability to track employee’s military ranking for federal HRMS customers.

Senior Developer

Confidential

Responsibilities:

• Peoplesoft HRMS 8.9 - Technical lead for the Peoplesoft HCM for provided the following functionality for Union/Hourly product for following features
• Wage Progression – Involved integrating the hours provided by the payroll system to increase salary steps of employees based on hours worked as defined by union contracts. This was a team of 5 developers spread across different geographical locations (US, Australia and India) and I designed the module and managed the coding of the module.
• Layoff s and Reinstatements – Designed the system to manage mass layoffs as defined by union contracts. This involved working with the core HRMS system since the end result of these activities were changes to the employee core JOB tables.
• Added functionality to the core HRMS system to add the ability for Australian and New Zealand customers to have casual workers (zero standard hours) in their system. The peoplesoft system does not allow zero standard hours and all the HRMS system processes had to be changed to add this functionality
• Peoplesoft HRMS 8.8 – Fixed product issues in the following areas
• Core Compensation
• Mass Update
• Home/Host assignments.
• Peoplesoft eProcurement 8.8 – Lead Developer for adding the ability to import item catalogs from various suppliers (Catalog Management)
• Peoplesoft eProcurement 8.0 – Added new features to the product
• Ability for managers to approve requisitions using mobile devices.
• Ability to operate eProcurement 8.0 using the core Financials 7.5 systems as the backbone system so that users can use the new UI of the 8.0 system for eProcurement without the need to upgrade the core Financials system.
• Peoplesoft EPM 8.0 - Design and Build the architectural foundation (Metadata components) of the Enterprise Performance Management (EPM) product which was used by the other products such as Balanced Scorecard, Activity Based Management (ABM) and Peoplesoft Budgeting and Planning Systems.
• Peoplesoft HRMS 7.5 – Added new features to the Federal HR customers in the following areas
• Leave Accrual – Process employee leave balances based on rules defined by the federal agency.
• Benefits Processing

Systems Analyst/Programmer

Confidential

Responsibilities:

• Development of Personnel Tracking systems for the various Agencies of Federal Aviation Administration (FAA) and National Oceanic and Atmospheric Administration (NOAA).

Systems Engineer

Confidential

Responsibilities:

• One person IT team managing internal CRM and customer billing systems.