SUMMARY:

• PROJECT MANAGEMENT - My duties as the Project Manager are to create and manage the project plan, ensure signoff of deliverables, manage, lead, and guide the project team, identify areas at risk, determine if additional resources are needed, and ensure that the project stays on track. Experience with Microsoft Project Server.
• POSITION MANAGEMENT CONSULTANT - I have been the lead consultant in implementing Position Management for many implementations and upgrades. With my experience in implementing the Talent Acquisition Management module many of my customers implement Position Management and/or Profile Management first to streamline the creation of the Job Requisition.
• TALENT MANAGEMENT CONSULTANT - I have provided assessments of PeopleSoft’s Talent Summary page. This involves demonstrating and explaining all of the necessary modules that has to be implemented in order to pull all of the information together into the Talent Summary page. Modules to implement include, Profile Management, Performance Management, Succession Planning, Total Rewards, and eCompensation.
• LEAD TESTING CONSULTANT - Throughout my 23 years of working with the PeopleSoft HCM module I have taken the lead in the coordination and execution of testing initiatives. My responsibilities have included: Creating Test Plan for System and Integration testing. Defining the Testing Requirements, Create Test Scripts. Coordinate and Manage the execution of the Test Scripts. Keeping track of the pass/fail status, and following through with resolutions needed for test scripts that did not pass.
• FUNCTIONAL LEAD CONSULTANT - For the past 22 years I have worked with the Oracle/PeopleSoft HCM product on project teams leading clients in the design, building, and delivery of software solutions. During that time I have managed projects conception through the complete software development life cycle (SDLC), including sales, proposals, bidding, scope definition, requirements gathering, resourcing, planning, development, testing, documentation, and delivery while interacting with clients nationwide throughout the United States. I also work with the project management team to establish and monitor project tasks and milestones, liaise with the quality assurance team to assist with the planning and execution of the testing phase and assist with facilitating communications and needs in the use of HR processes and systems.
• EXPERIENCED HCM CONSULTANT (functional and Technical) - For over 26 years I have worked in an information systems environment. I began my career as a programmer/analyst and was hired by PeopleSoft Incorporated in 1995 as a technical resource consultant implementing the Oracle/PeopleSoft HCM product. I expanded my knowledge and expertise to learn the product from a functional perspective throughout my 16 years of working with the HCM product. In having both technical and functional knowledge of the product has allowed me to better assist customers in acting as liaison between functional and technical teams in proposing changes to processes and systems to meet the business needs. This includes developing functional requirements that include problem definition, situation analysis and process mapping, identifying solution alternatives and recommendations, and facilitating test management plans.
• SENIOR BUSINESS ANALYST - As a Senior Business Analyst, I provide business analysis and consulting support for HR business lines and/or other external groups to create detailed business requirement documents, business process flows, test scenario’s, test cases, and ensure that functional and technical design is meeting the documented business requirements.
• BENEFITS/BENEFITS ADMINISTRATION CONSULTANT - I have been the lead consultant on numerous full life cycle projects for the implementation of Base Benefits, Benefits Administration, COBRA Administration, Benefits Billing, Retro Deductions, Open Enrollment and eBenefits of Oracle/Peoplesoft HCM versions 4.0 to 9.2. I have experience in implementing Benefits Administration for 4, 000 employees and utilizing multiple job functionality on several implementations and have worked to define Benefits for Union Groups and provide integration of data to internal and external systems. I have worked directly for PeopleSoft and Oracle for over 10 years where my area of expertise was Benefits/Benefits Administration for which I was the product consulting lead for several years.
• TALENT ACQUISITION MANAGEMENT/CANDIDATE GATEWAY CONSULTANT - I have been the lead consultant on numerous projects for the implementation of Talent Acquisition Management/Candidate Gateway. My duties and responsibilities include: Gathering and documenting Business Requirements, Creating Business Requirement Documents, Define and Setup of the AWE workflow process for the approval of Job Openings and Job Offers, and team members on the product. On my current project I am assisting the clients Project Manager who is new to her position with managing the project. I am also leading and guiding the Business group, and HRIS group on the functionality of the TAM module. ePERFORMANCE CONSULTANT - I have been the lead consultant on several projects for the implementation of ePerformane. My duties and responsibilities include: Gathering and documenting Business Requirements, Creating Business Requirement Documents, Define and Setup of the AWE workflow process for the approval of Performance Documents, and team members on the product. On my current project I am the ePerformance lead for the upgrade from 9.1 to 9.2.
• MSS/ESS CONSULTANT - I’ve been the lead consultant for the implementation of Manager’s Self Service and Employee Self Service for version 9.2. My responsibilities have included conducting fit gap sessions and providing understanding of the use of Guided Processes for MSS. Gathered requirements for the implementation of Employee Self Service and allowing name changes using activity guides.
• COMMITMENT ACCOUNTING/ENCUMBRANCES RESOURCE - I’ve lead the efforts of an Enhanced Fiscal Initiatives project. I worked with project team to examine current business processes, gather requirements and present a proposal in how the university can better align positions in their budget system with positions in the HR system and ensure that funding actually exists prior to hiring an employee. This process included Business Process re-engineering. The proposal that we as a team came up with would be presented to upper management.
• ABSENCE MANAGEMENT CONSULTANT - In working with HR, Base Benefits, and Benefits Administration I have analyzed the functionality of Absence Management and made recommendations in using the Absence Management module to track employee absences. I have defined the takes and entitlement process for very complex absence rules. I have also worked on a global implementation and assisted with the testing of Absence Management and the integration to Global Payroll. I have also processed absences to generate the results to Global Payroll by employee and pay period.
• COMPENSATION CONSULTANT - I have been the lead consultant in implementing Base Compensation, eCompensation, eCompensation Manager Desktop. I provide customers with a solid understanding of the Base Compensation, Group Build process, and AWE workflow and how it all plays into the eCompensation Manager Desktop module.
• PROFILE MANAGEMENT CONSULTANT - In implementing recruitment and ePerformance modules I have gathered the requirements for Profile Management and the integration with Talent Acquisition Management and Talent Management. My duties and responsibilities include: Gathering and documenting Business Requirements, Creating Business Requirement Documents, Create Business fit/gap documents, Create test scenarios and test scripts.

TECHNICAL SKILLS:

Oracle/PeopleSoft HCM: Versions 3.1 to 9.2: HR Position Management Manager Self Service TAM/CG AWE (Approval Workflow Engine) Group Build Payroll Payroll Interface Absence Management ePay Base Benefits Benefits Administration Open Enrollment eBenefits Pension Administration Compensation eCompensation Commitment Accounting COBRA Administration Retro Benefit Deductions

Industries: Higher Healthcare Retail Finance Insurance Manufacturing Banking Staffing

Databases: Oracle SQL Server DB2 Sybase

Operating Systems: Unix Windows 7 Vista SharePoint TSO/TMF Microsoft Project Server

Programming Languages: COBOL SQL SQR PeopleCode

Skills: RUP - Rational Unified Process Fit/Gap Analysis Project Planning Upgrade Strategy Workshops Interface Development Data Conversion Testing Requirements Gathering Functional Design Knowledge Transfer Sarbanes-Oxley IBM s RMM (Requirements Management Methodology) Open Enrollment

PROFESSIONAL EXPERIENCE:

Independent HCM Consultant

Confidential, Cleveland, OH

Responsibilities:

• Lead/Manage Project implementations and upgrades for teams of as little as 3 to as many as 16.
• Create Project Plan
• Track and Manage project requirements
• Identify and Manage risks
• Ensure sign-off of deliverables
• Create Test Plan
• Create Plan
• Manage the gathering of current requirements from key business owners
• Conduct Joint Application Development (JAD) sessions to outline Customers future state environment
• Documentation of all future state business processes for the Oracle/PeopleSoft environment
• Lead customers gap analysis sessions to identify and document where the delivered Oracle/PeopleSoft functionality does not meet the requirements of customers business
• Document functional and technical specifications for gap areas that will require customization
• Provide guidance and assistance in the configuration of the Oracle/PeopleSoft 9.2HCM applications identified for implementation
• Documentation of all Oracle/PeopleSoft application configuration
• Provide as needed to customers project team
• Provide functional demonstrations of Oracle/PeopleSoft applications as needed
• Gather requirements from business groups and ensure that development is working towards the gathered requirements
• Assist with re-engineering of current business processes

HCM ePerformance Lead

Confidential, Owen Mills, MD

Responsibilities:

• Evaluate configuration that was created
• Create any missing configuration
• Create Non-Job Profile(s)
• Test and retest of defects
• Ensure that current 2017 performance documents can be completed once live on 9.2
• Create Test Scripts for testing of 2018 Performance Documents
• Modify any configuration that was not correct
• Provide knowledge transfer to end users

Confidential, Washington, DC

HCM Benefits Administration and TAM 9.2

Responsibilities:

• Review of current Customizations
• Implement Job Offer process and Letters
• Created work centers for Benefits, HR, and Payroll
• Conducted fit/gap of new HR functionality
• Conducted fit/gap of new MSS functionality utilizing Guided Processes
• Built the AWE workflow process for MSS transactions and TAM Offer processes
• Configured TAM to utilize flexible processes for Job Creation
• Configured MSS and ESS
• Provided guidance with Fluid pages for TAM and MSS

Confidential

HCM Position Management

Responsibilities:

• Reviewed current customizations and CEMLI’s
• Reviewed current state analysis
• Conducted fit/gap analysis
• Facilitated fit/gap sessions
• Facilitated design sessions
• Conducted Proof of Concept sessions
• Gathered requirements
• Provided future state analysis
• Demo PeopleSoft Position Management 9.2 functionality and integration with TAM/CG
• Demo PeopleSoft TAM 9.2 functionality
• Demo PeopleSoft ePerformance 9.2 functionality
• Created functional analysis Fit Gap document
• Provided business process documents
• Created Configuration workbook

Confidential, Chicago, IL

HCM Benefits Administration and TAM 9.2

Responsibilities:

• Implement new HSA plan
• Provided testing and support for Open Enrollment
• Review current 403b Process
• Resolved various issues with TAM
• Designed Offer Letters
• Configured for Same Sex/Domestic Partner
• Configured for New Hire processing via Self Service

Confidential, Charlotte, NC

HCM Functional Ben Admin and HCM Lead

Responsibilities:

• Examination of Union Contracts
• Lead Open Enrollment sessions
• Designed new health benefit plans
• Resolved issues with Retirement Open Enrollment
• Resolved issue with Terminations
• Lead and conducted 9.2 assessment sessions
• Lead and conduct 9.2 design sessions
• Assisted with Open Enrollment configuration and processing
• Created Design documents
• Created Business Process documents
• Troubleshoot production issues
• Configure benefits

Confidential

HCM HR

Responsibilities:

• Facilitated meetings in Manila and also in Chenai to cover the business process for HR, and Talent Management (Profile Management, Career Planning, ePerformance, and Succession Planning)
• Provided business process flows
• Provided fit/gap documents
• Provided process improvement recommendations

Confidential, Washington, DC

HCM TAM

Responsibilities:

• Conducting current state analysis
• Conducted fit/gap analysis
• Gathered requirements
• Completed change requests for customizations requested
• Provided future state analysis
• Demo PeopleSoft TAM 9.2 functionality
• Create a functional analysis Fit Gap document
• Provided business process documents
• Explained HR processes to client as needed such as Job Families, Job Function, Multiple Jobs
• Reviewed Manager Dashboard

Confidential, Cleveland, OH

HCM TAM

Responsibilities:

• Conducting current state analysis
• Examination of customizations
• Conducting future state analysis
• Demo PeopleSoft TAM 9.2 functionality
• Create a functional analysis Fit Gap document
• Provide recommendations of customizations that could be eliminated

Confidential, Akron, OH

HCM TAM

Responsibilities:

• Examination of Union Contracts
• Management and facilitation of meetings
• Assist with the creation of the Project Plan
• Create test plan
• Examine current business process
• Gather requirements
• Create functional specifications
• Configure system
• Provided knowledge of TAM/CG
• Manage decision, issues, risk, and action logs
• Conduct and manage proof of concept sessions
• Review and examine Benefits for the 8.9 to 9.2 upgrade
• Review and examine leave plans for the 8.9 to 8.2 upgrade
• Review and examine absence requests for the 8.9 to 9.2 upgrade
• Conduct Unit test, System test, and Integration Testing

Confidential, Springfield, IL

HCM TAM Lead

Responsibilities:

• Management and facilitation of meetings for Planning, Design, Construct
• Assist with the creation of the Project Plan
• Create test plan etc.
• Provided knowledge of TAM/CG and Position Management
• Managed decision, issues, risk, and action logs
• Conduct and manage proof of concept sessions

Confidential

HCM Project Manager

Responsibilities:

• Project Manager for the implementation of Position Management
• Management and facilitation of meetings for Planning, Design, Construct, Test, Transition, and Deploy
• Create Project Plan
• Create communication plan, test plan etc.
• Provided knowledge of TAM/CG and Position Management
• Managed decision, issues, risk, and action logs
• Met with Steering Committee to present items that needed to be escalated for a decision

Confidential, Columbus, OH

HCM Functional Lead

Responsibilities:

• Lead the teams in the Design, and Proof of Concept sessions for TAM, Base Benefits, Benefits Administration, and HR including Manager Self Service
• Facilitation of meetings
• Lead collaborative sessions
• Provide input into project plan
• Assist in coordination of
• Assist with the creation of design documents
• Lead and guide the team with configuration
• Assist with the creation of configuration workbooks
• Assisted with coordination of test plan, test scenarios, test scripts
• Provide guidance for Testing using HPQC

Confidential, Oklahoma City, OK

TAM-CG Lead

Responsibilities:

• Create Project Plan
• Establish, track and manage project requirements
• Document Requirements
• Creating Functional Specifications
• Configure TAM
• Worked with Development team on conversion of Positions into Peoplesoft
• Work and guide Development for customizations
• Work with Security Administrator for TAM/CG Security
• Establish and configure AWE process for Approvals
• Create Test Scenarios/Scripts
• Create Test Plan
• Create Documents
• Train the End Users
• Establish Cutover Plan

Confidential, Syracuse, NY

HCM Functional Lead

Responsibilities:

• Lead the overall project for the implementation of Core HR to include Position Management, Base Benefits, Payroll
• Facilitation of meetings
• Examination of Union Contracts for Benefits
• Lead collaborative sessions
• Provide input into project plan
• Assist in coordination of
• Coordinate and strategize for phase 2 in implementing additional functionality such as Self Service, Manager Self Service, Profile Management, Benefits Administration, and Absence Management
• Provided testing of Leave Plans
• Examined the Time and Labor, and Absence Management modules for use in reporting Compensatory Time off, and complex leave accrual requirements.
• Setting up a Prototype of Absence Management (entitlements and takes) for accruing and processing leaves

Confidential, Chattanooga, TN

HCM Functional Lead

Responsibilities:

• Lead and conduct discovery sessions
• Lead and conduct collaborative sessions
• Provide Executive Summary
• Provide Current State Process Baseline
• Identify Challenges and Opportunities
• Provide High Level Roadmap
• Determine Next Steps

Confidential, Novi, MI

Project Manager/TAM-CG Lead

Responsibilities:

• Establish, track and manage project requirements
• Identify and manage risks
• Manage any change management requirements
• Ensure signoff of all deliverables.
• Project report to key client stakeholders and management to ensure that critical milestones, deliverables, and contractual obligations are met on time and within budget.

Confidential, Birmingham, AL

Benefits Functional Lead

Responsibilities:

• Gather Requirements
• Identify Gaps
• Conduct and Lead Fit/Gap Sessions
• Complete Fit/Gap deliverables
• Ensure signoff of all deliverables.

Confidential, Richmond, VA

Lead T&L/AM Testing Consultant

Responsibilities:

• Validation of configuration for Time and Labor
• Validation of configuration for Absence Management
• Review of the Rules for T&L and AB
• Validation of entering time via self service
• Validation of approving time
• Validation of the AWE process

Confidential, Akron, OH

Project Manager/Lead HCM Consultant

Responsibilities:

• Project Manager for the implementation of Position Management and TAM/CG 9.0. My duties and responsibilities includes: Create Project Plan, Manage Project Plan using Microsoft Project Server, provide guidance and knowledge of TAM functionality to the Business Group, and HRIS. Identify when additional resources were needed to ensure that project stays on track.
• Provided guidance to the team in the setup of Talent Acquisition Management and Candidate Gateway and the Workflow(AWE) process for the complex approval process. Provided strategy for creating Positions and conversion of Positions into PeopleSoft. Created Test Plan, Coordinated testing and Prototype sessions.

Confidential, Lancaster, California

Lead HCM Consultant

Responsibilities:

• Compensation and TAM/CG lead for the initial implementation of Oracle/PeopleSoft HCM 9.1. Lead consultant responsible for leading the gathering requirement sessions for Talent Acquisition Management, Candidate Gateway, Base Compensation, Market Pay, Labor Administration, Wage Progression, Salary Step increases, eCompensation, and eCompensation Manager Desktop. Responsibilities include documenting requirements, creating future state business process flows and complete configuration workbooks. Provided customer with prototype of the TAM workflow (AWE) approval process. Also, provided guidance on the setup of workflow for Manager Self Service. Provided guidance in the setup of the Group Build process that can be used to identify the group of employees that a manager can have access to via Manager Self Service and eCompensation. Defining tasks for team members using Microsoft Sharepoint.

Confidential, Paradise Island, Bahamas

Lead HCM Consultant

Responsibilities:

• Customer is live with HCM 9.0 in Dubai and Corporate Confidential . Customer plans to go live with HCM 9.0 implementation of HR, Benefits Administration, Global Payroll, Absence Management, and TAM/CG for the Bahamas Confidential in June 2011. They needed a Functional Consultant for short term assignment with expertise and knowledge of HR, TAM, Leave Accrual Processing and Benefits Administration to come in and analyze the current setup and provide guidance in the unit testing and integration testing of the modules taking into consideration the other entities that are already live with HR, Base Benefits and TAM. The Confidential is converting from JDE and will be the first to implement Benefits Administration with the Global Payroll module. In realizing that Confidential does not provide support for Benefits Administration when implemented with Global Payroll, it is my responsibility to validate current Benefits configuration, validate conversion of benefits data, and to work with the Global Payroll team and Technical support to ensure that Benefit deductions will calculate properly for deduction from Employees paycheck.

Confidential, Austin, T X

HCM Consultant/Project Manager/Lead

Responsibilities:

• Responsible for Managing the implementation of PeopleSoft version 9.1 for Benefits Administration, Position Management, and Talent Acquisition Management/Candidate Gateway. Duties and responsibilities include working with Business Owners and IT group to determine an appropriate timeline for implementation, gathering the requirements, creating Business Requirement Documents (BRD), creating functional and technical design documents, assisting with configuration of system, Creating Test Plan, Test Scripts, Assist with Documents, along with assisting with project management to ensure that the project stays on track.

Confidential, New London, CT

HCM Consultant/Business Analyst

• Coast Guard is looking to implement a new academic software and needed to have all current business processes documented in order to make a decision as to which software would be the best solution. The Corporate Headquarters of the Academy currently utilize some of the PeopleSoft HR functionality but wanted me to assess whether the PeopleSoft Campus Solution software would be a feasible software solution for the Academy to move to. Responsibilities and duties included gathering the requirements for the ACADIS legacy system and meeting with the Academic business groups to gain an understanding of the current business processes that ACADIS support and the interfaces to and from internal and/or external systems. Documented all current business processes and created the AS-IS business process flows.

Confidential, Walnut Creek, California

HCM Consultant/Business Analyst

Responsibilities:

• Work with Benefits Practice to gather the requirements for the creation of business requirement documents (BRD) for multiple Benefits Administration projects within Oracle/PeopleSoft HCM 8.9. I also work with the Design Team and Information Technology Teams to ensure that business requirements are understood and that the requirements are being met. Identify tasks and assign to team members using Microsoft Project Server and Sharepoint. I work with the System Integration Team (SIT) and User Acceptance Team (UAT) to deliver comprehensible test scenarios, test scripts and testing plans. My work also requires that I work closely with the Human Resource Service Center (HRSC) to update business process documents and to provide and job aids.

Confidential, Louisville, Kentucky

Lead HCM Consultant/Backfill Manager

Responsibilities:

• Act as liaison between project team, HRIS team, IT team, and Business Group end users
• Act as Backfill Manager for HRIS Team in resolving day to day production issues and problems
• Document requirements for eVerify process
• Assist with providing a solution for simplifying the I-9 process
• Documented Requirements for implementation of Compensation and eCompensation
• Participated in Fit Gap analysis for the upgrade to 9.0
• Helped with the review of customizations
• Assist with documentation of current Business Processes for the 9.0 upgrade
• Provided Prototype of Compensation and eCompensation
• Assisted with Year-End Payroll processing
• Assisted with Payroll W2 processing and interface to third party for web access
• Provide guidance and assistance in the configuration of the PeopleSoft 9.0 HCM applications
• Identify areas of change and/or improvement for Position Management process
• Work with team in creating testing procedures and steps
• Provide ongoing guidance and to the upgrade project team and users
• Provided the TAM team with information on the delivered Oracle/PeopleSoft archiving process
• Created SQR program to assist with UofL’s True Up process

Confidential

Lead HCM Commitment Accounting Resource - Oracle/PeopleSoft HCM 9.0

Responsibilities:

• Provide a recommendation on the definition of a Position for UofL
• Gathering of requirements
• Examination of reporting process
• Identifying and interviewing key Unit Business Managers (UBM) to gain an understanding of current reconciliation process and receive their buy in to a change in process
• Identify reconciliation tools currently being used throughout the University
• Set up Commitment Accounting (Department Budget Table, Actual Distribution, Retro Distribution)
• Examine current Fringe Benefit process and make recommendations for a flat percent for all departments
• Prototyped Commitment Accounting
• Examined the use of Positions and Multiple Jobs for Supplemental Pay - this would eliminate the use of Additional Pay. Additional Pay is currently not included in IPEDS reporting and it should be.
• Examined the effect that Retro Distribution has on Encumbrances
• Examined how Encumbrances roll up from Employee/Position Level to Department Level
• Provide user document that provides step by step process for entering and managing encumbering in HCM 9.0.
• Work with and Development team to develop materials necessary for
• Participated in the development, implementation and testing of encumbering in HCM 9.0 (including development of test scenarios and desired outcomes) to meet business requirements for encumbering of position budgets.

Confidential, Fairhaven, Massachusetts

Lead HCM Upgrade Consultant

Responsibilities:

• Documentation of all current As-Is business processes for customers current PeopleSoft 8.3 HCM environment
• Performance of Joint Application Development (JAD) sessions to outline Customers PeopleSoft 9.0 HCM future state environment
• Documentation of all future state PeopleSoft business processes for the PeopleSoft 9.0 HCM environment
• Lead customers gap analysis sessions to identify and document where the delivered PeopleSoft 9.0 HCM functionality does not meet the requirements of customers business
• Document functional and technical specifications for gap areas that will require customization in the PeopleSoft 9.0 HCM environment
• Lead the customer in defining and setting up the AWE (Workflow) process for the Job requisition approval process.
• Provide guidance and assistance in the configuration of the PeopleSoft 9.0 HCM applications identified for implementation
• Documentation of all PeopleSoft 9.0 application configuration
• Provide as needed to customers PeopleSoft 9.0 project team
• Provide detailed expertise in specific PeopleSoft HCM 9.0 application areas, including Core Human Resources which includes Position Management, Candidate Gateway, Talent Acquisition Manager, Benefits, and Payroll
• Analysis of Payroll Interface for automation of Payroll interface to ADP
• Provide functional demonstrations of PeopleSoft 9.0 HCM applications as needed
• Provided client with a demonstration of the Base Compensation and eCompensation module which included the setup and configuration of the Group Build process that defines which employees information a manager can have access to. Group Build can be used along with the Workflow (AWE) approval process.

Confidential, Cleveland, Ohio

Lead Business Analyst/Testing Coordinator

Responsibilities:

• Gathered Requirements for Open Enrollment 2008
• Gathered Requirements for implementing HSA Benefit Plan
• Coordinated Testing with Payroll Group and Benefits
• Worked with Developers to ensure that they were working towards requirements
• Worked with Vendors to ensure that they were working towards the requirements
• Documented requirements in the IBM RMM database
• Create use Cases for business requirements
• Created technical specifications for the loading of Life Insurance plans for employees that made new enrollments and/or changes via Hartford Insurance website. Customer outsourced the enrollment process for life insurance to Confidential Group for Open Enrollment and once the enrollments were received they had to map the data to the PeopleSoft tables for loading.
• Leading the customer’s Benefit’s business group and technical staff in the functional specifications and technical development of vendor interfaces for Medical, FSA, and COBRA
• Coordination of meetings with vendors and business group in clarifying vendor interface requirements
• Writing the functional specifications, reviewing the technical specifications
• Coordination of module testing, vendor testing, and sign off’s from the business group and the vendors

Confidential, Westfield, Ohio

Backfill Consultant

• Assisted with troubleshooting the eCompensation process
• Assisted with troubleshooting the TAM process. Customer used third party software for recruiting but interfaced the data from the third party system to the Oracle/PeopleSoft Talent Acquisition Management module for tracking and hiring.
• Created technical specifications for the loading of Life Insurance plans for employees that made new enrollments and/or changes via Hartford Insurance website. Customer outsourced the enrollment process for life insurance to Confidential Group for Open Enrollment and once the enrollments were received they had to map the data to the PeopleSoft tables for loading.
• Leading the customer’s Benefit’s business group and technical staff in the functional specifications and technical development of vendor interfaces for Medical, FSA, and COBRA
• Coordination of meetings with vendors and business group in clarifying vendor interface requirements
• Writing the functional specifications, reviewing the technical specifications
• Reviewed and documented As-Is functionality for Position Management
• Downloaded the Org Plus product to test product for use of creating Organizational Charts
• Communicated with vendor on customers behalf
• Coordination of module testing, vendor testing, and sign off’s from the business group and the vendors

Confidential, Alpharetta, Georgia

Lead HCM Fit/Gap Consultant

Responsibilities:

• Examination of customer’s current business processes from the creation of a Job Requisition to the hiring of an applicant. Customer currently uses some of the 8.8 functionality but is not using all of the functionality. Much of what they do is still a manual process, Susie will guide and train user’s on current functionality while defining requirements for the re-implementation of TAM 8.9.
• Gather requirements of the functional business groups and ensure that development work are working towards those requirements
• Gather requirement for implementing workflow
• Minor modifications of pages, records, menus for eRecruit 8.8 using Application Designer
• Assisting with the re-engineering of current business processes to ensure that turnaround time for the posting of a Job Opening/Requisition occurs within hours instead of days/weeks.
• Conducted workshops to:
• Explain the differences between customer’s current version HCM 8.8 and HCM 8.9 for Core HR, Base Benefits, and Payroll. A workshop was conducted separately for each module.
• Explain the Person Model
• Provided an overview of the Talent Acquisition Management/Candidate Gateway module.
• Create a requirements document for the Upgrade and a separate one for TAM
• Assisted with the creation of a high level project plan for the upgrade
• Assisted with the creation of high level project plan for TAM
• Met with HR leadership to close the planning phase of the project by explaining the requirements documentation, project plan, and the potential risks that they may face.

Confidential, Beverly Hills, California

Lead HCM Consultant

Responsibilities:

• Create and manage Project Plan
• Team Lead for a team of 10 in implementing Position Management for 65,000 employees.
• Review of Workforce Admin 8.8, 8.9 setup of Job Code (in determining the consolidation of job codes), Department, Company, Location, Business Unit
• Establishment of Action/Reason codes for Position Management
• Determined strategy for conversion of Position Management data
• Examined current interfaces to determine necessary changes that may be needed
• Examined current business processes to determine if changes were needed
• Creation of Test Scripts for functionality testing of customizations and Position Management module.
• Testing of all active Action/Reason codes within Workforce Administration
• Providing Best Practice Solutions
• Leading team members through system design and testing

Confidential, Redwood, California

Principal Consultant

Responsibilities:

• Team Lead for the implementation and upgrade of the HCM product
• Team Lead for Benefits group in the implementation of Open Enrollment, Union requirements and other Benefit requirements
• Team Lead for the implementation of Benefits Administration, Open Enrollment, eBenefits
• Team Lead for the implementation of Talent Acquisition Management and Position Management
• Assisted customers with the setup and implementation of Payroll, and Payroll Interface
• Defined requirements for integration of benefits data with internal and external systems such as KRONOS
• Providing Best Practice Solutions for the implementation of complex business solutions
• Analyzing customers current business process and providing streamline solutions for more efficiency
• Liaison between functional and technical analysts

Confidential, Los Angeles, CA

Process Specialist

Responsibilities:

• Leading and conducting fit/gap sessions,
• Scope client’s business requirements
• Provide alternative solutions for the resolution of gaps and evaluate the level of effort
• Examination of Union Contracts
• Participate and lead IPW (Implementation and Planning Workshop), and Assessment Workshops
• Preparation of functional design documentation
• Assist with the technical development of SQR programs
• Assist with technical specifications for the conversion of data and interfacing to third party vendors and internal systems
• Leading team members through system design and testing
• Define configuration requirements
• Integration of data to internal and external systems such as KRONOS
• Utilization of PeopleSoft COMPASS methodology for the implementation of HCM modules