GENERAL

• 14 years of HR ERP experience and 17 years SAP HR practical experience as a Senior Functional Consultant / Configuration / TeamLead in the areas of Payroll, Benefits, PA, and PD and 7 years Project Management experience
• Can handle both new and upgrade projects
• Payroll: Gross Payroll, Net Payroll, Benefits, Third Party Remittance, Garnishments, Taxes, Integration with Time Management, GL Accounts, PD, Cost center accounting, and external vendors
• PA & PD: Experience of PA-PD in international scenarios Organizational Management, Career and succession planning, Development plan, Compensation management
• Time Management: Work Schedules, Time Evaluation
• CATS: Data Entry Profiles - time & attendance to be transferred to TM, Profile Authorization Groups
• Workflow: Have the knowledge of technical point of view to work with SAP business Workflow, Have worked with HR Process model for off cycle subsequent programs.
  

SKILLS

• Operating Systems: UNIX and SUN, HP Solaris 2.6, Windows NT, Macintosh, Windows 95/98 and Ms-DOS
• Languages: C, C++, SQL, PLSQL, SQL Plus, Perl, Shell, HTML, JCL, PL/I, Fortran, and Cobol
• Web Developing Tools: Cold fusion, CGI and ASP
• Networking Protocols: TCP/IP, HTTP, and FTP
• Reporting Tools: Report Writer 2. 5 / 3.0 / 6.0, Crystal Reports
• Testing Tools: WinRunner 5.0, LoadRunner, and Test Director 5.0

Industry: Confidential
Project Scope : HCM ECC 6.0
Specific Role: : SAP Manager: 03/2011- Present - Dallas, Texas

Delivered Blueprint and Configuration requirements for a merger acquisition of an Airline organization with approximately 8000 employees.

• Added approximately 35 Personnel Areas for an airline merger/acquisition of Fortune 500 airline organization. This includes the 3 Reservation Centers as additional Personnel Areas. The new Enterprise Structure will be used to convert the acquired employee's into the SAP system.
• Added one new reason for change code "Conversion' to the Infotype IT0008 which is the Basic Pay Reason for Change (PREAS field) in table VV_T530E_B_0008___AL0. This will be used during the Conversion of Airline employee's data on IT0008 - Basic Pay Merger Acquisition, as an acquired employee.
• Added one reason for action code (MASSG field) to the two Conversion Actions used during Phase 1 Conversion (9B - Current Conversion Active and 9D - Current Conversion LOA). The Reason for Action code and description was Reason = 02 - Merger Acquisition.
• Added a new Conversion Action for the Airline employees who were former AIRCORP employees. This Action identified the former AIRCORP employee's SAP Personnel Number and determined the appropriate Rehire Date.
• The Airline had approximate 8000 employees that had their master data converted and identified as Actions on Infotype IT0000 - Actions in SAP HCM. AIRCORP has requested that these employees be load on IT0105 and Subtype 0024 to be configured to maintained for the ESS application.
  

Industry: Confidential
Project Scope HCM ECC 6.0
Specific Role: Project Manager: 9/06-03/2010 - Fort Worth, Texas

Developed project charter to serve as the blueprint for delivering a quality SAP system for THE PROJECT. It outlined the project scope, deliverables, deadlines, roles and responsibilities, methods, tools and processes used to deliver a quality product. I executed the following PM Tasks:

• Facilitated the successful completion of Project
• Instilled confidence in the quality of the work performed as part of the project
• Defined the roles and responsibilities of the stakeholders and team members in the project
• Identified the processes and procedures applied to meet THE PROJECT quality requirements
• Provided a framework within which to organize quality assurance and quality controls
• Provided a mechanism to track and report project progress
• Defined the framework within which project progress and issues are communicated both within the project team and to the wider THE PROJECT community
• Identified related projects and defined ways of working with them
• Defined standards and ground rules for the project

PD/Organizational Mgmt. Configuration: configured the entire domestic organizational structure including 57 departments (0rgs), 119 jobs, over 12000 positions, and all required relationships. Assigned cost center to organizational structure as defined by FI/CO. Configured job infotypes to capture EEO, AAP, and FLSA categories and designations. Configured positions to default assignment of EG and ESG according personnel action selections. Positions were configured to be controlled by vacancies infotypes, and execute a subsequent delimited vacancy record upon the filling of a position. Data Mapping for Sum Totals, Success Factors, Taleo, and Peoplesoft.

• Configured Enterprise Structure PA's and PSA's and Personnel Structure EG, & EGS's
• Integrated Personnel Administration with Org. Management
• Maintained Internal and external number range for employees
• Created actions and Info Groups & Created Info Type menus for PA30 Transaction.
• Created organizational units, jobs, positions, integrated all of these into enterprises organizational plan
• Assigned various organizational units and positions to cost centers in the FI/CO module
• Maintained number ranges for organizational units, jobs, and positions
• Configured Organizational Plan and Qualification Catalog
• Maintained Mass data of Qualification catalogue
• Defined and configured the structure for the Organizational Hierarchy using PPOCE
• Created wage types and check wage type group for basic pay, additional payments and recurring payments
• Set up different info- types (0008, 0009, 0011, 0014, 0015, 0207, 0208 and 0210)
• Created Payroll areas for weekly and bi-weekly Payrolls, generated Payroll periods
• Created Payroll control record for Payroll accounting areas SuccessFactors Data Migration to SAP:
  

Facilitated Enterprise Resource Planning (ERP) used to handle SAP Workforce Administration (WFA). The scope was extended to SAP ECC 5.0 in the future to address two-stack architecture. Employee demographic information will was obtained from the Client, loaded into the ERP then extracted and loaded into SuccessFactors. Competency Model information was obtained from the Client, loaded into the Staging area then extracted and loaded into SuccessFactors. : Employee Demographic information was imported using a comma-separated values (Users.csv) file format. Each text element should be enclosed by double-quotes; hence none of the values should contain any double-quotes as part of its contents. Each row in this file will represent a complete set of employee demographic data for a single employee. The same set of data is expected to be passed to SuccessFactors in both cases when a new employee is being added or an existing employee data is being updated, but this last task is out of Data Migration Scope.
Developed ESS Business requirements for the employee ability make changes to their personal data via the portal using an event-driven approach, where feasible: Change Personal Information ( name, address, emergency contact, veteran/disability status, driver's license, work permit status);Change Taxes (federal, state);Change Direct Deposit; Change Voluntary Deductions; Life events (marriage, divorce, having a baby, adopt a child); Initiate a retirement; Onboard as a new hire by initiating many of the changes/events listed above; Employee directory lookup.
Developed MSS Business requirements for the managers to make changes to the data of employees who are their direct reports, via the portal: Work events such as: Onboard a new hire; Change job of an employee; Change job title and/or job status of an employee; Change pay of an employee; Change work location of an employee; Promote an employee; Demote an employee; Transfer an employee (same manager, new manager); Separate an employee (voluntary, involuntary); Name a substitute approver; Request assets for an employee.
Defined and prepared segregation of duties (SOD) per Sarbanes Oxley requirements for SAP Human Capital transactions including security profiles containing the individual authorization objects that comprise the entire profile. Profiles are then coupled to make an SAP role. SAP roles are attached (indirectly) to an SAP user ID. The user ID is then associated to an employee's record. This association gives SAP business intelligence to the ID allowing a user to view only their organization, for example, or update only their own bank information. The indirect association of user ID to role allows the access portion to be removed automatically as employees change position within the organization or separate from the Company. This renders the ID useless in the SAP system.

Industry: Confidential
Project Scope HCM Enterprise 4.7
Specific Role: Project Manager II/SAP Technical Design Lead: 3/06-8/06 - Indianapolis, IN

Summary of Role
As Project Manager II will provided leadership to project management at a functional level and serve as a communication and integration board between THE PROJECT's executive leadership, Project Management and project related initiatives.

Key Responsibilities Included:

• Monitor progress by project phases
• Ensure coordination between project and other initiatives
• Provide leadership input in project organization and management activities, including scope control, work planning, resource planning, stakeholder alignment and issue resolution
• Highlight key integration points across projects
• Monitor and report overall THE PROJECT investment (actual versus budget)
• Approve project approach, standards and tools for key project activities
• Manage cross-project vendor alliances, contracts, and procurement activities
• Establish cross-project communication channels and status reporting Developed technical infrastructure testing of SAP hardware, software and communication network testing and concentrating on business functionality. This type of testing includes volume, stress, system administration, disaster recovery, printing and faxing, interface, network and infrastructure, system tuning and performance and systems operational procedures. The major objectives of this SAP testing are as follows:
• Ensured that technical infrastructure supports the constructed system, Make certain the system operates at optimal efficiency under various conditions of maximum users, concurrent transactions and maximum transactions processing, Kept response times comply with service level agreements
• Supported disaster recovery procedures are in place, Delivered technical documentation as accurate and correct and made sure technical documentation supported the constructed system, and Systems Development Testing encompasses both SAP and non-SAP systems and includes all 12 conversions, 43 interfaces, 10 bolt-ons, extended functionality, and 70 reports.
• The major objectives of client testing are as follows: Confirmed programs are functionally accurate
• Ensured programs are technically efficient; assured programs integrated with related modules; Tested programs that integrate with related non SAP systems

Project Manager/Senior HR Consultant

Client: Confidential
Industry: Paper Mill/Manufacturer
Project Scope HCM Enterprise 4.7
Specific Role: SAP Development Manager: 10/05-01/06 - Memphis, TN

• Responsible for SAPHCM Project Charter for an international paper mill corporation including 3 domestic plants and 1 corporate headquarters. Project required the Configuration of HCM modules PA, OM, BN, and interfaces to Time and Payroll applications.
• Personnel Admin. Configuration: Configured and designed Personnel Administration enterprise, including PA's PSA's, EG, ESG, ESG grouping to address union collective bargaining agreements pay scale groupings. The personnel administrative structure was designed to meet the needs of a Region/Location and Union participation organization. Utilized SAP Best Practice personnel actions for Personnel Administration. Configured customized user interfaces manage confidential data on the header of infotypes.
• Organizational Management. Configuration: Configured the entire domestic organizational structure including 60 departments/0rgs, 37 jobs, over 1200 positions, and all required relationships. Assigned cost center to organizational structure as defined by FI/CO. Configured job infotypes to capture Legal reporting EEO, AAP, and FLSA categories and designations. Configured positions to default assignment of EG and ESG according to personnel action selections. Positions were configured to be controlled by vacancies infotypes, and executed subsequent delimited vacancy records upon the filling of a position.
• Benefits Admin. Configuration: Configured one Benefit Area for the organization with Health, Insurance, Savings, Spending, Credit, and Miscellaneous plans. Configured health, insurance, and saving providers as well as EAP's and health club memberships. Configured parameter grouping according to union agreements regulations seniority. Assigned wage-types to all plans for employee deduction, employer contributions and provider cost as needed.
• Designed technical file requirements for time and Payroll interfaces including the frequency of inbound updates and outbound master data changes. Master data requirement for time systems and Payroll systems.

Client: Confidential
Industry: Consumer Goods
Project Scope Scoping/Gap Analysis - HR Enterprise 4.7
Specific Role: Senior HR Consultant: 08/05-10/05 - Waldorf, CT

Responsible for SAPHR gap analysis for Payroll, Personnel, Benefits, Time, CATS, and Travel Management. Evaluated current HR processes to determine if SAP would fit the clients business drivers. Including interviewing key employees in HR processes and developing a data map for comparison to SAP functionality. Defined ARIS and Business Process Master activities in order to develop an SAPHR system beneficial for all areas of the company. Led meetings and SAP demonstrations with key operating unit personnel and corporate senior management to report findings and recommend strategic plan for Configuration, testing and go-live.

Client: Confidential
Industry: Consumer Goods
Project Scope Upgrade - HR Enterprise 4.7 and 5.0
Specific Role: Senior HR Consultant: 01/05-08/05 - Sacramento, CA

Analyzed, assessed and scoped the current SAP environment and HR modules which included Payroll, Benefits, Personnel Administration, Organizational Management, and training and events management. Documented, 120 changes in the new systems and classified upgrade risks of Configuration. Assessed delta software changes from low-high risks. Completed functional, unit, and integration testing between sub modules, third party providers and outside HR vendors. Designed to-be solutions that were implemented with the enhanced and new Configuration. Managed and tested all Configuration changes for key delta - HRConfiguration changes to the SAP systems. Document and presented findings to the client on lessons learned from the Implementations.

Confidential
02/04 - 10/04
Senior HR Consultant - Dallas, Texas

Contracted to recruit and interview employees for a 500-employee business service center. Conducted 6-8 behavioral interviews daily. Met with community organizations to develop a working relationship for recruitment and career development. Conducted pre-screen telephone interviews with perspective candidates. Assisted HR Manager with developing an HR Policy presentation for field HR Associate training. Analyzed employee population data to assist HR Manager in developing a defense strategy against EEOC claim. Processed subpoena requests for employee personnel files. Compiled data for and revised company's affirmative action plan. Assembled recruiting manual for store managers to assist them in recruiting practices. Tracked I-9 forms for completeness and correctness, returning incorrect I-9s for re-verification.

Confidential, 2/98-01/04
Project Manager/Senior Consultant

Client: Confidential
Industry: Aerospace/Defense
Project Scope Time Management Training
Specific Role: Senior HR Consultant: 9/03-1/04 - Boston, MA

End-user classroom training for client in all aspect of SAPHRTime Management. Including utilizing CATS to capture various time types. Managed and tested all HRConfiguration changes for the SAP systems. Labor scheduling, and planning work schedules according to availability holidays, staff skill overtime, regular time, planned sales, etc. Long-term planning developing Labor forecasting reports, for open and filled positions on actual and planned Payroll. Instructed time analysis and reporting to improve labor efficiency. Demonstrated absence and attendance records reports for improved performance management. Enabled FMLA tracking for management reporting. Defined the time recording and tracking processes and procedures.

Client: Confidential
Industry: Confidential
Project Scope Upgrade - HR 4.0-4.6C/Enterprise
Specific Role: Senior HR Consultant: 5/03-7/03 - Portland, OR

Diagnosed the SAP environment, identifying risks and challenges that will be encountered during the project. Detected potential failure points in customer environments before the actual upgrade initiated. Recommended corrective actions in areas, such as: modifications in SAP, data regarding SAP repairs, version, consistency of all custom and repaired objects across the system landscape, verification and enforcement of code optimization, facilitation of role rationalization and authorization administration, and potential impact on customization changes. Provided Configuration support for upgraded version of SAPHR module including Personnel Administration and Benefits. Completed functional, unit, and integration testing.

Client: Baldor Electric
Industry: Confidential
Project Scope Training and Events Management 4.6C
Specific Role:Project Manager/Lead Consultant: 1/03-4/03 - Fort Hood, AR

Developed Implementation plans, budgets, and work schedules, and managed scope and staffing needs. Served as the primary Functional consultant during Implementation. Review resource allocations for Implementation project work needed by the team, by clients, and by other vendors involved. Oversee the development of Scope of Services and Requirements Definition documents as they relate to theadministration system. Managed the Implementation team\'s day-to-day work: resolve priorities, resources and conflicts, and reprioritize issues as needed to meet time commitments. Prepare and oversee the Implementation billing process. Worked directly with client or through the outsourcing client manager to communicate project status and resolve issues related to project status and deliverables.

Client: Confidential
Industry: Confidential
Project Scope PA, OM, ESS, MSS FI/CO, PS, PM, WF, BW, TEM, Portals Beta Version
Specific Role: Senior SAPHRLeadPD Consultant: 1/02-11/02 - Houston, TX

Defined AS IS and TO BE process for SAPHRPersonnel Development's Appraisal, and Career & Succession Planning systems. Appraisal systems included, creating Process Flows and Process Design Documents for processing Appraisals for 3 divisions of Marathon Oil. Configured 5 different individual appraisals for 3 different Division of Marathon Oil and defined roles for Appraiser, Appraisee, and Approvers. ConfiguredSAP Work Flow solutions to notify managers of appraisal deadlines. Developed/detailed Appraisal reporting maintenance program to access missing appraisals. Integrated Appraisal System with the Compensation module to process annual salary adjustments.

Career and Succession Planning included, creating Process Flows and Process Design Documents for Career Planning and vacancy profile match up for 1 division of Marathon Oil. Developed core 200 plus qualification descriptions for Marathon Leadership positions with Yes/No, 5-point, and 3-point scales. Interfaced additional qualification into SAP from legacy systems. Completed all functional, unit testing and integrated testing, including Portals testing. Implemented Learning technology solutions designed to facilitate user interaction via the web. Incorporated personnel development initiatives and Learning technology. Used project management methodology to lead clients through design, development and testing for successful project go-lives.

Client: Confidential
Industry: Confidential
Project Scope: R/3 PA, OM, SD, ESS MM, FI/CO, PS, PM, WF, HR, BW, TEM, MD, (Version 4.6 C)
Specific Role: Senior SAPHRLeadPD Consultant: 8/00-1/02 - Lexington Park, MD

Defined data mapping for SAPHROrganizational Management systems. Configured Organization Units, Jobs, Positions objects for a massive multi-sited governmental structure including 1500 organizational units, and 28,000 civilians, 8,000 military, 28,000 contractor positions and employees. Completed functional unit tests for all Configured objects and verified results. Defined Organizational Management business processes, and business scenarios. Coordinated and Consulted for User Cycle Testing

Created Functional Design Scripts for Enhancements to modify standard SAPHR screens to meet PA and OM requirements, created customized conversion documents to translate legacy system data to SAP System, and created customized interface Functional Design Scripts documents to upload data from systems of record. Planned and participated in the development and completion of Transaction Scripts, Configuration Scripts and Functional Requirements for Organizational Structure. Customized Organization Unit Infotype to captured unique organizational codes, and site identifiers, customized positions to capture, position identification numbers, business areas, and service level. Assigned Cost Centers on an organizational level. Documented and processed organizations, jobs, and positions and the relationships required, by them and utilized Standard SAP Data Conversion Templates for Individual infotype data loads. Utilized OSS/SAPNET to troubleshoot and analyze Configuration needs. Additional Configuration included, basic setting of Organizational Management's, plan versions, structural graphics, ID number ranges, and integration with PA and FI. Defined the required Activity and Composite Activity groups, set authorizations for transactions, reports, and web addresses, for various users, and set structural authorization for the organizational structure.

Client: Confidential
Industry: Confidential
Project Scope: R/3 All SAP Standard Modules implemented approximately 200 of ABAP interfaces to legacy systems (SAP Version 4.6 B)
Specific Role:SAPHR Consultant: 7/99-2/00 - Atlanta, GA

Planned and participated in the development and completion of Transaction Scripts, Configuration Scripts and Functional Requirements. Completed Remuneration Statement and Payroll Journal Configuration utilizing HR Forms, set up Payroll reports via Ad Hoc Query Reporting. Identified Pay structures, organized productive Payroll runs, evaluated Payroll cluster reports, analyzed Payroll functions, operations, and rules. Thorough understanding of Schema details both hourly and salary. Complete overview of TableT512W, IT to WT permissibility. Detailed analysis of valuation basis, cumulating, and processing classes. Examined year-to-date data loads for errors. Assisted developers and technical personnel in overcoming data load errors.

Defined current wage types and salary codes from Peoplesoft legacy systems and designed data mapping for SAPHRPayroll systems. Configured earnings and deduction wage types for three different work sites. Completed functional unit tests for all Configured wage types and verified results.

Client: Confidential
Industry: Confidential
Project Scope: R/3 HR, FI/CO,
Specific Role:SAPHR Consultant: 3/99-6/99 - Denver, CO

Planned and participated in the development of the business blueprinting and data collection phase for the Benefits Administration Module (utilized Accelerated HR Methodology). Primary interaction with Benefits Director and users of Human Resource, and Financial Operations, to provide the business superior automated processes. Reported gaps between business processes and SAP. Monitored and reviewed business blueprint documentation and deliverables.

Designed and established business blueprinting for Benefits structure, Benefits plans, and benefit enrollment procedures. Defined current benefit provider applications and communicated data mapping for applicable systems. Significantly, clarified the benefit reports required and defined Benefits policies.

Client: Confidential
Industry: Confidential
Project Scope: R/3 FI/CO, HR, WM (SAP Version 4.6 B)
Specific Role:SAPHR Consultant: 11/98-2/99 - Chantilly, VA

Summary: Planned and participated in the successful development of the business blueprinting and data collection phase for the Organizational Management and Career and Succession Planning Modules (utilized ASAP Methodology) resulting in the Implementation of organization hierarchical and career model functionality. Configured the organizational structure, and career planning system. Primary interaction with functional Leaders and users of Human Resource, Financial Operations, and Marketing teams to provide the business with optimum organization structure and career planning processes. Reported gaps between business processes and SAP. Monitored and reviewed business blueprint documentation and deliverables.

Designed and established organizational structure for Finance, Human Resource, Operations and Marketing departments to define career paths. Significantly, clarified the reporting structure and defined departmental relationships of the organization.

EDUCATION

• M.B.A., Organizational Behavior and Human Resources
• BBA
• SAPHR Certified Consultant
• Registered Organizational Development Professional
• CompTIA Project + Certified
• Training in SAPHR Overview: SAPHRB Partner Academy certified release 3.1H, SAP350, SAP360, SAP450, WNA11, HR505, HR305, HR325, HR510, APO010, APO215, HR306, HR311, mySAP.com