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Sap Hcm Architect Resume


To secure a challenging position as a Lead consultant ; Implementation and enhancements of SAP ERP systems where my ERP/SaaS, Human Resources, IT and Reporting skills, combined with number of transferable years of experience, qualification, positive attitude and strong interest in area of subject can be effectively utilized.


  • Lead project teams of varying size through data gathering to post production phase. That includes global roll out and projects in different countries like UK, Netherlands, Belgium, USA, Canada and Dubai.
  • SAP HCM ECC 6.0 & SuccessFactors Employee Central Q1/2017, Q2/2017and SAP SuccessFactors Onboarding February/2017 and Career Development Planning March/2017 Q1/Q2 2017 delta Certified Consultant.
  • Responsible for managing projects within the constraints of scope, quality, time and cost to deliver specified requirements and meet customer satisfaction
  • Deliver detailed business process flows, functional requirements specifications and data models and coordinate with related teams to build it.
  • Focused to develop the expertise as client’s in - house specialist for SAP SuccessFactors EC and other modules.
  • Superior experience in Project Management, identifying needs, planning, scheduling, controlling, testing, managing support center and executing the projects.
  • Firm experience in requirements analysis, documenting functional requirements, preparing presentations, activity flow, preparing documentation and end user
  • Analyze and interpret HR data and reports to identify issues impacting the HRM of the organization and provide appropriate advice and solutions for improvement.
  • Maintain system protocols by documenting and updating procedures, and coordinating with staff and customers as needed.
  • Support HR team in ensuring good employee relations by knowledge and promotion of HR ‘Best Practice’.
  • High-powered research and technology expertise to optimize and transform the knowledge at different level, Lead instructor for virtual and classroom
  • Work with the Business Analyst and the client to identify their requirements, design enhancements and functionality to meet user requirements and provide front-line support to key business users and business processes.
  • Good interpersonal and communications skills with demonstrated ability to work well in a team environment, in both supervisory and support staff roles
  • Attain business requirements and objectives by developing and implementing SAP modification and configuration changes. Data conversion / migration experience in SAP environments that includes PA, OM, Time, PY.
  • Coordinate with users to troubleshoot and resolve system problems - prioritize production support issues and develop detailed work task lists - manage business requirements analysis support .
  • Provide functional expertise, control, presentation and guidance on SAP products.
  • Sustain proficiency and technical expertise with didactic workshops, professional and personal networks.
  • Roll-out and Enhancement and production support. Experience including analysis, conceptual design, blue printing, detailed realization and production support for the project. Extensive experience in Gap Analysis, Operational metrics, business case development & performance measurement.
  • Extensive experience in
  • Attained realization of SAP SuccessFactors EC, workshop for configuration workbook, including MDF, Workflows, Data Models, Role based Permissions, POM and configurable UI.
  • Appraisals, Form of Appraisal, Career Planning, Succession Planning, Balanced Scorecards, Integration with BI, ESS & MSS.
  • Provides Functional proficiency, guidance, documentation, and on the SAP HR module and processes


ERP Packages: And SuccessFactors Cloud SaaS my SAP ERP 2005- ECC 6.0-EHP5, ECC 5.0, 4.7, 4.6C (HR Module) SuccessFactors Employee Central, Onboarding, EC Payroll, SF Time

Methodologies: ASAP Implementation Methodology, SDLC

Operating System Languages: DOS, Windows 9X/2000/NT/ME/XP, Basic ABAP HR Software Implementation

Office Automation: Software Applications, Spreadsheets and Business Models, SAP R/3, SAP HR, Lotus Notes, Uperform, HPQC,,BC Sets, Solution Manager

Databases: Oracle PL & SQL plus, MS Access, ERP, People Soft, PSE, HR Tracker

Designing Tools: Front page 2000, HTML, Internet, Outlook, XML, MDF, Configurable UI



SAP HCM Architect


  • Support ITP Sales team with Pre-sales & Post-sales efforts for all opportunities which are classified as SAP HCM (Human Capital Management) On-premise or in Cloud Implementation, Migration and Transformation.
  • Articulate Enterprise Datacenter, Implementation and Integration plan for SAP On-premise and SaaS solutions.
  • Provide solutions to meet client requirements for industry standard deployment of SAP HCM.
  • Comply to all the quality delivery standards with High-Level & Low-Level design, implementation, migration, test plans, and detailed documentation.
  • Drive solution discussions with Business and stake holders and Cross-train other team members
  • Articulate appropriate scope of new projects and infrastructure, evaluate blueprint requirements, estimate resource requirements, and prioritize requests by working in conjunction with business users.
  • Maintain vendor and compliance s required to perform the job duties and sustain high quality standards for 100% customer satisfaction.


SAP HCM Lead Consultant


  • Key role in the functional design and development of new solutions and enhancements, using distinct expertise and strong collaboration. Manage HR Support center for integration of new systems/modifications and ticket tracking.
  • Post production support for SAP PA/Payroll and Time Management
  • Oversee multiple projects and engage with multiple project teams to ensure successful delivery of projects within the HR Portfolio to ensure functional alignment.
  • Designed and reviewed functional specification for HR Master Data, Payroll, Time and other custom reports to work with Business Intelligence (BI/BO) Team and development team.
  • Provide Solution integrity for Pepsi DRC UAE standards.
  • Conducts stakeholder analysis and effect evaluation to precisely identify stakeholder groups that are impacted by change and to ensure that change management plans are targeted correctly;
  • Support HRMS and Change Management policies and procedures to ensure that changes to system are introduced in a controlled manner and Troubleshoot system problems as necessary.
  • Explore SAP SF EC Integrations options with SAP on-premise HCM system, and other SuccessFactors modules.
  • Ensure SAP SF related procedures meet business requirements and goals. Establish and support process documentation related to SAP SucessFactors.

Confidential, New York, NY

Senior SAP HR Consultant/Team Lead


  • Create and configure the Enterprise structure (Personnel Area, and Personnel Sub Area) and the Personnel Structure (Employee Group, Employee Sub group).
  • Explore options for SuccessFactors- SAP HR Hybrid implementations and in-house SAP Payroll
  • Acquire knowledge in configuration & processes of SuccessFactors Employee Central & related processes into SAP HR PA/PM/Payroll and SuccessFactors Reporting tools and Data Migration.
  • Design and Implement screen modifications to hide certain sensitive data for user specific roles, created custom feature to hide country specific screens.
  • Design and Implement Country reassignment actions for expats to perform global assignment
  • Responsible for the creation, implementation and maintenance of configuration, production support and documentation of different departmental and ERP application systems
  • Customization Procedures and User Interface by modifying and creating the Infotype groups and Infotype menus.
  • Define Pay Scale structure, Pay scale reclassification, Indirect Wage type valuation, Annual salary Calculation
  • Extensively worked on creating jobs, positions, relationships, custom Business Partner and organizational structures.
  • Written/Tested/reviewed SAP-ADP Interface functional specification for NBCU, Heinz
  • Lead Time workshop blue printing and realization phase
  • Define holiday calendars based on province and the personnel work schedules.
  • Define and Configured work schedules, absences and quotas) required for Time management.
  • Define absence types for different personal sub-area groupings.
  • Define PCR and Schema for positive Time Management
  • Define the leave quotas based on employee group and employee subgroup by using the Infotype 2006 (Absence Quota).
  • Support Time and Attendance process to be used in conjunction with CATS functionality.
  • Define employee groups (EG) and subgroups (ESG) with respect to time management: subgroup grouping for work schedule rules absence counting, absence counting.
  • Train the end users, and worked on the documentation of the Business Procedures.
  • Work extensively on Features related to Basic Wage Type, Pay Scale Type and Payroll Accounting Areas i.e. LGMST, TARIF and ABKRS.
  • Define pay scale structure and pay scale salary ranges.
  • Define and Created Payroll Area, Payroll Period and Payroll Control Record.
  • Define the payroll periods and pay dates for each payroll area.
  • Customized Personnel Calculation rules wherever required.
  • Define Employee subgroup grouping (ESG) for Personnel Calculation Rules (PCRs) and Collective Agreement Provisions (CAPs).
  • Define and maintained Date and Period modifiers to change payment dates as per requirement.
  • Set up the Third party Remittance wage types and ensure smooth transition for Payroll run.
  • Create and maintain the symbolic accounts and mapped them with the G/L accounts and expense accounts.
  • Train the end users, and worked on the documentation of the Payroll Procedures.
  • Design and Set up equity compensation plans.
  • Define vesting and exercising rules, Grant s to your employees.
  • Define and maintain budget structures that reflect the organizational structure for different budget types and periods
  • Define Management by Objectives (MBO) component to use appraisal results for measuring employee performance.
  • Define Dutch specific sickness tracking requirements to implement Poortwachter
  • Define and implemented case managers and Poortwachter monitor tool to track changes in illness, to the legislation (Poortwachter, WIA) and reports of the company doctor,
  • Define legal person assign to representing Personnel Areas
  • Define Poortwacter Plan and activities
  • Lead class room for local client.
  • Articulate functional specs
  • Implemented the EE Contribution rules and ER Contribution rules (related to 401K)
  • Defined different cost formulas and cost formula calculation rules for health plans and insurance plans.
  • Integrated the Benefits deductions with Payroll Configurations.

Confidential, Odenton, MD

Software: mySAP ERP ECC 6.0.

SAP HR Lead Consultant/Specialist


  • Involve in the understanding and preparing the functional specifications for any new changes, BDCs, Reports as required by the clients, and doing the functional testing.
  • Responsible for developing the business process model, business optimization and enhancement through development and implementation of SAP HCM
  • Manage and facilitate third party vendors and communicate effectively with upper management
  • Responsible for analyzing and documenting the testing process model
  • Set up different schemas to be utilized in Time Evaluation: Time Evaluation with Clock Times and Time without Clock Times.
  • Define Permissibility checks to allow the Wage Types to be used with relevant Infotypes
  • Set up US payroll schemas and personnel calculation rules related to payroll run.
  • Define Control Records for each Payroll area with configurations of retroactive accounting and off cycle payroll
  • Configure the Tax component - maintained Tax related Payroll schema US Tax Calculation UTX0. Worked on the US tax models, setting up of BSI tax companies and EIN’S.


Project Lead ( SAP HR Functional)


  • Prepare technical & functional specifications for Personnel Administration & Recruitment modules.
  • Coordinate and manage the subject matter expert participation for the functional
  • Requirements during development phase and organization change.
  • Consultation with HR management staff on the project timeline, potential delays and issues.
  • Organize and facilitate problem-solving discussions with the client, internal operations team, and project managers to resolve issues requiring a focused approach to maintain project continuity and requirements.
  • Integrate Recruitment with Personnel Administration for exchange of applicant and employee data
  • Set up the integration between Recruitment and Personnel Administration for transfer of the applicant data.
  • Customize the Applicant actions and Applicant activities. Manage Applicant master data. and Event Management/ Set up Business Event schedules and costs
  • Work on Day-to-Day and Recurring activities in Learning solutions
  • Defined organizer types and authorization for business event planning and preparation


SAP HR Functional Consultant/SAP HR Analyst


  • Analyze current business processes and makes recommendations. Identify SAP solution possibilities and discuss with business executives.
  • Work with end-users to troubleshoot application issues and/or problems.
  • Work with business process team members and subject matter experts (end users) to produce requirements and design documents.
  • Involve in the re-design of Performance Management System right from conceptualization to implementation
  • Set up Configurations, Customizations and Time evaluation for the roll out.
  • Configure Time Evaluation, PCR, schema for Deviations from the Work schedule that automatically generates overtime for all recorded attendance times that are outside of the planned working times specified in the daily work schedule.
  • Train the end users, and worked on the documentation of the Time management.
  • Define Employee subgroup grouping (ESG) for Personnel Calculation Rules (PCRs) and Collective Agreement Provisions (CAPs).
  • Define pay scale structure and pay scale salary ranges.
  • Customize Personnel Calculation rules wherever required.
  • Set up the Third party Remittance wage types, Pay slips and integration with Finance.
  • Create and maintain the symbolic accounts and mapped them with the G/L accounts and expense accounts.
  • Train the end users, and worked on the documentation of the Payroll Procedures.

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