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Senior Director Resume

PROFESSIONAL SUMMARY:

  • Human Capital Management (HCM) Transformation leader with extensive techno - functional experience in leading global roll-outs and implementation of HR Information systems with in-depth understanding of the HR Operations domains (HR Confidential Center, Employee Relations, Analytics, Employee Call Centers, HR Portal & HCM Systems) and expert knowledge of utilizing BPM (Business Process Management) and RPA (Robotic Process Automation) suite of technologies as a strategic workforce optimization lever.
  • Professional with broad Human Resources IT domain expertise and experience managing complex multi-geographic process/systems re-engineering initiatives spanning Workforce Planning, Talent Acquisition, Recruitment, Onboarding, Core HCM, Compensation, Payroll, Benefits, Absence management, Time Tracking, Talent Management and Learning modules to enable transformation to a Service Delivery Model. Solid knowledge of Payroll and Benefits processes and procedures, federal, state and local laws, garnishments, 401k, leave entitlements, unemployment, w2 filing, tax updates and disability.
  • Experienced in setting up Global HR Confidential organization responsible for Payroll, Human Capital Management, Benefits Administration, Talent Acquisition Services and Employee support to optimize service delivery, improve governance, enhance service quality and achieve strategic benefits.
  • Techno-functional experience in HR functions & Employee life cycle processes spanning Strategy, Employee Experience, Operating Models, Mergers & Acquisition (M&A - integration & divestiture of businesses, carve-in/out strategy, timelines, budgets), Organizational Design, Outsourcing Advisory, HR Technology, process re-engineering and program management of large scale global HRIS implementations involving more than 50 countries and 200,000 employees.
  • Lean six sigma black belt with strong HRIS business technology experience and change management skills in leading HR Operational Excellence initiatives to optimize hire-to-retire business processes and executing change management strategies inclusive of leadership alignment, stakeholder impact analysis, change network management, change readiness, change acceleration, communications,, support, sustainment and user experience. Experienced in business relationship management and working with business partners to establish lean improvements.

BUSINESS TECHNOLOGY:

Human Capital Management: Workday, Peoplesoft, Oracle HCM, SAP HCM

Payroll: Workday, ADP

Time Management: Workday, ADP eTime

Talent Acquisition: Workday, iCIMS, Job Train, JobDiva

Talent Management: Workday, Success Factors

Workforce Compliance and Diversity: Workday, Peopleclick Authoria

Vendor Management: FieldGlass, Kronos Workforce Central

Business Process Management: Pega PRPC, IBM BPM

Robotic Automation: OpenSpan Pega Robotic Automation, BluePrism, UiPath, Automation Anywhere, Work Fusion

Process Mapping: IBM (Lombardi) Blueworks Live, ARIS Express, Visio, Provision

WORK EXPERIENCE:

Confidential

Senior Director

Responsibilities:

  • Direct the Program Management Office (PMO) ensuring delivery excellence across the portfolio of HR projects handled through lean process design, standardized processes, methodologies, tools, and harvesting of best practices.
  • Demand management, capacity planning and budget (capital and operating) management across the portfolio.
  • Lead teams through an implementation life cycle of Requirements gathering, Design, Configuration, Prototyping, build, conversion, testing, and production deployment of global Human Capital Management solutions.

Confidential

Senior Director

Responsibilities:

  • Conduct high level assessments to identify candidate processes for automation with recommendations for benefits and savings. Assess Hire-to-Retire employee lifecycle processes to determine how to eliminate rework, reduce handoffs, increase automation, improve quality, improve efficiency, reduce costs and improve the ability to deliver consistent HR service delivery.
  • Lead consulting assignments to develop strategic roadmap for futuristic HCM digital capabilities, and translating those roadmaps into actionable HCM capability projects with clearly articulated business cases.
  • Prepare Build-Buy-Reuse recommendations and feasibility analysis reports.
  • Direct the Return on Investment (ROI) based business case assessment, scope definition, project estimation, and implementation roadmap for various HCM implementations.
  • Lead design sessions for business flows, configuring business processes in tenants, direct setting up client data in a prototype model and functional configuration in areas of Core HCM like Staffing (hiring, termination, change job), rmation, Job Management etc.
  • Conducting senior management level HCM Design Thinking/ Digital innovation workshops.

Global Insurance Leader

Confidential

Responsibilities:

  • Project Planning and preparation of detailed project plan
  • Coordinating the functional fit-gap/ blue print sessions and gathering business requirements and documenting process flows and design maps. Holding design and validation workshops for current and to-be process. Mapping of legacy data structures to the target model in Workday
  • Define scope in terms of population scope and source systems for various regions across the globe, functional drivers (benefit plans, absence plans, compensation plans etc.), and historical data needs for various modules
  • Preparation of tenant management plan
  • Define the test strategy and direct testing process from test scenario development for functional configuration unit tests, defect logging and resolution, metric reporting for business process testing, integrations build unit test, systems integration testing, end-to-end testing, Payroll Parallel Testing and User Acceptance testing. Coordinating the test data preparation for the various test scenarios
  • Detailed cutover planning for a smooth transition to the target workday system
  • Preparation of archival strategy for various systems being replaced by Workday solution
  • Maintaining RAID logs (Risks, Assumptions, Issues and Decisions) and managing key stakeholder communication
  • Monitor project spend, preparing weekly executive status reports and governance scorecards
  • Coordination with audit team for project auditing, and updating the SOX controls of to-be processes

Program Director

Confidential

Responsibilities:

  • Preparation of detailed project plan and managing the work plan
  • Coordinating functional configuration, technical design, development and testing of 60+ Workday interfaces and managing the System Integration Testing (SIT), and End-to-End Test (E2E) cycle for the integrations workstream
  • Data collection template review and working with master data team to keep the data dictionary updated
  • Managing and tracking the progress with Legacy application owners and the respective vendors where applicable
  • Coordinating the test data preparation for the various test scenarios
  • Working with system integration partner to manage the data conversion workstream and coordination with 40+ HR Business Partners representing various business units and locations across the globe
  • Detailed cutover planning for a smooth transition to the target workday system
  • Managing dependencies with ADP Payroll and Total Rewards projects
  • Maintaining RAID logs (Risks, Assumptions, Issues and Decisions) and managing key stakeholder communication
  • Preparing weekly Executive status reports and governance scorecards
  • Coordination with audit team for project auditing and sign-off

Confidential

Senior Director

Responsibilities:

  • Deployment of 3 Regional Hubs and 1 Regional Satellite with select capabilities concentrated in each of the centers
  • Consolidation of local clustering support structure for small countries
  • Each ESC organized to provide support for a minimum of 6 normal business hours across the countries it supports
  • Responsible for Defining and driving the global Digital Talent Acquisition strategy for senior level hires to attract and retain exceptional, diverse talent across businesses units. Developed a scalable and flexible executive recruitment model by partnering with senior-level business and technical leaders on digital roles across industry verticals and developing robust recruiting strategies that met business needs.
  • Mapped talent acquisition business processes working with a team of executive recruiters, sourcers, specialists and coordinators.
  • Implemented a Talent acquisition solution to provide a world class, consistent, end-to-end candidate experience from job posting through to onboarding and employment.
  • Developed a strategic approach using market data insights to third party vendors/external search firms and established an evaluation framework for agency assessment; and manage external agencies for recruitment process outsourcing (RPO).

Confidential

Senior Director

Responsibilities:

  • Lead the design and execution of an organizational change management initiative to ensure HR Transformation success while moving the HR functions operating model from a de-centralized region and business unit focused operation to a global support model with manager and employee self-service.
  • Developed a scalable, ADKAR-based change management methodology and tactical tool kits to align stakeholder behavior and reinforce adoption of new systems, business processes, and corporate policies.
  • As part of Organizational Change Management, stakeholder current state analysis and aspirations were gathered to define the project vision, definition of success, guiding principles and program guardrails. Interviews were conducted with 15 senior leaders and key stakeholders across Talent Acquisition, Learning, Payroll, Comp, and Benefits on the current and future state of the HR function and HR technology.
  • As part of the initiative, developed and engaged with change leader network to ensure high engagement and successful adoption.
  • Created communication plan and communication messages, and mediums.
  • Developed integrated change strategies affecting multiple lines of business, functions, and regions after taking into consideration political and cultural issues.
  • Collaborated with department on creating the job aids, class room sessions and web based delivery.
  • Conducted change readiness assessments at different stages of the transformation journey to make necessary adjustments to the change management strategy.

Confidential

Senior Director

Responsibilities:

  • Lead the efforts for Realization of Global Payroll including configuration, parallel and integration testing.
  • Payroll changes reports ( Confidential ) based payroll interfaces were built for Canada/ UK.
  • For the countries with smaller population, Confidential was configured so that they receive updated HCM changes on new-hires, terminations, job changes, one-time payment etc. on a pre-determined schedule.
  • For US, the payroll was processed by Workday and the post payroll processing was under taken by ADP. Implemented ADP SmartConnect outbound interfaces from Workday for Wage Payments, Garnishments (InBound/ Outbound), Unemployment compensation claims, Employee Tax Filing (Periodic, Monthly and Quarterly), Employment verification requests and ACA. Since the go-live was in Q2, also did the YTD payroll history loads for generating accurate W2. Led the project including configuration of new enterprise structure, wage type configuration, earning and deduction codes, mapping to General Ledger codes, Payroll interfaces, conversion and new payroll taxability configuration.

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