SUMMARY:

• A self - motivated Senior HRIS professional who is recognized for having a strong positive attitude, creativity, work ethics, analytical skills, technical ability, time management skills, and working well with others.
• Particular strengths in: HRIS MANAGEMENT, System Implementation & Business Analyst:
• Responsible for information systems and technology that supports the strategic plan of the human resources function.
• Oversees implementation of new systems/business processes to further streamline and automate administrative HR functions including the implementation of a HRIS, ATS and on-boarding technology solution.
• HRIS Project management leader in implementation and planning of Workday, Ultipro, ADP and Ceridian
• Designs and administers HRIS security levels, HCM, benefits and payroll modules.
• Administrator and develop employee and manager self-service tools.
• Manages system administration data integrity through establishment of procedures processes for data entry, reporting and system changes.
• Partner with HR leadership to implement, monitor and maintain appropriate compliance measures related to HR systems.
• HRIS proficient in technical and functional support, maintenance, integrity, security, development, upgrades, testing, configuration, customization, recommendation for improvement and data analysis.
• Ability to build and manages relationships with software vendors, management team, employees and ensures the development of proper and documentation for system use and maintenance.
• Work closely with the IT department identifying, scheduling and managing HRIS projects and ensuring compliance and compatibility with company IT requirements and systems.
• Troubleshoot data/system performance and process issues to implement necessary improvements through service packs, system upgrades and redesigning projects.
• Provides systems expertise and support to HR staff members. Manage the launching of integration with carriers and vendors.
• Comfortable operating in fast-changing environments and creating clarity out of ambiguity
• Develop customize HR reporting metrics, budgeting, headcount, cost analysis, SOX compliant, EEO, APP reporting for companies business needs for the BOD, Executive and Management Team.
• Detail-oriented and well organized. Recognized for having strong time management skills.
• Conduct demonstrations and of the Workday products to MSS and ESS
• Workday on Business process, Security Groups, HCM and Benefit Fundamentals.
• Lead functional discussions through meetings, conference calls regarding infrastructure design and development during and after implementation. Build relationship with clients, vendors and employees.
• Excellent communication skills, both verbal and written.
• Strong presentation and skillsBroad knowledge of Human Resources, Talent Management domain or similar domain product/systems preferred
• Solid interpersonal skills to interface with customers and clients.
• Ability to manage specific tasks to completion with minimal direction

TECHNICAL SKILLS:

HRIS APPLICATIONS: Workday, Ultipro, ADP- HRB, SAP, Probusiness, Ceridian, ABRA, Newton, I-Recruitment, Crystal Report Writer, Cognos WINDOWS: Proficient in Windows OS, XP, MS Word, Excel, Visio, PowerPoint, Org Plus and MS Access.

PROFESSIONAL EMPLOYMENT EXPERIENCE:

Confidential, Concord, CA

HRIS Manager

Responsibilities:

• Manage process & procedures that support the HRIS interfaces.
• Project leader in the Workday Global implementation and the collaboration of 7 different business entities into one single WD Platform.
• Continuously measure WD functionality against the organization needs to identify areas of improvement, trouble shooting and configurations.
• Develops custom reports to meet the requirements of company’s management and staff.
• Provides direction to improve HRIS operations, data integrity, process enhancements and develops solutions where gaps exist and improvements are needed.
• Responsible for maintaining WD HCM, benefits, compensation, data quality, structure changes and system security.

Confidential, Sunnyvale, CA

Workday Consultant

Responsibilities:

• Support YAHOO human resource team with Workday to improve business process and workflow.
• Responsible for developing and redesign all e-mail notifications that are initiated, approved, completed during and after the BP flows.
• Provide resource information for internal business auditors.

Confidential, San Francisco, CA

HR Analyst

Responsibilities:

• Project leader in implementation of Workday HRIS application.
• Maintain project plan and schedules from start to finish, documentation, support, setup weekly meeting with staff & vendor.
• Worked with management to analyze work process design and flow, improve processes and leverage the return on technological capabilities.
• Develop Workday dashboards, business process and system security.
• Serves as Workday technical subject matter experts with ensuring data integrity, troubleshooting, testing of system changes, report writing and analyzing data flows for process improvement.
• Supports system upgrades, testing and other technical projects as assigned.
• Trained 350 employees on Workday ESS and MSS.
• Develop material and processes.
• I administered Confidential ’s company-wide compensation programs for 350 employees.
• Benchmarked and development a new broadband salary structure for non-management positions.
• Evaluated and analyzed internal and external salary data for recommendations and adjustments.

Confidential

Business Analyst

Responsibilities:

• Completed the clean up on the HRIS database to 100% integrity.
• Functioned as the Company’s expert on technical matters regarding HRIS, Compensation, Benefits, Onboarding and Recruiting.
• Successfully created and trained employees on numerous custom reports through Cognos.
• Accomplished new and innovative ways to utilize the HRIS to gain efficiencies.
• Responsible for the heavy involvement between the HRIS processes and procedures.
• Finalized the new benefit plans, programs and successfully launched open enrollment.
• Provided salary recommendation for internal and external positions.
• Exceeded corrective or alternative actions to resolve compensation related problems.
• Accountable for all the market pricing analysis and recommendations on new or current positions.

Confidential

Compensation Analyst

Responsibilities:

• Administered company-wide compensation programs for 500 employees.
• Evaluated and analyzed internal and external salary data.
• Successfully completed the auditing, amending, rewriting and classifying 300 job descriptions reflecting the job responsibilities, job levels, duties and requirements for conformance to guidelines and impact on internal equity.
• Responsible for the market pricing analysis and recommendations for 200 new and replacement positions.
• Designed and administered the Company’s compensation programs such as; annual and mid-year compensation evaluation cycles and salary range adjustments.
• Finalized salary surveys and other available competitor information sources to ensure the existence of a competitive compensation structure.
• Controlled and monitor salary recommendations.
• Evaluated positions & determined pay grades.
• Interfaced with VP's and management providing performance reviews, development of salary structures and HR metrics.

Confidential

HR Generalist

Responsibilities:

• Managed 13 healthcare clinics, each location having 25 to 35 employees.
• Responsible for handling healthcare recruiting and staffing, 100% customer service, employee benefits, monthly HR Metrics, annual performance reviews, manager and employee, day to day employee relations and performance management.
• Successfully conducted regular meetings with the managers to determine appropriate candidates for their clinic.
• Continually provided guidance and support on how to handle disciplinary actions, write ups and performance behavior.
• Responsible for managers on how to handle staff members, team development and explain employee benefits plans and deadlines.
• Managed all aspects of the recruitment process, lowered attrition by 10% and ensure continuity.
• Created recruiting programs, strategies and forecasting for the organization.
• Successfully prescreened and mentor candidates for new positions.
• Successfully created an access database to track responses after conducting exit interviews.

Confidential

HRIS/ Compensation Analyst

Responsibilities:

• Responsible for administering and developing base and incentive remuneration programs, employee benefits programs and employee surveys.
• Successfully completed the designing and implementation of a new US salary structure for Las Vegas job market.
• Completed the benchmarking of 250 positions in comparison to the Confidential data.
• Effectively completed the program management of annual and mid-year compensation evaluation cycles, including the development of budgets and guidelines, HR and managers, and presenting analyses and recommendations to senior management.
• Established guidelines, policies and practices related to total compensation, rewards and best practices.
• Provided on-going remuneration and benefits analysis using broad banding structure.
• Responsible for market pricing analysis and recommendation for new or replacement positions.
• Successfully evaluated, analyzed, designed, and maintained the company’s (HRIS) and assisted in identifying new HR needs and software products to fulfill the company's needs.
• Conducted report writing for the monthly metrics.

Confidential

Sr. HRIS/ Business Analyst

Responsibilities:

• Responsible for the development, implementation, 100% integrity, enhancement, documentation, maintenance and report writing of the HRIS database (Probusiness) associated with the collection, retrieval, accessibility and usage of employee information for HR department.
• Created and customized reports, special projects and workflows for all BD, executive, directors and management teams.
• Achieved 100% data integrity for 3,000 employees.
• Successfully completed the participation in the global compensation surveys using Radford and Iquantic to collect and analyze competitive salary information to determine company’s competitive position.
• Responsible for the matching, slotting, and pricing of all company’s positions in comparison to the market index.
• Evaluated, analyzed and made recommended salary adjustments, merit increase with internal and external salary data.