PROFESSIONAL SUMMARY:

• As an experienced senior level Director, I have nearly two decades of experience in managing Payroll and HRIS systems and consulting on a variety of HR issues for large and small companies.
• I have successfully helped many companies to identify their gaps and needs, and I have helped them to realize and implement a transformational vision for their HRIS systems and operational processes.
• During my career, I have designed and run the operations (hire - to-retire) for Confidential 500 companies in a broad spectrum of industries.
• HR and HRIS Process Improvement and Consulting
• Over the course of my career, I have lead a variety of consulting and process improvement efforts
• Lead the operational go live effort including the documentation of policy, translation of policy into process HR technology and process, and oversaw the functional teams that took on the processing.
• Consulted with the clients as they moved HR system of record to Workday and lead HR redesign work on the affected systems.
• Lead the team that reviewed system upgrades and lead the functional testing prior to moving to production.
• Lead a 9 month consulting effort to redesign the $5B Incentive Compensation program paid quarterly to management and annual to regular staff.
• Lead the process improvement effort which resulted in the realization of improved service and an overall headcount reduction from 70 to 37.

TECHNICAL EXPERIENCE:

Accounting and ERP Systems: PeopleSoft (versions 7.5, 8.8, and 8.9), SAP 6.0, Great Plains, Oracle, UltiPro, Kronos, Confidential, Dynamics, Solomon, Darwin, BusinessWorks, MasterTax, Infor, Cyborg, and Peachtree

Custom Software Developed: Test Analysis and Reporting System (Omaha Public Schools), Fixed Asset Tracking System (Omaha Public Schools), Payroll Auditing System ( Confidential and The Resource Company), and an Employee Benefits Tracking System

CAREER HISTORY:

Confidential

Director, Payroll & Shared Services

Responsibilities:

• Confidential recruited me to open their Phoenix office and to manage Confidential, their largest total contract through implementation and into Service Delivery.
• In this role, I was responsible for defining the structure of the team, developing the documentation and process methodology, and leading the implementation efforts on behalf of Ultimate Software.

Confidential

Director, COS Service

Responsibilities:

• I joined the company as a Director to help the company redefine its current COS operations and to re-align the corporate growth strategy with the functional operations of the business. I currently run the Seattle division of the COS division and oversee 35% of the clients with a staff of approximately 100 employees.
• Under my oversight, the current book of business has grown by 15%, operational efficiency has increased by nearly 20% and employee engagement has been trending upward.

Confidential

Senior Project Manager

Responsibilities:

• I joined the firm as a Senior Project Manager to help them to develop and build out a HR Solutions practice.
• In this capacity I spent most of my time consulting with Confidential to improve their $5 billion dollar incentive plan which covers nearly 1.2 million employees and have initiated two additional HR transformation projects with a global 25,000 employee agri-products company.
• I was able to deliver to Confidential the designs for a unique solution which not only streamlined their current systems and addressed all of the control gaps, but increased the speed and accuracy with which the incentive payments could be processed and paid.

Confidential

Director

Responsibilities:

• I was responsible for developing specifications for customizations to the SAP HCM system, the development of test scripts for updates and customizations, wage type configuration, schema review, and acting as both the functional and technical SME for the SAP system.
• In addition, as new client contracts were signed, I oversaw the implementation of the clients onto the SAP platform.
• I joined the company to help them build their brand in North American and have overseen the successful implementation of two new clients as well as moving the majority of the existing business to a status as a reference for Confidential .
• In my capacity as the Director of HRO, I have been able to successful implement a series of process improvements and standardizations which have allowed the company to meet their SLA’s and perform with a team that has been reduced by 30%.
• I have been able to work with the client base to move the nature of the business relationship from one of HR processing to one of HR consulting.
• Each of the accounts that I have worked with is now operating at a profit and the majority have now serve as a reference.

Confidential

Director

Responsibilities:

• I was in charge of a large number of outsourcing contracts for the company including the design, implementation, and stabilization of new client transitions.
• My teams covered the entire scope of the HRO contracts for North America taking employees from hire to retire.
• In this role, I served as both the functional and technical SME for all of the following systems: SAP, Infor, PeopleSoft, and Cyborg.
• My responsibilities also included reviewing of payroll processes and operation systems, finding opportunities for improvement, and acting as the project manager to drive towards operational efficiency.

Confidential

Consultant

Responsibilities:

• I was in charge of reviewing and improving the online learning resources of the company.
• , I was in charge of reviewing and revising all of the PeopleSoft HR and Finance documentation.
• I also developed test scripts and reviewed test results for updates and customizations to the PeopleSoft system.

Confidential

Director

Responsibilities:

• In this capacity, I served as both the technical and functional SME for the company regarding PeopleSoft and lead the team in implementing new modules and developed the specifications for customizations to be incorporated into the system as well as actively designing programs to interface with the system.
• I was in charge of both functional end users and the technical developers who handled the maintenance, planning, and upgrade of the HRIS side of PeopleSoft 8.8 SP1. I oversaw a staff of 12 functional and technical users and served as a Subject Matter Expert (SME) for the HRIS side of PeopleSoft.
• In this position, I successfully automated the balancing process for Payroll, implemented the Manage Labor Relations, Health and Safety, and Benefit Administration modules for PeopleSoft, and oversaw the implementation of Service Pack 1 and the regular tax updates.
• Lead the Service Delivery onboarding effort to bring each client live on time.
• Documented policy and process
• Both companies made the decision to move their HR system of record to Workday.
• Lead the scoping discussions to understand the impact of business decision on both technology and process.
• Oversaw the technical team resources during the design and testing phases of the conversion
• Directed the Service Delivery teams to review, update and test processes and controls impacted by the change.