Objective

A challenging position with a technology driven company who will utilize abilities developed through my experience and education, with the opportunity for professional growth based on performance.

Professional Summary

An on hands experienced, focused, strategic and analytically driven achiever, who promotes automation and thinking outside the box to obtain the most efficient solution possible from a big picture standpoint.

Skills Summary

• On hands work experience, management, and leadership of all payroll, timekeeping, and transactional HRMS related functions. Analyze and resolve payroll discrepancies.
• Day-to-day interpretation, system setup, and processing of payroll/benefits/tax/HR in relation to local, state, and federal government regulations to ensure compliancy in reference to IRS Circular E Publication 15, FLSA, FMLA, cafeteria plan, taxable and non taxable fringe benefit and relocation, personal use of company vehicle, minister housing, Tax Relief Acts, DOL, 401 k , 403 b , 457 F , 457 B limits, state escheat laws, FSA, union contracts, GTL, Worker's Compensation, company policies, COBRA, HIPPA, ADA, ADEA, HSA, MSA, ERISA, Annuity Board limits, deceased and beneficiary of the deceased payments, I-9, final pay, pay frequency, paystub requirements, and method of payment.
• Day-to-day processing of new hire, rehire, transfer, promotion, demotion, LOA, and termination workflow from employee self service, wage attachments child support, tax levies, garnishments, etc. , STD, LTD, relocation, benefit and payroll accounting accruals, setup of earnings and deductions, W-4, W-5, supplemental checks, severance, employment verification, escheatment, shift differential, compensation, payroll auditing, GTL, cafeteria plan, taxable and non taxable fringe benefits, relocation, paid out vested, pension, creation and implementation of policies and procedures, direct deposit and paycards, military leave, paystub, cafeteria plan, 401 k , 403 b , 457 F , 457 B , and annuity board requests, deceased, beneficiary, paid out vested, and pension, state escheatment laws, ordained minister housing, worker's comp, six month and annual performance appraisals, W-4, W-5, W-4P, vacation/holiday and finance accruals, exception coding, bonus, freelance, minister housing, severance, pay and benefit adjustments, bonus and commission. System set-up for pre-tax, after-tax, taxable, and non-taxable earnings, general deductions, and benefits in accordance with regulations. Process vacation, holiday, sick, personal time, disability leave, job classification, and bereavement, benefits enrollment, and 401 k balancing and loan wire transfers. Monitor pre-employment and random drug testing process.
• PeopleSoft/JD Edwards/ADP functional expert ADP ERP modules include HRMS, Benefits, Compensation, Payroll, Time and Labor, Position Management, Employee Self Service, General Ledger and query/reporting . Overall analysis, planning, development, testing, conversion, coordination, direction, security access, and training of the HR, payroll and time and attendance systems. New system and upgrade testing of HR, Payroll, and Time and Attendance systems. Includes system setup and testing of new earnings and deductions through GL posting. Manage monthly HR/Payroll/Timekeeping system updates, fixes, and tax update UAT/Parallel/Functional testing. Working with developers on system enhancement requirements and testing. Includes implementations, conversions, acquisitions, system functional configuration, testing, analysis and trouble shooting, GAP analysis, strategy, research, and communication. Streamlining benefit/HRIS/Payroll processes and functions to ensure smooth transition of new/acquisitions and terminating areas of business. Identify, analyze, evaluate and create workflow of full in house payroll processes to improve effective methods for achieving highest standard of efficiency and effectiveness, along with coordination of related processes with sections, manager's, and employee's impacting outcome of payroll processing. Queries and special reports as needed by payroll section and other entities as well as Worker's comp, unemployment, wage, and social security verification and reporting. Work directly with key leadership in Compensation, Benefits, Employee Relations, Human Resources Directors, and facility HR to develop GAP analysis to improve processes flow, improve/utilize system functionality, reduce errors, processing time, and overtime. Leadership and communication with employees and all levels of management to coordinate efforts in creating the most cohesive process that benefits the company as a whole.
• Responsible for the oversight and direction of all payroll and transactional HR related functions, including strategy, research, and communication. Recommend expenditures to improve ATS, ERP, and timekeeping system performance, efficiencies, customer service and key business strategies to VP of Finance and Chief People Officer. Strategically aligning Payroll/HRIS/Benefits within the organization by increasing profile and value among key stakeholders and leadership. Established the Standardization and Efficiency Committee in order to provide a pro-active quality-driven HR/Payroll/Benefit service oriented interdepartmental group that works together to provide one voice to recommend initiatives and changes to executive management, the corporate office, and facility employees to increase efficiency, effectiveness, and standardization to the benefit of all employees.
• Process, balancing, oversight, printing, and distribution of year end testing and production balancing and processing of W-2/W-2PR/1099-R and 1099 Misc.
• Local, state and SUI, and federal FIT and FUI payments and quarterly/annually filings for multi state companies. Includes obtaining Fein's and filing for FUTA and SUTA identification numbers for acquisitions. Unemployment/Workforce reporting and credits. System audits to ensure accuracy of tax information and procedures being followed.
• Establish and monitor internal policies and procedures for reporting payroll information and maintaining related records. Work with internal and external auditors. Work with quality assurance to develop and review payroll/HR/timekeeping audit tool. Audit and processing proper job descriptions and unemployment paperwork.
• Monthly, fiscal and annual year-end general ledger account reconciliation for payroll wage, net pay, tax, and benefit accounts, create, review, and approve journal entries, bank reconciliation for active and retirement payrolls, and state escheat compliancy. Research budget variances for accounting/business managers and controller. Accounts payable and accounts receivable. Escheatment, posting of payroll GL entries, and treasury positive pay, ACH, wire transfers, etc.
• Evaluation and restructure of Payroll department as well as raising the level of competency and customer service. Reduce operating costs by streamlining and automating processes. Initiate best practices. Performance Management evaluations and Management by objectives including daily coaching of Big Picture to ensure most efficient and effective methods, which are Sarbanes Oxley compliant are put into place. Monthly statistics to maintain a level of continuous improvement.
• Developed and implemented HRIS/Payroll Service Level Agreement.
• Annual payroll budget and expenditures, training of new payroll and benefits staff, onboard training for new timekeepers and HR managers.

Work History

Accomplishments

Confidential

Director of Payroll/

Confidential

Shared Services Payroll Consultant

Reason for leaving: Project completed

Confidential

Director of Payroll/Benefits/HR

Reason for leaving: Financial functions moved back to headquarters in Chicago

Confidential

Payroll Shared Services Manager

Reason for leaving: Infrastructure

Confidential

Payroll Administrator promoted to Payroll/HRIS Manager

Confidential

Payroll/Benefits/HRIS Supervisor promoted to Manager

Reason for leaving: Stability

Confidential

Payroll Associate promoted to Payroll Specialist in 1997

Reason for leaving: Moved to Tennessee