SUMMARY

• She is an experienced management and technology professional with over 20 years of experience in managing, supporting, and delivering business process and IT system solutions using Enterprise Resource Planning (ERP) applications, such as Oracle PeopleSoft Human Capital Management (HCM), Enterprise Learning Management (ELM) and Global Payroll, to address design of business requirements and testing of developed solutions.
• Experience includes over 20 years with Federal Civilian and Defense agencies, Public Sector governments, health sciences, higher education, non - profit organizations, telecommunications, financial and mortgage institutions, and technology organizations.
• Confidential is a Certified Project Management Professional (PMP) and a Certified PeopleSoft Human Resources Management Systems (HRMS) ERP Specialist; and possesses extensive experience in project leadership, solutions delivery, and quality assurance using Systems Development Life Cycle (SDLC) and Agile/Scrum methodologies. Highlighted tools/activities include:

• Project Management Portfolio (e.g. Risk, Quality, Scope, Schedule, Quality, Cost) using MS Projects Implementations, Upgrades, Operations & Maintenance Latest Testing Methods (e.g. Unit, SIT, UAT, SAT, Performance, Regression, Parallel Operations) Functional Design, Fit/Gap Analysis, Configurations, Data Mapping, As Is and To Be Process Mapping Requirements Traceability Matrix, RICE Development, Interfaces, Conversion, Extensions
• Full Life Cycle: Planning, Requirements, Design, Development, Testing, Training, Deployment, Sustainment Oracle OUM, Agile Methodology, Sarbanes-Oxley Independent Verification and Validation (IV&V), Department of Defense Joint Interoperability Test Command Interoperability, Section 508 Compliance, SFIS, FFMR, Audit Readiness
• HP QC/ALM, Oracle UPK, PeopleSoft Test Framework, IBM Rational ClearCase/Clear Quest, STAT

• As a Project Manager, Confidential has the strong ability to use tight controls on project risks, quality, scope, schedule, cost and other factors. She enforces a CMMI level framework and engages with stakeholders in all project phases, from inception to implementation. As a Senior Functional Analyst, she applies stringent methods to analyze system and business requirements, prepare design solutions, generate relevant and unique test/validation scenarios, and break complex defects/issues into manageable resolutions, coupled with best practice recommendations and current technology trends. She provides excellent documentation in elaborating functional and non-functional/technical requirements, associating use cases to design/development activities, and managing design and test activities in compliance with organizational standards and regulatory policies. The recent Oracle products and PeopleSoft modules in version 9.2 that are included in the projects are as follows:
• Core Human Resources (HR) - Position Management, Workforce Administration (e.g. PAR, Person), Profile Management
• Benefits, Time Reporting and Payroll - Benefits Administration, Base Benefits, eBenefits, Time and Labor, Absence Management, North American Payroll, Global Payroll, Payroll Interface
• Talent Acquisition - Talent Acquisition Manager (TAM), Recruiting Solutions, Candidate Gateway
• Talent Management - ePerformance, eCompensation, eDevelopment, eProfile, Workforce Planning, Succession Planning
• Enterprise Learning Management (ELM) and Oracle Policy Automation (OPA)
• Oracle Business Intelligence Enterprise Edition (OBIEE), HR Analytics, BI Publisher, SOA and Fusion Middleware
• Common Components - Foundation Tables, Security Administration, Workflow, Self-Service

PROFESSIONAL EXPERIENCE

Confidential

Lead Principal and Managing Consultant

Responsibilities:

• Supporting the pre-RFP effort to design and configure a prototype for the ATIS solution, using the Army requirements and the components of Peoplesoft ELM 9.2, with integrated data from PeopleSoft HCM 9.2, OPA for rules analysis and processing, and OBIEE for analysis and reporting, as well as the Enterprise Integration Protocol (EIP) components from Integration Broker and the Global Search Framework.

Confidential, DC

Sr. PeopleSoft HCM Lead

Responsibilities:

• Led a team of four to eight PeopleSoft functional and technical specialists in analyzing system capabilities and designing solutions to meet the Core HR requirements defined in the EHCM Requirements Traceability Matrix provided by the HHS stakeholders who represented the operating divisions including the National Institute of Health (NIH), Centers for Disease Control and Prevention (CDC), among others.
• Used an Agile methodology, to design the solution for Position Management, Person Model, Profile Management, Talent Acquisition Manager, PAR Processing, Base Benefits, Payroll/Payroll Interface, Manager/Employee Self Service Dashboard and Organization Chart. Major activities and work products within each Sprint were demonstrations, subject matter expert (SME) reviews, use cases, business process maps, data conversion analysis and resolution, system configurations, and conference room pilots (CRPs).

Confidential

Sr. PeopleSoft Business Systems Analyst

Responsibilities:

• Provided functional support for Production Change Requests and System Production Requests through the use of Maximo, Jazz and STAT tools, for managing the operations and maintenance of the Human Resources Information Management Systems using Oracle PeopleSoft HCM version 9.1.
• Supported the annual Affordability Care Act (ACA) compliance reporting through the ADP vendor, the implementation of the Employment Verification program using Equifax, and the 2016 Quarterly Payroll Tax Updates.
• Documented the Customer Support instructions and Frequently Asked Questions (FAQs) through the Wiki documents.

Confidential

Test Management Lead

Responsibilities:

• As the Test Management/Deployment/Training Lead for SRA International, supporting the IDIQ program for the replacement of the Defense Retiree and Annuitant Pay System (DRAS) into the new Defense Retired and Annuitant Pay System 2 (DRAS2) using Oracle PeopleSoft HCM and Global Payroll version 9.2.
• As the Test Work Group Lead, conducting stakeholder sessions; submitting the Test Management Plan (TMP) for functional and non-functional test cycle approach, Deployment Management Plan, and Training Management Plan as Contract Data Requirements List (CDRL) deliverables; coordinating the availability of the test environments; led test team in the development of test data requirements, test cases/scenarios, and test scripts; usability of test tools (HP Quality Center/Application Life Cycle Management Suite/Load Runner/Unified Functional Test) for generating test documentation; management of Test Readiness Review (TRR) and leading Section 508 Accessibility Tools testing.
• As the transitioning Project Manager, positioned the new team with the existing resources from the incumbent, and aligned the Functional Lead and Technical Lead as the two new key resources that oversee the incumbent resources. Delivered the Transition Plan to the client that describes the approach for performing and managing the project to successfully migrate support from the incumbent contractor to its proposed solution of creating technical and functional methodologies for delivery of the current GEMS PeopleSoft 9.1 products as requested by the customers.

Functional Analyst

Confidential, DC

Responsibilities:

• Provided functional support for managing Change Requests for delivery of Human Resources Information Systems ( Confidential ) Periodic Release enhancements and incident resolutions using Oracle PeopleSoft HCM version 9.1.
• One major enhancement was for the Personnel Security Management system that stores background checks and security clearances for Law Enforcement Officers.
• Responsibilities include analysis of IBM Rational ClearQuest incidents, research and analysis, documentation of Change Request Documents (CRDs), Functional and Technical Documents (FDTDs) and Functional User Test (FUTRs).

Confidential

Sr. Manager

Responsibilities:

• Managed the development and deployment of the daily download interface of CDC HR-related data extracted from the HHS PSC’s Capital HR system as the System of Record, and into the CDC Identity and Access Management system, to provide services to Title 5, Title 38 and Title 42 personnel.
• Supported the project team in testing the functionalities from PeopleSoft Financials and Supply Chain modules to verify and validate that the implemented system meets the requirements for business processes related to the Grants, Projects, Contracts, Payables, Billing, Receiving, Commitment Control, and General Ledger modules.
• Managed the Functional Planning and Strategy to Design and Build phases for 23 Colleges and the System Office, and interfacing with the three main systems of record for HR/Benefits and Payroll under the governance of the Virginia Department of HR Management and Department of Accounts. A structured methodology was used to provide work products for “As Is” and “To Be” Process Flows using a proprietary Industry Print tool, Requirements Traceability Matrix, Fit/Gap Analysis worksheets, Configuration Workbook, Configuration Guide, Functional Specifications, Prototypes, Data Conversion worksheets, Interface worksheets, and Test Plans. The modules include core HR with Position Management, Base Benefits, Absence Management, Time & Labor, NA Payroll, and Employee Self Service.

Confidential

Sr. Project Manager

Responsibilities:

• Implementation and production support of the global PeopleSoft 8.3 Benefits Administration, in conjunction with the HRMS 8.3 upgrade of HR, Payroll Interface, and eProfile modules. Managed the 2003 and 2004 U.S. Open Enrollment and Event Maintenance, through an online web system managed by Marsh and McClennan and the Call Center managed by Mercer Inc.
• Support of the PeopleSoft HR Administer Workforce, Compensation, Desktop Management, Benefits Administration, and Payroll Interface; maintained the daily Change Management Transaction system, and facilitated weekly discussions with business and team members from the UK, Paris, and Singapore.
• Global implementation of the 2004 Salary Planning Tool using customized PeopleSoft 8.3 Compensation and eCompensation, as part of annual employee assessment process. Global implementation of PeopleSoft 8.3 Recruit Workforce and eRecruit, with production support and enhancements.
• Enhancement of the global PeopleSoft Manager and Employee eProfile, to improve the workflow of the workforce administration processes for employee personal and contact information changes, job changes, promotions, terminations, relocations, and others.