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Sr. Peoplesoft Consultant Resume

TECHNICAL SKILLS:

Functional: PeopleSoft - HR, Base Benefits, Recruiting, Training and Development, Profile Manage (Competency Module). EEO/AA Reporting, Manage Professional Compliance, Self Service (eRecruit, eProfile, eDevelopment, eBenefits, ePay, and eCompensation) Process Mapping, Fit/Gap Analysis, Workflow Analysis, Functional Requirements Definition, Process Re-Engineering, Functional Specifications, Report Design New Functionality Review, Customization Review, Process Analysis and Design Specification, Security Strategy and Application, End-user Training / Knowledge Transfer, Post-implementation Support, Testing

Technical: Crystal/Query, Application Designer, nVision, SQL/SQR, PeopleSoft Security

WORK HISTORY:

Sr. PeopleSoft Consultant

Confidential

Responsibilities:

  • Responsible for configuration of Non-Persons profiles and “global” configuration of Talent Acquisition Manager 9.2v.
  • Identified issues, documents options, and recommended resolutions. Created sequential test scripts using UPK.

Sr. PeopleSoft Consultant ePerformance Functional Lead

Confidential

Responsibilities:

  • Led fit/gap sessions on the PeopleSoft ePerformance module; functionality was reviewed and client’s business requirements were gathered.
  • Responsible for developing the project plan and led weekly staff meetings.
  • Responsible for developing the “To be Business Process Flow Mapping”, for the Police Academy, Police Department and a number of city agencies.
  • Reviewed and set up Human Resources and Profile Manager related functionality for the ePerformance module.
  • Created the system design setup document; developed the functional specifications for new customizations base on the clients’ business requirements.
  • Led the train the trainer sessions and also trained the ePerformance administrators.

Talent Acquisition Manager Lead

Confidential

Responsibilities:

  • Responsible for developing the Interactive Design Process (IDP) calendar and agendas; “As-Is” processes were reviewed, “Future State Visions” were developed, 9.1v “Delivered Functionality” reviewed, “Pre-Session” requirements developed, “Goals of Meeting” set and “Tasks after Meeting” developed.
  • Led the fit/gap sessions on the PeopleSoft’s Talent Acquisition Manager (TAM) module; new functionality was reviewed and client’s business requirements were gathered.
  • Analysed and suggested recommendations as to the clients’ 57 original customizations in PeopleSoft’s 8.9v TAM.
  • Created the system design setup document; developed the functional specifications for new customizations base on the clients’ statutory and business requirements.

Confidential ePerformance Functional Lead

Responsibilities:

  • PeopleSoft 9.1v ePerformance implementation.
  • Conducted a review of PeopleSoft ePerformance module while gathering business requirements base on Oracle’s Workflow, Reports, Interfaces, Conversions and Extensions (W.R.I.C.E) methodology.
  • Designed level two and three process flow maps based on PeopleSoft’s delivered functionality and the client’s proprietary performance system.
  • Led fit/gap sessions based on local and statutory requirements for the following Business Units; United States, England and Eastern Europe.
  • Created performance evaluation and development forms for exempt and non-exempt associates’ including annual, semi-annual, promotion and transfers forms.

Confidential

Business System Analysts (BSA)

Responsibilities:

  • Responsible for developing business and system requirements for a new compensation system for a national bank.
  • Develop system requirements for interfaces between Plateau and PeopleSoft 9.1v HR Core, Payroll (North American), Plateau to O.C. Tanner (Line of Business) and Plateau to SRC system.
  • Consulted with Plateaus’ and the banks’ development team.

Confidential

Talent Management Functional Specialist

Responsibilities:

  • Responsible for ‘as-is’ business processes sessions and conducted demo of the PeopleSoft system while gathering business requirements for ePerformance modules 9.1v.
  • Led fit/gap sessions, identifying potential customization, reports and data conversion.
  • Performed QA and Testing.
  • Post implementation support.

Talent Acquisition Functional Specialist

Confidential

Responsibilities:

  • Analyzed client’s current state and requirements. Provided subject matter expertise in re-designing the PeopleSoft recruiting process 9.0v to match client’s business needs, formulated recommendations and showed the client creative ways to utilize the delivered tools and templates to achieve their unique needs.
  • Re-setup and reconfigured client’s TAM 9.0 environment including Competency Management modules. Documented step by step instructions and tips.
  • Mentored the client on new business processes. Performed QA and Testing.

Confidential

Talent Management Functional Specialist

Responsibilities:

  • Analyzed client’s current state and requirements for the following modules:
  • Manage Competencies, Talent Acquisition Management, Enterprise Learning, Performance Management, eDevelopment, ePerformance and Succession/Career Planning
  • Identified business process improvement opportunities.
  • Identified risks, barriers/issues for each module and provided recommendation/alternatives for resolution.
  • Produced and presented Competency module review (Fit/Gap) report to the House of Commons Project Steering Committee.

Confidential

Managing Consultant

Responsibilities:

  • . Made recommendations for initial phase for building PeopleSoft HCM Practice

Confidential

Talent Acquisition Functional Specialist

Responsibilities:

  • Analyzed client’s current state and requirements. Provided subject matter expertise in re-designing the PeopleSoft recruiting process 8.8v to match client’s business needs, formulated recommendations and showed the client creative ways to utilize the delivered tools and templates to achieve their unique needs (with customization; for example the ability to track positions numbers on the job requisition, Continuous Job Requisitions in 9.0v).
  • Re-setup and re-configured client’s TAM 8.8v environment including Competency Management modules. Documented step by step instructions and tips.
  • Mentored the client.
  • Performed QA and Testing.

Talent Management Functional Specialist

Confidential

Responsibilities:

  • Analysed client’s current state and requirements for the following modules:
  • Manage Competencies, Talent Acquisition Management, Enterprise Learning, Performance Management, eDevelopment, ePerformance and Succession/Career Planning
  • Identified business process improvement opportunities
  • Identified risks, barriers/issues for each module and provided recommendations/alternatives for resolution.

Confidential

Succession Planning Functional Specialist

Responsibilities:

  • Provided the critical up-front planning/analysis steps to establish the upgrade/implementation foundation for PeopleSoft Confidential 9.0.
  • Identified resource/role requirements, project time/cost estimates specifically for Confidential (core).
  • Identified business requirements and customer wish list for Confidential (core), Succession Planning and Profile Management (Competency Management).
  • Reviewed customizations and compare reports between 8.8v & 9.0v, and performed a functional/business analysis of existing inbound/outbound interfaces between PeopleSoft and 3rd Party systems.
  • Conducted working sessions and process review interviews with users and client Subject Matter Experts (SMEs). Created module-specific questionnaires that were used to interview the business users for current state analysis.
  • Identified risks, barriers/issues for each module and provided recommendation/alternatives for resolution.

Confidential

Talent Acquisition Functional Specialist

Responsibilities:

  • Responsible for ‘as-is’ business processes sessions and conducted demos of the PeopleSoft system while gathering business requirements for the Talent Acquisition and Competency Management modules.
  • Led fit/gap analysis sessions, identified potential customizations, reports, data conversion and interfaces.

Assessment Specialist

Confidential

Responsibilities:

  • Assessing the current state of the HR, Benefits, Payroll, Recruiting and Competency Management processes and their relation to the PeopleSoft environment.
  • Reviewed current processes and performed comparisons to industry best practices and provided recommended strategy for migration to a best practice model.
  • Evaluated readiness and benefits for upgrading their current PeopleSoft environment to version 8.9v or 9.0v.

Talent Acquisition Functional Specialist

Confidential

Responsibilities:

  • Conducted client presentations, functional setup requirements and table loading sequence documentations along with analysis of 8.8v vs. 8.9v.

Confidential

Functional Lead Consultant

Responsibilities:

  • Participated in ‘as-is’ business processes sessions and conduct demo of the PeopleSoft system while gathering requirements.
  • Responsible for high-level project plan, functional setup configuration requirements leading to fit/gap analysis identifying potential customizations, and implementation of the following modules:
  • Develop Workforce, eRecruit, eRecruit Desktop Manager, Competency Management and Resume Processing modules (PeopleSoft 8.8v).
  • Responsible for setting up delivered workflow, customized recruiting reports, executed test scripts by roles (Hiring Manager, Recruiting Manager, etc.) and training staff on new functionality.

Functional Lead Consultant

Confidential

Responsibilities:

  • Responsible for refocusing the companies’ implementation efforts, created a presentation pack with a mantra, recruiting business processing mapping, high-level system functionality review, fit session agenda, task list and recruit workforce - setup/use worksheet.
  • Responsible for fit/gap analysis, project plan and implementation of the following modules: Develop Workforce, eRecruit and eRecruit Desktop Manager, Competency Management and Resume Processing modules for PeopleSoft 8.3v including customization of the requisitions authorization page.
  • Modified SQR for offer letters and components for award programs.
  • Responsible for setting up delivered workflow, created test scripts by roles and training staff on new functionality.
  • Develop Workforce: Verity index processing, search for applicants and auto-match criteria.
  • Responsible for customizing reports EEOC and job posting detail

Functional Lead Consultant

Confidential

Responsibilities:

  • Responsible for fit/gap analysis, project plan and implementation of the following modules.
  • Administer Workforce (work location, business unit, departments and job codes).
  • Administer Training with analysis of competencies and accomplishments evaluation (Competency Management).
  • Manage Professional Compliance by defining plans, entering and monitoring regulated individuals.
  • Recruiting Workforce (verity index processing, search for applicants and auto-match criteria) PeopleSoft 8.8v. Worked with functional and technical leads on the set up of eRecruit, ePay, eCompensation, eBenefits and Resume Processing.
  • Developed customized reports for Benefits and Recruiting departments using queries and SQR.

Functional Lead Consultant

Confidential

Responsibilities:

  • Participated in ‘as-is’ business processes sessions, responsible for fit/gap analysis, project plan and implementation of the following modules
  • Develop Workforce, eRecruit, eRecruit Desktop Manager and Resume Processing modules (PeopleSoft V8.3).
  • Responsible for designing customized workflow, reports, executing test plans and training staff on new functionality.

Confidential

Functional Lead Consultant

Responsibilities:

  • Responsible for fit/gap analysis, project plan and implementation for the following modules: Administer Workforce, Develop Workforce, eRecruit, and eCompensation modules PS8.3v.
  • Responsible for setting up delivered workflow, executing test plans and training staff on new functionality.
  • Responsible for upgrading “re-implementing” security from PeopleSoft 7.0v to PeopleSoft 8.1v and trained staff on new PeopleSoft 8.1 security roles, permission lists and user Ids.
  • Evaluated the company employee roles set up procedures for evaluating permission list modification. Reviewed and set up Object Security.
  • Reviewed and assessed high level issues, risks and assumptions used by the company’s conversion team.
  • Under established PeopleSoft Product lines Confidential and Manufacturing, identified the processes required for setup / configuration / data conversion load sequence and hierarchy required for product implementation.
  • Responsible for defining and executing test plans.
  • Created and managed related questionnaire content database.

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