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Sr. Peoplesoft Consultant Eprofile And Talent Acquisition Manager Lead 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 eProfile and Talent Acquisition Manager Lead

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.

Confidential

Sr. PeopleSoft Consultant ePerformance Functional Lead

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.
  • Created performance evaluation and development forms for exempt and non-exempt associates’ including annual, semi-annual, promotion and transfers forms.

Confidential

Business System Analyst

Responsibilities:

  • Responsible for developing business and system requirements for a new compensation system (Plateau) for a national bank.
  • Develop system requirements for interfaces between Plateau and PeopleSoft 9.1v HR Core, Payroll and Plateau to SRC system (Spot awards).
  • 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.

Confidential

Talent Acquisition Functional Specialist

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.
  • 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.

Succession Planning Functional Specialist

Confidential

Responsibilities:

  • Provided the critical up-front planning/analysis steps to establish the upgrade/implementation foundation for PeopleSoft HRMS 9.0. Identified resource/role requirements, project time/cost estimates specifically for HRMS (core).
  • Identified business requirements and customer wish list for HRMS (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.
  • 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.
  • Conducted client presentations, functional setup requirements and table loading sequence documentations along with analysis of 8.8v vs. 8.9v.

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