SUMMARY:

• Act as intermediary between IT and Human Resources partners.
• Conduct feasibility and impact assessments to determine gaps and identify how they will be closed. Build business cases.
• Apply a holistic approach to project analysis to include potential risks, End - to-End process improvement, sustainability, and software technical change requests. Develop scope and timelines. Set goals and establish priorities across resource teams.
• Manage data conversions and drive decision making processes to ensure systems are integrated efficiently. Map critical “as is”, “to be” processes using Visio. Identify value-add components and levels of work for teams.
• Examine current reporting routines and receiving audience. Recommend improvements for effective reporting.
• Track project logs,test plans, software configuration changes, and issue resolution (SharePoint, WorkFront, JIRA, HPQC, etc.). Develop comprehensive project plans to effectively manage tasks and work assignments using Clarity, Primavera, PPRT, etc.
• Identify budget parameters and manage resource utilization to ensure financial requirements meet expectations.
• Employ user adoption methodologies and feedback strategies. Partner with HR Teams to identify potential employee concerns and impacts resulting from the change. Emphasize WIIFM approach for development of communication and training.
• Design test plan strategies, manage test case execution, and document defect triage.
• Provide periodic project status reports to management and senior executives.
• Participate in cutover/go live activities. Provide post production support until project transitions to BAU.

EXPERIENCE:

Confidential, White Plains, NY

Project Manager

Responsibilities:

• Worked with OmniPoint Staffing and Ernst Young to develop Statement of Work (SOW) and project scope for work request.
• Assumed dual role of Consultant and Change Manager for project. Met with Senior Leadership for feedback and approval on Road Map Strategy.
• Responsible for managing a team in a matrix environment. Team responsible for updates to Advanced Compensation Module to include impacted reports and BIRT Worker Merit Statement.
• Developed Test Strategy, Test Plan including cases, and Text Execution tactics.
• Ensured Salary, Bonus, Hourly/Daily Rates, Stock, etc., showing correctly on Merit Statement and that defect triage was documented for future reference and testing.
• Tracked all test defects, problems/issues, and gaps. Triaged deflects and recommended solutions to senior leadership team. Implemented tracking tools and process to ensure required documentation for future audits.
• Responsible for identifying applicable tickets in Service Now and developing a plan to close tickets.
• Recommended strategy to improve User Experience and Adoption for upcoming 2019 Comp Planning Process.

Confidential, Atlanta, GA

Project Manager

Responsibilities:

• Management of team in a matrix environment.
• Responsible for updates and new features to Workday Advanced Compensation and other modules: Developing Planning, Goal Setting, Get Feedback, Performance Review, Annual Rewards, and Worker Merit Statement.
• Documented, configured, and unit tested all proposed solutions recommended by implementation partners.
• Demo proposed solutions to business partners and incorporated feedback.
• Performed knowledge transfer with existing teammates, assisted with the identification/resolution of BAU issues, and provided guidance on enhancements requested by business partners.
• Migrated configuration in test and production environments, and support regression testing as required.
• Problem solved issues with bonus plans. Worked with HRBPs to ensure correct plan assigned. Reviewed impacted offer letters for bonus and stock awards. Developed test cases and triaged defects to ensure plan showed correctly on Employee Merit Statement.
• Managed client requests via backlog approach. Analyzed complex requirements.
• Evaluated issues, questions, and requests to assess potential gaps in Workday processes. Tracked and resolved open items and incidents from ticket queues, email boxes, and client phone calls, etc.

Confidential, Charlotte, NC

Project Manager

Responsibilities:

• Management of teams in a matrix environment.
• Responsible for supporting the successful completion of Global Compliance and Operational Risk Anti-Money Laundering (AML) and other initiatives which include people, process and technology improvements; create, maintain and execute project plans. Manage project data in PPR Tool.
• Integrate with Change, Business and Compliance Transformation partners to manage the projects and be proactive in gathering status updates from partners, while minimizing impact. Execute on Enterprise Change Management Structure (ECMS) requirements. Act as Consultant to the Enterprise PMO to drive Project adoption and Employee Readiness across 6 projects. Act as the liaison between technology and the business partners.
• Integrate Agile and Change Management methodologies; assess gaps, recommend strategies.
• Facilitate communication, influence and negotiate both vertically and horizontally to obtain agreement between partners. Establish and provide supporting documentation for governance.

Confidential, Greenville, SC

Project Manager

Responsibilities:

• Supported Organization Change Management Executive/Project Sponsor during transition to SAP.
• Created SAP Master Change Management and Risk Plan; implement strategies to ensure plan was delivered effectively. Evaluated SAP training approach and made recommendations to 3rd Party provider.
• Developed Sponsor and Stakeholder roadmap; built Change Control Board and Risk Register strategies.
• Assessed overall change management structure at an executive level, implemented recommendations. Partnered with KNOA Project Lead to determine initial User Experience metrics.
• Balanced requests, changes, resistance, etc., between business units and implementation partners.
• Devised Lessons Learned and project/pilot close approach.

Confidential, Charlotte, NC

IT Project Manager

Responsibilities:

• Assisted in defining scope and impacts of enterprise implementations and upgrades for Global Compensation; Recommended change management plan to include deployment strategies. Partnered with Corporate Communications and Training for approval on Global Compensation change management plan.
• Assumed role as Workday Compensation Administrator. HCM module E2E implementation experience includes Compensation, Performance Management, Personnel Administration, Self-Service, and Reporting. Worked with 3rd party vendors to integrate comp data into Workday. Partnered with the vendor / system integrator, Project Manager, business users, IT, and service providers to coordinate work and facilitate project deliverables across multiple work streams.
• Populated FTS HCM Workbook for Job Profile, Grades, Grade Profiles, Cost Centers, etc. Identified and worked with Job Family Owners, Lines of Business (LOBs), stakeholders and the vendor / system integrator and/or partners to help develop milestone schedules. Stakeholders included business partners in the UK and APAC.
• Managed project via Clarity, Microsoft project, and SharePoint. Communicated project status via daily wrap ups and weekly status reports. Ensured project and change management plans met PMO requirements.
• Resources managed in a matrix environment; focused on building trust and communication channels to get delivered results on time and within scope.
• Identified Global Compensation data sources and integrations. Partnered with IT team on plan to migrate data to Workday. Mapped data fields from PeopleSoft to Workday Job Profile.
• Developed test plans for Global Compensation to include regression testing. Ensured testing occurred in the correct tenant and in Sandbox. Provided passwords and test IDs. Recruited testers from LOBs and compensation.
• Educated testers on HPQC test basics. Coordinated UAT and Regression test execution with Test Director. Utilized HPQC to triage defects. Held daily testing resolution status calls. Ensured users completed detailed courses on LMS.
• Participated on team to build new COE for Workday. Trained assigned and new COE teammates on Workday Basics for compensation, compensation reporting, and data governance, position management, and new Job Codes/Job requests. COE tickets in queue, incidents from email boxes, calls, etc., as part of post-production support.
• Developed plan to transition Workday Compensation activities to BAU/new COE.

Confidential, Mooresville, NC

HR Project Manager

Responsibilities:

• Completed PMO documents to include Scope, Charter, Risk Register, and Data Governance request identified third party vendors’ scope of work and potential conflicts (contracts, NDAs, etc.).
• Recognized potential internal conflicts (resources, timing, other projects, etc.); partnered with Sr. Leadership to identify best solutions to meet deadlines and minimize change impacts to enterprise and implementation partners.
• Analyzed telephonic triage application (Fonemed), Workers’ Compensation claim intake software, and telephone systems (Telecom and Verint) for implementation deficiencies to include document, human resources, and data controls. Worked with IT to develop TLS encryption, data mapping, data migration and equipment installation strategies (Avaya, Verint, InQuira). Developed and implemented change strategy, system/user test scripts, training and communication strategies, quality controls, and detailed plans. Provided implementation coach for BAU transition.

Confidential, Chicago, IL

Senior Advisor/Business Consultant

Responsibilities:

• Assessed client’s control systems to include financial documents and bookkeeping applications for potential risks.
• Utilized balance sheets and cash flow statements to determine financial strength, liabilities, and assets within a defined point in time.
• Used other financial documents such as Profit and Loss statements, Budgets, Break Even analysis,
• Account Receivables and Payables, IRS 1120 to assess company’s level of resources to sustain slow economic periods. Recommended possible causes for low profitability, turnover, lack of sales, etc.
• Recommended solutions were competitive for client’s industry and market.
• Evaluated client’s financial status.

Confidential, Charlotte, NC

Consultant

Responsibilities:

• Projects included examining business controls with a focus on document retention and evaluation of employee abilities to help organization achieve goals. Conducted risk assessments based on FINRA requirements.
• Developed solutions for Continuing Education/CE inactive financial advisors across the United States with Stock Broker licenses (Series 7, 24, 6, 63, 65, 66). Trained advisors to effectively use Learning Management Systems (FINRA, Branchnet, Learning Exchange) and to schedule required CEs at test centers. Worked with technology partners to upgrade impacted systems. Recommended plans to mitigate risks and improve business processes.

Confidential

Director Corporate Human Resources - Supply Chain

Responsibilities:

• Implement assigned Human Resources projects for Supply Chain.
• Developed Project Management Plan for Culture Change Initiative. Developed Project Charter, Statement of Work, and Risk Plan. Conducted Sponsor and Stakeholder surveys; assessed impact of change on organization.
• Partnered with Field Directors and District Managers to develop a plan to close Taleo, I-9, Diversity, and Interviewing Skills gaps for Store and to increase effective utilize HR systems to assess application flow processes.
• Developed comprehensive scorecard to measure effectiveness (ROE/ROI) of leadership development deployment and human resource metrics. Scorecards included Company trends and individual business units.
• Audited work locations for compliance to Succession Plan objectives (Manager Trainee, IDPs, and PIP deployment).
• Implemented new approach for Workers’ Comp administration. Wrote supporting HR and Safety policies, designed and facilitated training for Management Team
• Redesigned Performance and Compensation programs based on market evaluation.
• Managed Distribution Center Human Resources Teams. Implemented talent acquisition strategy, succession plan, high potential/diversity development, Workers’ Compensation, and Leave Program and employee relations resolution. Guided HR Managers on year-end Merit Compensation and Bonus Plan and Communication Strategy. Managed Calibrations Sessions to include Lominger Matrix. Ensured weekly payroll met budget within pool distributions.
• Resolved employee relations issues via case management approach. Reduced number of complaints and incidents by 37%.
• Act as the liaison between business partners expectations and technology implementations.