SUMMARY

• Unique blend of experience in Human Resources, IT, Procurement, and Project Management for a Global Manufacturer, Financial Services, Life Science companies and Food Industry. Designed high - performing strategies and executable solutions to support Human Resources Information System (HRIS), Talent Management, Talent Acquisition, Compensation, Benefits, Organizational TEMPEffectiveness, and HR Master Data Management.
• Implemented Workday Human Capital Management (HCM) at multiple companies. Highly familiar wif Workday Domains, Functional Areas, Configurable Security, and various Workday modules and features.
• Worked wif all levels of Management from CHRO to HR Operations/Generalist.

TECHNICAL SKILLS

• Workday, PeopleSoft, ADP, Lawson/Infor Systems
• Vendor Management Solutions
• International HRIS Management
• Certified in Project Management
• Strategic Human Resources Planning
• Certified Six Sigma Black Belt
• Change Management & Reengineering
• Certified HR Professional
• Cross-Functional Team Leader
• Workforce Planning and Forecasting
• Merger & Acquisition Restructuring
• Data Analysis / Multidimensional Modeling
• Strategic Planning / Technology Planning
• Budget Management / Cost Control
• Procurement / Materials Management
• Database Management Systems
• Project Management Tools
• Dashboarding & Analytics
• Taleo, CornerStone, Success Factors
• Microsoft Office, SharePoint

PROFESSIONAL EXPERIENCE

Confidential, Greater San Francisco, California

HR Technology Architect

Responsibilities:

• Serve as a key member of Global IT and HR teams, directly reporting to CIO and wif a dual reporting relationship wif CHRO. Lead HR technology strategy and implementation solutions. Partner wif Global Applications IT team and HR business leaders to define the HR technology strategy, as well as maintain and execute the HR technology global blueprint for Workday and other global HR systems. Act as a liaison wif third-party vendors. Act as a change agent and lead the company's short- and long-term HR strategies. Key role in implementing functionalities in Workday such as Recruiting, Safety Incident Tracking, Dashboards, and other functionalities to enhance user experience.
• Provided support and guidance to implement Workday HCM, including Payroll, Recruiting, and Benefits at Highmark Health and Allegheny Health Network. Designed and Developed Stakeholder/HR/Scope/Integration Management Processes for West Virginia University.

Confidential - Canonsburg, Pennsylvania

Director

Responsibilities:

• Led HR Technology and Architecture to streamline HR processes to have a unified solution.
• Key role in implementing functionalities in Workday HCM such as Security, Performance Management, Talent, Compensation, Benefits, Absence Management, Jobs & Positions, Reports and Dashboards.
• Worked closely wif Workday HCM partners and internal HRIS team to develop the project plan, track issues, and report status.
• Supported mergers and acquisitions (M&A) activities - HR systems integration, onboarding of new companies/employees, evaluation of plans related to compensation, benefit, absence/time-off; and audit & performance analysis.
• Managed HRIS system(s) vendors to ensure strong and collaborative relationship.
• Guided and advised in developing and restructuring Job Profiles.
• Analyzed Compensation and Benefit programs to ensure alignment wif business strategy.
• Partnered wif IT & HR leadership in the evolution, establishment and execution of IT short term and long term strategy.

Confidential - Lansing, Michigan

Manager HRIS, Human Resources

Responsibilities:

• Directly reported to the Vice President of Human Resources and managed HRIS Analysts.
• Key role in implementing functionalities in Workday HCM such as Performance Management (Goals and Reviews), Onboarding, Contingent Workers, Manager Self Service, Absence Management, Talent, Individual Development Plan, Dashboards and enabled single sign-on and mobile.
• Partnered wif senior management to proactively identify, develop and drive short-term and long-term HR solutions and strategies dat deliver efficiencies, reliability, and support the growth of Jackson.
• Significantly increased the data quality in HR systems by implementing Employee Self Service, Manager Self Service, automation of processes, and periodic audits/reviews.

Confidential

HRIS Manager

Responsibilities:

• Managed PeopleSoft HRIS solutions for 9 countries and 12 companies in the Americas region.
• Key liaison between HR in the Americas region and Confidential headquarters in Germany.
• Supported world-wide HR Data Warehouse, HR Knowledgebase, and Audit Controls & Governance.
• Worked wif third party providers to implement HR training solutions including contract negotiations.
• Designed and implemented Self Service, HR metrics/balance scorecard, automation of workflow for onboarding and off-boarding using SharePoint, published HR policies and procedures, and implementation of Retention and Archival policies.
• Led the implementation of a $500K email management system (Archival, Retrieval, eDiscovery) and developed a new email management policy to maintain confidentiality and minimize risk.