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Senior Functional Consultant Resume

Summary of Work Experience

  • Eighteen years of comprehensive experience within Information Technology space spanning Enterprise Applications, Client Server and Internet technologies in designing and delivering business solutions to the clients across multiple industries.
  • Nine years into full life cycle implementation, upgrade and support of PeopleSoft HRMS solutions covering all major modulessuch as Core Human Resources (workforce administration, workforce development, position management, competency management, global assignment, career/succession planning, compensation/salary planning, HRMS security, department security tree-design/redesign etc) Base Benefits, Benefits Administration, COBRA Administration, Stock Administration, Time and Labor, Absence Management, NA payroll, Payroll Interface, Enterprise Learning Management (ELM), HCM Integration with General Ledger.Self Service applications such as eProfile/eProfile Manager Desktop, eDevelopment, Talent Acquisition Manager/Candidate Gateway, ePerformance, eCompensation, ePay, eBenefits,
  • Excellent process orientation in performing project scoping, business process re-engineering, fit/gap analysis, requirements gathering, functional design, application configuration, user interactions, testing and production support.
  • Good technical Knowledge of PeopleCode, Application Engine, SQR, SQL. Integration Broker, Application Messaging and XML Publisher.
  • Strong expertise in Quality Assurance as part of full life cycle implementationsof the above modules with specific emphasis oncreating system/integration test plans, requirements traceability; developingmanual test cases/test scripts; performing functional, integration and regression testing; managing defects andpreparingcomprehensive test metrics.
  • Adequate working knowledge and experience in PeopleSoft FSCM modules such as GL, AP, AR, Purchasing, eProcurement.
  • High proficiency and hands on experience in working with a). Automated Requirements/Testing & Defect Management Tools such as SQL Robot, Mercury Test Director 7.5/ 8.0, Quality Center, WinRunner 7x/ 8x, LoadRunner 7x/8x, Quick Test Pro 5x/6x/8x/9x, Rational Requisite Pro, Rational TestManager, Rational ClearQuest 6x,7x/ClearCase 6x/7x, DOORS, Quest Stat 4.1x. b).Databases such asOracle 8, 8i & 10g, SQL Server 2000 & 2005. c.) Database Interface Tools such as Toad, SQL Developer, WinSQL, nVision, Crystal Reports. d). Project Management Tool such as Microsoft Project andMicrosoft Visio. e).Training development tool such as UPK 2.7 & 3.5. f). Project Methodologies such as Six Sigma, Agile and Compass.
  • Strong implementation/upgrade skills and high level of business process knowledge of PeopleSoft 8.3, 8.8 and 8.9 and 9.0 versions.
Areas of Expertise

ERP : PeopleSoft EPM 8.8, PeopleSoftHRMS 7.5, 8.0, 8.3, 8.8 and 8.9 and 9.0

Technical : People Tools 8.4 x, SQL, SQR, PL/SQL. ASP

Domain Knowledge : Human Resources, Business Development,Sales & Distribution

Core Competencies :Communication, Inter-Personal, Presentation, and Client Interface

Professional Experience

June 2009 to Present

Project : User Acceptance Testing and Training of users in Core HR, Talent
Acquisition Manager/Candidate Gateway and Payroll for North
America–PeopleSoft HCM 9.0
Client : Confidential, NY
Role : Senior Functional Consultant

This is a user focused effort at testing the applications comprehensively and specifically toward making users self sufficient in meeting their business requirements. The efforts include

  • Preparing requirements traceability for a detailed coverage of User Acceptance Testing.
  • Developing test cases/scenarios for end to end test coverage.
  • Developing Job Aids as part of user training.
  • Developing test scripts for execution of functional tests
  • Coordinating with users in testing all the requirements.
  • Adding value to user training with valuable tips and tricks for easy application usage.
  • Reviewing user’s level of comfort using applications with related metrics.
  • Coordinating development of training materials using UPK
  • Facilitating business policy orientation for users with internal policy/subject matter experts.

June 2008 – June 2009

Project : Data Conversion and Implementation of Core HR, BaseBenefits/Benefits
Administration, COBRA Administration, Time & Labor, Payroll for North
America and ePerformance and Special Projects -PeopleSoft HCM 8.8
Client : Confidential,DC
Role : Senior Functional Consultant

This is a phased data conversion and special projects implementation for multiple agencies of District of Columbia Government. This involved conversion of entire HCM data comprising Human Resources, Benefits, Time & Labor and Payroll from legacy system (CAPPS) into PeopleSoft HCM 8.8. The agencies involved in the conversion are Office of Personnel and Retirement System (OPRS), Office of Personnel & Educational Facilities Management (OPEFM), Office of Superintendent of Special Education (OSSE), Office of Department of Transportation (OSSE DOT), District of Columbia Public Schools (DCPS).

Data conversion:
The data conversion activity entailed the following tasks.

  • Gather business requirements for meeting data conversion and other business needs as they currently exist in the legacy system.
  • Analyze data with various system/business users of the legacy system.
  • Conduct Fit-Gap analysis of the data conversion efforts.
  • Prepare detailed data maps spanning Human Resources, Benefits, Time & Labor and Payroll and ePerformance systems.
  • Develop conversion matrix at record and data element levels.
  • Interact with system and business users on data mapping based on various business rules in the legacy system.
  • Coordinate with technical team during data conversion using automated data conversion processes such as Component Interfaces, SQRs, and File Layout among others.
  • Analyze converted data following every mock conversion for data quality and integrity.
  • Document data conversion related issues and working towards resolutions with business users.
  • Design application configuration document.
  • Configure applications with base lined configuration design document.
  • Work on redesign of security tree consequent to addition of new agencies.
  • Responsible for all data conversion related deliverables fit-gap analysis, data maps, conversion matrix, traceability matrix, gap resolutions among others.
  • Conduct functional testing of the configuration and application data for data accuracy and integrity.
  • Identify gaps in business processes not met by delivered solutions in PeopleSoft HCM 8.8 system.
  • Document gaps with details of resolution of gaps.
  • Develop security matrix for user population across HRMS suite of applications.
  • Execute and troubleshoot tasks per conversion cut over plan.

Special Projects:
The major gaps identified during initial project definition also known as ‘Special Projects’ such as Summer Pay Credit (SPC), Individual Retirement Reporting (IRR), Visa Teachers Payroll, Mass Concurrent Hire among others involved the following activities.

  • Perform functional analysis and gather business requirements
  • Analyze requirements to apply system solutions to business problems
  • Create prototypes for new designs and walk through with business owners
  • Develop functional specs for special projects, data flow diagrams flow charts and functional mapping for automated solutions in support of business process operations and functions
  • Document system enhancement proposals, outline issues, alternatives and provide recommendations detailing performance, costs, scheduling, time and benefits
  • Review functional specs with business sponsors for approval.
  • Develop configuration design documents for all the special projects.
  • Develop migration scripts for the configuration data.
  • Spearhead unit and system testing of special projects.
  • Develop test plans for system and User Acceptance testing.
  • Establish test entrance/exit criteria.
  • Execute system and integration testing of all the special projects.
  • Prepare test completion report.
  • Interface regularly with customers at various levels.
  • Train business users and provide go-live support

January 2008 to June 2008

Project : Implementation of HCM system as part of integration with global legacy
HR system. Modules implemented were core HR, Payroll for North America
and Talent Acquisition Manager/Candidate Gateway –PS HCM 8.9
Client : Confidential,VA
Role : Senior PeopleSoft HCM Functional Consultant

This is an integration project with the objective of implementing HCM 8.9 system including data conversion from legacy systems of global subsidiary company operating in 10 countries.

The role as a senior functional consultant involved

  • Capturing prioritized business requirements from business process owners.
  • Working sessions with business process owners to demonstrate application capabilities related to Talent Acquisition Manager and Candidate Gateway.
  • Carrying out fit-gap analysis based on the business requirements gathered
  • Reviewing fit-gap document with business process owners.
  • Developing functional specifications based on the gaps identified.
  • Integrating Talent Acquisition Manager with Payroll for North America for Employee Referral Program.
  • Analyzing impact of custom process for job opening and offer approval processes, new hire contract administration, absence recording & racking, car management among others.
  • Preparing data conversion plans and developing data maps for conversion into 8.9 systems.
  • Preparing the configuration design document and completing configuration of the systems.
  • Leading testing efforts for all the systems being rolled out by developing comprehensive test plans, test scripts and test cases
  • Carrying out functional testing of all delivered and custom functionality
  • Tracking defects and retesting following resolution.
  • Preparing test completion report.
  • Setting up user security profiles for the merged entity.

May 2007 to December 2007

Project : Upgrade from HCM 8.3 to 9.0 - Salary Planning, eCompensation,
eCompensation Manager Desktop and Total Compensation.
Client : Confidential, FL
Role : Senior PeopleSoft Consultant

This is an two stage upgrade from HCM 8.3 to 8.9 and then to 9.0. My role focused on upgrade of Core HR and new implementation of the entire Compensation suite comprising Salary Planning, Variable Compensation, Total Compensation and eCompensation applications.

As a senior consultant, the role consisted of

Business Analysis and Implementation

  • Leading the project scoping sessions with project sponsors
  • Developing demo scripts on all applications under scope as above.
  • Conducting conference room pilot on all the above applications.
  • Developing as-is and to-be process flows and narratives on salary planning, variable compensation and total compensation.
  • Gathering business requirements on all the applications under scope and base-lining them.
  • Conducting fit-gap analysis workshops with the business owners.
  • Organizing design sessions based on base-lined business requirements
  • Developing functional design specifications on specific application customizations/enhancements including interfaces.
  • Preparing data maps for loading employee incentive data from Oracle Incentive Systems.
  • Developing overall security matrix for salary planning and eCompensation
  • Perform detailed functional activities based on project cut over plan schedule.
  • Developing training manual for end users and training them on the use of the system.

Quality Assurance

  • Spearheading quality assurance efforts focused on system and UAT testing of the entire HR and compensation systems.
  • Preparing of detailed test plan, test entrance criteria, requirements traceability matrix, test cases among others using Quality Center, Rational RequesitePro.
  • Logging and tracking quality defects using Quest STAT tool.
  • Supervising code and object migration in coordination with developers.
  • Managing test resources, team calls and end user interactions.

December 2006 to May 2007

Project : PeopleSoft HCM Data Conversion and Upgrade from 8.3 to 8.9
Client : Confidential, FL
Role : Senior HCM Functional Consultant

This is part of acquisition of Guidant Corporation, MN by Boston Scientific, MA and consequent merger of Guidant’s HCM 8.3 system into Boston Scientifics HCM 8.9 system.

As a senior HCM functional consultant, was engaged in data mapping and conversion activities related to Human Resources including Compensation; ePerformance, Base Benefits and Absence Management in the initial phase and then leading to the upgrade phase. The responsibilities among others include the following,

Business Analysis and Implementation

  • Detailed functional analysis of PeopleSoft 8.3 and 8.9 systems for accurate data mapping.
  • Preparing detailed data maps on both set up tables and employee tables
  • Mapping customizations in 8.3 system with the delivered functionalities in 8.9 system and developing data maps.
  • Leading the mapping sessions with teams from both legacy and 8.9 systems and compiling issue log for final resolution.
  • Preparing functional requirements document to serve as a baseline for detailed technical design for data conversion.
  • Doing additional configuration work in keeping with the new requirements.
  • Involved in the department security tree redesign following merger of Guidant into Boston Scientific.

Quality Assurance

  • Leading the quality assurance efforts with a team of three test analysts.
  • Carrying out complete testing activities as part of Quality Assurance requirement by developing a comprehensive system and integration test plans, requirements traceability, test scripts supported by test cases, preparing test data profiles to cover multiple scenarios following data conversion, with the help of automated testing tools such as Quality Center and Rational Requisite Pro.
  • Actual execution of test scripts using Quality Center.
  • Managing defects till the resolution stage using Clear Quest.
  • Managing change control as part of overall project management using Clear Quest..
June 2006 to December 2006

Project : Upgrade from PeopleSoft HCM 8.3 to 8.9 of Core Human Resources
including Compensation and Talent Acquisition/Candidate Gateway.
Client : Confidential, CA
Role : Senior Principal Consultant

Offered following consulting expertise in the upgrade efforts. This is an upgrade for global HRMS roll-out.

Business Analysis and Implementation

  • Performing scoping efforts leading to project feasibility and implementation of Talent acquisition and Candidate Gateway applications.
  • Performing detailed gap analysis with a review of delivered functionalities compared to the business requirements.
  • Conducting conference room pilot on a few business process areas and deltas related to theapplication.
  • Designing Setup Manager to generate list of project implementation tasks based on the product features selected.
  • Loading data using component interface into control, transaction and prompt tables among others.
  • Meetings with the SME’s to discuss their business needs and requirements
  • Undertaking detailed application configuration by populating setup tables in prototype environment with sample data.
  • Identifying areas to be customized to meet the identified requirements.
  • Assisting the client in process redesign where feasible to avoid customization
  • Initial testing to confirm that the proposed configuration meets the business requirements
  • Training users to complete setup tables following the prototype example
  • Writing functional specifications for development where customization was necessary
  • Coordinating the migration of configuration and development from prototype and development environments to testing environment and then to production environment
  • Developing end-user training guides prior to implementation
  • Providing post-implementation support
  • Management and documentation of process overviews on Total Compensation and Mass Changes as part of project upgrade and documented them in detail.

Quality Assurance

  • Leading the quality assurance efforts with a team two test analysts.
  • Developing test Strategy, test Plan, requirements traceability matrix, test scripts for system and regression testing of HR and Manager Self Service applications using Quality Center, Rational Requisite Pro.
  • Executing functional tests using test scripts created in Quality Center.
  • Managing defects/issues and resolution using Rational ClearQuest.
  • Managing performance testing using performance testers.
  • Preparing Test Completion and lessons Learnt reports.
February 2006 to June 2006

Project : Implementation of Compensation and Budgeted Salary Increase modules.
Upgrade/Enhancements of eBenefits/Benefits Administration
including COBRA Administration- PS HCM 8.8
Client : Confidential, NY
Role : Senior Principal Consultant

As a Senior Principal Consultant, was responsible for the following

Business Analysis and Implementation

  • Carrying out detailed business analysis of compensation planning and budgeted Salary increase and demonstrating the product capability to the client.
  • Preparing fit-gap document in keeping with their business requirement of copy forward of compensation increase retroactively on converted data from legacy system.
  • Configuring mass salary increase functionality using group build and salary increase budgets.
  • Designing functional specification for Event status change, Termination and Reinstatement event classes in Benefits Administration.
  • Doing partial configuration of these applications including additional eligibility/event rules, benefit programs.
  • Trouble shooting event processing related issues including multiple events (change flags) at employee levels.
  • Gathering business requirements and performing fit/gap analysis for eCompensation and eBenefits.
  • Preparing user training manual on Salary Planning functionality including application configuration

Quality Assurance

  • Developing system test cases and test scripts related to eCompensation and eBenefits integrated testing using Test Director.
  • Executing tests, logging issues and resolving data related issues using Test Director.
  • Preparing requirements traceability and managing changes in requirements as part of testing life cycle.
October 2005 to January 2006

Project : Implementation of Compensation and system testing of Benefits,
Compensation and Time & Labor modules - PeopleSoft HCM 8.8
Client : Confidential,DC & VA
Role : Senior Functional Business Analyst

Business Analysis and Implementation

  • Gathering of detailed business requirements for implementing unique compensation model for different employee types.
  • Identification of customizations and work around solutions for retiring a few customizations as part of fit/gap efforts.
  • Preparing configuration design document besides setting up the system based on that.

Quality Assurance

  • Preparing requirements traceability matrix, test plan, test scripts in Quality Center
  • Execution of tests using Quality Center comprising Test scripts development
  • Preparing test completion reports including analysis. The applications tested as part of the testing efforts include Human Resource, Compensation, benefits and time and Labor modules of PeopleSoft HRMS 8.8 version.
July 2005 to October 2005

Project : Business Process Analysis, Re-Design and Future State preparation
Client : Confidential,VA
Role : Senior Functional Consultant

This was done as a part of overall initiative to undertake detailed Business processes and systems analysis of existing Human Capital Management system leading to development of a road map for future state including process and application architecture.

As a senior consultant, the responsibilities were

  • Studying current state of HCM in PeopleSoft 8.0 version, FMS in PeopleSoft 8.4 version and EPM in PeopleSoft 8.8 version
  • Developing business cases for process and system improvements.
  • Conducting scoping of efforts at optimizing utilization of packaged solution.
  • Performing fit-gap analysis to lead to future state of operations.
  • Conducting an analysis of various options and recommendations of best-fit solutions within the core ERP system, as it existed then. This entailed feasibility of upgrading the current PeopleSoft 8.0 HCM suite comprising modules such as Workforce Administration/Development, Training, Position Management, Competencies, Talent acquisition (eRecruit), Compensation Planning, Performance Management including ePerformance, Payroll, Base Benefits/ Benefits Administration, eTime/Time and Labor, ePay, eCompensation, Contingent Workforce Management to PeopleSoft 8.9 version.

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