Below are the 4 HRIS Analysts / Specialists & 4 HR Programmers / Data Analysts with ADP & other systems experience. The Thor Group® provides these professionals as well as software engineers, systems engineers, developers, project managers, systems analysts, systems administrators & ADP implementation specialists on a consulting, contracting or direct hire basis.

Would a HRIS analyst with experience in reporting, HRIS system configuration/administration, risk mitigation, recruiting, training, workplace safety, benefit administration, as well as employee and labor relations match the needs of your organization? Technical expertise is composed of ADP, Oracle, Microsoft Office Suite and more.

When employed as a HRIS analyst for a business management consulting company, the responsibilities involved building and configuring HRIS systems for ADP clients, as well as training ADP clients in utilizing ADP systems. In addition, running reports on daily basis regarding system set up and client data was part of the assigned tasks.

While working for a health insurance company as a HRIS analyst, duties included the administration of the company’s leave of absence and worker’s compensation claims programs. Additional tasks involved performing employee grievance resolution, state unemployment / disability claims and FMLA/LOA. Other assigned responsibilities included serving as a liaison to management, supporting an 800 employee workforce and providing support to managers in the field.

Can having a human resource information system (HRIS) specialist with automotive industry background have a positive impact on your company? Technical background includes using ADP Enterprise V5/ADP Reporting and ADP Canada. This specialist has the following designations: Global Professional in Human resources (GPHR) from Society for Human Resource Management (SHRM); and Global HR Professional Certified from American Society of Employers (ASE). Professional affiliations are also with America Society of Training & Development (ASTD).

When working for an automotive supplier, this HRIS specialist was in charge of the administration of the company’s global talent acquisition system. Key responsibilities included system administration, evaluation of system enhancements/upgrades, integration with payroll/data repository systems and user training. Another duty was the administration of the global performance management interface. Other tasks included system administration, evaluation of system enhancements/upgrades, integration with payroll/data repository systems and user training.

Additional position functions involved providing system support to all ADP HRIS end-users in 14 locations, including problem solving, clarification of system processes/procedures, data correction and report creation. Other responsibilities involved serving as a functional expert for the company on system enhancements, assisting in system development for business requirements, gathering data, design, test, implement, system upgrades, and support of new or modified applications to all global HRMS applications.

Could the future success of your organization be helped by this HRIS analyst with extensive background in the implementation, upgrade, UAT, reporting, analytics, and project management? Technological expertise consists of ADP Enterprise V5, ADP WFN V9, SAP, Taleo, Microsoft Office Suite and more. Core competencies include performance management, international human resources, recruitment/retention, benefits/compensation and project management.

Contributed to the company’s success through planning, directing, and coordinating HRIS activities of the organization to maximize the use of human resources and maintain functions. Being responsible for upgrades and implementation of new systems was also part of the job. Additional duties involved directing the design, selection and implementation or modification of HRIS and other HR computer solutions; such as ATS, performance management, and LMS.

Supported company goals and objectives by maintaining proper configuration in HR systems, including business rules and workflow. Some of the responsibilities were composed of processing and managing workflow rules for various forms of employee status changes (i.e. new hires, terminations, promotions, etc.). Performing moderately complex organizational management changes in ADP tools and ensuring company structure was accurately reflected were some of the tasks carried out.

Does hiring a human resource information system (HRIS) specialist with experience in the transportation and IT industries match your company’s current needs? Technical know-how is mainly focused on ADP and other data processing tools.

As part of a trucking company, this HR specialist processed weekly multi-state payroll using ADP run, in addition to taking charge of invoices research payables, tracking invoices and preparing checks. Wage garnishments, W-4, state and local withholding forms was also performed. Employee benefit enrollments, terminations, and qualifying event changes were also processed. This specialist also took charge of new hire paperwork and I-9 documentation and organizing and maintaining employee payroll and personnel files.

While with a company specializing in HR information solutions, this analyst provided ongoing phone support with the use of diagnostic skills together with internal tools to identify root causes for customer issues, develop solutions and recommend appropriate action to prevent recurrence. Timely response was provided to Ceridian customers on payroll, HR tax filing, and billing issues. The analyst was also responsible for a dedicated group of accounts in terms of goal attainment (quota), customer satisfaction and market coverage.

How can your organization gain an advantage with the help of a HR programmer who is adept in ADP with experience in manufacturing and IT industries? Technical competencies involve ADP system, ReportSmith, Structure Query Reports and SAP.

Job descriptions encompassed supporting writing ad hoc reports using a database reporting tool called ReportSmith against the EHRMS/ADP system and focusing on manufacturing, accounting and taxation areas. Significant functions covered leading numerous successful technical developments, as well as handling installations and enhancements in support of various software systems. This HR programmer worked closely with the human resources staff to understand various needs.

Developing and implementing the HRMS benefit structures which improved processes and accuracy were skills brought to the table. Duties involved developing various SQRs (Structure Query Reports) on the HRMS/ADP system and making modifications to the ADP application using eBuilder. Performing bi-annual upgrades of the HRMS/ADP system and developing an interface to an external benefit system to help the company keep up with requirements were some of the key roles.

Does a human resource (HR) data analyst who worked in the financial services and automotive industries pique your interest? Technical knowledge covers the use of ADP HRMS, Workday HR, Kronos and other tools for HR data management. In addition to being a certified Senior Professional in Human Resources (SPHR), the data analyst also has an International Certificate in Banking Risk and Regulation (ICBRR) with training in foundations of banking risk (FBR).

While working for a used-car dealer, primary focus was on human resources technology and analytics. Duties were managing a team of analysts that support the ADP HRMS, Payroll, Manager Self Service, Employee Self Service, Kronos Time & Attendance, Talent Acquisition, SuccessFactors Talent Management, HRIS, HR Business Intelligence, and HR Data Warehouse systems. This support included system installation, configuration, maintenance, customization, vendor relations, internal customer service, auditor support (SOX compliance), project management, and reporting to all levels of company management.

As data analyst for a credit card service company, this individual supported Workday HR system implementation. The position duties required testing, reporting, documentation, and analysis to ensure accurate data inputs/ outputs from RWA calculator. Various manual data inputs were also supported as well as producing ad hoc and standard regulatory reports.

Would a HR programmer who is skilled in ADP with work background in government, advertising and pharmaceutical industries help your organization achieve greater success? Technical specializations cover ADP, SQR programming, PS Query, ReportSmith, TOAD, SQL Plus, Oracle, SQL Server, UNIX and Crystal Reports.

An important accomplishment included supporting ADP Enterprise, various PeopleSoft modules and support tools. Creating and modifying existing SQR, ADPR or PS Query programs in both the PeopleSoft 8.8 and ADP EV5 environments were included in the list of responsibilities. This HR programmer wrote benefit audit programs to verify that the coverage was consistent between the Winflex enrollment interface file and the PeopleSoft systems.

Other duties consisted of researching and developing table knowledge of the eTime environment. Functions covered utilizing Crystal Reports to provide custom reports against eTime data, as well as modifying vanilla reports that could not run in the application due to the 1000 record limit. Job descriptions involved writing multiple reports and packages using SQL Server reporting and integration services, in addition to providing production support for non-hosted ADP Enterprise clients.

Is having a human resource (HR) data analyst with background in the professional services industry a good match for your company’s needs? Knowledge of computer systems is mainly on ADP (particularly Workforce Now), Siebel CRM, and other data analysis tools. Besides being a certified Professional in HR, the specialist is a Certified Professional as per Society for Human Resource Management.

Working for a provider of business services, this senior HR data analyst was selected to proactively consult with clients and recommend strategic benefit/HR solutions to improve critical business outcomes by creating custom weekly reports to analyze repeat client daily activities. Part of the job was also hosting meetings to collect business requirements for newly developed Client Supplemental Database. Besides implementing ad hoc analysis of data via SQL queries, Siebel (CRM), and ADP Workforce Now, the analyst also coordinated test execution for UAT, SIT, and production support by gathering BRD’s for implementation.

Other duties involved facilitating weekly meetings to fine tune the monitoring tool kits which consisted of a number of tools providing application event, error event, health & welfare and availability monitoring across the infrastructure. Weekly attestations were reviewed to ensure client employees agreed to hours worked as well as to review new hire attestations. Achievements included having 96% client retention in fiscal year 2014 which was the highest in national accounts. This was done by analyzing, resolving, and troubleshooting issues escalated by clients as well as lower level staff.