Below are the 4 HR Directors, 4 Payroll Managers and 4 Benefits Managers with Ceridian & other systems experience. The Thor Group® provides these and other HR, benefits, payroll, compensation & office specialists with Ceridian, your industry as well as other systems expertise on a consulting, contracting or direct hire basis.

Could the future success of your organization be helped by this human resources director with experience working in retail, marketing and IT services industries? Educational attainment is composed of Bachelor of Science in Health Services Administration and Master of Business Administration, Human Resources Management concentration. Technical proficiencies consist of Ceridian Dayforce, Ceridian HPW, Papervision, Custom Payroll-Kronos and ADP.

Contributed to the organization’s success by driving transition and serving as Recruitment SME from Ceridian Recruitment platform into a fully integrated HCM platform, Dayforce Ceridian. While employed in a retail company as a human resources director, led training of the new Recruitment platform. Platform instantly improved analysis, reporting, and planning capabilities while streamlining daily HR functions. Also, directed the company’s use of technology to leverage recruitment via company websites and external sources (i.e., career and recruitment sites, professional sites and social media).

Supported organizational goals and objectives by pioneering company Employee Handbook; collaborating with legal counsel to develop sound, formal operational policies and procedures ensuring regulatory compliance; replacing previous ad-hoc, inconsistent human resources operations. Serving in an information technology and services company as a human resources director, directed and provided daily guidance in all compensation, leave of absence, recruitment & retention, employee relations, position management, policy and compliance matters. Moreover, partnered with CEO in re-organizing the corporate structure. Furthermore, developed proper reporting channels, organizational charts, performance management program, performance appraisal system and reinforced a culture of accountability.

Would your organization benefit from hiring a compensation and HR director with experience working in a mental health services center? Technological knowledge is composed of Ceridian HR, SAP HCM, UltiPro, ADP HRB, ADP Virtual Edge, MS Office, Selerix, WageWorks Portal and Halogen. Core competencies include human resources leadership/strategy, human resources transition to business partner model, legal compliance and HR operational systems efficiency.

While working for a mental health services center, spearheading the compensation and benefits programs analysis and design was a primary responsibility. Some of the tasks were identifying and starting the implementation of SAP HCM going from a paper driven HR department to a paperless, fully automated setup. Furthermore, this specialist reported directly to the CEO and brought all human resource competencies in-house from a PEO, while defining the HR and payroll departments from scratch and hiring key staff.

As a director of human resources, part of the job was to lead an HR team of nine to collaborate with and coach business leaders to align the organizational structure to the company strategy. Additional tasks involved improving workforce planning, developing a talent pipeline, as well as managing employee performance to drive business results thereby increasing sales and decreasing turnover.

Is impacting your organization with a human resources director with work experience in automotive, consumer electronics and auto parts industries a current business consideration? Educational background is composed of Managerial Accounting. Professional certifications involve SPHR- Senior Professional in Human Resources and GPHR- Global Professional in Human Resources. Computer systems skills consist of Ceridian HCM, Ceridian Dayforce Payroll, ADP Pay Expert, Fidelity Payroll, MAS 90, MAS 200 and Peachtree Accounting.

While employed in an automotive company as a human resources director, implemented a Performance Management Feedback system using SMART goals. Also, carried out implementation of Ceridian HCM system to track Performance Management online. Part of the job was to work closely with executive and mid-level management to educate and assist in goal setting, as well as implement Ceridian HRIS system to automate HR processes including headcount, PTO and other HR reporting for U.S., Canada and Europe. This specialist was involved in the restructuring of the company from an entrepreneurial culture with little infrastructure to a platform with more controls, formal procedures and processes.

Part of the job as a human resources manager in a consumer electronics company was to participate in strategic planning initiatives; major achievements include the reorganization of sales and marketing department and reduction of workforce resulting in a payroll savings of over $750,000 annually. Furthermore, provided executive, management and high level Technical Recruiting through personally developed resources resulting in a savings of over $300,000 in recruiting fees. Additionally, streamlined recruiting process by developing Talent Acquisition Website.

What contributions could a director of human resources who worked in education, newspaper /media and logistics industries bring to your organization? Educational background is composed of Associate of Business, Mid-Management, Bachelor of Science Business Management and Masters of Business Administration (MBA). Professional certifications involve PHR- Professional Human Resources Certification and SHRM-CP Certification. System experience consists of Ceridian Dayforce, MS Dynamics, PeopleSoft, Kronos, Lawson and Oracle.

Challenges like performance and leave management, employee relations, compensation, wellness, workers compensation and benefits were welcomed and successfully completed on a regular basis. While employed as a director of human resources, led software conversion to Ceridian Dayforce, as well as development, implementation, oversight and training of all HR and Payroll policies and processes. Moreover, performed HRIS/Payroll system maintenance and led software conversion projects to Ellucian and Ceridian. Also, led HR and Payroll department staff as well as mentored Graduate Assistants.

Shared expertise by managing HR department and supervising department of four reports, as well as directing all HR, Payroll, Safety, EHS, Security and Parking functions. While employed in a newspaper company as a vice-president of human resources, directed and accomplished all aspects of Human Resources including policy development, recruitment, on-boarding, training, benefits and leave administration, compensation, investigations, discipline, terminations, unemployment, organizational development, workers compensation, and legal compliance. Furthermore, worked with legal and outside consultants to increase efficiency.

Would it be beneficial for your organization to employ a payroll manager with experience working in packaging/containers, semiconductor and airline/aviation industries? Professional certifications involve Certified Payroll Professional. Core proficiencies consist of Ceridian, Workday, SAP and ADP.

Serving in a packaging and containers company as a payroll manager, balanced monthly/quarterly taxes in Ceridian and ADP. This professional extracted any and all data from Legacy using SQL base reporting and analytics for preparation of parallel testing and history loading to new payroll system (Success Factor/ECP(SAP). Also, created mapping of all wage types in ECP (SAP) payroll including Canadian wage types which included correcting the mapping of Benefit Focus import into ECP(SAP) system for more automated import of medical benefit elections. Moreover, manually created Payroll journals to post to GL along with Labor Summary reports to distribute to cost center managers, as well as created a template to load RSU transactions to payroll based on vesting schedule.

As a finance-payroll manager in a semiconductor company, managed weekly and biweekly US payroll and Canada Payroll. Some of the tasks were creating Journal Entries, Intercompany and Expat invoices, as well as Tax filings of all State/Local Jurisdiction for WH and UI. In addition, processed Federal Returns and Annual Submission of W2s. Furthermore, accurately completed GL reconciliations and bank reconciliations, as well as full testing and implementation of Workday system.

Would a detail-oriented HRIS payroll manager with work experience in internet, building materials and airline/aviation industries fit in your organization? Professional certifications involve CNA: Certified Network Administrator. Software skills involve Ceridian HR, Workforce, Dayforce, Workday, UltiPro and QuickBooks.

Some accomplishments included serving as a contributor on the HRIS project team implementing Ceridian Dayforce in transitioning from Enterprise 6.0. Serving in an internet company as an HRIS payroll manager, oversaw the bi-weekly payroll processing consisting of six company codes and 2000 employees ensuring accurate and timely processing. This professional partnered with HR Business Partners to ensure all HR cross-departmental impacts of payroll and finance are posted. Part of the job was to ensure that all employee stock options, commissions, STD and FMLA are processed timely and accurately. Other responsibilities were overseeing functions of the Payroll operations, time clock updates, accruals, schedules, as well as ensuring payroll process and procedures are currently updated according to company policies and state regulations.

Shared expertise by providing evaluation, selection and implementation of HCM UltiPro software from Workday, complete implementation within four months. While working in a building materials company as a payroll manager, configured, built, and managed integrations to various external vendors, continuously monitored & addressed any errors/ issues. Furthermore, did ongoing design, configuration and administration of UltiPro data & modules including HCM, Advanced Compensation, Benefits, Time Tracking, Absence Management, Reporting, Onboarding, and Performance Management. Also, managed HRIS and Payroll related projects that improved the overall operational efficiencies.

Could the future success of your organization be helped by this payroll manager with experience working in telecommunications, insurance and banking industries? Educational attainment is composed of BA with Concentrations in Accounting & Mathematics and MBA with Concentration in Human Resources. Technical skills consist of Ceridian, Paychex, Workday, ADP and Infinium HR/Payroll.

Contributed to the organization’s success by leading payroll team and activities to deliver efficient processes & controls resulting in timely and accurate payrolls, tax processing, general ledgers and financial reports to customers and agencies. While working in a telecommunications company as a payroll manager, managed and oversaw the payroll function, including quarterly and annual tax returns, W-2s, amendments, prior years’ discrepancies, and audits. Moreover, fixed all tax discrepancies since 2016 to current; minimized penalties and recovered money for company. In addition, led process improvement events and activities to ensure policy & processes are harmonized, automated and efficiently being executed on a regular basis.

Supported organizational goals and objectives by acting as project manager for various strategic initiatives to continually improve, harmonize and centralize payroll setup and activities. Served as SME and advisor when required by partnering with Tax, Legal, Finance, HR on questions, projects or providing support as it relates to payroll administration or payroll tax matters.

How can a payroll manager who worked in oil/gas, food/beverage and restaurant industries help your organization? Professional certifications involve Certified Payroll Professional. Software skills consist of Ceridian HR, ADP and UltiPro software.

Working with challenging issues such as performing three implementations of five company codes into HRMS systems, ADP & Ceridian have vetted this specialist’s work experience. While employed in an oil and gas company as a payroll manager, supervised exempt and non-exempt employees processing 3500+ employees in multi-jurisdiction, multi-union payrolls on a weekly and biweekly basis. Part of the job was to perform as an ADP PayForce System Administrator, training over 300+ personnel (via Webinar) on ADP PayForce Rapid Pay, as well as maintaining close relationship with HR, Benefits, Finance, Operations and Audit. Also, established effective entry and auditing procedures.

With a “can do approach” in the area of supervising non-exempt employees processing 12500 employees in multi-state, multi-tax jurisdictions payrolls on weekly/bi-weekly basis through Ultimate Payroll/Tax Service. While working in a food and beverage company as a payroll manager, provided daily guidance to 3 non-exempt Payroll Specialists, as well as monitored performance with ongoing feedback and formal review, provided on the spot and formal training, analyzed procedural and compliance issues then implemented corrective measures. Furthermore, ensured accuracy of payroll data via performing audits and maintaining SOX compliance.

Does a benefits manager who is experienced in aviation, aerospace and telecommunications industries, as well as knowledgeable in Ceridian HR and Ceridian Dayforce pique your interest? Technical knowledge involves using Ceridian HR, Ceridian Payroll and Ceridian Dayforce. Educational attainment includes Master’s Certification in Human Resources, Master of Business Administration (International Business), and Bachelor of Science in Public Relations.

Major responsibilities of this benefits manager included planning, designing and implementing benefit programs for employees, as well as ensuring compliance with all federal regulations, processes and requirements. Key roles involved conducting plan audits to reduce risk and handling premium, benefit plan and enrolment audit to ensure claims were paid accurately while coverage was in place for individuals that were eligible. Dependent verification audits were carried out, and reports summarizing audit findings and recommendations for improvement were provided. Payroll audit was conducted to ensure that 401(k) contributions matched, true-up were correct and posted timely with the record keeper. The job covered coordinating and administering all employee benefit plans, to include health and welfare plans, flexible spending plans, 401(k) plan and workers’ compensation. Plans were reviewed to ensure compliance and competitiveness. Vendor management was part of the tasks, along with managing 5500 filings, ACA Report and filings. The Ceridian Dayforce Payroll System was implemented.

In another job, the pharmacy benefit manager was implemented for the company’s prescription drug program with projected savings year over year of $85,000. Proficiencies included plan designing, analysis, managing and interpreting employee benefit programs, designing/implementing a wellness plan program and reviewing/analyzing legislation/regulation related to retirement plans/ health/ welfare plans.

Could the future success of your organization be helped by this benefits manager who worked in electronics, manufacturing and hardware industries, as well as proficient in Ceridian HR? Technical competencies involve Ceridian HR, Ceridian Payroll, Benefitfocus, Discovery Benefits and Businessolver. Areas of expertise included global benefit management, 401K and deferred compensation programs and vendor/broker management.

Important contributions of this benefits manager included managing and administering benefit programs for over 600 employees worldwide. Tasks covered vendor, broker/ budget management; events/ services; annual 401(k), workers’ compensation and internal finance audits; due diligence for company activities; and reduction in force assistance. Accomplishments involved developing a successful benefit program for new wireless joint venture and assuring a smooth transition of the 401(k) plan into the ST 401(k) plan with little disruption. This individual negotiated $329,000 in insurance premium savings by introducing a new medical carrier and increased employee satisfaction at minimal expense with the introduction of an employee assistance program, long-term care, cancer insurance, service awards, new hire welcome kits and various onsite services.

One of the key roles in another job involved managing employee benefit programs for 6,000 employees in 23 countries with the support of two benefit analysts. Responsibilities included legal compliance, vendor and broker management, benefit system administration, international wellness benefits and leave of absence programs. Contributions covered saving approximately $430,000 in merging the 401(k) plans and realizing $1.8M in savings consolidating employee benefits. Global benefits in 22 countries were harmonized following the merger. Implementing multiple benefit/COBRA administration systems (including Ceridian, Benefitfocus, Discovery Benefits and Businessolver) was efficiently handled.

What can a benefits manager with work background in manufacturing, software and insurance industries, as well as specialization in Ceridian HR, Ceridian Dayforce and Ceridian HCM bring to your organization? Technical specializations involve Ceridian HR, Ceridian Dayforce, Ceridian HCM, ADP PCPW, ADP PayForce, ADP Reporting, ReportSmith and Buck Advantage. Educational background includes Master of Arts in Professional Counseling and Bachelor of Science in Criminal Justice. This individual is a Licensed Professional Counselor and Certified Professional in Human Resources (PHR).

Working with areas such as supervising the shared services benefits and payroll department, while also supervising two payroll, one benefits coordinator and one receptionist position were some of the skills brought to the table by this benefits manager. One of the duties covered coordinating employee self-insured benefit program delivery for 4,500 employees covering medical, Rx, dental, vision, HSA, FSA, Life/AD&D, COBRA, FMLA, STD, LTD and EAP in a shared services environment. All third party benefit billings requiring monthly review/reconciliation and frequent audits were managed. Key roles covered managing 401k files/inputting between payroll system and vendor, along with working closely with the retirement group on all 401k reporting, issues and audits. This individual served as project manager for both benefits and payroll conversion ADP to Ceridian.

Overseeing and identifying claim issues/trends were done by working with employee(s) as well as insurance companies to resolve any issues/ trends were reported to the VP human resources. Responsibilities consisted of understanding and applying appropriate benefit/ payroll laws such as COBRA, HIPAA and SOX, in addition to assisting in setting up or revising benefit plans in the benefits software program.

Could your organization use a benefits manager who is experienced in education, real estate and legal services industries, as well as proficient in Ceridian HR, Ceridian Payroll and Ceridian FLX Visual HR? Technical proficiencies cover Ceridian HR, Ceridian Source 500, Ceridian FLX Visual HR, Ceridian E-Source, Ceridian Payroll, SAP and ADP. Educational attainment includes BS Secondary Math Education and Certifications in Human Resource Management. Aside from being a Certified Project Manager (CPM), this certified SPHR finished the HR Generalist program from Society for Human Resources Management (SHRM).

Primary tasks of this benefits manager included administering health/ welfare plans, qualified/ non-qualified retirement plans, workers’ compensation, FMLA, FSA, COBRA and HIPAA, as well as completing and filing IRS report/return (Form 5500) for all ERISA plans. Programming and managing the HRIS upgrade to Ceridian’s Source 500 were also handled. Key roles covered managing the annual open enrolment process for all employees and partners, changing from paper to online, in addition to creating and delivering new hire benefit orientations in Philadelphia as well as six satellite offices. Accomplishments involved redesigning health & welfare employee cost sharing strategy, projected to save $200K over two years, changing PA/NJ/DE partner benefit plans, saving approximately $400K and negotiating with the insurance company on past due balances to save over $700K.

Contributions consisted of streamlining and revising the 401(k) and health/ welfare SPDs as well as the benefits policy manual, in addition to organizing and running the first rate annual health fair for four hundred employees and partners. All benefit policies were revised. A benefits coordinator and two human resources assistants were supervised.