Below are the 3 Payroll Managers, 3 Compensation Managers & 3 HR Managers with Oracle HR & other systems experience. The Thor Group® provides HR, Payroll, Compensation, Office & Oracle HR Software Implementation Professionals on a consulting, contracting or direct hire basis.

Does recruiting a US payroll manager with experience in software, food and professional services industries meet your organization’s requirements? Software background covers Oracle Payroll, Oracle Time & Labor, ADP, PeopleSoft, Ceridian, Paychex, Peachtree/Sage 50, MCBA, Great Plains, GroupWise, and Kronos. Areas of expertise include payroll system development, payroll system project management and federal/state/local payroll tax administration. This individual graduated with Bachelor of Arts in Liberal Studies.

Working in a software company, this US payroll manager was in charge of Oracle product development, design and testing of Oracle Payroll Application as part of working with Application IT Group & Development Team. Tasks were managing and coordinating corporate acquisitions relating to payroll (8 acquisitions in 2005 including PeopleSoft). In addition to taking care of annual Sarbanes-Oxley audit and on-going compliance, part of the job was managing Oracle Time & Labor interface to Oracle Payroll Application. Additional concerns included daily off-cycle payroll processing including termination, leave of absence payment, non-qualified stock transactions, commission payments, stop payments and reissue. The individual was responsible for high volume payroll call center and payroll e-mail account. Semi-monthly 401k as well as Voluntary Deduction reconciliation and wire transfer were managed.

Another job called for managing ADP bi-weekly payroll processing as well as managing ADP E-Time & Attendance. Strategic payroll, accounting and human resources reporting were developed utilizing ADP ReportSmith. Apart from partnering with IT for system support and resources, the job called for managing data for worker’s compensation annual audit, ESOP eligibility, 401k audits, and SOX compliance audits.

Is hiring a payroll manager/timekeeping process improvement lead who worked in the professional services and construction industries a good move for your organization? Computer knowledge covers the use of Oracle Time & Labor (OTL), ADP (Payforce, Pay eXpert, Workforce Now, PCPW), SAP, PeopleSoft, Fidelity PSW, Sage 300/ Timberline, MS Dynamics Solomon, and AS/400. The individual is a member of the American Payroll Association. This hard-working payroll specialist has over 20 years of experience in the finance industry.

This payroll/timekeeping process improvement lead was responsible for bringing in non- integrated companies’ payroll and timekeeping to financial service center. Part of the job was assessing current processes of four integrated companies using process improvement techniques to make them more efficient and streamlined. Besides managing and reconciling the insurance exchange account for discrepancies, the job required troubleshooting problems and errors within the payroll process. Companies were moved from different pay systems (ADP Payforce, PayeXpert, Workforce now, Oracle 11i) to one standard pay system, Oracle R12. Other concerns were setting up new pay codes, system calculations and accruals.

Duties in another job involved processing bi-weekly payroll weekly for domestic land and offshore employees of 3,000 + by using ADP product (Payforce) and Oracle 11i (OTL) (previous system Sage 300/Timberline). Part of the job was supervising 6 payroll processors and 19 Timekeepers. Tasks also involved processing bi-weekly payroll weekly for expats and international full benefit employees, along with serving as retirement administrator for all 401K or SERP elections, changes, funding, disbursements, and withdrawals.

What opportunities can having a payroll manager who has background in the real estate, textile and software industries give your organization? Technical knowledge includes using Oracle, ADP (Payforce, Reporting), Kronos, Ceridian, and Crystal Reports. This Certified Payroll Professional (CPP) graduated with B.S in Business Administration and has affiliations with Denver Chapter Payroll Association and American Payroll Association.

While in a real estate firm, this payroll manager processed payroll by utilizing ADP Payforce for approximately 950 employees on a biweekly basis. The job required setting up interviews with vendors to choose the best timekeeping system for the company and associates. The individual was responsible in setting up the right SUI and SIT rates in payroll system as well as all the company’s Oracle system.

Other tasks were generating reports and managing WC rate for various locations. Aside from preparing reports and attending budget meetings quarterly/ annually, the job called for running out of sequence or supplemental payrolls to process quarterly adjustments. Direct Deposit Drives (3D) were launched to encourage employees to go paperless. IpayStatement was also set up so employees would be able to access pay stubs as well as W2 online. In addition to cutting manual checks as needed (void and reversed ACH), the professional ran various management reports to Crystal Reports and ADPR (ADP reporting software).

What opportunities can having a director (benefits & compensation) who served the professional services, technology and food industries give your organization? Software proficiency covers Oracle Advanced Benefits (OAB), ADP, Lawson, Kronos, E-Time, Report Smith, Siebel, ezLaborManager, Crystal Reports, and Webex. Educational background includes Bachelor of Business Administration in Human Resource Management.

For a services provider, this director (benefits & compensation) was accountable for design, implementation, communication, administration & evaluation of benefit programs & compensation plans for all executive, corporate and field employees for a region. A strategic plan was developed for total compensation & rewards at all employee levels/groups within the organization framed with long- term business goals & initiatives to create strategic consistency. The executive also served as project sponsor for retirement project to include establishing a retirement committee, along with selection of investment advisor, plan administrator, trustee, & merger of three separate 401(k) plans into one defined contribution plan.

The job called for being heavily involved with labor relations as well as field HR to negotiate & work with over 36 union sites under separate collective bargaining agreements. Tasks also included directing efforts to determine Health Care Reform Act impacts to current benefits offerings & doing cost analysis to recommend a five-year plan to ensure compliance & contain potential cost impacts. A department was restructured to align resources geographically to provide dedicated service to field personnel & direct accountability within the department for benefits through complete employee life cycle. Part of the job was configuring OAB (Oracle Advanced Benefits) module, including set-up & functional testing of multiple 401k plans, several programs, plans & benefits through multiple layers of eligibility.

Can hiring a human resource (HR) compensation analyst or manager experienced in education, financial services and technology industries have a positive impact on your organization? Systems experience covers Oracle Fusion HCM, ADP, PeopleSoft, UltiPro, and Callidus Cloud. The individual finished Bachelor of Science, Business Administration (concentration in Management), as well as Masters of Science in Human Resources Management.

This HR compensation analyst managed the analysis of new/ existing positions based on their essential functions, duties, and responsibilities. Bonus and merit review processes were managed in Oracle HCM Fusion, including providing requirements for IT, creating training/ communications for mass audiences as well as administering overall policies. Part of the job was preparing market and equity analyses to recommend salaries for campus faculty and administrative positions based on market data. Tasks also involved writing and editing job descriptions, while also creating job codes in the HRIS Oracle HCM Fusion.

Other duties were performing audits of existing/ new positions including FLSA exemption tests and job evaluations, along with coordinating with management and other HR associates in the proper classification of positions, interpretation of job classifications, administration of performance appraisal tools and the application of wage/ salary policies. The job called for working directly with managers to assist with calculating and processing annual salary increases which included merit pay and bonus calculations utilizing the HRIS compensation and performance management system.

What advantages can employing a compensation specialist who served the automotive and professional services industries offer your organization? Knowledge of computer systems includes Oracle HRIS, Oracle Performance Management and SharePoint. Education covers Bachelor of Science in Human Resources Development, minor in General Business.

Duties of this compensation specialist involved assisting in the administration of base pay programs, as well as taking care of market pricing all company positions and auditing compensation related programs for compliance. The individual created and updated all company job descriptions. Market analysis was conducted and internal equity was evaluated to determine placement in pay grades for new/ existing positions. In addition to acting as administrator for the Oracle HRIS, additional tasks were training new associates and acting as a resource for all associates on the Oracle Performance Management system. Part of the job was completing national compensation surveys.

Another position was concerned with assisting in creating a new compensation system for an affiliate company, including market pricing, pay range creation and compensation guidelines. Assistance was also given with all aspects of executive compensation. The job called for running open labs to assist associates in the Oracle Performance Management system.

What opportunities can having a director (benefits & compensation) who served the professional services, technology and food industries give your organization? Software proficiency covers Oracle Advanced Benefits (OAB), ADP, Lawson, Kronos, E-Time, Report Smith, Siebel, ezLaborManager, Crystal Reports, and Webex. Educational background includes Bachelor of Business Administration in Human Resource Management.

For a services provider, this director (benefits & compensation) was accountable for design, implementation, communication, administration & evaluation of benefit programs & compensation plans for all executive, corporate and field employees for a region. A strategic plan was developed for total compensation & rewards at all employee levels/groups within the organization framed with long- term business goals & initiatives to create strategic consistency. The executive also served as project sponsor for retirement project to include establishing a retirement committee, along with selection of investment advisor, plan administrator, trustee, & merger of three separate 401(k) plans into one defined contribution plan.

The job called for being heavily involved with labor relations as well as field HR to negotiate & work with over 36 union sites under separate collective bargaining agreements. Tasks also included directing efforts to determine Health Care Reform Act impacts to current benefits offerings & doing cost analysis to recommend a five-year plan to ensure compliance & contain potential cost impacts. A department was restructured to align resources geographically to provide dedicated service to field personnel & direct accountability within the department for benefits through complete employee life cycle. Part of the job was configuring OAB (Oracle Advanced Benefits) module, including set-up & functional testing of multiple 401k plans, several programs, plans & benefits through multiple layers of eligibility.

Can hiring a human resource (HR) compensation analyst or manager experienced in education, financial services and technology industries have a positive impact on your organization? Systems experience covers Oracle Fusion HCM, ADP, PeopleSoft, UltiPro, and Callidus Cloud. The individual finished Bachelor of Science, Business Administration (concentration in Management), as well as Masters of Science in Human Resources Management.

This HR compensation analyst managed the analysis of new/ existing positions based on their essential functions, duties, and responsibilities. Bonus and merit review processes were managed in Oracle HCM Fusion, including providing requirements for IT, creating training/ communications for mass audiences as well as administering overall policies. Part of the job was preparing market and equity analyses to recommend salaries for campus faculty and administrative positions based on market data. Tasks also involved writing and editing job descriptions, while also creating job codes in the HRIS Oracle HCM Fusion.

Other duties were performing audits of existing/ new positions including FLSA exemption tests and job evaluations, along with coordinating with management and other HR associates in the proper classification of positions, interpretation of job classifications, administration of performance appraisal tools and the application of wage/ salary policies. The job called for working directly with managers to assist with calculating and processing annual salary increases which included merit pay and bonus calculations utilizing the HRIS compensation and performance management system.

What advantages can employing a compensation specialist who served the automotive and professional services industries offer your organization? Knowledge of computer systems includes Oracle HRIS, Oracle Performance Management and SharePoint. Education covers Bachelor of Science in Human Resources Development, minor in General Business.

Duties of this compensation specialist involved assisting in the administration of base pay programs, as well as taking care of market pricing all company positions and auditing compensation related programs for compliance. The individual created and updated all company job descriptions. Market analysis was conducted and internal equity was evaluated to determine placement in pay grades for new/ existing positions. In addition to acting as administrator for the Oracle HRIS, additional tasks were training new associates and acting as a resource for all associates on the Oracle Performance Management system. Part of the job was completing national compensation surveys.

Another position was concerned with assisting in creating a new compensation system for an affiliate company, including market pricing, pay range creation and compensation guidelines. Assistance was also given with all aspects of executive compensation. The job called for running open labs to assist associates in the Oracle Performance Management system.