Below are the 4 HRIS Analysts, 4 Payroll Analysts and 4 Compensation Analysts with Oracle HR & other systems experience. The Thor Group® provides systems analysts, payroll administrators, business analysts, project managers, software engineers, systems administrators & Oracle HR implementation specialists on a consulting, contracting or direct hire basis.

What contributions could a sr. HRIS analyst with experience working in computer networking, telecommunications and food/beverage industries bring to your organization? Technical skills involve BS Chemistry and MBA Human Resources. Software knowledge consists of Oracle HR, PeopleSoft, ADP and ADP Vantage. Functional skills consist of Business Process Improvement, Workflow Simplification, HR Functional Experience and Knowledge, as well as System Implementation & Testing and HR Systems Integration.

Challenges like working with IT Director and HR VP to define, implement, and maintain user profiles, systems authorizations and security settings were welcomed and successfully completed on a regular basis. Acting as a sr. HRIS analyst, took ownership as a program manager for new module/plan implementation to the system and took responsibility of the project from start to finish. Some of the tasks were working with vendor and key internal stakeholders to develop and/or implement system enhancements, release notes, and upgrades.

Shared expertise by maintaining configurations and using Oracle Web ADI’s to update data (spreadsheet format). While employed in a computer networking company as a sr. HRIS analyst, analyzed data or change requests to ensure the changes will not cause any problems and that they follow any standard business rules defined by Business Teams. Furthermore, worked with HR stakeholders to identify business analytics requirements and drive report design or analytics.

Is impacting your organization with an HRIS analyst who excels in resolving employer challenges with innovative solutions, systems and process improvements proven to increase efficiency, customer satisfaction and the bottom line a current business consideration? Technological skills consist of Oracle HCM, PeopleSoft & SAP HCM.

Being employed in a private adult hospital as an LMS/HRIS analyst, worked primarily with Oracle PeopleSoft HCM Module and LMS. This individual served as the point of contact for data integrity, CBT enrollments, training notifications, configuration set up and management, troubleshooting, and maintenance of employee records for the cloud based (SaaS) learning management system and HCM System. Experienced at translating and integrating the functional needs of HR into technical requirements for successful HRIS implementations and enhancements. More so, maintained applicant tracking system, Time & Attendance applications including evaluating, implementing and testing new functionality.

Part of the job as an HRIS systems analyst for a medical center was liaising with internal departments such as IT and HRIS team as well with third party developers to test and apply back end system configuration pertaining to reporting, user interface and data interface files using Oracle PeopleSoft HCM. Conducted user training workshops for users of SuccessFactors and Oracle HCM as well as Train- the-Trainer courses to familiarize users with basic navigation, reporting, and training requisitions.

Would it be beneficial for your organization to employ an HRIS analyst with work experience in civil engineering, restaurant and telecommunications industries? Educational attainment is composed of Psychology. Software skills involve Oracle HCM (Fusion, PeopleSoft, R11i/R12). Core competencies involve Reporting, Data Analysis and Customer Service.

Serving in a civil engineering company as an HRIS analyst, led and/or participated on HRIS system implementations (Oracle R12, Taleo, etc.) and system upgrades (assisting module owners or IT with testing HR related issues). Some of the tasks were monitoring HRIS workflow and audit for accuracy, security and efficient processing of requests. Also, created/utilized analytical models which provided decision support for management (managing dashboard and ad hoc reporting). Moreover, participated in Annual Enrollment testing and set ups, processed benefit related changes, as well as responsible for ensuring consistent reporting, diagnostic analysis (i.e., define, create, automate, and maintain). This specialist acted as team lead (coordinating special projects, coaching, mentoring and delegating task, etc.), as well as worked with programmers to facilitate execution of report, survey and online forms development.

As an HRIS analyst in a restaurant, participated in HRIS system implementations and system upgrades, as well as monitored HRIS workflow and audit for accuracy, security and efficient processing of requests. Furthermore, responsible for reporting/queries, diagnostic analysis (i.e., define, create, automate, and maintain).

Would a detail-oriented HRIS analyst with experience working in mechanical engineering, plastic & food/beverage industries fit in your organization? Technical skills involve Oracle HCM (Cloud), ADP, PeopleSoft, Workday, JD Edwards, and SAP.

Some accomplishments included coordinating with company’s cross- functional teams in different lines of business to collect the requirements for Oracle HCM. Serving as an HRIS analyst in a mechanical or industrial engineering company, assisted with Oracle HCM implementations and on-boarding activities (in the areas of converting legacy data into Oracle). Part of the job was to maintain project management documentation of fit/gap analysis, as well as participate in data validation and assist with payroll parallel. Additional responsibilities were maintaining reporting standards and coordinating reporting requirements across multiple Business Units, as well as researching new Oracle functionalities to enhance customer usage of Oracle. This individual also assisted with testing the new configuration before it migrated into production.

Shared expertise by resolving data feed problems between mutable HRIS (ADP, Oracle and Kronos). In addition, served as main contact on pension valuation data and annual benefit analysis questions. While working in a plastics company as an HRIS analyst, ensured that all system interfaces were accurate; troubleshot errors and mitigated failures. Moreover, provided HR support on core HR processes and reporting, as well as managed compensation and benefits changes in ADP Enterprise HR, ADP Health & Welfare systems.

Would a payroll analyst with substantial payroll experience, including managing employees, processing payroll with a reputable payroll company, processing payroll in-house, and processing outsourced payroll match the needs of your organization? This analyst was instrumental in payroll implementations from two previous jobs, processing Canadian payroll using ADP Pay@Work, and processing US payroll using various payroll systems. Technical skills involve Oracle HR and ADP.

Acting as a payroll analyst for an open source software company, importing employee indicative data from Oracle via ADP Connection file as well as maintaining PTO data within Oracle and ADP for all exempt employees were some of the duties completed. Other tasks involved updating and balancing special pay in ADP for bonus, commission, stock and true-up overtime. Furthermore, the verification of data imported to ADP from Oracle by reviewing the employee change report was carried out. Additional responsibilities included maintaining ADP TimeSaver “Time and Labor Management” system, as well as balancing all entries with ADP pay data prior to transmission.

While working for a pharmaceutical company as a payroll systems analyst, being responsible for eTime application/clock administration and troubleshooting existing data eTime interfaces was one of the primary responsibilities. Supporting day-to-day operations of the ADP eTime system and identifying areas for process improvement were also parts of the job. Moreover, troubleshooting technology (eTime software, clocks, badges, connectivity, Java) issues and identifying solutions by conducting impact analysis and partnering with ADP were completed.

How can a sr. payroll analyst with experience working in education, airlines/aviation and banking industries help your organization? Technical summary encompasses Oracle HR, UltiPro, ADP Workforce Now, HCMS PeopleSoft Version 9.2, and Ceridian Latitude/Time Solutions.

Working with challenging issues such as managing daily operations for weekly payrolls for seven company codes have vetted this specialist’s work experience. While working as an airlines/aviation company as a sr. payroll analyst, oversaw the processing and reconciliation of 600 Multi-State employees through ADP Workforce Now. Other duties were maintaining and processing Garnishments, Levies, Student loans and other mandatory deductions, as well as maintaining ADP Workforce Now Master File, mapping, salaries, titles, earning and deductions codes. Also, evaluated internal controls and processes, as well as made recommendations to ensure best practices and maintained an efficient payroll environment ensuring compliance with the organization policies, state, and federal laws.

As a sr. payroll analyst in a bank, utilized ADP WorkForce Now, Pay Expert, Pay Force, EV5, PCPW, Ez-labor, E-time Management, General Ledger Interface, I-Pay, Ceridian Latitude, MSAS, Oracle, PeopleSoft and Ultipro / Check Point-Back Office. Furthermore, managed payrolls for 500 to 15,000 employees, exempt, non-exempt, union and non-union. This individual audited monthly and quarterly ADP wage and tax registers, reconciled and issued W-2, W-2c as needed for both U.S. and global mobility employees.

Would hiring a sr. payroll analyst with work experience in computer networking and computer software industries help meet the needs of your organization? Professional credentials include Certificate in Payroll Administration. Key skills involve Oracle Time & Labor, Oracle Human Resources, Oracle 11i GL, ADP Workforce Now, NetSuite, PeopleSoft, UltraData and Workday.

Acting as a sr. payroll analyst in a computer networking company, responsible for importing employee data, pay data from Oracle HR, importing ADP E-Time hours for approximately 3500 employees. Some of the tasks were stock and commission file audit and load, payroll management reporting and distribution, as well as monthly PR GL reconciliations, (approximately 20 accounts). In addition, researched and resolved employee questions in the payroll mailbox.

While working for a computer software company as a sr. payroll analyst, processed semi-monthly payroll for 350+ exempt and non- exempt employees, as well as audited input on all employee changes (i.e., new hires, terms, benefits, taxes, etc.). Other duties were setting up Garnishments with OSV, auditing semi-monthly to ensure compliance, as well as reviewing all timecards for accuracy, completion and supervisor approval. In addition, reviewed and audited all payroll reports for accuracy before payroll submission, as well as promptly responded to employee and internal business partner payroll questions.

Could the future success of your organization be helped by this payroll analyst who worked in computer software, engineering and trucking industries? Software proficiencies involve Oracle HR, ADP Pay Force, PCPW, ADP HR Partner, Orange HRM and PeopleSoft.

Contributed to the organization by processing bi-weekly connection from Oracle database to ADP PayForce, as well as processing semi- monthly payroll for 200 Canadian employees using ADP Pay@Work. While working in a computer software company as a payroll analyst, monitored and processed online timekeeping data using Orange HRM, as well as maintained and updated Fidelity 401k, processed and balanced employee 401k deferrals to Fidelity. This specialist was a member of Implementation team for Orange HRM- replaced ADP timesaver and Oracle PTO, as well as member of Implementation team for pay frequency change, from semi-monthly to bi-weekly for USA payroll. Furthermore, directed and assigned work to three Payroll Analysts, as well as provided training to payroll team members. Also, processed bi-weekly, semi- monthly and monthly reports for Finance and Human Resources.

This individual was promoted upon completion of ADP Timesaver implementation. Acting as a payroll analyst, functioned as key team member for migration to Oracle Employee Self-Service Time-off tracking. Other duties were processing semi-monthly payroll for 2500 USA employees, as well as processing semi-monthly payroll 100 Canadian employees.

Would hiring a compensation analyst with experience working in pharmaceutical, marketing/advertising and insurance industries help meet the needs of your organization? Educational attainment is composed of Bachelor of Social Work/Sociology and Master of Science in Industrial Relations. Technical skills involve Oracle HRMS, Ceridian, ADP Enterprise, Lawson and SuccessFactors. Professional certifications include Certified Compensation Professional (CCP).

Acting as a compensation analyst in a pharmaceutical company, responsible for administration of North American base pay and bonus programs, common review date cycle and performance management program. Also, collaborated with HR management to research and evaluate current and emerging compensation as well as performance management trends, program design, analysis, budgeting and the implementation of new programs. Analyzed data and prepared reports to evaluate the cost, effectiveness and competitiveness of compensation programs. Some of the tasks were designing bonus and incentive compensation programs, as well as performing cost and payout modeling. Implemented, communicated and administered bonus and incentive plans.

While working for a marketing and advertising company as a senior compensation analyst, responsible for Oracle HRMS compensation data maintenance to establish and modify job codes, salary grades, and incentive plan data as necessary to support new hire and job change processes. Moreover, acted as a database administrator for Equity Edge online stock plan brokerage and transactional service.

Could the future success of your organization be helped by this incentive compensation analyst with work experience in electric/electronic manufacturing and pharmaceutical industries? Educational attainment is composed of Principals of Accounting and Human Resources Management. Technical skills involve Oracle HR, Salesforce.com, Executive Info Sys (EIS), MfgPro, StarManager Mapping Software and Human Resource Information System (HRIS).

Contributed to the organization’s success by ensuring that sales information provided by the Oracle Incentive Compensation Package (OIC) was accurate and consistent with the company Incentive Compensation (IC) plans before going to payroll, which included base pay management, variable incentive plans, sales bonus plans and recognition programs. As an incentive compensation analyst, provided ongoing standard and ad- hoc reports to assist analysis of historical, current and prospective sales activity in Oracle, Cognos Powerplay and Cognos 8. Also, collaborated with DBA to understand database structure with the goal to program IC plans and design more efficient reports. Furthermore, assisted in the identification of key metrics that drove sales and ensured those metrics were being captured, analyzed and reported on in the Oracle CRM and OIC applications.

Supported organizational goals and objectives by supplying biweekly and monthly payroll reports as documentation and ensuring accurate payment of commissions and bonuses. As a sales compensation analyst in an electric/electronic manufacturing company, maintained Salesmen Compensation System throughout the year with updates. Part of the job was to champion the restructuring of the salesforce into five regions, as well as coordinate efforts between four different databases.

Is impacting your organization with a compensation analyst who worked in education/staffing/recruiting and financial services industries a current business consideration? Educational attainment is composed of Bachelor of Science in Business Administration with a concentration in Management and Masters of Science in Human Resources Management. Technical skills involve Oracle HCM Fusion, ADP, PeopleSoft and UltiPro (Ultimate Software).

While employed in an education/staffing and recruiting company as a compensation analyst, managed bonus and merited review processes in Oracle HCM Fusion, including providing requirements for IT, creating training and communications for mass audiences as well as administering overall policies. This specialist prepared market and equity analyses; as well as recommended salaries for campus faculty and administrative positions based on market data. Other duties were writing and editing job descriptions aside from creating job codes in the HRIS system: Oracle HCM Fusion.

Part of the job as a compensation analyst was to perform audits of existing and new positions including FLSA exemption tests and job evaluations. Some of the tasks were advising and 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 and salary policies / procedures. As a compensation analyst, performed ongoing biweekly and semi-monthly commission/incentive calculations for assigned business units; produced individual commission statements and partnered with Payroll to process.

Would it be beneficial for your organization to employ a compensation analyst with work background in entertainment and online media industries? Technical expertise encompasses Oracle HR, PeopleSoft, ePRISM, Workday, Microsoft Office Suite and more.

While working as a sr. compensation analyst, analyzed department requests for job classification and compensation review. Some of the tasks were communicating and consulting with department managers to discuss classification and compensation recommendations, procedures and interpretation of policies and regulations. Also, worked strategically and collaboratively with internal business partners to facilitate all compensation processes and wage as well as salary administration including new hire offers, job classification and career ladders.

Serving as a compensation analyst in an entertainment company, supported the development of various compensation programs including but not limited to salary structure, annual compensation benchmarking and program review, job evaluations, organization structural development, etc. Part of the job was to do job analysis required for FLSA compliance and other regulatory requirements. Furthermore, researched market trends and pay levels, proactively collaborating with HR Business Partners, Talent Management and leadership as appropriate. In addition, made recommendations regarding salary grades/bands or market rates for specific jobs.