Below are the 4 Payroll Administrators, 4 HR Coordinators & 4 Compensation Analysts with SAP HR & other systems experience. The Thor Group® provides these and other payroll, HR, benefits & compensation professionals experienced with SAP on a consulting, contracting or direct hire basis.

Would a detail-oriented payroll administrator, with SAP HCM and experience working in apparel, technology and software industries fit in your organization? Educational attainment is composed of Bachelor of Arts in Business Administration and Human Resources Management and Organizational Development. Technical skills involve SAP HCM, QuickBooks, KRONOS, ADP Enterprise, Siebel, ULTIPRO, Report Smith and Crystal Reports.

Some accomplishments included administering payroll to 5711 employees bi-weekly, using ADP workforce / SAP (HCM) systems; multi-state (9 states). While employed in an apparel & textile company as a payroll administrator, with SAP HCM, ensured accurate and timely payroll processing in accordance with federal and state laws, for exempt and non-exempt employees. Also, inputted/verified all HRIS entries including salary calculations for new hires, terms, special payments, tax allocations and deductions, gross-ups, relocations, severance pay, STD payments, VOE, adjustments and voids as needed.

Shared expertise by administering multistate payroll for 1800+ employees in 40 states for exempt/non-exempt employees; bi-weekly. While working in technology software company as a payroll/HR administrator, entered all HRIS correspondence: terms, new hires, liens, garnishments, rate increases, exemptions, taxes and comm. Furthermore, processed disability and Workers Compensation claims; administered 401k plan. In addition, maintained database and tracking of employee vacation/sick days, as well as administered W-2s and responded to any questions relating to employees paychecks.

Would hiring a payroll coordinator who worked in construction and hospitality industries help meet the needs of your organization? Educational attainment is composed of Business/Accounting/English. Technical skills involve SAP/R3-PR/HR, SAP/ADP Payroll/HR System Enterprise, E-Time, Attendance Enterprise, Fidelio, and Optima.

Acting as a payroll coordinator in a construction materials company, responsible for garnishment, new hire-termination -PR Time card edit/ hourly summary report for multiple state, (800 employees) computing and calculating manual checks, processing and approving vacation request, sick, etc. as well as payroll reconciliation. This specialist used ADP, Optima and Attendance Enterprise.

While working for a hotel as a payroll administrator, responsible for the processing of the biweekly payroll for 300 employees, (salary and hourly) P/R taxes; P/R Reports; garnishment; 401K; computing and calculating manual checks as needed; control of benefit requests from human resources; as well as updating computerized vacation maintenance and sick-pay. Part of the job was to answer requests related to verification of employment, as well as provide personal assistance to the managers and employees to solve payroll issues. Other duties were doing daily cash deposit and F & B audit, as well as carrying out new hires, termination, benefits reconciliation, payroll audit, and time saver P/R maintenance.

Could the future success of your organization be helped by this payroll administrator with experience working in commercial services, technology-software and financial services industries? Educational attainment is composed of Associate Degree in Business/Accounting and Management. Software knowledge consists of SAP, Paychex, ADP software Pay Expert, EZ Labor, PCPW, Enterprise, Workforce Now, Pay Force and Total Source.

Contributed to the organization’s success by working as senior payroll processor using SAP in various companies. Acting as a payroll administrator in a commercial services company, used ADP software Pay Expert, EZ Labor, PCPW, Enterprise, Workforce Now, Pay Force and Total Source. Also, used Paychex and SAP for the administration of payroll. In addition, was responsible for applying all Payroll functions from onboarding new hires, timekeeping, benefits, to taxes using ADP. Some of the tasks were administering all benefits including 401K, Medical, Workers Comp, Dental, Unemployment & others, as well as managing 20-23 employees responsible for paying employees in multi-states.

Supported organizational goals and objectives by applying all payroll functions from onboarding new hires, timekeeping, and benefits to taxes. As a payroll administrator in a technology-software company, administered all benefits including 401K, Medical, Workers Comp, Dental, Unemployment and others. Moreover, in charge of approximately 150 employees payroll, taxes, and deductions/benefits.

How can a human resource payroll administrator, with SAP with work experience in an operator of long-term acute-care hospitals and a general hospital help your organization? Educational attainment is composed of Human Resources Management Certificate. Technical skills involve SAP and Kronos. Has in-depth knowledge of HR Compliance, Compensation and Benefits, New Employee Orientations and Employee Recruitment. Also, was trained in FMLA/ADA/EEO/WC.

Working with challenging issues such as being responsible for analyzing, maintaining and providing changes to HR/Organizational Hierarchy in SAP have vetted this specialist’s work experience. Serving in an acute care hospital operator as a human resource payroll administrator, worked closely with Kronos WFC, SAP, Taleo ATS, LMS, Microsoft Word, Outlook, Excel, and PowerPoint, as well as maintained contract labor usage in SAP. Some of the tasks were handling local escalation of payroll and time and attendance issues to support centralized payroll processing, as well as supporting site based managers and time approvers with payroll and time keeping responsibilities. In addition, conducted training for managers and other time approvers regarding the process for accurate time keeping, as well as provided facility leaders with analytics to drive workforce labor efficiencies including overtime, missed punches, etc.

With a “can do approach” in the area of working closely with Kronos WFC, SAP, Taleo ATS, LMS, Microsoft Word, Outlook, Excel, and PowerPoint have been career objectives. Acting as a human resources / payroll benefits coordinator, maintained department personnel / payroll files, Affirmative Action Plan Binders and policy / procedure manuals.

Could the future success of your organization be helped by this HR coordinator with experience working in pharmaceutical and banking industries? Professional certifications involve CCNA and IT Certifications. Software knowledge consists of SAP, Workday, PeopleSoft, Kenexa/Brass Ring, PMP, Kronos and Siebel.

Contributed to the organization’s success by dedicating and focusing on efficient processing and transactions in Workday and SAP, as well as being highly efficient in recruiting, employee relations, training and development including auditing. Serving as an HR coordinator in a pharmaceutical company, explained Human Resources policies and procedures to all employees, as well as facilitated year-end talent reviews and articulated team strengths. Other duties were assisting on 401(k) administration, FMLA, and workers’ compensation claims / benefits, as well as processing new hire paperwork, including drug screens and background checks.

Supported organizational goals and objectives by serving as a subject matter expert and resource to HR for SAP transactions and procedures. While employed as a human resources coordinator/team lead in a pharmaceutical company, processed HR requests in PA and OM (i.e. position creation/maintenance, organizational unit, creation/maintenance, job code and maintenance on positions within SAP). Some of the tasks were supervising/training employees and contractors on PA/OM in SAP.

Is impacting your organization with a human resources coordinator with work experience in an electrical equipment company a current business consideration? Educational attainment is composed of Associate of Science in Business Administration. Software knowledge consists of SAP, ADP, EZLabor, Workforce, UltiPro and Alps.

While employed in an electrical equipment company as a human resources coordinator, received data transaction requests and recorded all status, transfers, and termination changes into HRIS (SAP, Workforce, Alp’s), payroll, or alternate systems on a daily basis. This specialist executed all transactions related to Human Resources activities including but not limited to data entry, filing, HRIS systems, employment inquiries, benefits, training and development, as well as timekeeping, and password resets. In addition, responded to all employee and HR inquiries (received by phone, postal mail, email, or JIRA) in a professional, courteous, timely and efficient manner. Moreover, collaborated positively with all HR Centers of Expertise (COEs) to develop new and improve existing HR work processes and procedures. Also, performed internal data quality audits and reviews in support of department quality program.

Part of the job as a human resources coordinator was to be responsible for maintaining HR data in all relevant systems to include data entry, data accuracy, information flow, and reporting. Furthermore, processed Personal Action Forms (PAFs) accordingly.

What contributions could an HR recruiter/coordinator who worked in apparel/textile, consumer products and retail industries bring to your organization? Educational attainment is composed of AAS in Business Administration and BA in Mass Communication/Theater Arts, Minor in Languages and Literature. Software skills involve SAP, PeopleSoft, HRIS, CSM Applications and WordPerfect.

Challenges like doing recruitment efforts including screening, sorting, contacting, selecting potential candidates, scheduling interviews, responding to employment inquiries, coordinating and participating in open house and job fairs were welcomed and successfully completed on a regular basis. Acting as an HR recruiter/coordinator in an apparel & textile company, coordinated new employee hire process including coordinating new hire paperwork, generating offer letters, maintaining recruitment binders and activity reports, scheduling drug screenings and security background investigations apart from conducting reference checks for administrative and seasonal hires.

Shared expertise by correcting maintenance of personal and organizational data in SAP HR programs and policies for its North American employees. As a human resource coordinator, provided ongoing ownership of HR data integrity, maintenance and administrative responsibilities involved with the SAP HR system. Furthermore, entered transactional data into SAP HR for all core personnel events (e.g. hires/re-hires, salary changes, promotions, transfers, and terminations).

Would it be beneficial for your organization to employ an HR coordinator with experience working in industrial machinery and specialty retail industries? Educational background is composed of BA Human Resources. Professional certifications involve Society for Human Resources (SHRM) Certification. Technologies used consist of SAP, Novel GroupWise, Taleo, QuickBase, Sterling Infoservices, Kenexa BrassRing, 2XR and UltiPro.

Serving in an industrial machinery company as an HR coordinator, responsible for initiating, tracking and following up of background checks and drug tests. Some of the tasks were initiating and leading Best Practices initiatives, acting as an administrator for employee performance review program tool (Access database), as well as reviewing manager’s submissions of employee performance reviews to ensure proper content and giving feedback to the manager. Moreover, filed documents into employee’s file and other filing, as well as routed positions for approval and posts requisitions to the company careers page and to outside job boards.

As an HR coordinator in a retail company, ran requested reports, created requested reports and entered employee information (SAP Administration). Other duties were planning and managing internal corporate events. Events included: Take Your Child to Work Day, Wellness Fairs, Fundraisers, blood drives, lunch and learns as well as employee service recognition breakfasts.

Would it be beneficial for your organization to employ a compensation analyst with experience working in pharmaceutical, forest/paper products and landscape services industries? Educational attainment is composed of Business Management. Professional certifications include Project Management and Master of Customer Service Certificates and Certified ELI Instructor certification. Technical skills involve SAP R3 & SAP 4.6B, Clarify 7.0, Kronos, Impromptu (Cognos) and ADP.

Serving in a pharmaceutical company as a compensation analyst, served as key US HR business lead for SAP OM and PA Global implementations. Some of the tasks were implementing common global data set model from three SAP systems to one for 13 countries, as well as working with Global project team to implement SAP’s standard Employee Compensation Management Tool. Part of the job was to transition SAP work centers from one SAP system to another, eliminating redundancies and non-business critical processes. In addition, analyzed HAY & SIRS survey results to recommend competitive market-based pay lines for each business using agreed market segments.

In support of a paper products company, designed a web-based SAP HR Self-Service application used by over 1700 HR/Payroll professionals resulting in the elimination of paper based processing, reduction of data entry errors and reduction in overall transaction processing time by 60%. Furthermore, provided first level SAP HR system support to HR managers on organizational structure issues for over 60,000 employees including positions, jobs, organizational units and cost allocation.

Would a detail-oriented compensation analyst with work experience in biotechnology, commercial services and security systems industries fit in your organization? Technical skills involve SAP and Workday.

Some accomplishments included performing mass pay changes in SAP and auditing affected Infotypes to ensure proper payments with no negative impacts. Serving in a biotech and pharma company as a global HR operations compensation analyst, effectively inputted and researched Infotypes in SAP to research errors and review history, as well as worked with Total Rewards partners on updating the Global Job Catalog to update job ID eligibility for various countries. Also, updated impacted eligibility rules in Workday on employees, as well as received cases via MURI and Remedy. Other duties were performing Year End Compensation activities in Workday such as reassigning comp planning tasks, auditing/identifying incorrect Merit, Bonus and Stock eligibility for employees, as well as working with Total Rewards Partners for corrections.

Shared expertise by coordinating and informing HR personnel, including EMEA HR System owners, to ensure employee data was correct in different HR based systems. Acting as a coordinator and data analyst in a commercial services company, uploaded HR data from multiple HR Systems into a main database. Furthermore, researched and assisted in fixing upload errors from the different HR System owners.

How can a sr. compensation analyst who worked in energy and food processing industries help your organization? Educational attainment is composed of Business and MIS. Professional certifications involve Certified Compensation Professional (CCP). Technical skills involve SAP, ADP, Infinium/AS400, Ceridian and PeopleSoft.

Working with challenging issues such as supporting Total Rewards team with SAP reports, communications, and retention initiatives have vetted this specialist’s work experience. While working as a sr. compensation analyst, worked with the SAP HR Production Support Team in developing various SAP queries, reports, and databases. Some of the tasks were completing market analyses for focused technical areas such as Engineering, Operations, IT, etc. and making recommendations for action as needed to maintain competitive position. Moreover, performed specific analyses such as actual to budget and analysis of merit matrix guidelines, as well as researched and developed new job evaluation methodologies.

With a “can do approach” in the area of implementing human resources programs including compensation, employment, health and welfare benefits, wellness, HRIS, organizational development, training, employee relations and retention. As an HR analyst, managed merit and bonus plans, salary actions, performance appraisals, salary ranges, salary surveys, job descriptions, organization charts, organizational development and training.

Would hiring a global compensation analyst with experience working in consumer products, transportation and insurance industries help meet the needs of your organization? Educational attainment is composed of Bachelor of Business Administration and Master of Accounting. Technical proficiencies involve SAP HCM, BI, BEX and BPC systems. Professional certifications involve CCP.

Acting as a global compensation analyst in a consumer products company, coordinated with local payrolls to compile and analyze expatriate payroll activity related to account reconciliations, GL salary and benefit & overhead expense. This professional prepared split-pay arrangement with Ex-Us local Payroll vendors and maintained records in SAP. Also, engaged in various SAP Human Capital Management (HCM) projects involving Employee Compensation Management, Time Management, Global Payroll Project and in full life cycle SAP implementation of HR BI/BW function. This was done by directly working with developers. Additional responsibilities were participating in SAP business processes mapping and in the daily HCM activities including process flow analysis, functional system design and configuration, development of system tests and data integrity maintenance.

While working for a transportation company, determined over $200 Million cost allocations for each company “franchise” and pricing points that leveraged the assets. Furthermore, established a rate structure at the company that encourages the use of company facilities and thus, increased profitability by 8%.