Below are the 5 HR Managers, 4 Compensation Managers & 4 Benefits Managers with Workday HR & other systems experience. The Thor Group® provides technical/functional specialties for web, cloud, social media and ecommerce professionals on a consulting, contracting or direct hire basis.

Does a senior human resources (HR) manager with experience in professional services and food industries, as well as knowledgeable in Workday, Lawson and PeopleSoft pique your interest? Technical knowledge includes Workday, Lawson, ADP, PeopleSoft, Oracle, Simplex, Kronos, Time & Attendance, as well as Net-time SharePoint. Experience also includes taking care of compensation activities, including position analysis/ evaluation, benchmarking, salary surveys, and merit budget recommendations. Certifications received are for Applied Management and Law, as well as in Workers’ Compensation Claims Management. The specialist is also a Certified Zenger Miller Facilitator.

Major responsibilities of this senior HR manager included performing all aspects of HR support for the corporate office and field sales group including the entire recruiting life-cycle, employee relations, Performance management, training, policies/ procedures development, as well as advisory to all levels of management. Key roles covered hiring, training and mentoring four direct reports (2 field HR generalists, 1 corporate HR generalist and 1 recruiter). The corporate implementation team was supported in the development, deployment and utilization of the new HRIS (Workday). Participating in the redesign of the company’s Performance management process and helping with the Workday configuration project were some of the positive experiences brought to the business table.

The job covered leading the company’s recruiting project, resulting in the redesign and implementation of improved recruiting/ retention strategy to better support the company’s growth. This initiative included the implementation of streamlined and automated processes (leveraging Workday), Lean HR practices and process, as well as HR metrics to track Performance or continuous improvement initiatives, resulting in redesign.

Would hiring a human resources (HR) manager with extensive work experience in general hospitals and a medical group help meet the needs of your organization? Educational attainment involves Bachelor of Science in Health Services Administration, Master of Science in Human Resource Management and Advanced Certificate in Strategic HR Management with professional affiliations with Society for Human Resources Management (SHRM) and American Society for Healthcare Human Resources Administration (ASHHRA). Software know-how is composed of Workday HR, ADP and Kronos. Areas of expertise include employee relations, training & development, compensation reviews and regulatory compliance.

In a university hospital, has directed strategic business planning, using data from Performance metrics and trends analysis to determine big picture goals. Some of the tasks were building relationships with employees across organizational levels, assessing workplace culture and evaluating satisfaction to ensure productivity. Part of the job was to drive talent acquisition and recruitment of clinical and nonclinical employees, maintaining full staffing capacity, as well as designing compensation plans in partnership with compensation analyst. This specialist also coordinated the implementation of HRIS applications/ software, such as ADP, Kronos, and Workday.

Additionally, the individual spearheaded administration of global initiative to assess Performance, using customer feedback to design corrective Action plans and service benchmarks. Guiding organization through full asset merger of two hospitals, ensuring all programs and policies were integrated, as well as acting as liaison to employees during transition were some of the tasks accomplished. The professional grew reputation for hospital and medical group as “employer of choice” through ongoing public relations initiatives, networking with professional organizations, collaboration with search firms, and career fair events.

How can your organization gain an advantage with the help of a senior human resource manager with work background in business solutions and manufacturing industries, as well as skilled in Workday HCM, Oracle and PeopleSoft? Technical skills cover Workday HCM, Taleo, Oracle, Docusign, PeopleSoft, ADP, Tricore and Paychex. Educational background includes BA in Human Resource Management.

While working for a business solutions company, one of the main functions of this senior human resource manager covered handling all aspects of the recruitment process (advertising, interviewing, background checks, employment Offers and follow ups). The Workday System was successfully implemented from start to finish, building the HR BP’s, business flow chart, testing, training managers and employees before the go live. Managing mergers/ acquisitions both with the US and abroad was one of the duties. Other roles covered managing the new hire orientation process and handling all aspects of an employees’ termination including exit interview. The supervisors were assisted with disciplinary actions. All benefit programs were administered (medical, dental, 401k, FSA) for both fully funded and self-insured plans.

Notable tasks included Cobra administration and handling the Open enrollment process for the next plan year. Responsibilities consisted of processing and submitting payroll for W2 or 1099 employees including calculating all retros and deductions. All employee change forms were processed. Employees were added to all company websites. This individual made changes in the company websites such as W4 updates and salary updates. All Bonus programs were administered. All filings were submitted to the EEOC each year.

Could the future success of your organization be helped by this multi-site human resource manager with experience in logistics/trucking and pharmaceutical industries, as well as proficient in Workday, JD Edwards and Oracle? Technical competencies involve Workday, JD Edwards, PeopleSoft, AS/400, Oracle, ADP, PeopleFluent and MSP. Educational attainment includes BS in Sociology with concentration in Human Resources. Membership is with Society for Human Resource Management.

Important contributions of this multi-site human resource manager included screening employment applications in MSP and scheduling interviews for all levels of employees. Safety programs were implemented throughout many facilities. The job entailed managing over 100 hourly associates and 23 exempt associates. Tasks covered managing and traveling to 7 facilities. Each site ranges from 120,000 sq. ft. to 1.2 Million sq. ft. The human resource managers were trained on the full function of HR tasks, programs and systems. Training was provided on Workday, Oracle, ADP, Policy/Procedures, PeopleFluent and MSP. The job involved working close with the workers’ compensation insurance company and working on the implantation team for new start-ups in different states.

Key roles involved working with each site to ensure compliance and consistency throughout each facility, in addition to training all associates on new policies/ procedures set forth by the corporate. In addition, this specialist worked to ensure that the site was not exceeding the turnover percentage goals. Reviewing or approving terminations to ensure documentation was complete and that terminations were handled appropriately were skills brought to the table. Functions involved ensuring workers’ compensation claims, FMLA and unemployment claims were filed or handled correctly.

Could your organization use a regional human resource (HR) manager with experience in financial services, retail and real estate industries, as well as adept in Workday HRIS? Technical proficiencies encompass Workday HRIS, ADP, PeopleSoft and Kronos. Educational background includes coursework in business administration, real estate principles and life/health insurance.

Primary tasks of this regional human resource manager included managing a fully integrated human resources function including recruiting, selection, placement, performance management, employee relations, succession management, organizational development and risk management. Functions covered developing policies/ procedures, along with assisting in organizational design, development and safety programs. Furthermore, this individual reported to the senior regional HR manager and managed 2 direct reports on the HR shared services team. The job involved working as internal organization representative, effectively managing multiple groups, meeting and tasks ensuring employees were informed and educated regarding the conference logistics. Tasks consisted of partnering with the director of total rewards in developing strategies for total rewards including comp, benefits, work-life, performance, recognition, and development/ career opportunities.

Notable roles involved implementing the performance review process for associates ensuring all employees received timely and effective annual performance reviews, while conducting risk assessment with the business continuity manager in establishing process/ procedures for emergencies such as catastrophic events, inclement weather and natural disasters. Complex employee relations were managed, balancing company goals and employee wellbeing. Maintaining an in-depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance were skills brought to the table.

Would a corporate payroll manager/Workday project lead with experience in manufacturing, petroleum and milling industries, as well as skilled in Workday HCM and SAP help your organization achieve greater success? Technical specializations of this Certified Payroll Professional (CPP) cover Workday HCM, Workday Reporting, SAP, Calculated Fields, Advanced Reporting Analytics, Workday Studio, XSLT Transformations, Lawson, ADP, Infor PRMS, Attendance Enterprise, NETTime Solutions and Workforce Solutions. In addition to having GED college credits, training is also in basic/essential payroll skills, Workday Reporting, Calculated Fields and Advanced Reporting Analytics, Workday Studio, and XSLT Transformations.

Making a positive difference with evaluating with the team (HR, information technology and executive management) the selection and transition of the new human capital management (HCM) Payroll system for nine US plants and 1,200 employees were one of the key focuses. The accuracy of the legacy system was validated prior to loading into the new system (Workday). Responsibilities covered serving as a designated liaison to work with external consultants in configuring data to meet the company’s business structure for payroll, as well as collaborating with internal colleagues to validate loading of other employees’ data benefit/absence/time off plans.

Notable skills used on a regular basis included identifying missing data uncovered while performing parallel testing on payroll accounts. Input to management was provided on the payroll team’s security access to the system. The job covered overseeing the validation of employees’ payment elections, tax elections, garnishments and general ledger information prior to go live date. Other functions consisted of evaluating, validating, adding or changing the configuration within Workday to ensure the system was working properly and as intended.

Does your organization require the expertise of a payroll manager with specialization in Workday, SAP and PeopleSoft, as well as work background in construction and real estate industries? Technical knowledge involves Workday, Paychex, ADPEtime, UltiPro, Paylocity, ADP PCPW, PayPro, ADP Workforce Now, ADP Resource, SAP In-House (Systems, Applications & Products), Day force, Millennium, Ceridian Payroll Systems, QuickBooks, Great Plains, Peachtree and PeopleSoft. Educational attainment includes Master’s in Finance and non-degree courses in human resource (HR). This individual is a Certified Payroll Professional (CPP).

Important contributions of this payroll manager included managing the weekly and biweekly payroll for 500 employees with 15 locations/entities via Workday, ADP Union and Non-Union, as well as successfully helping with system conversion from Workday to ADP. Key roles involved doing monthly bank reconciliation, posting the weekly payroll into Yardi Systems and handling reconciliations. Exporting and uploading payroll reports, along with submitting to CFO and controllers were also completed. This individual worked on payroll conversion and implementation from Prime Pay, Certified Payroll to ADP Workforce Now. Weekly payments to unions (32BJ, Local 94 and Local 3) were also completed.

An additional function involved providing HR support for FMLA, workers’ comp, COBRA, new enrollments, benefits, new hires and exit interviews. Skills brought to the table covered labor law implementation/ managing PTO accruals, time & attendance as well as supervision of staff of 5. The quarterly tax filings: 941’s, BLS, MTA, and NYS-45’s were also administered. Systems used were Central Time Clock Systems, Kronos Time Clock Systems, Pivot Tables, Access, MAS 90/200, SBT, AS/400, Adonix, Accpac/SBT, Blackboard, Solomon/Dynamics, New Invoice, Iclear, Timberline, Timber Scan and Yardi.

What can a payroll manager with experience in logistics, business services and financial services industries, as well as knowledgeable in Workday Payroll and SAP do for your organization? Technical competencies consist of Workday Payroll, SAP, Kronos, ADP eTime EZ Labor and Cobra. Educational background includes Accounting, as well as Full Charge Bookkeeping and Payroll.

Key roles of this payroll manager were composed of successfully leading the conversions from an outsourced payroll company back in-house and managing payroll/ tax. Duties involved successfully leading the conversion of Canadian payroll from ADP to Workforce and converting the US while working for another company. Other tasks covered leading the Workday integration team during conversion of net pay, taxes and garnishments, as well as developing/ executing unit-testing or parallel testing to ensure accuracy before go-live. This individual managed payroll day to day operations for multi-state or international payroll, garnishment, benefits, and taxes applicable with all federal and state employment laws for 10,000 plus salaried, commissioned, and hourly employees.

Other functions included managing Workday settlement, running control, in addition to auditing and reconciling the payroll data. Responsibilities involved working closely with internal Workday HRIS administration team to continuously analyze, update and test the system, along with critically reviewing and analyzing the current payroll procedures in order to recommend/ implement changes leading to best practice operations. Payroll was audited each cycle and multi-system data was reconciled to ensure accuracy. Other tasks were providing management with reports, preparing journal entries and reconciling payroll accounts.

What can your organization gain with the help of a payroll manager with experience in education, energy and professional services industries, as well as proficient in Workday, PeopleSoft and Lawson? Technical skills cover Workday, PeopleSoft (Version 9.2), Lawson, Oracle, Great Plains, Buildtopia, Business Works, AS/400, Access, Ceridian, ADP/ADP E-Time/ADP PCPW, ADP HRB, Kronos, Report Smith, ProBusiness, Deltek, Costpoint, GCS Premier, Master Tax, ACCPAC, Glacier, BSI, Paychex, Bamboo and Jamis Prime. Educational attainment includes BA in Liberal Arts.

Main duties of this payroll manager consisted of processing bi-weekly payroll utilizing the Workday payroll system and handling the processing of timesheets and necessary adjustments. Functions covered completing all payroll JEs as necessary and balancing out month end reconciliations via Accounting Software. This individual handled all adhoc payroll reporting.

Notable tasks included working with the assigned account manager from the implementation firm for the Workday implementation and providing the organization with the necessary/requested initial documents to start customization process. Key roles involved assisting in reviewing initial information sent to assure the integrity of the data provided and reviewing leave plans, PTO plans as well as running parallel testing to mimic the HRIS in Ceridian. Other duties included working on compensation matrix and benefit deduction codes to filter over to Ceridian Payroll, along with setting up employee roles such as manager/subordinate.

What advantages can recruiting a compensation manager who has work background in business services, pharmaceutical and manufacturing industries give your organization? Technical knowledge covers the use of Workday and PeopleSoft HRIS. Besides having Bachelor of Business Administration in Finance, the individual finished Master of Business Administration in Finance. Relevant certifications garnered include Certified Compensation Professional and Certified Benefits Professional. Membership is with the Society for Human Resource Management (SHRM).

Responsibilities of this compensation manager involved implementing an impact summary table on The Employment Transformation & Flexibility Act of 2017 Legal Change; and compensation solutions to allow the business to achieve key talent objectives. The job called for administering Workday systems and company expense, ensuring alignment of company programs with market along with facilitating ongoing total rewards activities for the local campus cross-sectors businesses, including pharmaceutical, medical devices, and consumer. A Total Rewards consultation and year-end/ year-round live training sessions were offered on all compensation matters. Career highlights included preparing local total compensation statement to enable the company in hiring competitive external candidate. Company’s competitive position of 100% market median within the marketplace was maintained through external market benchmarking, job analyses, market trends analysis, and action recommendation.

The job required acting as chairperson for sales & marketing compensation and benefits group. Compensation was verified within site versus market through preparation of merit, market and equity adjustment, as well as promotion budget. Contributions involved driving cost-saving initiatives for HR Department that generated 21% in savings, as well as successfully obtaining corporate approval for a 4.5% merit increase.

Can hiring a senior compensation manager with experience in financial services, advertising and engineering industries have a positive impact on your organization? Software skills are in using Workday HCM, Lawson, PeopleSoft, Ceridian, SuccessFactors, PeopleFluent, Benetrac, BSwift, Hyperion, Tableau, and other tools. Educational background includes Master of Business Administration and Bachelor of Arts in Information Technology. The individual is also a Certified Compensation Professional (CCP). Advantages covers a blend of compensation, benefit, HRIS, analytical skills and management experience to drive high performance. Experience is shown in assessing business needs/ gaps, utilizing various problem-solving approaches, project management skills, consulting and thought leadership to provide innovative solutions.

While working in the financial services sector, this senior compensation manager developed and administered executive compensation programs including market pricing, salary increases, as well as short- and long-term incentive reward recommendations. The individual led the team that implemented Workday HCM system which improved major HR processes and ensured HR became a strategic partner to the business instead focusing on tactical task related to outdated systems. Multiple incentive plans were implemented for sales, collection and capital funding team to drive results as well as motivate team to reach respective goals.

Functions in another job involved ensuring all compensation and benefit plans were in compliance with legislative regulations/ requirements. The job required overseeing the administration of all compensation and benefits program including executive compensation, annual reward planning and open enrollment processes. One achievement was renegotiating new contracts with current benefit vendor, which resulted in $1.5M in overall savings.

What opportunities can having a compensation project manager who served financial services, petroleum and pharmaceutical industries give your organization? Computer experience consists of using Workday, PeopleSoft, Synygy, proprietary systems and sales compensation applications. Educational background includes BA in Marketing and Master of Business Administration. The individual is pursuing Certified Compensation Professional (CCP) designation. Besides being an expert in the design, implementation and support of compensation plans, experience is shown in the establishment of incentive programs to achieve business goals as established by senior management.

In the financial services industry, this compensation project manager’s main responsibility was providing support for the entire compensation function, while also providing support to the VP, Compensation, Benefits & HRIS. Job evaluations were conducted, including market pricing, internal equity comparison, and the establishments of job profiles within the Workday system. Another task was conducting a significant analysis of workers’ compensation code assignment, submission to regulators and recommending systemic improvements. Part of the job was performing compensation support work as necessary for the Director and Vice-President.

Another job called for the full range of compensation functions, including job evaluations and determination of base salary or short term incentive targets; design and implementation of incentive plans for sales/ non-sales positions; recommendations/ approvals of promotions and market adjustments. Priority was also for the calculation and payroll submission of all incentives and incentive accruals, which included monthly, quarterly, semi-annual and annual payment timing. The job required daily interface with HR business partners and business leaders.

Is hiring a compensation manager who has background in technology, food and consumer goods industries a good move for your organization? Systems knowledge includes Workday, PeopleSoft, People Click, SAP/CATS, CompWeb, and e-Verify. This Certified Compensation Professional (CCP) graduated with BS in Chemical Engineering and MBA in Human Resources Management. Membership is with NTCA (North Texas Compensation Association, W@W (World at Work), SHRM (Society for Human Resources Management), Dallas HR and FWHRMA (Fort Worth Human Resources Management Association). Core competencies include compensation strategy, incentive compensation, executive compensation, and implementation of HRIS systems.

This compensation manager developed compensation policies, guidelines and procedures. Advice was given to leadership on pay decisions, policy and guideline interpretation, along with job evaluation including the design of creative solutions to specific compensation-related programs. Part of the job was overseeing the participation in and conduct of both exempt and nonexempt salary surveys to ensure corporate compensation objectives were achieved. Systems utilized included Workday and HRExponent.

For another job, tasks were setting strategy for the company’s global compensation programs (compensation, executive equity programs) designed to attract, retain and motivate talent. Strategies were established for compensation module in the implementation of Workday with Go Live (date 1/1/2020). The individual led the complete re-design of compensation infrastructure to harmonize 2 newly acquired companies.