Below are the 8 HR Business Partners with multiple industries & systems expertise. The Thor Group® provides HR business partners with your industry & systems experience on a consulting, contracting or direct hire basis.

Would a detail-oriented HR representative/HR business partner with work experience in optical tech, computer software and construction industries fit in your organization? Educational attainment is composed of Bachelor of Arts in Communication. Professional certifications involve PHR Certification. Systems include Oracle 11.5.10, Hyperion (BRIO), Service Now, Kenexa Brass Ring and Taleo.

Some accomplishments included administering and performing Oracle HRIS data management such as reporting, auditing, system administration, training users, troubleshooting, and being responsible for all aspects and ownership of all employee Oracle Records. Serving in a commercial and consumer optical products company as an HR representative, led project to enhance and streamline global process and policy for personal employee data resulting in improved system integration (Oracle), streamlined and accurate reporting, as well as access for employees. Also, led project to enhance Manager Direct Access (MDA), a self-service tool within Oracle, for global management to improve empowerment, visibility and efficiency. This specialist streamlined approval matrix, troubleshot consistent errors, and relieved HR Operations of time consuming data entry, and delays.

Shared expertise by managing the HR function and acting as the strategic HR partner at the VP level to the Operations and R&D organizations, across multiple sites consisting of Engineering, Manufacturing, New Product Development, Supply Chain, Quality, and Planning, as well as a workforce of over 450. While working in optical security and performance products company as an HR business partner, responsible for all areas of HR, providing coaching and solutions to all levels of business in the areas of performance management, compensation, terminations, restructurings, employee relations & engagement, staffing, and policy.

Would it be beneficial for your organization to employ an Oracle HR principal consultant with experience working in computer software, banking and manufacturing industries? Academic degrees include BS in Computer Science. Software knowledge consists of Oracle 11i: HRMS, OTA, OTL, ESS, Finance, Oracle PL/SQL, as well as Project Management with Oracle AIM and PM Methodology.

Serving in a computer software company as an Oracle HR principal consultant, implemented Oracle HR and Oracle Time and Labor (OTL), as well as Discoverer 10g. Some of the tasks were mapping HR and Time Entry business processes, as well as developing gap analysis and Solution Design documentation, including BR100 documents for HR and OTL. Also, proposed and agreed with client new system work structures such as Organizations, Jobs and Locations, despite an internal re-organization splitting the company into 2. Moreover, logged, followed up and closed Technical Assistance Requests (TARs), online Oracle Metalink and Oracle Applications Patch Management.

As an Oracle HR principal consultant, implemented/migrated Oracle HR 10.7 to 11i (11.5.8), OTA 10, 7 To 11i, ESS & MSS, as well as Discoverer 4i (using client methodology) as part of global implementation. Other duties were doing Business Process Mapping (current & to be), 10.7 data clean-up, as well as Legacy HR, Payroll and T&A systems (MS Access to HR & Payroll, FoxPro T&A, etc.-Third Party & Home grown) data extraction and data conversion.

What advantages can employing a human resource (HR) business partner who has work background in education, pharmaceutical and financial services industries give your organization? Technical knowledge includes the use of Oracle HCM, Taleo, ADP Workforce Now, SharePoint and Trackwise. This HR generalist has experience in human resources and recruitment. This SHRM Certified Professional (SHRM-CP) finished Bachelor of Arts in Communications and Advertising, as well as SHRM HR Management Certificate Course.

Serving a pharmaceutical firm, this HR business partner acted as first point of contact for all employee related issues including, but not limited to harassment, wage & hour concerns, leaves of absence, onboarding, terminations, exit interviews, off boarding, attendance, investigations and disciplinary actions. The job called for partnering with line managers to resolve employee and labor relations issues, along with working with union representative to resolve issues/grievances with plant employees. Assistance was given with the implementation of department and company goals, objectives, policies and procedures.

Assistance was also provided to HR director with management of company-wide performance management process, including performance improvement plans and corrective actions. Additional functions were handling unemployment claims; participating in unemployment, wage/hour and EEOC hearings, as well as assisting with company-wide harassment and employee development training programs. Advice was given to employees and management of human resources policies, programs, procedures, and applicable laws/ regulations. The individual partnered with business leaders to determine recruitment plan for open positions, as well as prepared job descriptions, position requisitions, and advised on compensation levels. Other tasks were managing and processing all HRIS related changes (ADP Workforce Now/Oracle HCM).

Would it be beneficial for your organization to employ a human resource business partner/HRIS with experience working in automotive, manufacturing and business IT industries? Educational attainment is composed of Business Management. Professional certifications include Professional in Human Resource (PHR) Certification. Software skills involve Kronos, Workday, UltiPro and ADP.

Serving in an automotive company as a human resource business partner/HRIS, acted as lead for global launch of Workday in harmonization with the US launch of ADP, Kronos and assisting with compensation and benefit harmonization for an acquired organization. Some of the tasks were assisting in training development for HR, associate manager, and associate Workday users, as well as establishing and administering guidelines and procedures to global sites and providing guidance and training to ensure successful implementation. Also, acted as first point of contact on HR related issues as they pertain to HRIS systems functionality and how they co-inside with operational standards.

As an HR business partner, was responsible for partnering with Human Resources leaders globally in efforts to continue harmonization, optimizing HRIS systems, aligning HR operations procedures, and partnering with benefit and payroll teams to ensure organizational effectiveness. This professional audited key HR areas that have immediate impact on associate compensation and benefits. Moreover, assisted in building, deploying and supporting future key initiatives between multiple stakeholders. Furthermore, responded to internal and external auditors with information to ensure SOX compliance.

Could the future success of your organization be helped by this human resource business partner with experience working in consulting, IT services and aerospace/defense industries? Educational attainment is composed of Bachelor of Arts in Human Resources and Master of Arts in Business Administration. Professional certifications consist of Certified Associate in Project Management certification. Skills in HRIS applications involve Workday, SAP, Ceridian, Costpoint, Deltek, PeopleSoft, Brassring, Siebel, Rumba, UltiPro and ADP.

Contributed to the organization’s success by providing human resources operational support related to Workday processes, personnel actions, performance management, compensation/salary planning, and reporting/analytics to better enable clients (leaders and employees) and business success. Serving in a management consulting company as a human resource business partner, gained understanding of Firmwide and Market/Account specific workflow processes, and built strong relationships with COEs and other resources across the firm in order to best inform responses to clients. Also, oversaw the Global Defense Contract and provided full HR support, as well as Workday actions (job changes, onboarding, transfers, compensation, disciplinary actions, etc.).

Supported organizational goals and objectives by managing the recruiting, hiring, training, organizational development, corporate communication, performance management, company policy development and implementation, as well as compensation analysis and vendor contracts. Serving in an information technology and services company as a human resource business partner, assisted int’l employees with expatriate assignments and related HR matters. Furthermore, applied a thorough understanding of classification principles, and concepts to interpret and adopt classification standards/guides to secure sound classification on positions.

What contributions could a sr. HR business partner who worked in manufacturing, consumer goods and banking industries fit in your organization? Educational attainment is composed of Bachelor’s degree in Commerce (HR). Professional certifications involve PHR certification. Software skills involve Workday, PeopleSoft, HRIS, Taleo, SuccessFactors, ADP and Fusion.

Challenges like leading a project team to develop new policies and implementation of new HR programs (Workday, ADP, Fusion, Taleo, iCIMS, SuccessFactors and PeopleSoft) were welcomed and successfully completed. As a sr. HR business partner in a manufacturing company, has partnered with business leader in each segment to provide HR guidance on HR policies and procedures; as well as supported key HR initiatives in each segment and demonstrated competencies in leading change. Moreover, developed and implemented performance management and employee development programs. Additionally, developed/trained/implemented innovative performance management system throughout the organization resulting in improving employee performance and aligning performance with organizational goals and objectives.

Shared expertise by coaching managers on conflict resolution techniques, succession planning, performance management, career development opportunities, talent management, and performance improvement plans. Serving in a consumer goods company as a human resource manager (HRBP), held exit meetings which provided data to aid in retention strategies.

Could the future success of your organization be helped by this regional human resource business partner with experience working in retail, banking and pharmaceutical industries? Educational attainment is composed of Bachelor’s Degree in Business Management. Professional certifications involve Certified Six-Sigma Black Belt, Certified Development Dimensions International (DDI) Trainer, CalOSHA 30-Hour Certification and Certified Facilitator “Leading at PETCO”. Software proficiencies involve Ceridian HR and Dayforce.

Contributed to the organization’s success by acting as a logistics SME for the implementation and roll out of MyTimeManagement through Dayforce which was a companywide initiative to automate time records, scheduling and time off management. Serving in a retail company as a regional human resource business partner, acted as a strategic business partner which includes salaried staffing support, employee relations, training and development for leadership team and Performance management. This support led to the promotion from being an HR Generalist to HR Manager.

Supported organizational goals and objectives by successfully leading the staffing alignment project. Additionally, acted as a logistics SME for the implementation and roll out of MyStaffingCenter through Taleo which was a companywide initiative to fully automate the recruitment and onboarding process. Furthermore, created and launched DC Network DC Trainer program which included DC Trainer and Warehouse Worker Certification program and plans. Moreover, created, launched and piloted an onsite physical therapy project in an effort to reduce workers compensation costs and get associate back to work faster as well as reduced increases in workers compensation and legal fees with an onsite facility.

What advantages can employing a senior human resources (HR) business partner with work background in the construction, technology and semiconductor industries offer your organization? Aside from having knowledge in the use of Workday, skills are also in employee relations, HR business partnering, HR generalist, program management, and recruiting. Educational background includes strategic HR business training (care of Human Capital Institute or HCI), SHRBP Certification Program, employment law, and HR workshop (harassment policy, compensation, group facilitation, behavior interviewing, executive development, Dale Carnegie systems, manager training). Professional affiliations are with HCI and Society for Human Resource Management (SHRM).

As a senior HR business partner for a technology firm, duties were providing consultation to vice presidents and coaching to their line management and individual contributor employees on HR policy interpretation/application and HR program/project deployment. Responsibilities were also for initiating, supporting, and facilitating the execution of HR program services. Other concerns were employee relations, promotions, succession review, and calibration sessions, stock and salary administration, immigration, international transfer approvals and relocations, talent acquisition approvals that are outside of compensation guidelines. Part of the job was utilizing Workday and Excel spreadsheets for many internal transactions.

Responsibilities in another job were providing client support for IT, enterprise services, professional services, and field support. Accomplishments included providing HR business partner support to 3 divisional IT VPs while transitioning their maintenance groups to vendor management model. The job required delivering HR business partner consultation to client groups supporting HR program rollouts such as focal merit/ performance reviews, talent/ succession planning, job rotations, compensation, job leveling reviews/ recommendations and client transition support.