Below are the 4 Functional Analysts, 4 HRIS Analysts & 4 Business Analysts with SAP HR & other systems experience. The Thor Group® provides software engineers, systems engineers, developers, project managers, systems analysts, systems administrators & SAP implementation specialists on a consulting, contracting or direct hire basis.

Would it be beneficial for your organization to employ an SAP HR functional analyst with experience working in commercial services, paper products and financial services industries? Educational attainment is composed of Major in Business Administration. Technological know-how consists of SAP HR, OMNI and MLII Platform.

Serving in a commercial services company as an SAP HR functional analyst, served as architecture team member participating in the company’s SAP HCM Implementation Project. Some of the tasks were supporting the creation of Functional Detail Design Specification documents, as well as acting as technical writer for the standardization of Strategy documentation including strategic, positional, technical and training materials. While employed in a commercial services company as an SAP technical writer, documented SAP 6.0 Business Process Procedures for all HR processes, as well as wrote technical documentation for HR User training with international variations. Moreover, designed SAP ad hoc reports to monitor transactions.

While working in a forest & paper products company, entered and audited transactions and resolved errors in SAP HR modules to ensure data integrity. In addition, wrote QDRO manual in conjunction with Mercer, refined non-discrimination testing data for SAP reporting, wrote plan highlights for enrollment kits, as well as managed the creation and distribution of personalized retirement plan profiles to improve enrollment and participation.

Would your organization benefit from hiring an SAP HCM functional analyst with extensive experience in human resource department in a tertiary care hospital? Highlights of qualifications include functional experience in SAP Human Capital Management (SAP HCM/HR) which includes three full life cycle implementation projects and one upgrade project. SAP application skills are composed of Payroll (PY), Organization Management (OM), Personnel Administration (PA), Time Management (TM), Benefits (BN), Personnel Development (PD), Learning Solutions (LSO), Compensation Management (ECM), ESS/MSS and Recruitment (RC).

Serving in a tertiary care hospital as SAP HCM functional analyst, was involved in the Integration of Personnel Administration with Organization Management. Other duties were mapping the hospital’s organization structure with SAP, as well as uploading the organization units, positions and jobs details and relations in SAP with LSMW. This professional configured on duty and on call attendance types and wrote PCRs for the special calculation of payment for these types of attendance in payroll. Also, generated the quotas through time evaluation with PT60, as well as maintained the features like SCHKZ, TMSTA, and WWEEK to default the values in Info type 0007. Furthermore, configured Payroll Area, Date Modifiers, Period Parameter, and Control Records as well as generated Payroll Period.

Other job functions covered the maintenance of custom U.S. payroll schema. Some of the duties were working on the SAP Payroll-GL integration, as well as performing unit testing of the complete payroll process and user acceptance testing.

Would a detail-oriented SAP HR functional analyst who worked in retail, telecommunications and distribution industries fit in your organization? Educational attainment is composed of Bachelor of Commerce, Major in Cost Accounting, Minor: Human Resources and Master of Business Administration with Dual Specialization in Information Technology and International Business. Professional certifications involve SAP HCM ECC 5.0 Certification. This SAP HR Certified Specialist has a diverse set of experience with R/3, ERP 2004 and ECC6.0, as well as great analytical, technical and functional skills. Also, worked as a consultant for various clients while analyzing client requirements for SAP HR module which included Personnel Administration, Organization Management, Payroll, Benefits, Reporting and Time Management.

Some accomplishments included serving as a functional support consultant in SAP ECC 6.0 for Payroll and Time modules of the SAP HCM system. While employed as an SAP HR functional analyst in a retail company, customized payroll schemas and personnel calculation rules related to payroll run. In addition, created wage type and check wage type group for basic pay, additional payments, and recurring payments including defined their characteristics. Moreover, configured work schedules for calculation of overtime, holidays and leaves.

Shared expertise by working on connections and ADP Payforce to transfer the gross payroll (processed in SAP) to ADP to calculate the net payroll and print checks. As a functional analyst in a telecommunications company, documented Functional Specifications and Functional Requirements for conversions, interfaces, reports, and workflow based on business blueprint and gap analysis.

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Would it be beneficial for your organization to employ an HRIS analyst with solid set of skills in HRIS, configuration, database management, payroll, benefits, compensation and ensuring the integrity of data entry? Technological background involves SAP, Lawson, Oracle, PeopleSoft HCM, UltiPro, Win Team, Ceridian, Cornerstone, cFactors, AnswerKey, Kronos, ADP Enterprise HR, Taleo and more.

While employed in a mining company, maintaining the HRIS system in the area of human resources administration and compensation in Lawson and SAP was a key duty. Also, researching and executing system enhancements as well as preparing routine management and statistical reports, EEO-1, employee census, headcount, surveys and turnover based on data in the enterprise system were some of the responsibilities completed. Other tasks involved implementing from ground floor-the ESS (Employee Self-Service Portal) and the MSS (Manager Self-Service) for SAP and ATS (Taleo 11B). This was for recruiting, on-boarding and talent management.

As an HRIS reporting analyst for a distribution company, participating in the HRIS transition/implementation of Workday HR, on-boarding/recruiting, payroll and talent management process mapping and configuration was a primary responsibility. Additional duties encompassed providing 24/7 support for any HR-related issues and providing weekly updates to the team on new HRIS implementation.

Would hiring an HRIS analyst with experience working in packaged foods, waste management and aerospace/defense industries help meet the needs of your organization? Educational attainment is composed of Bachelor of Finance. Technical skills involve SAP, PeopleSoft, Highland Software, Unix/Telesoft and ADP.

Acting as an HRIS analyst in a packaged foods company, responsible for running ad hoc reports using system such as Oracle, PeopleSoft, SAP, Access, and Excel on a daily basis. Some of the tasks were performing audits to ensure data integrity in all HRIS systems, as well as merging and interfacing over 30,000 employees into one system that required several testing, scripts and scenarios. Part of the job was to perform analysis through observation, statistical sampling and auditing in order to make recommendations that provide support for all levels of management in their decision process.

While working for a waste management company as an HRIS analyst (SAP, Peopleclick and Cornerstone), built organizational structures in SAP, assisted with affirmative action planning, as well as supported various systems including SAP, Peopleclick, and Cornerstone. Part of the job was to do Report Writing (regular and ad hoc) for various purposes including business metrics, regulatory, investigative, etc. Furthermore, modified and created reports/queries based on end user needs, as well as provided analysis through observation, statistical sampling and auditing in order to make recommendations that provide support for all levels of management in their decision process.

Could the future success of your organization be helped by this HRIS analyst with work experience in steel, beverage and airline industries? Educational attainment is composed of BS Computer Science. Software knowledge consists of SAP, Oracle, ADP, PeopleSoft, Employee Central (ECMS), Taleo ATS and Success Factors.

Contributed to the organization’s success by creating and implementing standardized reports in SAP to create automation for workforce changes. Acting as an HRIS analyst in steel production company, answered employee questions and addressed employee concerns with the company, as well as handled employee counseling and corrective behavior or termination of employment. Some of the tasks were supporting HRIS and system integration initiatives for a steel processing plant comprised of 1,600 associates, as well as providing centralized data analysis and reporting support for all HR processes and maintaining HR analytical tools, reporting and dashboards. Part of the job was to create and implement new employee portal for new hires. Designed SharePoint portal linked to Success Factors to augment onboarding process and improve new hire experience. In addition, led the implementation of rewards and recognition site, as well as created budget, designed website, conducted user acceptance testing (UAT) and managed vendor relationship.

Supported organizational goals and objectives by supporting HRIS and system implementation for a beverage distribution company comprised of 4000 associates. As an SAP HRIS analyst, acted as a key member of SAP implementation team. Moreover, partnered with consulting group in conducting user acceptance testing (UAT) as well as identifying and resolving data set and integration issues.

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Would hiring a sr. business analyst with experience working in telecommunications, IT services and specialty chemicals industries help meet the needs of your organization? Educational attainment is composed of Embedded Systems and BE Electronics & Communication Engineering. Software skills involve SAP HR, SAP PI, Informatica, SABA and Taleo.

Acting as a sr. business analyst in a telecommunications company, handled complex HR interface issues & was involved in the Major HR full load and delta load files transmission from SAP to legacy systems. Some of the tasks were handling Talent Management & PD Rating (performance Dialogue) issues for employees, as well as resolving the defects. Part of the job was to interact with middleware team’s SAP PI, Informatica and Ab initio team’s for complex interface file transfer issues. In addition, supported SAP interfaces from SAP to legacy systems like SABA, Taleo, Excentive, Org plus and CWT interfaces. In addition, actively involved in Transition plan on the major EVO business process and SAP HR interfaces.

While working for an IT services company as a business analyst, worked on SUI (State unemployment Insurance), as well as applied the requests from users both in SAP and BSI Tax Factory. This professional has good exposure and configured 401k pre-tax and post-tax plans. Furthermore, handled SAP HCM production issues related 401k pre-tax and post-tax related issues.

Could the future success of your organization be helped by this senior business analyst with work experience in electronics and hospitality industries? Educational attainment is composed of Bachelor of Business Administration in Management Information Systems. Relevant skills include SAP HCM (PA, OM, ECM, Configuration, Time/Payroll, ESS/MSS Portal, Workflow, Reporting, IDOCs, ALE & working knowledge of ABAP); SAP E-Recruit; SAP BI; Working knowledge of SAP Netweaver Portal; HP Quick Test; Winshuttle and SAP Data Upload Software.

Contributed to the organization by creating and maintaining standard and ad-hoc reports using SAP R/3 as well as SAP BI. Acting as a senior business analyst- HR business systems in an electronics company, maintained data integrity within the company Global SAP HR Instance, as well as assisted HR, Payroll & IT with maintaining Sarbanes-Oxley Compliance. Part of the job was to serve as a liaison with Payroll, HR and IT (both on and offshore developers) on issues concerning SAP transactions, interfaces, reports and system problems.

Supported organizational goals and objectives by being accountable for company’s SAP Core HCM, E-Recruiting and Talent Management systems, including Performance Management, Talent Review, and Compensation Management applications. As an SAP HCM solutions architect in a hotel and resort company, implemented SAP modules including a one-year project to implement Global SAP E-Recruiting covering 90+ countries and a six-month project to implement Global SAP E-Compensation. This involved designing an annual compensation process that was scalable on a global level and included the collection of performance ratings, annual merit increases, promotions, annual bonuses, and equity awards.

Is impacting your organization with a business analyst who worked in textile, software and commercial services a current business consideration? Educational background is composed of Bachelors of Arts in Information Systems and Masters of Business Administration, with specialization in Project Management. Technological skills consist of SAP module configuration, SAP Blueprint development, SAP module Event Management, SAP LSMW and ASAP Project Management Methodology.

While employed in apparel & textile company as a business analyst, provided analysis and solutions for Global Compensation Events, troubleshooting issues and improving HR processes. Also, analyzed and resolved issues between SAP HCM and Portal, as well as mentored other business analysts in SAP functionalities, configuration, and security. Serving in a software company as a business analyst, analyzed and created solutions to improve HR processes using tools provided by SAP that the department had not fully exploited, such as ad hoc query, variants, and reports. In addition, analyzed and resolved issues between SAP HCM and other HR system such as Taleo, HireRight, and others.

Part of the job as a senior SAP HR consultant in a commercial services company was to plan and manage two full cycle projects. First, for the implementation of SAP Event Management for e-learning. Second, for the automation of employee and payment rules in SAP modules Personnel Administration, Compensation Management, and Payroll, which greatly reduced manual workflows for the company.

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