Below are the 3 HR Directors, 4 HR Compensation Managers & 2 Payroll Directors with Workday HR & other systems experience. The Thor Group® provides Workday system's SME's, project managers, financial analysts, developers, Cloud specialists & Workday software implementation professionals on a consulting, contracting or direct hire basis.

How can your organization gain an advantage with the help of a human resources director with background working in media, communications and software industries, as well as adept in Workday? Technical competencies involve Workday. Educational attainment includes B. S., Social Work and SPHR Certificate.

Serving in a media company, one of the main functions of this human resources director included working with the CEO and executive team on a 127 Million acquisition of a public company. Serving as project manager and HR leader to implement a strategic plan and integrate the two companies focusing on high Performance teams and minimizing synergies and redundancies were all part of the duties competently performed on an ongoing basis. This individual implemented a Performance management system which included 360 reviews for all executives and development plans to focus on areas of weaknesses. The job covered selecting the HRIS system (Workday) and partnering with outside consultant to implement systems. Tasks involved partnering with team members to bridge the cultural gap from remote offices as well as international by team building, co-facilitating department meetings and hosting all hands meetings via video conferencing.

Skills brought to the table consisted of accepting the challenge of leading organizational start-up of a new entrepreneurial venture promising to provide an industry-leading infrastructure solution to major enterprise companies worldwide, in addition to building a high-Performance organization poised to deliver $26 Million in first-year revenue. Duties involved initiating an organized approach to sourcing, hiring and onboarding top talent, in addition to working with the compensation team to develop an incentive plan with aggressive (but achievable) milestones for elite software engineers.

Would a director, human resources with experience in education, it and public utility industries, as well as skilled in Workday, SAP and PeopleSoft help your organization achieve greater success? Technical specializations cover Workday, SAP, PeopleSoft, ImageNow, ApplicationXtendor, RWD/uPerform, Camtasia and Adobe Connect. Educational background includes Masters of Science (MSA) in Human Resource Administration, Bachelors of Business Administration (minor in International Business), Certified Senior Professional in Human Resources (SPHR) and Society of Human Resource Management, Senior Certified Professional (SHRM/SCP).

Making a positive difference with managing a team of human resource employees and overseeing all areas of HR, including employee relations, talent acquisition, compensation/classification, compliance, training/organizational development, personnel records and special projects were some of the key focuses. Responsibilities covered establishing and managing multiple projects and priorities surrounding strategic planning, operational goals and president-driven initiatives. Launching and completing the compensation and classification project were done to evaluate the current state and develop future grade level system. This individual implemented the universities’ first cloud based Human Resource Information System (HRIS), Workday, within budget and project timeline.

Notable skills used on a regular basis included implementing a number of web-based learning modules to include mandatory compliance training (sexual harassment, hiring legally) as well as other development courses such as conflict resolution and team building. An additional function covered supporting the president’s initiative for culture assessment, redevelopment of Performance appraisal and organizational structure changes. The job covered serving as lead on employee relations and legal matters surrounding human resources, title IX, harassment and other employment related grievances.

Does your organization require the expertise of a director of human resources with work background in manufacturing and technology industries, as well as specialization in Workday HCM? Technical knowledge involves Workday HCM.

Important contributions of this director of human resources included reporting to the vice president of human resources, operating at both strategic and tactical level, as well as supporting all functional areas of HR, including recruitment, hiring, on-boarding, compensation, benefits administration, employee relations, Performance management, training, and organizational development. Providing project management support and staff supervision within the human resources department were some of the key roles. This was an interim role in support of the department’s goals and objectives. In addition, this individual supervised two HR business partners and a benefits administrator. The company recently implemented Workday HCM; the job involved Workday compensation administration for year-end process and Workday Performance management. Other tasks covered handling the process of rolling out Workday talent and succession planning.

An additional function involved providing strategic support to a $450M business undergoing a major transformation. Executive leaders were influenced on business needs and strategies, while providing expertise across all HR and organizational development disciplines. A human capital plan was developed to support the business expansion into new geographic markets and industry sectors. Skills brought to the table involved analyzing changing industry trends, mapping trends against business cycles for any potential impact, proposing a strategy to acquire or service from existing sites to minimize labor Costs and supporting new product offerings. A labor plan and model was developed to support growth in the businesses production operation.

Would a human resources (HR) compensation manager with familiarity in business services, manufacturing and communications industries, as well as skilled in Workday Compensation, HCM, Recruiting/Talent/Performance, SAP and JD Edwards help your organization achieve greater success? Technical specializations cover Workday Compensation, HCM, Recruiting/Talent/Performance, SAP, JD Edwards, PeopleSoft and ADP.

Making a positive difference with developing and conducting Workday Compensation proof of concept sessions with the business stakeholders were some of the key focuses of this HR compensation manager. Responsibilities covered architecting the Workday Security framework that included Workday Compensation functionality and aligned with existing core HCM principles, in addition to conducting expert gap/analysis to identify complexity and estimated effort between As-Is and To-Be functional business process designs. Collaborating with client company technical and functional compensation SME’s was also done. The job involved architecting design discovery sessions, process analysis, evaluations and recommendations for business processes. All discovery finding and analysis were documented and documented results were reviewed with key business stakeholders.

Notable tasks included configuring compensation packages and analytics, along with planning eligibility rules, profiles, proration and waiting periods. This individual configured consolidated merit and Bonus business processes using shared participation grid. An additional function involved configuring the advanced security framework, including role-based/segment-based/user-based/intersection/membership security groups, advanced business process framework with complex condition rules. Setting up and running WD data conversion programs and configuring custom objects/labels/worktags/organizations were efficiently carried out. Configuring tenant setup, landing pages, dashboards and worklets, along with configuring advanced, composite, and matrix reports using calculated fields were part of the job.

Could your organization use a human resources (HR) compensation manager who is experienced in banking and education industries, as well as proficient in Workday, Oracle, PeopleSoft and Hyperion? Technical proficiencies cover Workday, Oracle, PeopleSoft, Hyperion Essbase and SQL. Educational attainment includes Ph.D. in Managerial Economics (minor in Finance); and Bachelor of Science in Finance. This individual obtained a certification in Six Sigma/Business Process Management. Strengths include expertise in a wide range of finance and corporate functions, including finance modeling and analytics and ERP systems (PeopleSoft, Workday).

Primary tasks of this HR compensation manager included leading a team of analysts, managing accruals, forecasting and budget the entire company’s sales incentives, over $200 Million per year. Leading a cross-function team to conduct in-depth analytics on incentive financial effectiveness and partnering with business, risk and HR teams to boost multiple lines of business’ sales, auto sales alone by $500 Million per year were also handled. Part of the key roles covered analyzing various business trends, seasonal volatilities and their financial impact to the company’s P&L through reports, forecast, planning and financial analysis. Key financial and operational advices were provided to senior leadership and business partners as financial subject matter expert and trusted business partner.

Contributions involved managing a multi-year project of new sales ERP system, overseeing as project lead including initial planning, business requirement and design/development. Also, multiple enterprise level ERP projects were supported, including PeopleSoft, Workday and Data Warehouse to support AI/Big Data analytics. This individual enhanced governance and compliance control of key business processes and successfully passed audits from both internal and external governing agencies.

What can a human resources (HR) compensation manager with work background in information services, technology and agriculture industries, as well as specializations in Workday and PeopleSoft bring to your organization? Technical specializations involve Workday, PeopleSoft, Cognos and PeopleFluent. Educational background includes Bachelor of Business Administration (Honors) and Certificate in Human Resources Management (Honors). This individual obtained Certified Compensation Professional (CCP) status and Global Remuneration Professional.

Working with areas such as serving as subject matter expert responsible for providing base pay and incentive pay solutions to internal client groups in USA and globally was one of the skills brought to the table by this HR compensation manager. Duties covered creating salary structures, spanning Associate VP levels and designing incentive plans for CEO and top talent awards. Working with finance and HR leadership team was done to establish a budget for the plans. Key roles covered working with HRBPs and business leaders to get input and Buy in on the plan structures, as well as working with the CEO and HR leadership to finalize plan payouts. This individual served as program manager for annual merit and Bonus cycle and created/updated compensation dashboards to track pay adjustment spend versus budget, and analyze Performance versus position in range.

Responsibilities consisted of providing compensation consulting to technology, IoT, data security and data analytics teams, in addition to reviewing and providing salary recommendations for client groups, while staying within budget. Tasks involved calibrating and reconciling employees to accurate job families Work was done using Radford surveys, MarketPay and Workday.

Could the future success of your organization be helped by this human resource (HR) compensation manager who worked in publishing and media industries, as well as proficient in Workday and PeopleSoft? Technical competencies involve Workday, PeopleSoft and IBM Cognos. Educational attainment includes Human Resources Management degree.

Important contributions of this HR compensation manager included serving as compensation finance lead on the domestic & international P&L (12 Million plus) for various brand publishing titles. The position management of all staffing models in Workday was handled, ensuring positions and job classifications (exempt and non-exempt) were in alignment with budget for a group of over 700 employees. Tasks covered developing the annual compensation budgets and monthly forecasts through collaboration with senior brand and executive level leaders, along with executing month-end accounting closes, preparing journal entries, reconciling all compensation changes and updating of financial planning models. Monthly compensation variance analysis between budget and actuals was performed, ensuring compensation Cost savings from all headcount and compensation related changes.

Key roles involved collaborating with the regional human resources teams on the annual compensation process, incorporating the annualized merit cycle, Ad sales and annual Incentive Bonus programs. The job involved collaborating with the IT implementation teams on the TM1 – compensation planning tool by documenting, testing, and offering insight on system enhancements for optimal functionality from both a finance partner and end-user perspective. Thus, meeting the deliverables timeline and adhering to all budget and Cost controls.

What can a payroll director who is knowledgeable in Workday HCM, PeopleSoft and Oracle with experience in media and construction industries do for your organization? Technical competencies consist of Workday HCM, ADP, ReportSmith Tools, PeopleSoft, Oracle and SAP SuccessFactors. Educational attainment includes Master of Public Administration (MPA), Executive Development; Bachelor of Science, Financial Management; and Associate of Science, Human Resource Management. This specialist obtained certifications in Glob Payroll Management, CPP (Certified Payroll Professional), Workday HCM and HCM Services Consulting Core.

Key roles of this payroll director were composed of overseeing the payroll function serving 5K employees across North America, steering the department strategic planning and budgeting, as well as developing internal policies, controls, procedures and continuity materials. Duties involved administering payroll systems and navigating implementations, updates, and integrations. This individual ensured the achievement of quality and efficiency objectives in payroll processing and reporting using Workday and ReportSmith tools; and providing advice on payroll tax reporting to maintain compliance with regulatory schedules and standards. Escalated payroll issues in collaboration with vendor representatives (ADP, Workday) were resolved.

Other functions included evaluating and navigating continuous improvement initiatives related to management of payroll as well as stock dividends, options, vesting and pension 401(k). Responsibilities were comprised of ensuring the successful migration of enterprise from ADP to Workday and responding to management frustration with existing system by creating RFP, conducting discovery calls, and arranging pitch presentations, with strategic sourcing and executive teams responding to Workday module. Tasks consisted of managing the year-long migration project, leading design, testing, and handling implementation to ultimately enhance processes for payroll as well as accounting, human resources, and benefits management enterprise-wide.

How can a human resources/payroll director who is adept in Workday HRIS with background working in media and retail industries fit within your organization? Technical specialties cover Workday HRIS, Kronos and OneSpace. Educational background includes Bachelor of Arts in Communication and Bachelor of Science in Communication, Minor in Psychology and Sociology.

Duties of this human resources/payroll director covered conducting interviews and hiring plans. Implementing and training end users for the new HRIS system Workday were some of the functions. Other tasks involved ensuring EEO compliance and administering payroll. Company policies, procedures, benefits and expectations for new employees were conveyed. Responsibilities consisted of maintaining employee records and updating various Excel spreadsheets to track endorsement and talent fees. Weekly garnishments and payroll deductions were processed. Internal payroll and promotional audits were managed. Strong internal communication was managed. Exit interviews were conducted. Payroll related grievances were handled. Training and tracking employee development were completed. This individual utilized HRIS systems Kronos, OneSpace and Workday for timekeeping and payroll administration.

Key roles consisted of maintaining daily and monthly payroll records. The payroll director was assisted in executing payroll. HRIS systems Kronos, OneSpace, and Workday were utilized for timekeeping and payroll administration.