Below are the 5 HR Managers and 4 HR Directors with ADP & other systems experience. The Thor Group® provides HR managers and HR directors with ADP, your industry and other systems expertise on a consulting, contracting or direct hire basis.

Does a human resource (HR) manager with experience in utilities and financial services industries, as well as knowledgeable in ADP E5, Great Plains and QuickBooks pique your interest? Technical knowledge includes ADP E5, Great Plains, QuickBooks and Paychex. Educational background includes Associate’s degree in Accounting and Finance.

Major responsibilities of this HR manager included financial statement maintenance, preparation and reporting, as well as managing month-end close including accruals. Key roles covered preparing management reporting package and analyzing corporate/industry metrics. Balance sheet analysis and reconciliations, bank statement and credit card reconciliations including G/L posting were positive experiences brought to the business table. Monthly employee expense reimbursements were reconciled. This individual built budgeting model with projections for sales, revenue, expenses and variances, along with A/P & A/R management, reporting and collections. Tasks involved gathering, analyzing, preparing and processing payroll and commission calculations using ADP E5 and QuickBooks for all staff and contractors.

Other duties involved reconciling payroll taxes and processing numerous multi-state quarterly or annual payroll tax returns, in addition to reconciling and preparing employee year-end W-2s & 1099s. Payroll and payroll tax records were maintained in the general ledger, including M/E accruals. Employee on/off boarding was managed and recorded, along with benefits management and ensuring compliance with labor law and HR policies / procedures.

How can your organization gain an advantage with the help of a human resource (HR) manager with work background in technology, business services and advertising industries, as well as skilled in ADP? Technical skills cover ADP. Educational attainment includes Masters of Science in Organizational Leadership and Bachelor of Science in Accounting & Marketing.

Main functions of this HR manager involved managing 13 company services with approximately $9.5M in revenue, 600 clients with 10-150 worksite employees, as well as recruiting, training and managing business partners on the company’s standard operating procedures, best practices and internal systems. Monitoring escalated client issues identified as potential termination risks (PTR) process on a weekly basis and reporting the status to divisional GM and VP were some of the duties. Other roles covered coordinating, planning and conducting the company national call as a forum for communication of HR topics and presentation of new ADP ancillary products as well as product or partnership enhancements.

Notable tasks included strategizing solutions and pricing to retain clients as well as regain trust, in addition to facilitating weekly status meetings to improve client issue prioritization and associate accountability. Responsibilities consisted of delivering immediate feedback and following up with associates in bi-weekly meetings, monthly one-on-one coaching sessions and yearly performance management discussions. The focus was on people management for the Midwest region, including the budget of all HR functions, additional head count to support sales, performance planning, compensation and succession planning. Maintaining or developing successful relationships interdepartmentally and across ADP divisions on various ancillary products including shared service centers, recruiting, safety and risk, workers’ compensation, unemployment claim services, 401k, FSA and COBRA were also completed.

Could the future success of your organization be helped by this human resource (HR) manager with experience in business services, technology and gaming industries who is proficient in ADP and PeopleSoft HRIS? Technical competencies involve ADP, PeopleSoft HRIS, E-Verify and Velocify. Educational background includes Bachelor of Arts in Telecommunications Media and Masters of Science in Human Resource Management.

Important tasks of this HR manager included processing administrative tasks relating to terminations, RIFs, severance, pay changes, supervisor changes, HR associate relation cases and investigations, as well as discussing the LOA process with associates anticipating upcoming leaves. The job entailed supporting the director, HRBP in requisition approval and documentation, in addition to coordinating with the company that supported contractor roles to hire new talent for client needs. Orientation was provided for regular ADP new hires to discuss history, business, mission, values and leadership. Managers were coached on employee development, employee relations issues, career progression, communication skills, onboarding, salary negotiations and talent review process (pay for performance model within ADP).

The campus focus groups were supported regarding client initiatives, company-wide programs, ADP business resource groups and wellness programs. Business needs were discussed with managers regarding recruitment, business strategy and budget per department. The VP of operations was strategically assisted in business transfers, recruiting practices and client relations. In addition, this specialist handled conflict resolution with regards to employment law and ADP policies between managers and their teams. Partnering with legal was done to discuss contract changes with all RPO clientele. The job covered developing site-specific HR strategies to respond to changing business needs.

What can a human resource (HR) manager with work background in retail, manufacturing and chemical industries, as well as specialization in ADP TotalSource and ADP HRIS bring to your organization? Technical specializations involve ADP TotalSource, ADP HRIS and Paychex. Educational attainment includes 2-year course in Business Administration.

Working with areas such as managing and administering day-to-day HR activities for 75 employees, managing daily timekeeping, uploading data biweekly into ADP TotalSource to process payroll and serving as payroll backup for the office of 20 office staff members were part of this HR manager’s work experience. Duties covered updating business organization charts while managing 401K administration, enrollments, terminations, rollovers and withdrawals. Direction and assistance were provided to managers and supervisors solutions to employee relations, attendance, counseling and disciplinary actions, performance issues, terminations and exit interviews. Assistance and support were provided to managers and supervisors on safety trainings/topics. Assistance was also provided to reduce work related injuries by 95%.

Responsibilities consisted of reporting and recording work-related injuries to workers compensation carriers and OSHA log. Apart from proposing return to work duties, other functions involved posting yearly OSHA log summary and working closely with ADP risk management for a safe work environment. This individual worked closely with ADP (PEO) Business Partner on training resources, disciplinary actions and employee relations, as well as administered performance reviews training and guidelines. Member benefits enrolment and changes were administered. Tasks involved working closely with the executives and ADP Business Partner on annual benefits open enrollments and for compliance, along with reconciling temporary agencies invoices and benefits invoices.

Could your organization use a human resource (HR) manager with experience in transportation, financial services and retail industries, as well as knowledgeable in ADP HR, ADP WorkforceNow and Oracle? Technical proficiencies cover ADP HR, ADP WorkforceNow, Oracle and UltiPro. Educational background includes Bachelors in Business Administration (option: Human Resources Management) and Paralegal Certification. The individual is member of the Society for Human Resource Management (SHRM).

Primary tasks of this HR manager included managing the day-to-day operations of the HR department and administering employee benefits, compensation programs and other HR programs. Assistance was given with the CHRO with special projects and implementing strategic initiatives firm-wide. Key roles covered working with CHRO and benefits broker in shopping plans or in plan design, in addition to communicating or administering employee benefits during open enrollment and throughout the year, in compliance with plan documents and enrollment periods. The job consisted of heavy billing, along with manually reviewing and reconciling all benefit plans work with finance for payment. The benefit plan was implemented in ADP; benefits elections were reviewed and approved.

Contributions involved audit billing for benefits and sending COBRA letters to separated employees. Challenges like reviewing/ creating JD, in addition to managing leave of absences, 401k COBRA and Flexible spending were successfully completed. This individual managed the workers’ compensation process and supported ADP Payroll with annual ACA filings. The ADP Benefits module was managed. Supervising and managing the workload of the SHRG, training/developing the SHRG including approving hours and PTO requests were also completed. The ADP HRIS system was managed and delegated appropriately.

Could the future success of your organization be helped by this human resources director with experience in technology and business services industries who is proficient in ADP TotalSource and ADP WorkforceNow? Technical competencies involve ADP TotalSource and ADP WorkforceNow. Educational background includes Bachelor of Arts in Communications (magna cum laude). The individual is member of Society For Human Resource Management (SHRM).

Important tasks covered seamlessly providing strategic and administrative support for a $60M, global company with eleven office locations supporting office/ remote employees, as well as overseeing and designing compensation package for all levels. The job entailed structuring compensation and benefits according to market trends and budget demands, in addition to conducting quarterly management training improving organizational effectiveness. Tasks covered managing organization-wide development of job description and job evaluations, along with leading the FLSA audit and partnering with ADP TotalSource, resulting in reclassifying 20% of employee population. Consistently saving the company $250,000 in annual benefit cost was accomplished by reorganizing insurance plans. An incentive program was developed and implemented.

Key roles involved accurately preparing bi-weekly payroll and tracking data utilizing ADP WorkforceNow. Monitoring and handling all employee claims, including performance-based and harassment incidents, as well as designing and executing the company’s first employee engagement survey and action planning process were skills brought to the table. Contributions involved achieving 98% response in the first year, streamlining HR efficiencies and coordinating new hire orientation. Aside from expanding operational bases, revenues were increased through redesign of roles and overhead was reduced. A 25-member management team was trained in handling interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound hiring decisions.

What can a human resource (HR) director with work background in real estate and consulting services industries, as well as specialization in ADP WorkforceNow bring to your organization? Technical specializations involve ADP WorkforceNow, Navigator and Lotus Notes. Educational attainment includes BA in Business Administration and Psychology. This specialist is PHR (Professional in Human Resources) and Certified Professional, c/o the Society for Human Resource Management (SHRM-CP). Membership is with Society for Human Resource Management (SHRM) and Human Resources Management Association of Chicago (HRMAC).

Working with areas such as directing the human resources function for an environmental testing and consulting firm while bringing HR expertise to the organization were part of this human resource director’s work experience. Duties covered assessing the HR functions, bridging gaps, enhancing programs and processes, as well as developing and implementing new HR initiatives. New approaches were implemented to source, screen, assess candidates and the overall recruiting process was improved. This helped the company meet hiring goals and improved retention. Payroll or employee data was managed and processed using ADP WorkforceNow, Navigator and Lotus Notes.

Responsibilities in another job consisted of establishing and managing the HR department for a real estate title insurance company and its survey division. HR activities were reviewed to determine what was being done, by whom, and the quality of the results. This individual filled in missing steps, standards, and record-keeping. This enabled the organization to scale smoothly from 60 employees to over 200. Other functions involved recruiting exempt and non-exempt employees, in addition to processing the bi-weekly payroll using various ADP payroll and timekeeping systems. Competitive compensation plans were managed and maintained by researching market rates.

Could your organization use a director of human resources with experience in technology, manufacturing and construction industries, as well as knowledgeable in ADP HRIS and QuickBooks? Technical proficiencies cover ADP HRIS, QuickBooks, Quicken, Publisher, Visio, Bridge and Newton. Educational background includes Bachelor of Science in Chemistry and Human Resources Management. This Human Resources Professional is PHR (Professional in Human Resources) and Certified Professional, Society for Human Resource Management (SHRM-CP).

Primary tasks of this director of human resources included managing all aspects of human resources, from the organization component to employee needs, as well as directing and managing all human resource efforts for a public manufacturing company, including strategic management, talent management, recruiting, hiring and onboarding. Aside from training directors, managers and employees, key roles covered designing and implementing a standardized performance appraisal process while ensuring compliance with federal/ state laws. The job consisted of strategically developing the company workforce from 45 employees to 1,000 in a period of 2 years and leading/executing 25 claims and lawsuits from OSHA, labor commission and civil lawsuits. This individual strategized and facilitated new HRIS software (ADP, MLS and ATS).

Contributions involved saving the company 10% on benefit renewal by designing and negotiating employee benefits, in addition to establishing/ streamlining HR processes according to regulations. HR policies manual, employee handbook and health/safety handbook were created to fit business needs and meet local/ state/ federal standards. The employee turnover was decreased by nearly 10% by hiring the right employees and improving training on the job using timely feedback. Employee performance was increased by 10% net revenue on $250M annual revenue, by increasing employee engagement.

How can your organization gain an advantage with the help of a director of human resources with background working in nonprofit and retail industries, as well as skilled in ADP? Technical competencies involve ADP. Educational attainment includes MA (Organization Management), BS in Business Administration and BS in Business Management.

Main functions of this director human resources included developing as well as implementing the overall strategy for the company’s human resources systems, policies and actions that drove the agency culture and ensured the company met its mission. The new hire orientation was reconstructed. Contributions included passing three unannounced federal audits.

Skills in another job consisted of workforce planning, managing multi-site responsibilities, organizational planning, training initiatives, management developing, improving finance performance, monitoring compliance and providing employee relations support. An additional duty involved creating a field-based succession plan that increased leadership development, productivity and improved employee engagement by 10% for 4,500 employees. Collaborating with key leaders in areas of staffing, diversity and inclusion was part of the key roles.