Below are the 4 Payroll Managers, 4 HR Managers & 4 Compensation Managers with Ceridian & other systems experience. The Thor Group® provides these and other HR, payroll, benefits, compensation & office professionals with Ceridian, your industry as well as other systems expertise on a consulting, contracting or direct hire basis.

Would a payroll manager with familiarity in nonprofit and manufacturing industries, as well as skilled in Ceridian HR, Ceridian Payroll and Ceridian Self-Service help your organization achieve greater success? Technical specializations cover Ceridian HR, Ceridian Payroll, Ceridian Self-Service, Ceridian Dayforce Management, Ceridian Report Writer, Lawson and UltiPro. Educational attainment includes Associate of Arts in Human Resource Management and Bachelor of Business in Accounting. The individual is member of American Payroll Association.

Making a positive difference with processing payroll for 600 employees (exempt/ nonexempt) using Ceridian Dayforce Management System, implementing Time Away from Work Module in Dayforce and training employees/managers on how to use it were some of the key focuses of this payroll manager. Responsibilities covered working from Ceridian HPL payroll system to Dayforce Management System for payroll and time & attendance, as well as collaborating with HR to improve the company policies and processes. Reviewing, translating and uploading the 403B file to vendor, in addition to reviewing, translating and uploading the check file in to the general ledger system for payroll reconciliation were part of the duties.

Two new employees were trained on the Ceridian HPL system. Notable skills used on a regular basis included worksite reporting for the State of New York, in addition to preparing and reconciling company payroll taxes. Working with the HR was done to get the benefits data on the W2’s for the Affordable Care Act. Areas of expertise included collaborating with human resources to simplify processes/improve form design, working with state/ federal/ SOX external auditors, managing internal/external audit processes and implementing/enforcing company-wide policies for management, exempt and non-exempt employees.

Could your organization use a payroll manager who is experienced in an acute care hospital, as well as proficient in Ceridian HR, Ceridian Source Time & Attendance System and ADP eTIME? Technical proficiencies cover Ceridian HR, Ceridian Source Time & Attendance System, ADP eTIME and SAP Financial Systems. Experience is also in HRIS/Payroll conversion and implementation, training, and procedures, as well as in flexible benefits administration. Educational attainment includes Accounting, Business Administration. This individual is a Certified Payroll Professional (CPP).

Primary tasks of this payroll manager included managing and being accountable for hospital payroll processing for two business entities with 1800 employees. This individual joined the hospital 2 months following the conversion from Ceridian to API Healthcare Systems, also following a 6-month period with no payroll manager in the position.

Key roles covered working with API to ensure all system configurations were functioning properly and developing reports for management. Ensuring HR and corporate payroll programs were being administered and communicating effectively, efficiently and legally, as well as supporting the strategic needs of the hospital and complying with union contracts (four unions) were also handled.

Could your organization use a payroll manager who is experienced in an acute care hospital, as well as proficient in Ceridian HR, Ceridian Source Time & Attendance System and ADP eTIME? Technical proficiencies cover Ceridian HR, Ceridian Source Time & Attendance System, ADP eTIME and SAP Financial Systems. Experience is also in HRIS/Payroll conversion and implementation, training, and procedures, as well as in flexible benefits administration. Educational attainment includes Accounting, Business Administration. This individual is a Certified Payroll Professional (CPP).

Primary tasks of this payroll manager included managing and being accountable for hospital payroll processing for two business entities with 1800 employees. This individual joined the hospital 2 months following the conversion from Ceridian to API Healthcare Systems, also following a 6-month period with no payroll manager in the position.

Key roles covered working with API to ensure all system configurations were functioning properly and developing reports for management. Ensuring HR and corporate payroll programs were being administered and communicating effectively, efficiently and legally, as well as supporting the strategic needs of the hospital and complying with union contracts (four unions) were also handled.

Could the future success of your organization be helped by this payroll manager who worked in construction, financial services and retail industries, as well as proficient in Ceridian HR, Ceridian Payroll, Oracle and ADP Payroll System? Technical competencies involve Ceridian HR, Ceridian Payroll, Oracle, ADP Payroll System, JD Edwards, Kronos Timekeeping, Deltek and Solomon Accounting System. Educational attainment includes Accounting and General Education classes, including Micro Computer applications. This individual is a Certified Payroll Professional (CPP), care of American Payroll Association.

Important contributions of this payroll manager included managing two payroll administrators and cleaning up the payroll system to get the company back on track. The Ceridian E-Source Online Payroll System was utilized. The company had over 1300 employees. Garnishments, timesheet calculation, processing of payroll, commissions, bonus checks and expense reimbursements were managed. This individual handled the manual calculation of termed employee final pay. All tax issues and systems issues were resolved; help was provided in implementing time & attendance.

In other jobs, key roles involved applying knowledge of multi-state monthly, quarterly/yearly state and federal/local returns, as well as working as power-user for the accounting department. The support staff was supervised. Bank reconciliations were managed. Aside from managing a 12-person payroll team, an additional responsibility covered overseeing the current payroll setup which included over 10,000 employees and over 400 unions. The JD Edwards Payroll Software System was utilized; the job covered working as a stand-alone for tax purposes with ADP. Employees were located in every state, Guam and Puerto Rico. A payroll department with no structure and could not process timely payrolls was turned around.

Would it be beneficial for your organization to employ a human resource manager with experience working in utilities, oil/energy and electrical/electronic manufacturing industries? Educational attainment is composed of Associate Degree of Arts in Business Management and Bachelor of Science Degree in Business Administration. Software proficiencies involve Ceridian Dayforce, PeopleSoft and ADP.

Serving in a utilities company as a human resource manager, oversaw and provided guidance to the HRIS System Administration of PeopleSoft, SuccessFactors, and now Ceridian Dayforce to meet the needs of the HR Department. The team underwent a transition from PeopleSoft to Ceridian Dayforce. This professional led the implementation for HR and was successfully managing the contract. In addition, conducted an HRIS Audit of the PeopleSoft System and Ceridian Dayforce access on a quarterly basis to ensure separation of duties and access accuracy. Moreover, also led the implementation of upgrades at least on a quarterly basis to ensure testing of the system was conducted for accuracy.

As a human resource and administrative manager in an oil and energy company, reduced administration office expense by $25,000 by auditing vendors to ensure company has the best price advantage. Some of the tasks were managing and distributing all Company resolutions for Annual, Stockholder and Special Meetings and ensuring originals are filed in NYC. Additionally, successfully managed payroll and benefits for all employees. Furthermore, managed Employee Relations, training and development.

Would a detail-oriented regional human resource manager with work experience in logistics, wellness and fitness, as well as automotive industries fit in your organization? Educational attainment is composed of Bachelor of Science Degree in Business and Career Occupations. Computer experience consists of Ceridian HR, PeopleSoft and ADP.

Some accomplishments included using Ceridian HRIS system, as well as managing HR Department for the DFW Region in 6+ distribution centers with 350 employees. As a regional human resource manager in a logistics company, managed employee relations and the investigation process, recruiting/new hire orientations/on boarding, policy administration and compliance. This also encompassed benefit administration/invoicing/FMLA/ADA/EEOC/leaves, union avoidance training, performance management, succession planning, change management, worker compensation, compensation/payroll, federal and state law compliance, training, organizational and management development. Also, managed job postings, staffing agencies/invoicing and vendor relationships, exit interviews, developed job descriptions, unemployment hearings, and implemented the ADP/VE applicant tracking system in the region.

Shared expertise by managing the HR Department during a large growth period for company while opening a new facility. Serving in a health, wellness and fitness company as an HR manager, other responsibilities included employee relations, and full cycle recruiting for management and administrative employees. Part of the job was to manage the payroll and benefits areas of the HR Department, clinical renewables for state audits, unemployment claims, worker’s compensation, policies and procedure compliance, as well as state and federal law compliance.

How can a human resource administrative manager who worked in consumer goods, building materials and entertainment industries help your organization? Software skills involve Ceridian HR, Citrix, QuickBooks and ADP. Educational attainment is composed of Business Management Degree. This specialist ensured that the Health and Safety Standards were continuously met while reducing safety incidents by 99%, in under one year.

Working with challenging issues such as creating and managing attendance policies tracking paid and unpaid time off, vacations, sick pay, reimbursements and Bi-weekly payroll through Ceridian have vetted this specialist’s work experience. While employed in a consumer goods company as a human resource administrative manager, provided disciplinary actions according to the handbook, State and Federal guidelines, disciplinary and termination actions and records for over 250 employees. Also, implemented monthly safety meetings with different safety topics each month as well as successfully conducted annual employee training and record keeping with 100% completion. Additionally, oversaw a staff of 12 with 9 reports in manufacturing, one in shipping, one in receiving, one in janitorial and one QA Lead Technician.

With a “can do approach” in the area of effectively filling open positions with recruitment and interview plans through different social media such as Indeed, Linked In, Zip Recruiter, Craigslist and attending job fairs have been career objectives. As a human resource manager in a building materials company, posted Job placement ads, reviewed resumes, conducted interviews and phone screens. Furthermore, developed and delivered offer and rejection letters, new hire paperwork, background screens, drug screens and E-Verify’s while maintaining employee files with accuracy, confidentiality and compliance with company, state and federal guidelines.

Would hiring a human resource manager with experience working in human resource, health/ wellness/ fitness, as well as hospitality industries help meet the needs of your organization? Educational attainment is composed of BS in Business Administration, Accounting. Technical knowledge & skills consist of Ceridian HR, ADP Enterprise (EV5), ADP Payforce, ADP Workforce Now, Lawson, Pro business, Paychex, SAP Finance and Accounting, Oracle, JD Edwards, Workday Payroll and HR modules, Ultimate Software and Kronos.

Acting as a human resource manager in a human resource company, supervised 1 associate in delegating daily payroll workflow such as processing timesheets for 950 employees, calculating wages, bonuses and commissions on Ceridian payroll. Also, administered the employee accruals for vacation and sick time, garnishments, and 401k. Moreover, processed 35-month end journal entry reports, as well as prepared 20 ad hoc reports and transferred $4M in Payroll funds per month.

While working for a heath, wellness and fitness company as a human resource manager, managed termination process and unemployment compensation. Some of the tasks were administering insurance benefits, calculating billing totals, explaining benefits, assisting with completion of enrollment forms, and answering benefit questions for 1200 employees. Moreover, administered the employee benefits and answered questions regarding 401K Plan, vacation and benefits (insured and non-insured). Furthermore, entered payroll information on computer (wage information, changes).

Would hiring a compensation manager with experience working in business supplies equipment, banking and media industries help meet the needs of your organization? Educational attainment is composed of Bachelor of Science in Business Administration. Technical skills consist of Ceridian Dayforce HRIS.

Acting as a compensation director in a business supplies equipment company, served as Project Manager for implementation of Ceridian Dayforce HRIS, including leading core team on updating policy and procedure, data mapping, system configuration, system testing and payroll/time and attendance go live for 2,100 employees. This professional oversaw payroll function, including onboarding of new Payroll Manager, two legacy payroll systems prior to Ceridian Dayforce implementation, resolution on multiple payroll tax issues resulting from acquisition and leading US sites through a pay period harmonization. Also, oversaw benefits function, including onboarding of new Benefits Manager, drastic overhaul of plan administration, full audit of all benefits enrollment including substantial corrections with carriers, merger of defined benefits plans and roll out of new wellness initiative.

While working for a bank as a compensation manager, managed the bank’s compensation, recruitment and payroll functions, including three direct and nine indirect reports. Part of the job was to manage annual Bank compensation budget in partnership with head of Accounting and Finance, Chief Administration Officer and all other members of executive management team. Additionally, managed non-executive merit, bonus, promotion and equity grant cycles as well as provided support and guidance to executive management team throughout the process. Furthermore, provided on-going management of officer and non-officer level compensation, including but not limited to job description preparation, FLSA analysis, market analysis, benchmarking, survey participation and compensation approvals for new hires or existing employee adjustments.

Could the future success of your organization be helped by this compensation managing director with work experience in a nonprofit organization management, IT services, utilities and airline/aviation industries? Educational background is composed of BA Political Science. Software knowledge consists of Ceridian HRIS, PeopleSoft, UltiPro, SuccessFactors Performance Management and Compensation Modules as well as Kronos Timekeeping System.

Contributed to the organization’s success by administering and maintaining HRIS (Ceridian) for the organization. Serving as a compensation managing director in a nonprofit organization management company, managed performance management system (SuccessFactors), including developing further automation of data interface. Part of the job was to manage compensation processes, including merit process for entire organization, as well as manage team of 5 employees responsible for conducting analysis and administration in the areas of compensation, HRIS, and benefits. Additionally, managed full suite of benefit programs for an 850-employee organization, including medical, dental, vision, life, disability and wellness programs.

Supported organizational goals and objectives by managing team of 2 employees responsible for conducting analysis and administration in the areas of compensation, HRIS, and benefits. While employed in an information technology and services company as a director of compensation and benefits, administered and maintained HRIS (ADP) for the organization. In addition, managed benefit programs for a 500-employee organization, including medical, dental, vision, life, disability and wellness programs. Furthermore, merged 401k plan from acquired organization into current plan.

Is impacting your organization with a compensation manager who worked in construction, biotechnology and IT services industries a current business consideration? Educational attainment is composed of Associates of Applied Science. Professional certifications involve Certified Payroll Professional. Technical expertise consists of Ceridian HR, PeopleSoft, Workday, Paychex, ADP WFN and other ADP Payroll Modules, as well as Crystal Reports.

While employed in a construction company as a compensation manager, part of the job was to oversee daily administration of semi-monthly payroll processing via ADP Pay eXpert Payroll Software and Ceridian HR/Payroll. This professional managed administration of stock options and restricted stock for employees via Equity Edge Software, as well as managed and processed executive compensation packages which consisted of Non-Qualified Deferred Compensation, ESPP Plan, and Hedge Funds. In addition, did salary forecasting, as well as managed and tracked companies’ PTO plan, employee performance training, assisted with hiring and termination process, including new hire orientation, exit interviews, new hire and termination packets.

Part of the job as a compensation manager in a biotechnology company was to be responsible for managing all payroll operations for the company including leading and executing end to end payroll duties, associated payroll tax compliance for federal and various state jurisdictions, SOX controls compliance requirements, project code time keeping, management reporting and monthly closing of payroll into General Ledger with a balanced hand on approach. Also, a strong driver of key strategic projects and initiatives with emphasis on Workday implementation. Additionally, partnered with and supported internal and external users and executive management in issue resolution and the development of new process and technical solutions. Furthermore, provided key support on business sponsored strategic initiatives to meet VP of HR and Head of Finance and Infrastructure goals with a strong focus on customer requirements.

What contributions could a sr. compensation analyst and manager with experience working in food/beverage, automotive and construction engineering industries bring to your organization? Educational attainment is composed of BSBA in Mgt. and Organizational Behavior. Professional certifications involve Certified Compensation Professional (CCP) and Certified Sales Compensation Professional (CSCP) certifications. Software skills consist of Ceridian HR, PeopleSoft, Lotus Notes, Visio, Peopleclick and Mercer ePRISM.

Challenges like managing workflow team for the design and implementation of the compensation module for Ceridian were welcomed and successfully completed on a regular basis. While employed in a food and beverage company as a sr. compensation analyst, worked closely with the Payroll and HRM workflow teams for Ceridian regarding company expatriates and domestic/international relocations. Also, developed appropriate pay codes for deductions, mapped the process flows, determined how to work with foreign payroll systems, etc. for smooth transition to Ceridian and to the new expatriate administration and relocation vendor.

Shared expertise by successfully market pricing over 200 jobs and creating a more consistent methodology on how to do prices/slots roles. This, in turn, allowed this individual to create equity across the company and within job families. While working in an automotive company as a compensation manager, designed and documented consistent annual incentive plans for all eligible employees and was able to decrease the number of plans by 50%, allowing for equitable rewards. In addition, led the design, implementation, and communication of the sales compensation policy and plans. This included benchmarking studies, market pricing, and current state analysis to look at the overall sales compensation strategy, sales roles, and the mix between base and variable compensation paid to each sales role.