Below are the 12 HR Managers with multiple industries & systems expertise. The Thor Group® provides HR managers with your industry and systems experience on a consulting, contracting or direct hire basis.

Is impacting your organization with an HR manager who worked in a nursing home, a healthcare center and a hospital corporation a current business consideration? Educational attainment is composed of Associate of Science in Business Management and Bachelor of Arts in Human Resources Management. Technical skills consist of ADP Pay Expert, ADP Workforce Now, Abra/Adobe, Kronos, Lawson, MAS 90, QuickBooks and SAP Payroll/Star Navigator.

While employed in a healthcare services provider as an HR manager, has performed all aspects of HR while utilizing knowledge of employment law, including FLSA, FMLA, ADA, Title Vll, in addition to handling investigations and employee relations issues. Also, has impacted and influenced without formal authority utilizing strong business orientation. This professional has completed Workers Comp classification codes and audits to distinguish the risk associated with certain job duties. Moreover, has associated the rate with the job duties. Part of the job was to handle employee benefits working with the different carriers in resolving any registration, benefits and employment issues.

Part of the job as a regional HR manager in a healthcare center was to create a Human Resources department that played an active role in creating a culture of high performance teams and encourage ownership amongst business leaders. Furthermore, has implemented an HR scorecard to hold the HR department accountable to the business. Additionally, has oversaw, prepared and processed payroll for 389 employees using ADP Pay Expert.

How can a HR manager who worked in professional services and consumer goods industries help your organization? Educational attainment is composed of BA Communication: Human Relations. Technological skills consist of Paychex, PeopleSoft, ADP Workforce Now, Cornerstone and Microsoft Dynamics.

Working with challenging issues such as implementing Paychex Time and Labor Online Tracking System, as well as onboarding procedures of new hires and consultants have vetted this specialist’s work experience. While working as an HR manager, collaborated with President in updating Client Agreement Contracts and Employee Handbook. Other duties were managing the Affordable Care Act (ACA) implementation and tracking procedures, as well as conducting corporate employee training programs regarding compliance of recruitment and onboarding procedures. Part of the job was to work collaboratively with corporate managers in developing departmental goals and objectives, employee engagement opportunities, and performance management processes.

With a “can do approach” in the area of working collaboratively with insurance brokers regarding annual renewal and benchmarking of company benefits plans have been career objectives. As an HR manager, responsible for full-cycle recruitment of customer service and internship positions. Some of the tasks were coaching management teams with regard to effective recruitment and interview strategies, as well as consulted employees with regard to confidential personal and work related matters.

What can a human resource manager with work background in logistics, manufacturing and food industries, as well as specialization in Kronos Timekeeping, ADP and Oracle bring to your organization? Technical specializations involve Kronos HR, Kronos Timekeeping, ADP, Oracle and eTime Record-keeping. Educational attainment includes Bachelors of Arts in Human Resource Management and Business Management, as well as Associate of Arts in Human Resources.

Working with areas such as managing the human resource department including policies, procedures; compliance with EEOC, HIPAA, FMLA, and ADA and all required record keeping were some of the responsibilities of this human resource manager. Duties covered working daily with staffing agency to provide the correct head count for each shift, administering benefits and employee opinion surveys, as well as formulating the action plan with the general manager. Recruiting for all salary positions and managing training in the facility for all supervisors and managers and new hire associates were some of the tasks. Team building for both shifts and each department was completed, along with working closely with the general manager to maintain IKOs for the plant. This individual handled investigation and grievances to resolve with successful outcome, as well as worked with HRMS such as Oracle, Kronos Timekeeping and TalentWise hiring system.

The job covered fostering teamwork and open door communication throughout the plant, in addition to continuously tracking and promoting training with staff and hourly associates. New associates and drivers were recruited to maintain headcount. Orientation and onboarding hourly/ salary associates were also completed. Extensive background in human resource management included employee recruitment and retention, benefits & compensation, employee communications, employee relations and conflict resolution.

Could the future success of your organization be helped by this human resource (HR) manager with work background in business services and manufacturing industries, as well as knowledgeable in Workday and JD Edwards? Technical competencies involve Workday, ADP Workforce Now, JD Edwards, Enterprise4, UltiPro/Ultimate Software and Kronos. Knowledge also includes doing business analysis. Educational background includes Business Administration and Human Resources Management Certificate.

Responsibilities of this HR manager included serving as a benefits and payroll manager (union/ non-union), as well as managing a team of 20 payroll processors and project managers advising on technology needs. Other tasks included developing processes and documenting requirements for new software rollouts. Systems used involved ADP Workforce Now/Workday, Enterprise 4, UltiPro/Ultimate Software and Kronos.

Skills brought to the table in other jobs included working as plant HR manager in a union environment, in addition to developing and evolving HR presence. Staff development was designed for supervisory candidates and staff. The job consisted of managing the payroll software company new client onboarding team, acting as project manager for HR technology processes/projects and recommending process improvement for system testing or product rollouts. Duties involved serving as liaison between clients, development and internal processors to keep on schedule, within budgets and relationship maintenance, in addition to leading a team of 15 payroll processors, account managers and project managers advising on technology needs, developing processes or documenting requirements for new software rollouts. Software rollout procedural setup was led while serving as liaison between the IT/development and users.

Could the future success of your organization be helped by this human resources (HR) manager who worked in manufacturing, media and real estate industries? Technical competencies involve Ceridian HR, Ceridian Dayforce, ADP, PeopleSoft, Paychex and Taleo. Educational background includes BA Psychology, as well as Business Administration and Theology. This individual obtained certifications in PHR and SPHR.

One of the important contributions of this HR manager included restructuring the HR department out of state. Regional areas for HR were managed using HRIS systems such as Taleo, Ceridian Dayforce and ADP. The full cycle recruitment for the regions was carried out, including assisting on site managers with training and disciplinary procedures. Workers’ compensation, garnishments, DOL, management of LOA, reference checks, background checks, drug testing and new hire orientations for regions were efficiently handled. Regional assistance was provided with benefit management, HR reporting and analysis. The job entailed managing disciplinary procedures, direct deposit, pay card, PTO usage, wellness plans and benefit enrollment. Payroll was processed remotely for 84 store locations, including garnishments, child support, taxes and Bonus. This specialist utilized the ADP and Ceridian Dayforce system to process payroll.

Skills consisted of managing payroll submission using Paychex and then Paycom-including certifying payroll for federal contractors, garnishments, Bonus and child support. Administering full cycle recruiting, background checks, reference checks, Offer letters, disciplinary procedures, DOL hearings and disputes, workers compensation, while also distributing information to supervisors were carried out. Other proficiencies involved incentive program development, benefit administration, employee relations, orientation, training/Performance evaluation, processing payroll for multiple locations and applying Certified payroll experience.

Could the future success of your organization be helped by this HR manager with work background in social services, staffing and banking industries? Educational attainment is composed of Associate’s degree in Business Administration. Professional certifications include PHR Certification. Software skills involve ADP Workforce Now, Oracle & PeopleSoft.

Contributed to the organization by updating Employee Handbook, Benefits Guides and HR Policies and Procedures Manual, as well as leading for Affirmative Action Program, EEO-1 and Vets Reporting. Acting as an HR manager in a social services provider, has ensured legal compliance by monitoring and implementing applicable human resource federal and state requirements, conducting investigations, maintaining records apart from representing the organization at EDD hearings. Part of the job was to define job classifications and assist in determining salary grades and pay across the organization. Also, has maintained management guidelines by preparing, updating, and recommending human resource policies and procedures. Moreover, has maintained historical human resource records by designing a filing and retrieval system; keeping past and current records.

Supported organizational goals and objectives by serving as a project manager for ADP Workforce Now upgrade and migration. Some of the tasks were planning, coordination and delivery of training programs such as Sexual Harassment Training, New Manager Training, Health & Wellness seminars, including Benefits and 401k education and seminars. Furthermore, has worked with hiring managers on recruiting and staffing needs, as well as oversaw recruiting processes.

Would hiring a HR manager with experience working in nonprofit, hospitality and manufacturing industries help meet the needs of your organization? Technical efficiencies involve Paychex, Ultimate Payroll (UltiPro), ADP, ReportSmith, Salesforce and Kronos Timekeeping System.

Acting as an HR manager, oversaw all human resources, payroll and office functions for non-profit institute, as well as implemented on-line payroll system utilizing Paychex. Some of the tasks were acting as administrator for Salesforce database, as well as recruiting veterans to volunteer their time presenting the Veterans Inspiring Patriotism program in schools nationwide. Part of the job was accepting donations from individuals and corporations to fund the VIP program and composing tax letters for those donations. In addition, balanced donations on a monthly basis with the accounting department.

While working as an HR manager, designed, developed and implemented “Best Practices” for human resources and payroll. Other duties were designing, developing and implementing a new hire orientation program company-wide resulting in more engaged employees. Also, developed and delivered communication to employees and management to promote company culture. Moreover, analyzed trends and metrics in partnership with the HR group to develop solutions, programs and policies. Furthermore, provided counseling and coaching on employee relations and discipline issues.

How can a human resources (HR) manager with background working in pharmaceutical and business services industries, as well as adept in Workday fit within your organization? Technical specializations involve Workday, PeopleSoft, payroll systems, Brass Ring, SAP, Kronos and My Hospira. Experience also includes doing customer needs analysis; competitive analysis. Educational attainment includes Bachelor’s degree in Business with Human Resource Management and Bachelor’s degree in Nursing. This specialist is a Registered Nurse (RN).

Key roles of this HR manager covered administering various human resources plans/ procedures for all facility personnel and performing recruitment activities. Responsibilities involved writing and placing advertisements. Furthermore, this individual recruited, interviewed, tested and selected employees to fill vacant positions. New employee orientations were planned and conducted. Employees were assisted with benefits plans participation such as insurance/ pension plan, personnel transactions (such as hires), promotions, transfers, performance reviews, terminations and employee statistics for government reporting. Training was coordinated and the supervisor or managers were trained in interviewing, hiring, terminations, promotions, performance management, performance review, safety and sexual harassment.

The job included training employees in company policies. Tasks included advising management in appropriate resolution of employee relations issues, while also advising management of complaints and other employee relations problems. Functions consisted of participating in all problem-solving activities and responding to inquiries regarding policies, procedures and programs. Performance review and salary administration program were administered. Non-technical skills covered management of employees, training programs and legal aspects of human resource field, recruitment of entry level up to director level positions, administering benefit programs and training programs, as well as creating the employee handbook and company policies.

Would hiring an HR manager with experience working in manufacturing and retail industries help meet the needs of your organization? Educational attainment is composed of AA in Business Administration, AS in Business Management, BS/BA in Management and MBA in Human Resources Management. Credentials include Certificate in Paralegal Studies and Advanced Paralegal Studies. Software expertise involves ADP Pay eXpert and ADP Workforce Now.

Acting as an HR manager in manufacturing company, has restructured and enhanced the HR department and HR processes for a multi-location, 100+ employee manufacturer. Key accomplishments were building a fully compliant HR department, as well as developing and empowering direct reports to optimum productivity and into a cohesive team. Part of the job was to implement and maintain company HRIS system (ADP Workforce Now), as well as plan and administer company benefits including plan structure, open enrollment, reconciliation of billing, and resolution of billing issues. This professional has worked on recruitment of exempt and non-exempt staff, maintained applicant flow log, new hire processing, I-9 and E-Verify processing.

While working for a retail company as an HR/administrative coordinator, has administered company benefits, recruitment of exempt and non-exempt staff, as well as maintained applicant flow log, new hire processing, I-9 and E-Verify processing. The job entailed conducting exit interviews, benefit bill reconciliation, open enrollment, as well as processing 401k contributions. Moreover, has maintained HR files, supported HR Manager, conducted salary surveys, processed weekly payroll using ADP Pay eXpert, as well as maintained payroll master file, and other HR projects as assigned.

Would hiring a human resources manager with experience working in airline and hospitality industries help meet the needs of your organization? Educational background is composed of Master Certificate in Human Resources. Technological know-how involves MS Dynamics Great Plains, Kronos, PeopleSoft, ADP payroll and AS/400.

Acting as a human resources manager, assisted supervisors and managers to conduct staffing analysis to anticipate future recruiting needs. Some of the tasks were building bench strength through the hiring of the qualified candidates, development of employee skills and knowledge, work assignments that stretch employees and providing career growth. In addition, identified and utilized effective recruiting methods and tools within local market. Moreover, conducted and directed new employee orientation process to ensure employee is able to quickly perform their job, has a strong understanding of who the customer is, and how their job impacts the ability to meet business goals.

While working for an airline company as human resource manager, supervised a medium-sized support staff for multiple plant sites. Key responsibilities were overseeing all interviewing, recommending for hire, training, assigning and reviewing work, apart from evaluating the performance of incumbents. Furthermore, researched and analyzed data pertinent to work programs and/ or facility goals as well as prepared reports explaining findings and recommendations.

Could the future success of your organization be helped by this senior human resources (HR) manager who worked in manufacturing and retail industries, as well as proficient in SAP HR and SAP HCM? Technical competencies involve SAP HR and SAP HCM. Educational background includes Bachelor of Science in Business Administration (Human Resources concentration). This Professional of Human Resources (PHR) achieved Global Facilitator certification and received Talent Selection Interview training.

Important contributions of this senior HR manager included providing solo human resources support for the SAP implementation team of 160, including employees and consultants implementing new processes/ procedures across the business. The job entailed staffing the internal team from 10 to 110 with highly skilled professionals, managing offers, relocations and on-boarding processes, as well as maintaining retention of 90%. Accomplishments covered reducing cost of relocations by 60% by self-managing the process, using local resources, as well as coaching managers during employee life cycle including hiring, discipline, performance reviews, development and terminations. An additional task consisted of serving as member of the project management office (PMO) active in all change management activities during 2 successful go-lives for 50% of the US locations.

In other jobs, this specialist led a $16 million HRIS implementation team with 12 direct reports and led the redesign of processes and procedure for HR function. The project foundation was launched, establishing budget, charter, staffing and project plan. Skills brought to the table consisted of managing all employee relations issues, at a 1,000+ employee, non-union site; including harassment, violence in the work place and unemployment claims. Overseeing worker’s compensation cases management (including taking cases through litigation when necessary) were administered.

Would your organization benefit from hiring a HR manager with vast experience specializing in PeopleSoft HCM? Skills in PeopleSoft consist of Core HR, Manager and Employee Self Service, Talent Acquisition Manager, Training Administration, Benefits Administration, ePerformance, eBenefits, Succession Planning and Absence Management. Other technical expertise comprises of MS Project, MS Office, VISIO, TOAD, SQL Developer and Application Designer.

While employed in a staffing company as a manager of human resources, part of the job was to manage a team of 10 business analysts responsible for supporting PeopleSoft Human Resources, Payroll, and Benefits modules on two PeopleSoft instances. Working closely with business owners within the organization to ensure effective communication between IT and the business was also performed. Some of the duties accomplished were hiring, on-boarding, training, coaching, developing and managing staff.

While working for a professional services company, this specialist served as a functional HR team lead for PeopleSoft implementations. Main duties included managing resources and requirements gathering as well as defining future state and approaches for handling gaps in the system based on the client’s requirements. Other responsibilities comprised of facilitating client requirements, fit/gap, and CRP (Conference Room Pilot) sessions with the business community and IT.