Below are the 6 Payroll Specialists, 3 HR specialists and 4 Benefits Specialists with multiple industries & systems expertise. The Thor Group® provides Payroll, HR and benefits specialists with your systems & industry experience on a consulting, contracting or direct hire basis.

Could the future success of your organization be helped by this office manager with work background in IT, software and education industries, as well as adept in Peachtree/Sage 50? Technical competencies involve Peachtree/Sage 50, ADP Payroll and QuickBooks Enterprise Solutions 11.0. Educational background includes Bachelor of Science in Business Administration with Emphasis in Management and Human Resources with Concentration in Not-For-Profit Management.

Responsibilities of this office manager included managing all accounts payable and accounts receivables, maintaining all records in Peachtree/Sage 50 and monitoring office expenses and bank accounts. Duties consisted of maintaining a close relationship with the accounting team and management, as well as managing all basic journal entry needs for office expenditures. Working closely with the corporate accountants was done to keep Peachtree/Sage 50 entries up to date. Vendor accounts and relations were also maintained. The job entailed executing cancellation and name changes with vendors during the company’s acquisition of software accounts and employees as well as working closely with the corporate accounting team to determine vendor payments, account reassignment, and customer payment or remittance. This individual continued to work with all aspects of acquisitions in regard to office operations and accounting needs.

Assisting all departments with customer needs, ranging from key inquiries to minor troubleshooting were skills brought to the table. Key roles involved supporting and assisting the renewal sales department to maintain customer relations and continue renewal sales. Tasks consisted of processing payroll via ADP program for employees, maintaining confidential personnel files and supporting the general manager on matters regarding employee HR issues and workforce commission related issues, in addition to creating and revising the employee handbook.

Could the future success of your organization be helped by this office manager with experience in construction, engineering and technology industries who is proficient in Intuit QuickBooks and QuickBooks Enterprise? Technical competencies involve Intuit QuickBooks and QuickBooks Enterprise.

Important tasks of this office manager included developing and maintaining an inventory tracking system to decrease waste or damage to products awaiting installation. The job entailed implementing an enhanced ordering system to reduce costs, improve on time delivery to customers and improve vendor relations through increased communication, off-hours troubleshooting of installation issues and meetings to resolve problems in real time. Creating quotes or estimates for customers based on product type and ensuring that proper measurements/ specifications were present on all proposals, plans and CAD drawings were some of the contributions. Customer files were maintained. The accountant was assisted with accounts payable and receivable.

Key roles involved interviewing, hiring and onboarding, conducting new hire training and negotiating with suppliers to receive reduced costs. In addition, this specialist maintained customer files and handled general clerical and receptionist duties. Travel was scheduled and coordinated for employees working remotely. A method was developed to track and verify maintenance of fleet vehicles. Skills brought to the table involved maintaining payroll of 10 employees, creating or maintaining invoicing, accounts receivable and accounts payable. All accounting and bookkeeping needs were performed. Marketing and advertising were efficiently handled for potential clients. New employees were sought out and the hiring process was executed. Job bids, estimates and final quality inspection were created.

How can an office manager with work experience in a physician clinic, a medical group and a cardiovascular practice help your organization? Educational attainment is composed of Certificate in CLN Therapeutic Massage and Certified in Nursing Assistant-ADP Payroll. Technical skills involve ADP, Cyborg, Lawson, Oracle, Peachtree Accounting, QuickBooks and EMR Credible/Power Chart/PDS.

Working with challenging issues such as providing customer service, money handling, key holder, open & close facility, deposits, reconciling receivables, billing, insurance verifications and authorizations, as well as report generation and analysis have vetted this specialist’s work experience. While working as an office manager, scheduled clients & doctors, client reception, new client intake, assisted in managing work activities of staff, multi-line phone support, as well as maintained & explained SOPs, electronic medical record (EMR) filing & maintenance.

With a “can do approach” in the area of carrying out accounts payable, key holder, managing vendor accounts and invoice processing using Peachtree Accounting have been career objectives. Part of the job was to perform account audits, invoices, patient and insurance refunds, process ADP payroll, HR new hire entry, support HR, as well as benefits and recruiting. As an accounts payable in a medical group, performed customer service, money handling, key holder, open & close facility and reconciling receivables, billing and insurance.

Could your organization use an office administrator who is knowledgeable in QuickBooks Pro, Premier and Enterprise with experience in financial services, technology and business services industries? Technical proficiencies cover QuickBooks Pro, Premier and Enterprise; Access, Lacerte, Flowcast, PECOS and various medical systems. Educational background includes AAS – Business Management.

Primary tasks of this office administrator included overseeing the function of front office/ reception, logging in and out tax returns, as well as maintaining the internal tax return due date monitor for the firm. Key roles covered managing accounts receivable and creating deposits for bank drop. The job consisted of monthly client billing, new client set-up and creation of new client files. Tax return processing and mailing of tax returns were completed.

In other jobs, challenges like completing sales tax and completing bi-weekly payroll, monthly payroll tax and sales tax were successfully completed on a regular basis. Inventory management was efficiently handled through QuickBooks. Accounts payable and receivable were managed. Estimates and invoices were created. This individual handled website management. Skills covered closing of sales orders, invoicing and pre-determining COGs percentage for each inventory category. Inventory control, spot check and coding, along with service or marina service labor usage tracking were managed. Daily cash collection and deposits were administered. Serving as cash custodian for all operations, credit card entry, bank reconciliation for 8 accounts and accounts payable administration were carried out. Month-end JEs and reconciliations were completed, along with mixed beverage and sales tax reporting.

Would hiring a human resources manager who worked in commercial services, technology and software industries help meet the needs of your organization? Educational attainment is composed of BA Psychology and M.Ed. Instructional Systems Design (Training and Development). Technical knowledge consists of SAP HR and SAP Business Practice.

Acting as a human resources manager in a commercial services company, responsible for staffing, career development and human resource functions for 200 regional personnel deployed to the SAP Business Practice. This specialist designed and managed processes and procedures including recruiting, training and salary administration to direct the flow of SAP personnel into the SAP practice in alignment with resource requirements. Also, designed and implemented a client ready strategy for recruiting and staffing by defining and mapping out organizational competencies and career development issues in order to meet client resource requirements.

While working for a technology company as a human resources manager, in charge of staffing, career development and human resource functions for business unit field personnel and sales personnel. Responsibilities included employee counseling and coaching, recruiting, performance appraisal implementation and tracking, as well as policy interpretation. Furthermore, managed all aspects of a 250-member business unit training department.

What contributions could a human resources manager who worked in education, government and staffing industries bring to your organization? Educational attainment is composed of Bachelor of Arts Business Administration and Masters of Public Administration. Technical skills involve Oracle HR, ADP HRIS and PeopleSoft.

Challenges like managing $400K personnel/operating budget, as well as preparing budget justifications for City Council were welcomed and successfully completed. Acting as human resources manager, prepared budget justifications to present to council, including reclassifications, merit increases, and promotions. Some of the tasks were being responsible for IT recruitment, assigning to Oracle Implementation Team, as well as performing implementation support activities for the HR/payroll system. Part of the job was to design, develop and produce the first internal benefits statement and convert clients from manual or ‘homegrown’ systems to Oracle HR. In addition, did rapid implementation from PeopleSoft to Oracle HR–live in 60 days with enough data to support Kronos. Moreover, appointed as Oracle HR Project Manager (Fire Department) for city-wide Oracle HR systems conversion.

Shared expertise by implementing ADP BOSS/Benefits, Oracle Benefits, and Compensation from Plan Design to Eligibility Profiles. Acting as an HR consultant in an educational institution, converted from PeopleSoft to Oracle HR Discovery Plus to ADP HRIS system.

Would hiring a human resources manager with experience working in retail, engineering and distribution industries help meet the needs of your organization? Educational attainment is composed of Bachelor’s Degree in Management Information Systems. Computer skills involve ADP, Epicor/iVantage and TRESS (Mexico). Professional associations involve Society of Human Resources Management (SHRM).

Acting as a human resources manager, partnered with management supporting Production, Operations, logistics/Distribution Channels, Sales, Marketing, Finance and Corporate Offices by coaching, counseling and advising on all aspects of: legal compliance, benefits, workers compensation, teamwork, policies and procedures. Part of the job was to prepare salary information for job offers ensuring internal equity and maintaining competitiveness within the market, talent development, performance and performance improvement processes, as well as employee engagement, employee relations, proper documentation of progressive disciplinary actions and application of various HR related processes.

While working as a human resources manager, created, implemented and managed HR budget including labor, headcount and site growth plans, from 650 employees to 1,250. Budget and Plan included a compensation (salary and benefits) analysis; reflecting the cost impact of: salary adjustments, budget for promotions and transfers apart from recommending benefits on the following year’s Labor and HR budget including EH&S. Also, successfully developed and executed the HR action plan for an aggressive conversion to a Lean Enterprise manufacturing environment.

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.

Could your organization use a regional human resource (HR) manager with experience in financial services, retail and real estate industries, as well as adept in Workday HRIS? Technical proficiencies encompass Workday HRIS, ADP, PeopleSoft and Kronos. Educational background includes coursework in business administration, real estate principles and life/health insurance.

Primary tasks of this regional human resource manager included managing a fully integrated human resources function including recruiting, selection, placement, performance management, employee relations, succession management, organizational development and risk management. Functions covered developing policies/ procedures, along with assisting in organizational design, development and safety programs. Furthermore, this individual reported to the senior regional HR manager and managed 2 direct reports on the HR shared services team. The job involved working as internal organization representative, effectively managing multiple groups, meeting and tasks ensuring employees were informed and educated regarding the conference logistics. Tasks consisted of partnering with the director of total rewards in developing strategies for total rewards including comp, benefits, work-life, performance, recognition, and development/ career opportunities.

Notable roles involved implementing the performance review process for associates ensuring all employees received timely and effective annual performance reviews, while conducting risk assessment with the business continuity manager in establishing process/ procedures for emergencies such as catastrophic events, inclement weather and natural disasters. Complex employee relations were managed, balancing company goals and employee wellbeing. Maintaining an in-depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance were skills brought to the table.

Does a payroll manager who is experienced in retail, business services and restaurant industries, as well as knowledgeable in MS Dynamics GP, MS Dynamics NAV and ADP pique your interest? Technical knowledge includes MS Dynamics GP, MS Dynamics NAV, ADP, Ceridian, Paychex, SharePoint and Concur. Educational background includes a Payroll Certificate.

Major responsibilities of this payroll manager included overseeing and supporting workers’ compensation, leave of absence as well as FMLA administration. Key roles covered creating new WC/LOA procedures to ensure accurate and timely processing of claims that complied with federal and state laws, as well as overseeing and supporting payroll administration for 2000+ employees. The compensation history was analyzed to help field operations establish a new bonus program. Pay rate increase thresholds were established to place controls for compliance. Working with the accounting manager to develop a streamlined procedure for journal entries, managing the department of labor audits and overseeing/supporting benefit administration were positive experiences brought to the business table. This individual developed reports and procedures for ACA reporting.

The job covered developing and conducting benefit seminars for acquired employees, in addition to managing 401k processing and annual audit. Tasks consisted of non-discrimination testing, 5500 and annual reporting, researching State labor and compensation laws for new stores, in addition to developing policies and procedures in the Dayforce HCM system to ensure compliance. Functions involved assessing operational training needs related to payroll and HR, developing and conducting training sessions through live seminars and webinars, along with transitioning the acquired company from use of manual processes to an automated payroll, benefit, and employee life cycle web based program.

Can recruiting a payroll manager who has work background in a hospital network have a positive impact on your organization? Computer experience covers the use of ADP Payroll, ADP eTIME, ADP Enterprise HR and ADP 7.0 Human Resources Profile Software as well as Kronos, Oracle PeopleSoft, SAP, SyncHR software system, HRIS Implementation, HCM, CRM, ERP, SQL, test script and interface writing. Educational background consists of Bachelor of Arts degree in Business Administration and Associate degree in Business Administration (Accounting). The individual also received CPP certification (care of American Payroll Association) and PHR certification (care of Society for Human Resource Management).

Serving a hospital network, this payroll manager took a lead role in loading of files for payroll processing. Tasks were processing weekly payrolls as needed, conducting internal audits of payrolls, along with creating and implementing standard operating procedures including checks/ balances and audit of checks to confirm the validity of payrolls. Assistance was given to director of compensation/payroll. Additional functions included participating in payroll, compensation, HR, Benefits and Compliance team projects and initiatives as it related to payroll processing developments and improvements.

Part of the job was working with internal (IT) and external partners to ensure the integrity of all payroll related systems. Payroll reports (ADP ReportSmith) needed for audits (external/ internal) were maintained, ensuring the updated/ maintenance of department compliance with federal and state laws as they pertained to payroll, HR and benefits. The job also required overseeing hiring, preparation of performance reviews, preparing performance plans and terminations.

Will it benefit your organization to hire a payroll manager who worked for the financial services and healthcare industries? Technical skills include the use of PeopleSoft, ADP EV5, ADP EV4, ADP PayForce, ADP WorkForce/ADP HRB, ProBusiness, ADP Reporting, ADP E-Time, Kronos and EZ Labor. At a former employer, this individual was able to decrease time by implementing import processes. Other assets include having experience in setting up payroll systems and timekeeping systems for start-up companies.

While employed in a bank, this payroll manager loaded payroll GL using PeopleSoft/ADP-produced GL. Part of the job was also maintaining guidelines and payroll audits by writing or updating policies/procedures. Other duties were managing 2 payroll administrators (multi-state, multi-company code), as well as overseeing payroll of approximately 7,222+ employees (Multi-State, Multi Company Codes) using ADP PayForce/ADP EV5 (system conversion).

As part of a rehabilitation facility, this payroll manager supervised 1 payroll coordinator, and 2 payroll specialists (Multi-State, Multi-Company codes). The position also called for overseeing the payroll process for approximately 1,000+ employees on a bi-weekly basis using ADP WorkForce. Additional tasks were maintaining upper management confidence by keeping employee payroll/personal information confidential, as well as maintaining payroll guidelines by writing and updating payroll processes/procedures.