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

Does a senior human resources information system (HRIS) analyst who is knowledgeable in ADP Vantage, ADP Service Now and PeopleSoft with experience in manufacturing, payroll services and software industries pique your interest? Technical knowledge includes ADP Vantage, ADP Service Now, PeopleSoft, Siebel and SumTotal. Educational background includes Business Administration, Project Management.

Major responsibilities of this senior HRIS analyst included consulting and building trusted partnerships with C-level executives, IT, vendors, HRBPs and all internal/ external customers. Serving as key liaison between functional customers and technical resources on major projects or maintenance to define and document system requirements and design of screens and reports were efficiently handled. Key roles covered monitoring trends and best practices to make recommendations to business partners and the executive team, as well as coordinating with internal partners to prioritize resolutions for client objectives. Assistance was provided to the team that created an access “master database” which brought together and converted data from 3 different HRMS systems. This was to provide a consisted company wide database to provide metrics and ad hoc data as needed. Designing and modifying reports were done in ADP Reports for analytics.

Other duties involved working with HR data entry department to ensure that the reporting of data was consistent and served HR policies/ objectives, while also improving workflow or processes through system integration, streamlined reporting and security. The job covered maintaining a leadership role from a technology perspective, successfully implementing enhancements to the reporting and implementing the Service Now HR Portal. Creating PeopleSoft, ADP and Ceridian training modules for practitioners and conducting training, repository and knowledge articles to assist with standardization across all locations were carried out.

Does an HRIS analyst who is experienced in financial services, oil and energy industries, as well as knowledgeable in Ceridian HR, SAP and ADP pique your interest? Technical knowledge includes Ceridian HR, SAP, ADP, PeopleSoft, Oracle Financials and Access.

Major responsibilities of this HRIS analyst included implementing and integrating HR and Payroll systems, as well as partnering with the HR team to conduct gap analysis, requirements gathering, vendor selection and implementation for payroll and HR data management. Assistance was provided with the RFP process for new vendors and programs. Aside from developing test scripts and performing user acceptance testing, partnering with the business was done to map HR data and processes, clean up data and recommend solutions for continued process improvement. This individual acted as an advisor on HR initiatives leveraging technology to achieve HR goals and increase efficiency. Table maintenance within ADP, Ceridian and Access database was carried out.

The job covered interfacing effectively with all internal users of HR data and providing accurate, timely and cost effective information in the format required to meet business needs using Ceridian system and Access databases. Tasks consisted of maintaining ongoing and current knowledge of releases and changes, along with determining the effect of releases and changes to the company’s current or future use. A thorough and completed knowledge of system and data fields was demonstrated; areas in need of improvement were identified within the systems to HRIS/Payroll Manager. Functional and technical expertise included HRIS Systems focusing on core HR, benefits, benefits administration, employee profile, payroll, user security, Queries, Time & Labor as well as Portal and Application system integrations.

Would a detail-oriented senior HRIS reporting and data analyst with experience working in a healthcare system and a homecare/hospice fit in your organization? Educational attainment is composed of BS in Nuclear Medicine Technology and BS in Computer Science. Software knowledge involves Lawson, PointClickCare-Long Term Care, McKesson Horizon Homecare and GE Centricity Perioperative Manager 7.4 (ORMIS). Database knowledge involves Oracle, Microsoft SQL Server, IBM Netezza and Microsoft Access.

This individual maintained knowledge of Crystal Reports, Crystal Enterprise, Lawson reporting tools and Lawson structures, to ensure skills are up-to-date by attending relevant educational and training courses. While employed in a healthcare system as a senior HRIS reporting and data analyst, was in charge of maintaining standard Lawson/Crystal reports library. This professional has worked closely with Director of HRIS to define, document and adhere to standards for report development. Some of the tasks were assessing value of custom reports as a whole and recommending which ones should be shared and/or made available to all local systems.

Shared expertise by working with Director of HRIS in prioritizing report requests and custom report development when demand for reporting exceeds available time and resources. Also, was responsible for providing support to local systems and corporate in development of complex custom reports.

How can an SAP HRIS analyst with experience working in distribution, insurance and chemical industries help your organization? Educational background is composed of Bachelor of Business Administration, Master of Business Administration and Post Graduate Diploma in Computer Application. SAP skills and technical experience consists of SAP R/3 ECC 6, SAP NetWeaver, SAP HCM, SAP MM, SAP SD, SAP PP, Oracle DBA and SolMan (ChaRM).

Working with challenging issues such as performing data validation, data regression, reporting enhancement and ad hoc queries building and maintenance have vetted this specialist’s work experience. While working in a supplies/distribution company as an SAP HRIS analyst, acted as primary technology liaison between the SAP HCM IT team and business team, as well as performed regression testing for all new system configurations and enhancements. Some of the tasks were managing an offshore team of HR Shared Services and HRIS analysts and training them on reporting and analytics tools and the ongoing changes and enhancements. In addition, this individual was an SAP E-Recruitment and ATS expert, in charge of Annual Performance and Pay for Performance processes Level 1 and 2 support as well as top end execution of the process.

With a “can do approach” in the area of coordinating the daily operations of the SAP HR payroll system; reviewing all system additions, deletions and changes for accuracy have been career objectives. Serving as a payroll analyst-SAP HR in an insurance company, assisted in new implementation and upgrade of the payroll system and integration with ADP.

How can a sr. HRIS software analyst with experience working in an acute care hospital and a medical center help your organization? Software expertise is composed of ADP and Lawson.

Working with challenging issues such as serving as Lawson Consultant on Infor Talent Management (LTM) applications to include the following functional components: Global Human Resources (GHR), Work Force Management, On boarding, Talent Acquisition and Interfaces to Infor S3 have vetted this specialist’s work experience. As a sr. HRIS software/Lawson analyst in a regional medical center, this individual has maintained a global employee record, with optional employment contract management and flexible employment status definitions, such as contractor, volunteer, etc. in Lawson GHR V11. Also, has worked on Landmark and S3 integration, data conversion as well as designed, built, implemented, and supported Infor/Lawson Process Automation, supply chain cycle and modules. This specialist has designed processes to support ERP suites (Benefits, Procurement/Supply Chain, Finance, HR, Payroll, and Open Enrollment). Also, has created automated methods to upload crucial HR data into Lawson HRIS, including hierarchy, new hires, HR changes, performance review and pay increase information.

Accomplished jobs encompassed implementing Lawson 7.0.6 for General Ledger, Accounts Payable, Accounts Receivable and Asset Management applications. This specialist integrated Lawson EDI Package and implemented Lawson interfaces using Lawson Interface Modules as well as validated and tested solutions ensuring accuracy of client set up variables within ADP systems. Serving in an acute care hospital as a Lawson analyst, has generated standard and ad hoc reports from Lawson for analysis on compensation, benefits, statistics, and other topics as needed. Part of the job was to create the GL (general ledger) structure for seventy hospitals, clinics, and other healthcare facilities for large healthcare systems. Furthermore, has implemented programs across multiple System Codes such as HR, Payroll, Finance, Benefits, Supply Chain and Procurement.

Does a human resource information system (HRIS) analyst who is experienced in construction, business services and manufacturing industries, as well as knowledgeable in Kronos HR, Kronos Time & Attendance and PeopleSoft pique your interest? Technical knowledge includes Kronos HR, Kronos Time & Attendance, PeopleSoft, ADP, UltiPro and Access. Educational background includes BA Psychology.

Major responsibilities of this HRIS analyst included managing the administration of plant/hourly and salaried compensation programs, as well as serving as a consultant throughout the organization regarding compensation policies and procedures. Key roles covered managing and participating in compensation surveys and providing analysis of the results. This individual led the process for evaluating new jobs and determined appropriate salary band and title assignment based on findings. Market pricing and comparing positions for external and internal equity were handled. Special projects were conducted as required. Salary structures were developed for newly acquired sites. Annual review cycle (merit, bonus) processes were managed. Vendor relationships were managed with both Ultimate Software and Kronos.

The job covered managing the implementation of both HRIS (Ultimate Software) and Time & Attendance system (Kronos). The individual completed 3 different for both Ultimate Software and Kronos, in addition to serving as a liaison between IT staff and HR end users throughout the organization. Tasks consisted of managing all aspects of employee data to ensure high levels of data quality and data security/compliance, along with examining and re-engineering business processes as required. Aside from completing all configuration/ enhancement requests, and resolving issues as needed, other functions involved administering and maintaining the security permissions process for both HRIS and Time & Attendance systems.

Is impacting your organization with a compensation/HRIS analyst with work experience in a general hospital and full-service hospital a current business consideration? Educational attainment is composed of Associate Degree in Business with emphasis in Human Resources Management. Software skills include ADP Payroll software including Report Writer program, Kronos Time and Attendance system, MS4 system, Pay Factors Market Data/Benchmarking software and HRMS Web HRIS system software.

While employed in a general hospital as a compensation/HRIS analyst, has reviewed and graded new job descriptions and positions utilizing market data and current position alignment/equity analysis. Some of the duties were completing requests for individual employee grade/rate analysis as well as registry rate creation for both new and current positions, as well as completing the Mercer report to the corporate office on an annual basis. This analyst was responsible for running and storage of ad hoc reports for year-end for 401K and total employee hours worked. Also, has completed the monthly Dashboard report for the corporate office, as well as ran and distributed monthly ad hoc reports.

Part of the job as a compensation/HRIS Analyst in a full-service hospital was to create forms to be utilized by Human Resources. This included Personnel Actions forms, Separation forms, Annual Performance Review forms and Personal Status Change forms. Additional responsibilities were training the staff for the MS4 (MedSeries 4) HRIS system during the purchase/transition, as well as training new staff on data entry procedures/policies and report running. Completing the monthly Dashboard report for the corporate office for the hospital was also carried out. The report summarized all vacancy and turnover data for the facility.

Would a detail-oriented senior HRIS analyst with work experience in telecom services, financial services and manufacturing industries fit in your organization? Educational attainment is composed of BS Finance and Political Science, Minor in Middle Eastern Studies. Technical skills consist of Oracle HRMS, Oracle Finance, Oracle E-Business Suite (EBS), Oracle Apps and SAP.

Some accomplishments included efficiently serving as a one-person HRIS department with the responsibilities of over 1800 employees in a telecommunications company. Serving in the communication services industry as a senior HRIS analyst, maintained entire employee system of 1800 people (internationally and domestically) through Oracle HRMS and Oracle Apps databases. Other duties were doing scoping and requirement gathering, as-is, fit gap analysis, to-be, solution mapping, Conference Room Pilot (CRP), configuration, SIT, UAT, trainer training, Go-Live & post production support. Moreover, defined various Requirement document (RD020), Configuration document (BR100), System administration, Functional specs (MD050) for application setup for Core HR & Oracle Time and Labor (OTL) as per AIM methodology.

Shared expertise by participating in the implementation of Total Compensation (CTC) based reimbursement using Oracle I Expenses. As an HRIS analyst in a financial services company, led the requirements gathering, solution design, gap analysis, testing and preparing all the functional documents and maintaining the documents in the Clear Case and Clear Quest. Furthermore, led the testing initiative and setups of I-Recruitment for the client to ensure that full knowledge transfer had taken place with the support team and the system users.

Would it be beneficial for your organization to employ an HRIS analyst with experience working in financial services, print media and technology industries? Software skills involve Oracle EBS 11.5.9 & 11.5.10, R12, Oracle Discoverer 4.1, ADP, Lawson, Oracle Business Intelligence and Toad for Oracle.

Serving in the financial services industry as an HRIS analyst, created complex queries and reports to meet HR data needs, as well as ensured data integrity through periodic review and audit. Some of the tasks were utilizing Oracle HRMS knowledge to provide day to day support to HR system users, as well as managing user documentation and training for HRIS applications. Part of the job was to support and test interface programs and results to facilitate information flow between Oracle and external systems, as well as act as a liaison with IT staff in troubleshooting and resolving issues. In addition, assisted with Oracle upgrade to 11.5.10 and assisted with Enterprise eTIME version 6.0 upgrade.

As an HRIS analyst in the print media industry, provided advanced support and assistance to HR users, as well as developed documentations and on-going training agendas. Moreover, supported HR staff in field via training and audits, as well as supported system implementation with HR-related issues. Furthermore, generated routine reports and designed special reports/queries as requested, as well as maintained, ran and assisted in development of reports.

How can a specialist/officer (human resources) who is adept in Workday human resources information system (HRIS) with background working in professional services and retail industries fit within your organization? Technical specializations involve Workday HRIS/Payroll, Prism, PeopleSoft, Crystal Report Writer, PS Query, Business Objects, SQL and viDesktop. Areas of expertise cover human resource information systems, data entry processing, regulatory compliance, leadership/team building, staff training/development, system documentation, recruiting/hiring, testing and quality assurance.

Specializing in people analytics and compensation, this specialist/officer (human resources) successfully managed the transition from PeopleSoft to Workday HRIS by establishing effective change management as well as communication strategy with HR and business stakeholders. Responsibilities involved leading the full lifecycle of HRIS transition project from initiation through the coordination of methodologies used, test plans and test execution to delivery, as well as designing and implementing dynamic, visual, and interactive dashboards as well as analytics on demand. End-user support for HR management system was provided to employees and HR users globally.

The job consisted of monitoring the Workday integrity by running reports on a daily, weekly, and per-payroll basis, researching and resolving any irregularities. Tasks included maintaining the Workday database while overseeing the data entry for terminations, employee transactions, and HRIS/Payroll alignment, including responses to HRIS email inbox requests. One of the functions consisted of collaborating with IT to define and create calculated fields, security policies as well as other necessary Workday objects with little external guidance to support organizational reporting needs. Duties involved creating dashboards and analytics, including workforce management, headcount, attrition, cost analysis and forecasting.

Would hiring a payroll analyst with experience working in food, commercial services and payroll services industries help meet the needs of your organization? This professional has 15 years of experience on SAP and was responsible for mid-year tax conversion from SAP to ADP. Other duties were reconciling SAP tax file to ADP, processing 221 adjustments in SAP, as well as completing payroll conversion from PeopleSoft to SAP.

Acting as a payroll analyst in a packaged foods company, tested SAP updates such as support Packs, BSI, Unemployment rates, configuration changes, etc. Some of the tasks were being responsible for SAP GL requests and mapping for new wage types, as well as assigning to SAP payroll conversion team to validate and test as required due to acquisitions. Moreover, processed, reconciled and submitted all state, local and federal tax payments on a weekly, bi-weekly, monthly, quarterly and annual basis for 9 FEIN’s in approximately 45 states and Puerto Rico.

While working for a commercial services company as a payroll analyst, was hired on a 4- month contract for payroll year-end reconciliation project. Contract was extended for 14 months. In addition, assigned to GL reconciliation project for payroll tax accounts. Furthermore, was assigned to mid-year implementation project to verify all QTD, YTD tax and wages (SAP wage types /3’s, /4’s, 6’s, 7’s).

Would your company benefit from an HRIS analyst who is knowledgeable in PeopleSoft HR with experience in human resources, business and technology services industries? Technical skills cover PeopleSoft HR, Payroll System, SOX, and PCI requirements as well as ADP, JIRA, Web Quality Center, PVCS Tracker, SuccessFactors ATS and EPM.

Achievements within a technology services company encompassed successfully implementing international PeopleSoft HR /Payroll system on time/within budget and upgrading the infrastructure to complement new processes. This saved the company $100,000 annually due to process improvement, innovation and data integrity. In addition, online solutions were identified and used to train/record employee understanding of corporate compliance.

Aside from eliminating paper process and surpassing SOX/PCI requirements with a 98% response rate, additional functions involved supporting regulatory reporting for all of HR. Setting up/executing Merit cycles for selected employee groups, executing annual open enrollment and successfully reducing new hire on-boarding process from 2 weeks to 2 days were skills brought to the table. This gave new employees the ability to work effectively on day one.