Below are the 6 HR Analysts with multiple industries & systems expertise. The Thor Group® provides HR analysts with your industry and systems experience on a consulting, contracting or direct hire basis.

Would a detail-oriented HR analyst with experience working in financial and commercial services, as well as banking industries fit in your organization? Educational background is composed of Bachelor of Arts in Psychology and Linguistics as well as Master of Business Administration in Finance. Technological skills consist of SAP HCM, Oracle HCM Fusion, Taleo and SQL.

Some accomplishments included supporting HRIS projects by updating employee data in SuccessFactors (SAP HCM) and correcting inconsistencies. As a human resources analyst in a financial services company, analyzed and conducted exit interviews for employees leaving firm and identified trends to management for decision making. Also, updated and maintained information and documents on SharePoint and on the HR Specific Drive, as well as ensured compliance with internal guidelines and kept employees information confidential. Moreover, successfully completed projects by providing Human Resources support to clients, including restructuring, benefits and project management support.

Shared expertise by collecting and analyzing data to gain actionable insight to drive business decisions for all areas of the company related to Human Resources. Acting as a human resources analyst in a commercial services company, supported day-to-day HR operations through data analysis and reporting. Furthermore, interpreted analysis and insights to provide HR recommendations during collaborative evaluation by consulting team and helped draft presentations for senior consultants.

What advantages can hiring a human resources (HR) analyst who has background in professional services and banking industries give your organization? Software proficiency covers SAP HCM, PeopleSoft, Taleo, Kronos, ServiceNow, IBM Cognos BI, Performance Pay, SharePoint, SAP HR and Functional Security Applications. Educational background includes Master in Business Administration, Bachelor of Science in Information Systems, and Human Resources Management Certificate Program. Professional Affiliations are with SHRM (Society for Human Resource Management).

Focusing on users of SAP HCM, this HR analyst provided exceptional customer and consultative service in order to troubleshoot and resolve issues impacting the daily use of HR self-service tools. The job required partnering with managers as well as HR leadership throughout companies on project work, requirements gathering and functional issue resolution. Other tasks were interacting and building effective relationships with business partners, including compliance, HRIT team members, security team, payroll, benefits, testing, mergers and acquisition to ensure the delivery of optimal services internally/ externally.

Additional functions also covered the creation of process documents and job aids used as a resource guide for training new hires and team members. Designing key performance indicators and metrics was done for the team’s transactional processing, while also conducting data analysis and interpretation. Apart from designing, deploying and maintaining SAP security roles related to user administration, part of the job was working with HR business process owners to build SAP authorization assignments and facilitate resolutions on segregation of duties (SOD) conflicts. Primary SAP security and functional support was provided through daily operations for SAP HCM and GRC Modules. User administration was also provided in all SAP and non-SAP systems.

What can an HR analyst with specialization in Workday, PeopleSoft and Salesforce, as well as experience in a medical center do for your organization? Technical competencies consist of Workday, PeopleSoft, Salesforce, HRIS and ADP.

One of the key roles of this HR analyst included responding professionally with accuracy in a timely manner to new hire changes, employee requests for information and changes by processing moderate to complex human resources transactions pertaining to employee pay, new hires, terminations and personal status changes. HRIS enrollments of employee data were efficiently managed.

This individual acted as a liaison between benefits team and payroll team to communicate changes to employee pay resulting from benefit change events such as open enrollment, employee qualifying events and new hire elections. Serving as employee advocate for the resolution of escalated benefit questions and issues, such as health & welfare, paycheck discrepancies, 401(k), and other co

Is recruiting a human resources (HR) analyst who has experience in manufacturing, professional services and education industries a priority for your organization? Knowledge of computer systems covers the use of SAP HR, SAP SuccessFactors and ADP eTime. This Society for Human Resource Management Certified Professional (SHRM-CP) completed Master of Human Resource Management.

As HR analyst, duties were analyzing, comparing and manipulating data using Microsoft Excel, VBA, and Microsoft Access while reporting in SAP HR environment using ad hoc queries. The job required advanced experience with reporting and analyzing daily data from SuccessFactors, GlobalView, SAP, and eTime (ADP). The old process was improved, showing a continuous process improvement mindset. The individual also acted as “Gate keeper” and administrator for SPM (Latin America plus Canada) and Time & Attendance systems. Employee timecard issues were troubleshot with field supervisors and HRBP.

The job also required auditing hours from Time & Attendance system for each payroll (hourly/salaried) and matching hours with payroll system. Aside from managing Time & Attendance system for a region, mass communication was done with supervisors and HRBP about upcoming changes in policies/procedures. Payroll processes was implemented in Latin American countries successfully (language skills: Portuguese/Spanish). Other duties were auditing, analyzing and validating data of all the Infotypes in the legacy system for payroll implementation in the US. Support was given for day-to-day HR operations through data analysis and reporting. Part of the job was maintaining data: new hire, termination, position changes, promotions, and pay changes in SAP HR environment.

Does employing a human resources (HR) analyst who worked in biotechnology, energy and professional services industries match your organization’s requirements? Technical skills involved the use of SAP HR, SAP Ariba, Cognos, LiveLink Content Manager Publishing, WebBI Forms Creation & Publishing, ExecuTRACK and RWD Info Pak. The individual graduated with MBA, BS in Actuary (emphasis in Statistics, Math), and AS in Accounting, as well as several SAP Training Course Certification courses.

In a biotechnology firm, this HR analyst took advantage of experience with HR business processes within various functions of HR, as well as with SAP HR modules, HR system reporting and web-based applications. Duties involved recognizing, documenting and confirming business requirements from business sponsors and end users. Best practices were identified, and recommendations were made to business process improvements while assisting with implementation of changed processes. Consulting assistance to HR & Payroll business sponsors was provided on effective use of the HR technologies and optimal use of data.

Other functions were identifying and mitigating issues in a timely fashion, along with reporting issues to management to ensure risks were mitigated. Part of the job was collaborating with HR IT team resources to identify best solution for business requirements and documenting the solution in the form of functional/ design specifications. Apart from the testing of system implementations/ enhancements in accordance with best practices and validation requirements, the job required developing and delivering end-user training for RWD InfoPak, SAP, LiveLink, & Org Publisher. The professional developed and implemented business content for HR portal.

Would it be beneficial for your organization to employ an HRIS analyst who continually builds strong relationships and fosters continuous process improvements? Expertise includes mergers/acquisitions, policies/procedures, retirement programs, project management, negotiating employee compensation, as well as health and welfare plans. Technology experience includes Lawson, Cyborg, Vurv (Recruitmax), Auhtoria, SQL, Toad, Crystal Reports, Cognos, MicroStrategy, PeopleSoft, ADP, Taleo, WinSQL, SilkRoad Recruiting (Open Hire), SilkRoad Onboarding (Red Carpet) and Microsoft office products.

At a retail company as a senior HRIS analyst, responsibilities included Lawson HR area administration, Lawson benefit creation/maintenance and loading of employee data. Other duties involved Lawson training/decentralization of facilities and playing a pivotal role in designing/implementing Lawson HR/Payroll/Benefits module. The implementation of employee and applicant self-service using custom and core Lawson functionality were also completed.

As an HRIS analyst for a rental equipment company, some of the primary responsibilities were Lawson HR area administration, Taleo system administration for staffing, onboarding, and performance modules including user setup. Also, part of the job was to provide support service functions for all field HR personnel, ad hoc report creation using Access/Crystal Reports/WinSQL Reporting, and automating new employee automated feed to Lawson.