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.

Would hiring a compensation analyst with experience working in print media, financial services and banking industries help meet the needs of your organization? Software skills involve Oracle 11i HRIS, KBACE Mentor Solution (Oracle-based) and PeopleSoft.

Acting as a compensation analyst in the print media industry, managed the ongoing maintenance of HR data supporting the global business division to ensure accuracy while tracking key metrics as it relates to human capital cost. Some of the tasks were developing reports and analysis of Global Data for upper management on a monthly basis, such as Headcount, Turnover and other related metrics. Also, created and ran various ad hoc reports for Global HR, Payroll and Finance Teams (New Hires, Terminations, Employee Data Dumps, Vacation, and Promotion Tracking). In addition, responsible for data accuracy in all reports generated, resolved any data related issues, as well as designed Microsoft Access databases to increase efficiency in data reporting.

While working for a financial services company as a compensation analyst, liaised with HR generalists and Compensation team on matching and submission process. Moreover, worked with compensation team members to design and provide market data reporting to HR Generalists and Senior Management. Furthermore, maintained the global market survey results and reports database, as well as provided backup on sales compensation process.

Would a detail-oriented corporate HRIS analyst who worked in a healthcare system and medical centers fit in your organization? Educational attainment involves Bachelor of Arts in Business, Real Estate/Insurance. Professional certifications are composed of Lawson Partner Certification and Certified Human Resources/Information Technology professional certification. Systems experience consists of ADP, Paychex, Lawson, Workday HRMS and Oracle-based HRIS/Payroll/Time & Attendance System.

Some accomplishments included using knowledge and practice of Position Management, FTE Budgets, Lawson data, ODBC table links, and Crystal Reports software skills to develop new internal Position Control, Turnover/Vacancy, other analytical reporting and comp setups. Acting as a corporate HRIS analyst in a healthcare system, has developed internal position Control Reports using knowledge and practice of Position Management, FTE Budgets, Lawson data, ODBC table links and Crystal Reports software. This professional has automated procedures that inter-related Position Manager-Requisition Management System data into Lawson’s personnel action to produce new employee hiring, rehire actions, provide consistent coding and enable performance review improve methods.

Shared expertise by working with PR and IS to combine two separate hospitals’ payrolls into a single weekly process. As an HRIS analyst in medical centers, has created automated methods to upload crucial HR data into Lawson HRIS, including hierarchy, new hires, HR changes, performance review and pay increase information. In addition, has coordinated with Vendor, Information Systems and Recruiting areas to support all phases of implementation and conversion, including successfully installing new ATS (Hodes).

Could the future success of your organization be helped by this HRIS analyst who worked in travel, entertainment and nonprofit industries, as well as proficient in Ceridian HR, PeopleSoft and ADP? Technical competencies involve Ceridian HR, PeopleSoft, ADP and UltiPro. Educational background includes Bachelor of Science in Biology and Associate of Arts Degree.

One of the important contributions of this HRIS analyst included acting as SME to ensure that data and systems integrity for compliance and metrics reporting within the Lawson, Dayforce Timekeeping, ADP and Ceridian systems were continually audited for data integrity. The job entailed interacting with the human resources, benefits, payroll, accounting department systems and IT to resolve issues, make improvements and any other corrections that may need to be enforced to determine departmental best processes.

This specialist effectively completed application implementation from start to finish, while successfully working with the software solutions team and IT. Complex data integrity issues were resolved by overseeing and the auditing HR applications. System testing of HRMS functionality for upgrades was carried out, along with identifying data needs and developments; data was clarified and analyzed by analyzing the various systems OrangeHRM, ADP, Ceridian, PeopleSoft and UltiPro. Skills brought to the table consisted of handling meeting coordination between SS, IT and HR, in addition to coordinating test scripts to make sure that interrelated data and processes were systematically tested. Areas of expertise included handling analysis, training, presentations, production support, leverage technology, application implementations/enhancements, system upgrades, testing, benefits and compensation, including HR records management and HR policies development.

How can your organization gain an advantage with the help of a human resources information system (HRIS) analyst who is skilled in ADP Enterprise, ADP Vantage, ADP Workforce Now and SAP with work background in logistics, payroll services and manufacturing industries? Technical skills cover ADP Enterprise, ADP Vantage, ADP Workforce Now, SAP, Workday and UltiPro.

Main functions of this HRIS analyst involved responding to and resolving all HRIS or Timekeeping inquiries or issues in a timely manner. Responsibilities consisted of configuring new pay rules or modifying existing pay rules in the Timekeeping application as needed and working with the payroll manager and timekeepers to ensure accurate pay rule functionality. Coordinating all HRIS elements geared towards compliance with applicable federal/ state employment related laws and keeping abreast with ACA compliance rules for employee benefit impute and HRIS functionality were parts of the job. Maintaining the HRIS and Timekeeping operator security access, including access for accounting personnel in ADP GL and ADP iReports, ADP Portal and all employees in ADP iPay was also completed.

Notable tasks included utilizing SuccessFactors to create new job, position, location and department codes, managing the code date and historical upkeep of code and managing employee job data. Reviewing and approving new hire, promotions, rehire and demotion request in SuccessFactors were some of the duties. Other roles covered managing the upkeep of the company organization chart for all of the factories and offices, along with overseeing case management through ADP ServiceNow. This individual served as main source of contact with directors, VPs, supervisors and recruiters to forecast system requirements, as well company needs for HRIS.

Could the future success of your organization be helped by this senior human resource information system (HRIS) analyst who worked in IT services, financial services and communications industries, as well as proficient in Kronos HR, Oracle HRMS and ADP? Technical competencies involve Kronos HR, Oracle HRMS, ADP, Taleo, BusinessObjects and ReportSmith. Educational background includes Executive Master of Science in Industrial/ Labor Relations and Bachelor of Science in Finance. This individual obtained a PHR Certificate.

Important contributions of this senior HRIS analyst included leading the project on ADP upgrade into version 6.2, and E-Time & Attendance System implementation, as well as assisting in the implementation of OIM and OIG parts of Oracle ERP. This individual actively attended and represented human resources (HR) in project meetings and managed the development and execution of project plans by working with project team to define, sequence and establish target dates to meet project objectives. The job entailed managing and supervising updates, set-up, and maintenance of ADP, Kronos timekeeping system, Polaroid ID Maker, OIM, and Geoffrey Door Access Systems. Developing and conducting training were done to support the systems.

Skills brought to the table consisted of assisting in the preparation of the department budget and in monitoring/managing expenses to meet budget objectives. The lead role was taken in the technology portion of the total rewards budget as well as lead collaborative role with IS & T on HR technology expenses that fell within the division’s budget responsibility. Tasks covered developing and leading HR project management initiatives, in addition to organizing, overseeing and tracking projects from initial phases through to implementation.

How can a HRIS analyst with experience working in oil/gas, mining and restaurant industries help your organization? Educational attainment is composed of Bachelor of Arts in Applied Economics. Technical skills consist of Oracle AS Discoverer 10g, Oracle Application Express 3.0, 11i Oracle XML Publisher Fundamentals, ADP and ReportSmith.

Working with challenging issues such as supporting the day-to-day operations of Oracle HR, Oracle Advanced Benefits, Oracle Workbench Compensation, and Oracle iRecruitment for the Human Resource Department have vetted this specialist’s work experience. Acting as an HRIS analyst in the oil, gas & coal industry, wrote and maintained training guides for HR, Advanced Benefits, and iRecruitment, as well as identified training requirements and conducted training for all users. Moreover, was responsible for Life Event maintenance, as well as periodic and ad-hoc reporting using EIS Reporting, Toad, and SQL Developer.

With a “can do approach” in the area of supporting the day-to-day operations of Oracle HR, Oracle Advanced Benefits, Oracle Workbench Compensation, and Oracle iRecruitment for the Human Resource Department have been career objectives. As an HRIS analyst, wrote and maintained training guides for HR, Advanced Benefits, and iRecruitment, as well as identified training requirements and conduct training for all users. Other duties were configuring open enrollment twice a year, being responsible for Life Event maintenance, as well as doing periodic and ad-hoc reporting using EIS Reporting, Toad, and Discoverer.

Is impacting your organization with an HRIS analyst with experience working in petroleum, and software industries a current business consideration? Educational attainment is composed of BA Business Administration with a Major in Human Resources Management. Professional certifications consist of SHRM-CP and PHR Certification. Technical knowledge involves ADP Workforce Now (HRB) Current Version and Version 2, ADP Screening and Selection Services, ADP Recruiting Manager & ADP E-I9, Enterprise E-time & EZ Labor, Ceridian HR/Payroll Latitude and Cornerstone.

While employed as an HRIS analyst, led the implementation contact for ADP Recruiting Manager and ADP software. Some of the tasks were rebuilding and enhancing the ease of use for benefit plans and enrollment profiles for Open Enrollment, Qualifying events and New Hires in ADP Workforce Now. Also, provided support for company users for all ADP and E-time issues that arise. Moreover, handled security permissions in ADP and work with auditors on reporting and access rights in ADP.

Part of the job as an analyst was to be responsible for all Recruit-to-Hire operations for retail managers and corporate office personnel including candidate sourcing, employment verifications, creation of offer letters, and employee onboarding, including data entry and new-hire orientations. Additionally, was responsible for general HR operations such as inputting all pay rate, status, and tax changes for company associates, company-wide HR reporting from Ceridian and Workforce Now, aside from managing labor law posters and updates for all retail locations. Furthermore, implemented the company’s E-verify program and trained managers on the use of the system.

Would it be beneficial for your organization to employ a HRIS analyst with extensive experience working in a university hospital? Educational background is composed of Associate of Science in Business Administration and Bachelor of Science in Business Management with Minor in Social Science. Professional certification has been earned as Certified Healthcare Reform Specialist. Software skills involve ADP Workforce Now and Lawson. This professional has served as project lead implementer for clients who are migrating from ADP’s legacy platform to their most current HRIS version of Workforce Now.

Serving in a university hospital as an HRIS analyst, has participated in implementation projects pre and post-merger. During the development of a new HRIS system, this specialist has worked with functional areas to identify roles, project reporting structures and frequency of interaction. Some of the tasks were maintaining familiarity with all computer systems used in the department and evaluating their effectiveness along with legacy systems. Also, has assisted the HR Project team with technical issues related to the HRIS system (Lawson) Post-Merger.

As an HR analyst in another university hospital, has continuously analyzed HR policies and implemented positive changes, as well as supervised new hire orientation along with revamping the program to foster positive attitudes toward organizational objectives. Additional responsibilities were creating reports and presentations on HR changes for senior management, including supporting day-to-day HR operations through data analysis and reporting. Part of the job was to supervise/maintain educational incentives (i.e. Scholarships/Tuition Reimbursement). This included creating new policies for both programs.

Would hiring a senior HRIS analyst who worked in telecommunications, distribution and food industries help meet the needs of your organization? Educational attainment is composed of Bachelor of Arts in Psychology. Technical skills involve SAP HR.

Acting as a senior HRIS analyst in a telecommunications company, participated in successful upgrade of SAP to ECC 6.0, as well as implemented new SAP ESS/MSS module which included delivery of end user training. Some of the tasks were redesigning and implementing employee change forms for HR and Manager use, as well as implementing SAP Travel Management which supported automated downloads of Amex data to expense reporting system. Moreover, responsible for the support, configuration and maintenance of HR systems and annual processes within Human Resources.

While working for a food company as an HRIS supervisor, this individual was selected for the SAP conversion team responsible for transferring company HR data to SAP. Other duties were training end users on SAP HR to help become familiar with a new system. Serving as a senior HRIS analyst, provided HRIS support to the company which included the assessment and implementation of new technologies and systems, training, security, and conversion activities during several acquisitions. Furthermore, significantly reduced Affirmative Action report creation time, by selecting, implementing and training a system that aided in the report creation.

How can a HRIS analyst with extensive work experience in a medical center help your organization? Educational attainment is composed of Bachelor in Business Management (BA), minor in Human Resource. Software expertise involves Lawson HRIS system, Lawson, PeopleSoft and Kronos.

Working with challenging issues such as being fully involved in the conversion from Lawson 8.0 to Lawson 9.1 system; conducting and coordinating systems testing on implementations, modifications, upgrades, updates and fixes have vetted this specialist’s work experience. Contributions encompassed spearheading the conversion of over 300 Time Accrual Plans to Absence Management. Serving in a memorial hospital as an HRIS analyst, has trained Lawson end users with the conversion of Lawson LID to Lawson Portal, as well as generated, enhanced and modified reports and queries related to the Lawson system: benefits, employee master and terminations reports. Some of the tasks were writing, maintaining and supporting a variety of reports or queries utilizing appropriate reporting tools. Also, has assisted in development of standard reports for ongoing customer needs, as well as helped maintain data integrity in systems by running queries and analyzing data.

With a “can do approach” in the area of calculating Time Accruals , creating Time Accrual plans, coordinating the performance appraisal and merit processes, as well as creating Job positions, and budget for new positions have been career objectives. Part of the job was to manage and update departments with upcoming certification and licensure renewals for the purpose of maintaining 100% compliance.

Would your healthcare organization benefit from hiring a senior HRIS analyst with significant Lawson HR suite experience as well as expertise in cross-functional process improvement to integrate organizational change with business strategies, improvements, upgrades and additional technological solutions? Technical skills include Lawson, MS Add-Ins, Report Writer, Crystal Reports, MS Office Suite and more.

While employed in a healthcare organization as a senior HRIS analyst, creating custom and ad hoc reports using Crystal Reports, Lawson Add-Ins, Lawson HR Writer and other reporting tools were key tasks. Working in close collaboration with HR, IT, finance and payroll staff to resolve issues and troubleshoot related problems was also carried out. Additional duties involved acting as a liaison between the technical and HR functional teams.

Being an HRIS analyst for a public library, assisting in the implementation from Lawson version 8.0 to 9.0 was part of the job. Several functions consisted of continuously evaluating HR systems and identifying opportunities for enhancements that met corporate goals and business needs. Moreover, this analyst coordinated end user training for HRMS and intranet applications.

Would hiring an HRIS analyst who is proficient in PeopleSoft HR, with industry experience in human resources, customer service and transportation be a current business consideration? Technical skills cover PeopleSoft HRMS, PeopleSoft Financials, ConnectWise, Access, Lotus Notes, Recruit-Max, Ceridian, Cosmos.net, HP-Quality Center/Mercury 9.0 and more.

Within a Human Resources Outsorucing company, major responsibilities consisted of analyzing business/technical requirements, performing tax updates/testing for the PeopleSoft HR system and performing PeopleSoft upgrade testing. The job entailed testing for PeopleSoft Financials and PeopleSoft HRMS. In addition, queries were written to pull data for testing.

Skills brought to the table involved writing test cases based on the requirements, running manual tests, documenting results in HP Quality Center and presenting the results to the QA project manager. Defects that were discovered during testing were effectively documented and analyzed. Test cases were also performed for new software enhancements.