Below are the 12 HRIS Analysts with multiple industries & other systems experience. The Thor Group® provides HRIS analysts who have experience in a plethora of industries using systems such as ADP, PeopleSoft, Kronos, Ceridian, SAP, Lawson, MS Dynamics, Great Plains, Workday and Oracle, as well as familiarity with additional HR, ERP, CRM, SCM, EMR and other systems on a consulting, contracting or direct hire basis.

Could the future success of your organization be helped by this senior human resource information technology analyst who is proficient in ADP Enterprise, ADP HRMS and PeopleSoft HCM with experience in business services, oil and construction industries? Technical competencies involve ADP Enterprise, ADP HRMS, ADP Workforce Now and PeopleSoft HCM. Educational background includes BBA in Accounting and Associate of Science in Data Management. This individual obtained a Project Management Professional Certification (PMP).

Important tasks of this senior human resource information technology analyst involved identifying stakeholders and performing gap analysis of business rules, business and system process flows, user administration and requirements for implementation of Workscape Manager Self-Service application, enabling managers to electronically process job, salary and reporting relationship changes. The job entailed collecting requirements, developing specifications and creating Structured Query Report (SQR) to automate the data load into the ADP AutoLink tables to process bonus payments, eliminating 64 hours of payroll administrators’ manual effort. In addition, this specialist led data mapping sessions and directed the conversion of payroll from AS/400 to ADP Enterprise system for 2,000 employees.

Key roles involved designing and implementing security structure for ADP Enterprise and iProduct applications, including iReports, iPay and General Ledger, to ensure human resource and payroll personnel access to data based on market structure within the organization. Skills brought to the table covered writing and executing SQL queries and scripts for data manipulations to update and correct data based on customers’ requirements. Defining and writing SQRs for incoming and outgoing interfaces for third-party vendors were done to satisfy business requirements for relocation, vehicle reimbursement and political action plan.

Could the future success of your organization be helped by this human resource information systems (HRIS) coordinator with experience working in a medical center? Computer skills include ADP ReportSmith, ADP Windows, PeopleSoft 9.0, AS/400 HRIS system, Ceridian HR/Payroll, ABRA database, Visio and Kronos Application. Professional certifications include HRMS Certificate and Query Certificate.

Contributed to the organization’s success by entering all personnel data into ADP system in a timely, accurate manner. As a human resources information systems coordinator in a medical center, has reviewed payroll authorization and personnel requisitions ensuring completeness, accuracy, and ensuring that appropriate signatures are affixed and followed up if incomplete. This initiative involved sending to appropriate staff member for further handling if necessary, maintaining HRIS ensuring data integrity, and ensuring that HRIS hardware was maintained in working condition and that all systems breakdowns were troubleshot and reported to MIS department. Part of the job was to design and produce various management reports as request comes in from departments, administrators, and others. This professional designed and developed required system tables, maintaining functionality and availability of system documentation. Furthermore, this individual has audited the ADP HR system.

Supported organizational goals and objectives by providing HR analysis for recommendations for automated solutions that are currently part of the Payroll Management System (PMS) that are now in PeopleSoft System. This PeopleSoft payroll analyst supervisor has participated in business process reviews, FIT/GAP analysis, and system testing (User, and System). In addition, has carried out document changes for PeopleSoft/PMS user changes resulting from the implementation of PS 7.0 to 9.0.

How can a lead human resource information system (HRIS) analyst who is adept in Workday HCM and SAP HR with background working in software and professional services industries fit within your organization? Technical specialties cover Workday (HCM, Performance/ Recruiting modules), SAP HR and ADP Payroll. Experience is shown in managing informational databases including data analytics and systems administration. Educational background includes Master’s degree in Information Systems and Bachelor’s degree in Marketing.

Duties of this lead HRIS analyst covered participating in UAT (user acceptance testing) system projects for the HCM, Performance and Recruiting modules within Workday, as well as providing technical support for 3 Workday modules; HCM, Performance and Recruiting. Functions consisted of serving as an expert on Workday/SAP HR system ensuring all HR related tasks function as designed. Assistance was provided with Workday account creation in partnership with the IT team. This specialist functioned as the SOX (Sarbanes-Oxley) control owner providing information for internal audits of employee data. Tasks involved managing payroll reports and auditing for ADP payroll vendor. The job involved participating in bi-weekly and semi-monthly payroll auditing by ensuring accuracy of compensation changes and bonus payments.

Key roles in another job consisted of maintaining HR data systems (Workday, SAP) associated with the collection retrieval, accessibility and usage of employee information, in addition to participating in UAT system projects for multiple modules within Workday and SAP which contributed to system configuration. Technical support was provided for 3 Workday modules: HCM, Performance and Recruiting. The HRIS procedures were reviewed and improved to improve data processing timelines. System audits were performed to ensure accuracy of data.

Could the future success of your organization be helped by this HRIS solutions analyst who worked in a hospital operator and healthcare system? Technological know-how consists of Infor Lawson, Microsoft Great Plains Payroll, Ceridian, Ultimate Software/UltiPro, PeopleSoft, ADP HR/B & Pay eXpert, ADP Enterprises version 5, Kronos and more. Educational attainment is Bachelor of Business Administration-HRM.

Acting as an HRIS solutions analyst for a hospital operator, performing functionality testing to ensure the deployment of Lawson HRIS System for the HR Shared Service Center was a primary responsibility. This initiative was successful and has met the process flow requirements for transfers, terminations, data changes, position changes and new hires. Other tasks were consulting with HRBP (HR business partners) from hospitals to truly understand their processes and formulate a solution in which transactional day-to-day system entries can be less time consuming and more efficient.

As an HRIS analyst, part of the of the job was to project manage the conversion of 1000 temporary workers to employees in four months including writing the functional specifications, analyzing and testing the payroll, and HR set up in Ceridian HR system. Furthermore, suggested a new system of Workday after an intensive Request for Proposal to better capture HR data, improve reporting capabilities and simplify system configuration.

Could the future success of your organization be helped by this lead HRIS analyst with experience working in government, technology and software industries? Educational attainment is composed of Bachelor’s Degree in Marketing and Master’s Degree in Information Systems. Technical skills involve SAP, ADP and Workday.

Contributed to the organization by functioning as an expert on Workday/SAP HR system ensuring all HR related tasks functioned as designed. As a lead HRIS analyst-Workday/SAP in a technology software company, participated in UAT (User Acceptance Testing) system projects for the HCM, Performance, Recruiting and Compensation modules within Workday. This professional provided support for multiple Workday modules; HCM, Performance, Recruiting, and Compensation. Some of the tasks were creating Excel templates for business use to submit to HRIS when processing mass Workday changes such as manager moves, compensation changes, cost center changes, and job changes. Also, created user guides for Workday business processes according to HRIS standards that were used company wide. In addition, created a Workday HRIS training manual used department wide.

Supported organizational goals and objectives by maintaining HR data systems (Workday and SAP) associated with the collection retrieval, accessibility and usage of employee information. As an HRIS analyst in another technology software company, participated in UAT (User Acceptance Testing) system projects for multiple modules within Workday and SAP, which contributed to system configuration.

What can an HRIS analyst with work background in manufacturing, legal services and restaurant industries, as well as specialization in Ceridian HR, Ceridian Dayforce and Ceridian Payroll bring to your organization? Technical specializations involve Ceridian HR, Ceridian Dayforce, Ceridian Payroll, SAP, Workday, PeopleSoft and SQL. Educational attainment includes Bachelor of Science in Psychology.

Working with areas such as collaborating with stakeholders to develop, review, test and implement HRIS upgrades and patches including User Acceptance Testing (UAT) processes, as well as maximizing the HRIS functionality were some of the responsibilities of this HRIS analyst. Duties covered interfacing with the HRIS vendor (Ceridian Dayforce HCM Software) to troubleshoot, escalate as needed and resolve system problems, in addition to assisting end-users with issues. Functional support of HRIS was provided to all internal customers. This individual assigned and updated various security roles among system administrators and users; established roles and security access were also maintained as needed. More so, the HRIS end-users were trained on processes and functionality.

The job consisted of managing and overseeing the global SAP implementation and coordinating the project with global IT, payroll and benefits personnel. Directing, designing and implementing HR reports for global HR departments were completed as primary technical advisor and team data lead. System enhancements, upgrades and interfaces were planned to ensure continued functionality and response time. System capabilities and business processed were analyzed for the current Ceridian and SAP HR systems. Capturing and providing timely information for all corporate business areas, developing and maintaining interfaces and reports, along with writing complex queries in the HR systems were part of the functions.

What can a human resource information system (HRIS) analyst with work background in the construction industry, as well as specialization in Kronos HR and ADP Enterprise bring to your organization? Technical specializations involve Kronos HR, ADP Enterprise, Virtual Edge, SuccessFactors and SharePoint. Educational attainment includes Bachelor of Arts in Business Management (concentration in Human Resources).

Working with areas such as executing HR strategy as well as supporting talent acquisition, onboarding, and orientation for offices/ plants around the country were some of the responsibilities of this HRIS analyst. Duties covered overseeing design and delivery of various HR programs for recruitment/ onboarding, mentorship/ training, and employee recognition. The individual was part of lead technical team in analyzing requirements of HRIS procedures to identify issues as well as perform troubleshooting, upgrades, and integrations of internal systems. These systems included Kronos, the SuccessFactors, recruiting, onboarding and Employee Central software. Aside from producing the request for proposals and assisting in the launch of two companies with average savings of over $24K annually, this individual enhanced efficiency and increased productivity by developing/ implementing process standards including HR Data Audit Tool, onboarding playbook, RACI documents and job aids.

Supervisors were advised on process improvements; the job covered directly supporting HR managers and collaborating with cross-functional departments and teams including HR, IT, global accounting and business development. The job covered performing human resources functions and successfully sourcing and positioning over 150-permanent employees across five consecutive years.

What contributions could an HRIS specialist/analyst with extensive work experience in a behavioral health system bring to your organization? Educational background is composed of Bachelor of Business Administration. Software skills consist of ADP Workforce Now, Canopy Workforce Solutions, ETime, Paylocity, Kronos, Ceridian and Mercer Marketplace.

Challenges like successfully planning, developing, and implementing ADP Workforce Now HRIS and Payroll systems were welcomed and successfully completed on a regular basis. Serving as an HRIS specialist, utilized Canopy Workforce Solutions to successfully implement integral time management system. Some of the tasks were executing all necessary system maintenance and updates. Also, facilitated training programs to ensure proper utilization of various HRIS systems. Key accomplishments were expertly executing data migration from ADP Workforce Now HRIS/Payroll to Canopy Workforce Solutions.

Shared expertise by expertly configuring, updating and maintaining Kronos Workforce Central application. While working in a behavioral health system as an HRIS administrator, provided essential maintenance and support regarding all Kronos Workforce Central and Time Management systems company wide. In addition, created and implemented important training programs for all end-users. Key accomplishments were creating innovative employee Self Service environment, as well as designing weekly employee data interface.

What contributions could a HRIS analyst who worked extensively in a medical center bring to your organization? Educational attainment is composed of Mathematical Statistics and Probability. Technical skills involve ADP, Oracle SQL Developer, MS SQL Server TOAD and Crystal Reports.

Challenges like serving as a systems administrator for ADP Enterprise, ADP Portal and other HRIS applications were welcomed and successfully completed on a regular basis. Acting as a Human Resource Information Systems (HRIS) analyst, has working knowledge of ADP (PeopleSoft) table structures. This specialist has performed production support, including providing support for HRMS, as well as researching and resolving HRMS problems, unexpected results or process flaws. Other jobs entailed performing scheduled activities, as well as recommending solution or alternate methods to meet requirements. Also, has provided HRIS support to all business partners including Payroll, Benefits, and Recruiting (onboarding/off-boarding). In addition, has served as Subject Matter Expert (SME) for onboarding/off-boarding including managing iCIMS data feeds and resolving any data issues.

Shared expertise by producing adhoc SQL reports for the department of Performance Improvement. While employed in a medical center as a data specialist/SQL report writer for performance improvement, has advanced/expert level Excel usage for the purpose of reporting. Other responsibilities were attending meetings and reporting on variance control where hospital regulations were violated, as well as entering data and reporting on census data for Medicare and Medicaid patients.

What contributions could a sr. HRIS analyst with experience working in computer networking, telecommunications and food/beverage industries bring to your organization? Technical skills involve BS Chemistry and MBA Human Resources. Software knowledge consists of Oracle HR, PeopleSoft, ADP and ADP Vantage. Functional skills consist of Business Process Improvement, Workflow Simplification, HR Functional Experience and Knowledge, as well as System Implementation & Testing and HR Systems Integration.

Challenges like working with IT Director and HR VP to define, implement, and maintain user profiles, systems authorizations and security settings were welcomed and successfully completed on a regular basis. Acting as a sr. HRIS analyst, took ownership as a program manager for new module/plan implementation to the system and took responsibility of the project from start to finish. Some of the tasks were working with vendor and key internal stakeholders to develop and/or implement system enhancements, release notes, and upgrades.

Shared expertise by maintaining configurations and using Oracle Web ADI’s to update data (spreadsheet format). While employed in a computer networking company as a sr. HRIS analyst, analyzed data or change requests to ensure the changes will not cause any problems and that they follow any standard business rules defined by Business Teams. Furthermore, worked with HR stakeholders to identify business analytics requirements and drive report design or analytics.

Would a senior Workday consultant who is skilled in Workday HCM with experience in insurance, telecommunications and banking industries help your organization achieve greater success? Technical specializations cover Workday HCM, Workday 26/25, Workday Studio, XML, Web Services, XSLT 2.0, Report Writer, Oxygen Workday 23/22, Workday Studio, XML, Web Services, XSLT 2.0, Report Writer, PeopleSoft and Oxygen.

Making a positive difference with development enhancement, upgrade, maintenance of HR, benefits and payroll were some of the key focuses. Responsibilities covered leading the technical team in supporting integrations, reporting and production issues in Workday. This individual designed and built inbound and outbound studio integrations with RaaS reports, as well as configured Core Connectors for Benefits. Several reports were developed using Workday Report Writer such as salary changes, severance, payroll earnings, medical enrolments, LTD participants, med, dent, vision and salary plan reports as part of the implementation. The job involved developing payroll integrations ADP tax monthly and ADP Tax quarterly using Workday Studio. Several EIB inbound and outbound integrations were developed.

Notable skills used on a regular basis included configuring Core Connector for Worker and Core Connector for Benefits for internal integrations, in addition to creating several custom reports and exposing as web services for several vendor files. Workday Studio integrations were developed for PayInput for Payroll Inbound and WageWorks for commuter reimbursement. Functions covered managing business process configurations like staffing, core compensation and payroll interfaces, along with creating XSLT scripts for integrations to transform XML data. Custom security groups and custom security roles were also created. Mentorship was provided, and documents were designed for reports and integrations.

Is impacting your organization with an HR integration analyst with 10+ years of proven success in IT leadership and project / implementation development a current business consideration? Core competencies include skills in system implementations, conversions, integration, project planning, and execution. Technical experience includes Lawson, Gentran Integration Suite, Mercury Test Director, Track-It, Oracle, SQL Server Enterprise, MySQL, AIX, HP/UX, Solaris, All Windows Servers, Windows XP/2000, PERL, XML, HTML,XSLT, SQL, Micro Focus COBOL, UNIX, Shell Script, SourceSafe, XML Spy, Ultra Edit, Sterling Commerce and more.

At a packaging company as a technical integration specialist, some of the primary duties consisted of delivering Lawson 4GL programming and HR system integration and conversion on the Unix or Windows platform. These tasks included but were not limited by creating custom interfaces, modifying or creating conversion programs and troubleshooting issues.

As a senior software engineer for a manufacturing company was to coordinate and design automated system integration between company’s enterprise web system and PeopleSoft. Responsibilities included leading a technical team in converting the Lawson international application from an LADB database to an Oracle database and leading a team of developers in designing and executing technical tasks to transfer drop ship orders between Lawson(international) and Lawson (domestic) divisions using a combination of Oracle SQL triggers and customer developed programs. An additional task was supporting day-to-day activities for Lawson International applications and system administration.