Below are the 4 Payroll Managers, 3 Compensation Managers & 4 HR Managers with Kronos & other systems experience. The Thor Group® provides HR, payroll, benefits, compensation, accounting, bookkeeping & office staff professionals on a consulting, contracting or direct hire basis.

Would hiring a payroll manager with experience working in restaurant, metal and media industries help meet the needs of your organization? Educational attainment is composed of Bachelor in Business Administration with emphasis in Business Management. This skilled professional has 25+ years of progressive, comprehensive experience in all aspects of payroll and payroll accounting, in addition to systems/applications skills that include Kronos HR, PeopleSoft, ADP, Paycom, Workday, JD Edwards, Microsoft Dynamics, and PeopleSoft.

Acting as a payroll manager in a restaurant, identified and resolved potential problem areas due to new system implementation. Also, streamlined payroll process to maximize the usefulness of resources and systems. Some of the tasks were training payroll specialists and human resources administrators on process improvements. Additionally, implemented complete new payroll policies, procedures and workflow changes and internal controls in order to assure efficient and effective results that were in compliance with company policies and federal/state laws/regulations.

While working for a metal company as a payroll manager, successfully designed the plan of execution for the merger of three of the company’s newly acquired companies. Staff achieved consecutive customer service awards from internal customer survey. In addition, established procedures for the payroll processing of the new union payroll, as well as developed procedures for the monthly reporting of union benefits. Furthermore, created procedures for various local income tax payroll filings.

Is impacting your organization with a payroll manager who worked in financial services and nonprofit industries a current business consideration? Educational attainment is composed of BA Accounting and BA Human Resources. Technical skills involve Kronos Workforce Timekeeping, Cognos, Ceridian, ADP and Crystal Reports. Professional certifications involve CPP, PHR and SHRM-CP.

While employed in a financial services company as a payroll manager, managed payroll grossing over $56 million annually. Some of the tasks were delivering annual profit sharing/ESOP spreadsheet to finance department and to vendors for annual 401k/ESOP testing, as well as reviewing and signing off on monthly bank reconciliations for payroll/benefit accounts. Additionally, provided support for all external and internal audits (Worker’s compensation, 401K, ESOP, and SOX). Similarly, implemented incentive payment templates for managers to achieve efficiency and consistency of payments to payroll. Moreover, acted as administrator of Kronos Workforce including training of teammates and managers.

Part of the job as a payroll manager in a non-profit organization was to align with HR on benefits and compensation (status changes, open enrollment, and new deductions). Other duties were managing tax filings in all 50 states including local taxation, as well as providing support to internal and external auditors. Furthermore, communicated with employees and management on timekeeping procedures and proper payroll regulations, especially overtime laws.

Payroll Manager, Performed Full Cycle Payroll & Period End Controls including Tax Reporting (941’s, W-2’s, DE88 & DE6). Well-Versed in Kronos WFC & Connects. Work Experience in Social Services and Technology Industries.
What contributions could a payroll manager with work experience in social services and technology industries bring to your organization? Educational background is composed of Bachelor of Science Business/Accounting. Software knowledge consists of Kronos WFC, Kronos Connects, ADP and Sage MAS 90.

Challenges like performing payroll full cycle & period end controls including tax reporting (941’s, W-2’s, DE88, and DE6) were successfully completed on a regular basis. While working in a foster care company as a payroll manager, completed multi-state payroll reporting, as well as used ten years intensive payroll audit experience. Part of the job was to develop, configure, and implement Kronos WFC 4.2.6 for a healthcare provider (nursing, differential pay, stipend, per diem). Other tasks were designing, configuring, and implementing Kronos Connects interface to MAS 90. Moreover, created and performed web based self-service custom trainings for managers and employees, as well as upgraded Kronos to V6.0.8 (WFC & Connects).

Shared expertise by being responsible for all industrial injuries (premiums were $2.5m FY 03-04). Acting as a payroll manager, reduced annual premiums $1,500,000 in first 1.5 years while current annual expense continued to be less than $1 million. Also, installed repetitive strike injury prevention software (RSI Guard) on all agency computers, eliminating an estimated $125,000 per year in claims expense. Furthermore, created transitional duty/return to work program for all eligible employees which reduced lost productivity and increased overall savings per claim.

Could the future success of your organization be helped by this payroll manager with work experience in a multi-specialty physician’s private practice? Educational background is composed of Bachelor of Science in Hotel, Restaurant and Travel Administration. Software skills involve Kronos HR, MS Dynamics Great Plains, ADP Enterprise, BusinessWorks, ABRA HRIS and QuickBooks. Professional certifications involve Certified Payroll Professional (CPP) and Certified Financial Planner (CFP).

Contributed to the organization’s success by preparing, reviewing, processing and auditing biweekly payroll for 550+ salaried and hourly healthcare, administrative and corporate employees using ADP Solutions. This included Workforce Now/Pay Expert, GL Interface and Custom Reporting. While employed in a multi-specialty physician’s private practice as a payroll manager, imported employee data from ABRA HRIS and employee pay data from Kronos. Also, did GL mapping of ADP departments, wages, taxes and deductions to Great Plains accounting software. Moreover, posted payroll accounting journal entries and accruals, create payroll financial reports for executives and board of directors.

Supported organizational goals by collaborating with key team members to design and build an automated timekeeping and paid time off accrual system for advanced practice clinicians. This specialist created and maintained high-level financial productivity Excel worksheets for physician compensation. Furthermore, streamlined payroll and improved 401k procedures resulting in efficient, compliant administration.

Does a compensation manager with experience in education and automotive solutions industries, as well as knowledgeable in Kronos and ADP pique your interest? Technical knowledge includes Kronos, ADP, Lawson and PeopleSoft. Educational background includes Bachelor of Business Administration. In addition to earning Professional in Human Resources (PHR) designation, this individual is pursuing Certified Compensation Professional (CCP) status.

Major responsibilities of this compensation manager included designing, implementing and administering base, variable and incentive compensation plans. Key roles covered preparing, conducting and administering compensation surveys, as well as assisting with determining cost impacts relating to labor negotiations. Establishing and recommending job specifications and wage/salary grades were positive experiences brought to the business table. This individual presented compensation program designs and job descriptions to leadership team. Reviewing all requests for job reclassifications and making recommendations for appropriate actions were carried out. The department staff was efficiently managed.

Another job covered developing, recommending and administering compensation and job evaluation programs/policies. Tasks consisted of consulting with management on compensation issues, in addition to studying and analyzing market data. Recommendations concerning compensation activities were made. Functions involved conducting and participating in compensation surveys, along with providing assistance in the development and administration of merit programs or alternative reward strategies. Changes in wages were reviewed for conformance to policy. Job and pay equity audits were conducted. Duties in another position involved serving as business unit lead for fixed and variable compensation plan design, strategy, training/education, calculations and slotting. Serving as consultant to senior management in developing compensation plans that linked sales goals with business strategy was carried out.

How can your organization gain an advantage with the help of a compensation manager with work background in government and education industries? Technical skills cover Kronos, Resumix, SCT Banner, Core- CT, HR Stream and E-Series. Educational attainment includes BS in Business Administration (with a concentration in Human Resource Management).

While working for government agency, main functions of this compensation manager consisted of overseeing the management of workers’ compensation for the agency, conducting investigations and recommending the appropriate action. This individual supervised the unit’s staff and served as an advisor for the field worker compensation liaisons in the agency’s 20 locations. Aside from providing training and assistance to staff, the regulatory information (OSHA) was completed for the agency. Duties involved representing the agency at workers’ compensation hearings and advising administrators, managers, supervisors and employees regarding workers’ compensation policies/procedures. Other roles covered interpreting collective bargaining agreements, monitoring workers’ compensation budget and working with claims adjusters and other relevant parties to ensure the workers’ compensation process was administered accurately and efficiently.

Notable tasks in another job included completing transactions (hires, rehires, promotions, demotions, reclassifications, general data changes, pay rate changes, transfers (internal/agency), separations, temporary service in a higher class appointments, position establishments/changes and updating pending position reports. Responsibilities consisted of conducting new hire orientation and completing PARS (Performance Assessment & Recognition System) and COLA (Cost of Living Adjustment) increases for managers and executive secretaries. Functions involved compiling statistical data and serving as EPM (Enterprise Performance Management) lead for a unit and helpdesk for HR assistants and other HR specialists.

Could the future success of your organization be helped by this compensation manager with work background in business services, banking and education industries, as well as proficient in Kronos HR Workforce and Kronos Timekeeper? Technical competencies involve Kronos HR Workforce and Kronos Timekeeper. Educational background includes Bachelor of Science Business Administration, major in Business Management/concentration in Human Resources.

Important contributions of this compensation manager included developing processes and managing unemployment compensation procedures across the organization. The job entailed processing and tracking all unemployment claims in compliance with state protocols and company workflows. Tasks covered collecting, monitoring and analyzing unemployment data and trends. Duties involved identifying and reporting key trends to multidisciplinary management teams and collaborating with human resources and operations to respond to findings. Aside from driving the development of human resources and operational best practices for unemployment, managing and participating in work groups and committees were done to ensure the effective management of the unemployment process.

This specialist served as central point of contact on unemployment claims process map, problem resolution and policy/procedure development. One of the skills brought to the table consisted of acting as the primary liaison between the company, unemployment insurance vendor, other partners and representatives. Functions involved developing and updating unemployment claims process map, policy, procedure and working with HR and operations on their implementation across the company. An additional role covered developing effective working relationships to manage processes across a geographically diverse organization. Maintaining knowledge of multi-state unemployment and human resources laws/regulations was also applied.

What can a human resources manager with work background in nonprofit, energy and education industries, as well as specialization in Kronos Hiring Manager, Kronos Workforce Timekeeper/Payroll and Oracle bring to your organization? Technical specializations involve Kronos Hiring Manager, Kronos Workforce Timekeeper/Payroll and Oracle. Educational attainment includes General Studies.

Working with areas such as employee hiring through Kronos Hiring Manager, background checks, e-verify and WOTC was one of the responsibilities of this human resources manager. Duties covered training of all new hires in human resources and inputting employees’ personnel data in Enterprise database for new hires, employee updates and employee terminations. This individual prepared all personnel files for new hires and terminations and tracked trainings for new hires and annual trainings for employees. Skills brought to the table consisted of conducting open enrollment for employee benefits and training the new management in human resources policy and procedures and human resources laws, payroll through Kronos Workforce Timekeeper. All data was maintained for preparation of affirmative action plan.

Other functions consisted of risk management, monitoring workers compensation injuries and motor vehicle accidents, as well as preparing OSHA 300 logs. The job covered working in the accounting office accounts payable through the Oracle database, monitoring office petty cash in Quicken, handling client funds in RFMS and managing company purchase card in Access online. Tasks involved participating in outside Medicaid audits, State surveys and in company audits, along with training new HR managers for other sites and filling in as HR manager in other sites when needed.

Could your organization use a human resources manager who is experienced in engineering and energy industries, as well as proficient in Kronos Workforce Timekeeper System and Kronos Suite System? Technical proficiencies cover Kronos Workforce Timekeeper System and Kronos Suite System. Areas of expertise include HR department startup, HRIS technologies, policy development, training and coaching. Educational background includes MBA, International Business-Executive Program; MM-I, Master of Management – International; and Bachelor of Science in Business Management.

Some impact contributions of this human resources manager included implementing Kronos Workforce Timekeeper System (Time and Attendance) at 52 health centers and completing the project 3 months ahead of schedule. This individual was the accountability owner (AO) for the configuration of new health care deduction codes and oversaw various components of the project including modification of codes, issue tracking and resolution. Key roles involved conducting project team meetings, and final implementation in the production environment. The project was completed one week ahead of schedule. Payroll check distribution was decreased by 75% with the implementation of a new paycard program.

Skills brought to the table involved developing and implementing the new HR Payroll and Timekeeping System applications and payroll management functions, in addition to serving as a key contributor to the team that led the transition from a legacy HR information system to a Kronos-based system application. Functions covered overseeing the effective use of the time and attendance and HR payroll systems (Kronos) and managing the payroll and HRIS data entry staff. The job consisted of contributing to the development of positions codes, deductions and payroll codes within the Kronos.

Would a human resource manager (HR) with familiarity in retail and manufacturing industries, as well as skilled in Kronos, SAP and ADP help your organization achieve greater success? Technical specializations cover Kronos, SAP and ADP. Areas of expertise include labor and employee relations, recruiting and staffing, safety and workers’ compensation, benefit plan development and administration, legal compliance, organizational development, training and general management. Educational attainment includes Master’s degree in Human Resource Management and Bachelor’s degree in Human Resource Management. This individual obtained a Certification as PHR.

Making a positive difference with providing strategic HR leadership and direction during rapid sales growth and directing one team member were some of the key focuses of this human resource manager. The job involved significantly improving HR performance in staffing, safety and compliance. One of the responsibilities covered implementing new PPE (personal protective equipment) requirements, ergonomic, job safety analysis and light duty program to reduce lose time from 500+days per year to 7 lose days. The job involved maintaining legal compliance in all personnel issues resulting in no state or federal complaints, in addition to developing and administering the performance review system to include MBO and companywide competencies. Assistance was provided in increasing uptime by 10% by developing maintenance department and creating cross functional hourly production department.

Notable tasks included leading recruiting efforts for all positions within the organization, along with hiring and restructuring salary and hourly staff. This individual updated job descriptions and qualifications to meet company business needs aside from successfully implementing social media for recruiting purposes.

Could your organization use a human resources (HR) manager with background experience in construction and manufacturing industries, as well as proficient in Kronos Workforce Timekeeper, Sage 100 and ADP? Technical proficiencies cover Kronos Workforce Timekeeper, Sage 100 and ADP. Educational background includes Frontline Leadership; Management and Audit Training; ISO Management Training/Internal Audit Training; Banking Courses and Accounting.

Primary tasks of this human resources manager included managing of all company policies and procedures, as well as daily managing of company benefit plans, medical, dental, life, STD, LTD insurance, Cobra, 401K plan and profit-sharing plan. In-depth knowledge of workers’ compensation was applied and was responsible for all reports related to occupational safety and health. Key roles covered developing sources of flexible manpower to maintain adequate employment levels during seasonal peak manufacturing, in addition to supervising and executing the bi-weekly payroll for 200+ employees using Kronos Workforce Timekeeper. Work was done with outside vendors including Paycor Payroll System and ADP Enterprise. All temporary employees’ time and payroll, with several outside temporary services, were managed. One of the contributions involved coordinating monthly and weekly management meetings that included board members, company CEO, president and vice presidents, as well as twelve members of the management team. Maintaining all upper management calendars was done.

In another job, this individual implemented HR department and programs which included all policies and procedures. This included company handbook, attendance policy, vacation and holiday policy, as well as compliance to occupational safety and health authority and recordkeeping. The job consisted of setting up personnel records and data information to be maintained on a daily basis.