Below are the 4 Payroll Analyst, 4 HRIS Analyst & 4 HR Analyst with SAP HR & other systems experience. The Thor Group® provides software engineers, systems engineers, developers, project managers, systems analysts, systems administrators & SAP implementation specialists on a consulting, contracting or direct hire basis.

What contributions could an SAP payroll specialist with work experience in utilities/power generation, electrical equipment and commercial services industries bring to your organization? Educational attainment is composed of Associate of Science in Accounting. Technical skills involve SAP Payroll, ADP EZ Labor, Paycom, Costpoint, ADP Workforce, Deltek and Peachtree.

Challenges like assisting with processing 18,000 bi-weekly payroll through SAP payroll, as well as working with groups to resolve any SAP payroll processing errors were welcomed and successfully completed on a regular basis. While working in a utilities-power generation company as an SAP payroll specialist, provided excellent customer service for employees, timekeepers, Union Pay, child-support, benefits and HR business partners. Also, monitored payroll shared mailbox as well as payroll request ticketing system for timely employee and HR business partner issue resolution. In addition, worked with ADP and HR Services to ensure all unemployment claim, new hires, and terminations with information provided by HR Services.

Shared expertise by conducting orientation for bilingual new hires and processing terminations as needed and processing I9 verification, background checks, retro pay, P.P.E. deductions, and union dues as well as timekeeping. While employed in an electrical equipment company as a payroll specialist, processed in-house bi-weekly salary payroll and weekly union payroll. The contract opportunity was a 2-3-month assignment for an employee on leave.

Can having a payroll analyst from a community hospital have a positive impact on your organization? Computer proficiency involves using SAP HR, ADP Payroll, Meditech and Kronos. This individual graduated with BA degree in Business Administration/HR Management.

This payroll analyst’s duties in a community hospital included processing payroll for over 1,800, full/part-time, hourly/exempt employees on a bi-weekly basis. Besides setting up garnishments, other tasks were processing employee adjustments (making sure the correct shift differentials were applied), along with doing yearend reconciliation and processing W2’s yearly. Additional functions were processing tax payment/tax wires, preparing quarterly 940/941/FUTA & SUTA reports, preparing check request for various general ledger accounts, and processing general ledger payroll batches.

Assistance was given to internal customers and management with payroll inquiries. Aside from testing new payroll system updates, duties were setting up payroll tables in the payroll system, as well as being involved in the planning and implementation of the Kronos System and the integration from the Meditech System to the SAP System. Data entry/ auditing was done for over 1,500 employees’ timesheets bi- weekly. In addition to keeping abreast with different payroll and tax changes, the individual assisted internal customers and management with payroll inquiries. The job also called for generating various payroll reports and processing W2’s yearly.

Would it be beneficial for your organization to employ a senior payroll specialist who worked in energy-oil and telecommunications industries? Educational attainment is composed of General Undergrad studies. This specialist has continuing education in Enterprise ETime and EV3, SAP Master Data and Time as well as Business Communications. Applications expertise consists of SAP 4.0-HR and Time Module as well as BusinessObjects.

Serving in an energy-oil company as a senior payroll specialist, processed semi-monthly multi-state payroll for 1,500 employees in SAP HR. Some of the tasks were processing adjustment and off cycle payrolls, processing PRE DME for the check and direct deposit file to a bank, as well as researching funds to treasury. Part of the job was to post all FI and 3rd Party posting for payroll, as well as research and resolve errors related to FI third party posting. In addition, ran Business Object Adhoc reports, researched payroll issues using payroll clusters and infotypes, as well as processed time evaluation for 1,500 employees (semi-monthly, bi-weekly, and weekly).

As a payroll administrator in a telecommunications company, worked on ADP Payroll processing for hourly, union, and salaried employees. Other duties were processing commissions and bonus payments, as well as distribution of labor and personnel reports to upper management. Furthermore, maintained employee files and updated personnel information in system.

Would hiring a payroll specialist who worked in retail, banking and telecommunications industries help meet the needs of your organization? Educational attainment is composed of Associate’s Degree in Business Administration, Bachelor of Science- Business and Master of Business Admin. Professional certifications involve Certificate in Business Operations, Certificate in Small Business Management and Certificate in Business Management. Technological knowledge consists of SAP and Service Now Tickets, Oracle HR, Workforce Now Central (e-Time), Kronos, and ADP GlobalView.

Acting as a payroll specialist, ensured all new hires came over to SAP correctly from HCM/Oracle. (Human Capital Management). Part of the job was to process payroll for 16,000 field team members that average 90 – 100 business units, paying out over 3 million on a weekly basis. Some of the tasks were managing payroll processing under a tight deadline on a weekly and bi-weekly basis, managing third party vendor relationship, as well as managing the ADP Service Now tickets and report issues.

While working for a retail company, checked results of every process run in Oracle for correct processing of number processed, file totals, and completion status. In addition, handled ACH returns as new information was entered, as well as ensured that all Instant Pay steps are completely handled daily, within ADP and Oracle.

Is employing a senior human resources information system (HRIS) analyst who has background in the media and insurance industries a good move for your organization? Proficiency in computer systems includes using SAP HR, ADP ReportSmith and Sage MAS 200. Technical skills are also in personnel administration, SAP HR configuration, SAP portal configuration, and functional design documentation, as well as human capital management, process improvement, HRIS functional design/testing, project implementation and SME/ consultant relations. Educational background includes Master of Science (Human Resource Development), Bachelor of Science in Business Administration (Accounting concentration), and Associate of Applied Science in Accounting.

Working in a media firm, this senior HRIS analyst researched and configured 200+ values to support the Xfinity Home Project to store employee licensure within SAP via standard SAP Infotypes. Configuring was done for portal links for Manager Self-Service and Employee Self- Service, as well as for Actions and Action reasons with the SAP system. The individual facilitated the movement of over 2500 employees in the SAP system. Assistance was provided to the SAP HR operations team with testing and implementation of system upgrades as needed.

Additional tasks were creating training materials for field HR and serving as one of the facilitators to educate field HR on the new SAP cost center structure as well as the new finance structure post project go-live. Part of the job was assisting with the creation of eDemo training materials currently stored on Employee Self-Service which was being utilized as a reference tool to instruct end users to navigate and use the tools available within Employee Self-Service as well as within the SAP system.

What opportunities can recruiting a human resources information system (HRIS) analyst experienced in chemicals, professional services and beverage industries give your organization? Software skills are in SAP HR, ADP (PCPW, PayForce), Ceridian Dayforce HCM, Kronos Workforce Timekeeper, and Crystal Reports. Educational background includes BS in Early Childhood Education (specialization in Mathematics), BS in Accounting, and MBA in Management.

Duties of this HRIS analyst involved data entry of employee HR information in SAP (HR system of record). Tasks were gathering data requirements for HR system standardization of non-US employee population, along with executing bi-weekly payroll interfaces. The job called for working with Kronos in Mexico to make adjustments to the time file layout for the SAP to Kronos interface.

For another job, functions were providing a region with technical and functional support of the payroll systems (ADP, SAP). Apart from providing training on use of the system, other functions were creating new earnings and deduction codes (wage types), as well as managing the vendor relationship with ADP. Other duties included documenting system requirements for configuration or system enhancements by writing functional specs or design specs so that IT and/or system vendor could make changes, along with providing monthly, quarterly, yearly and ad- hoc reports related to HR and payroll. Configuration needed for the implementation of Kronos in a new production facility was also documented. The individual was key member of team to convert a non-SAP business unit into SAP HR by mapping legacy data to company standard.

Can hiring a human resources information system (HRIS) analyst who worked in media, professional services and pharmaceutical industries have a positive impact on your organization? Technical knowledge includes the use of SAP HR, PeopleSoft, MS Project, CARS-IS, MS Visio, and HR.net. Professional development courses received include the following: SAP HR Portal; PPOME – Organizational Management; PA30 – Maintain HR Master Data; PPA40 – Personnel Actions; and SAP Finance Portal.

This HRIS analyst provided HR analysis for Finance, Compliance, Lines of Business and Government Regulatory teams as well as set up all organization information in SAP. The job required managing all new hire information including promotions/ transfers/ terminations to ensure that all systems were updated with accurate information. The functionality (set-up, changes, updates, corrections) was determined for the HRIS system including conducting all organizational and/or personnel changes/updates in SAP. Part of the job was the creation of new positions, new organizational units, new object relationships, along with maintenance of existing positions, existing organizational units, and existing object relationships in SAP HR (PPOME & PA30). Aside from developing ad hoc queries using SAP and MS Access for HRIS Administrators to use for data auditing, the individual acted as liaison on HR system-related matters with all outside departments as well as interacted with IT staff in order to resolve HRIS issues. The job also covered developing HRIS documentation and procedure manuals.

Another job entailed managing all system administration responsibilities including the day-to-day HRIS operation required to preserve the quality and accuracy of the employee database. The job also required managing and maintaining all organizational management changes in KANTAR Connect (HR.net).

Does having a human resources information system (HRIS) analyst who has work background in the beverage, telecommunications and manufacturing industries match your organization’s requirements? Knowledge of software is in SAP HCM, SAP Payroll, ADP Payroll, Ceridian Payroll, VBA and SQL. This Lean Six Sigma Green Belt certified professional graduated with B.A. in Economics/ Finance and obtained Graduate Certificate in Business Analytics.

In a beverage company, this HRIS analyst provided HRIS and database experience to streamline HR reporting. Databases were designed to streamline a recruiting summary report for the recruiting department, as well as to reconcile data between ADP payroll and SAP payroll for a payroll project team. Accomplishments included designing a more efficient reporting process for HR turnover used to feed into Microstrategy. A new recruiting retention report was also designed to analyze data for retention tied to the recruiting function.

Duties in another job involved serving as time processing SME for 12,000 employees. Support was provided for HR processes using SAP, Ceridian Payroll and Access database development. In lieu of problems in SAP, the individual created an interim time processing system using Access that processed over 80k employee time records biweekly (for a 12k employee population). The job called for acting as SME for SAP time management in the US and Canada. Data was streamlined for compensation to calculate annual STV bonus payments.

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.

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.

What opportunities can having a human resources (HR) analyst who was familiar with technology, energy and professional services industries give your organization? Computer background covers the use of SAP HCM, PeopleSoft HCM, SAP, Lawson HRIS/Payroll, ADP HRIS/Payroll, Ceridian HRIS/Payroll, Oracle HRIS, iTime, iExpense, Taleo Recruiting Module, Kronos, Workday, and Clarify. Aside from completing a course in Business Administration, the individual has professional affiliation with Society for Human Resource Management (SHRM).

Duties of this HR analyst involved management of ERISA qualified medical plans, non-qualified supplemental insurance, and other related activities for non-union or bargaining employee’s benefits utilizing SAP HCM and Clarify absence management system. In addition to managing and coordinating the appeals process, the job called for partnering with 3rd party administrator, legal and HR for final decision regarding HR plans/ programs/ processes in accordance with company policies. Assistance was given in the review of bargaining proposals and analyzing union benefits demands. Current programs were reviewed, and revisions/ design changes were recommended. Apart from producing detailed functional specifications for clients, business partners and development teams for the implementation or configuration of total benefits outsource project, analysis was done for health and welfare QA reports from SAP.

Tasks in another job entailed partnering with staffing and business lines to help managers with recruitment by supporting the sourcing of candidates and the selection process, in addition to executing full lifecycle of recruitment; pre-screening, interview coordination, assessments, final candidate selection and offer letters. Part of the job was analyzing trends as they related to talent acquisition, engagement, employee issues and recommended appropriate application or resolution.