Below are the 3 HR Analysts, 4 HRIS Analysts & 3 Payroll Analysts with SAP HR & other systems experience. The Thor Group® provides HR, payroll, benefits, compensation, accounting, bookkeeping, office support staff & SAP HR implementation/development professionals on a consulting, contracting or direct hire basis.

Does a human resource analyst who is experienced in IT, food processing and pharmaceutical industries, as well as knowledgeable in SAP HCM, Workday and PeopleSoft pique your interest? Technical knowledge includes SAP HCM, Workday and PeopleSoft. Educational background includes Master of Business Administration and Bachelor of Arts Degree (Cum Laude). This individual obtained a Certification in PHR (Professional in Human Resources).

Major responsibilities of this human resource analyst included delivering business analytics, reporting and project management to training organization, as well as developing dashboard of learning and development metrics and benchmarks. The report was utilized by management and reviewed quarterly by the executive committee. This individual served as project lead for implementation and subsequent use of helpdesk software for 14 agents servicing 36,000 global clients. The end result was reduced administrative headcount requirements, streamlined customer service delivery and enabled reporting against SLAs.

The job covered leveraging experience, working with clients to select, implementing and supporting Human Capital Management solutions, with a focus on Workday engagements. Tasks consisted of working at a high level to engage with executives, managing projects and providing best practice guidance, while having the capacity to deliver within systems. Functions involved serving as functional expert in all facets of HR, including Core HR, Employee and Manager Self-Service, Compliance and Regulatory Reporting, Compensation, Benefits, Recruiting and Talent/Performance Management. Other roles consisted of developing and executing the company’s global HR Technology strategy in partnership with the IT organization. Support was provided to the company Human Capital Management, Talent Management and Time and Attendance systems. Leading a global team and managing a multimillion-dollar capital and expense budget were carried out.

Could the future success of your organization be helped by this human resource analyst who worked in software, consumer goods, IT services and utility industries, as well as proficient in SAP HR, Oracle and PeopleSoft? Technical competencies involve SAP HR, Oracle and PeopleSoft. Educational background includes Master’s Program: Human Resource Management (Summa Cum Laude) and Bachelor of Arts in Organization Studies (Magna Cum Laude).

Important contributions of this human resource analyst included transforming human capital data into meaningful, easily understood information using data management best practices and contributing to global projects for the standardization and development of HR reporting services. Project Management responsibilities included semi-annual and annual EEO filings and “top places to work” surveys. The job entailed working very closely with the diversity/inclusion team for high-level initiatives and developing standard and ad hoc reports involving identification and analysis of disparate data sets. An additional task covered serving as the key resource on the team for SAP Reporting queries.

This specialist participated in testing of new modules to be utilized for acquired companies and authored highly detailed report and process documentation. Collaborating with data management center was done to ensure employee data integrity and the schedule of weekly meetings with data center was developed to discuss upcoming data needs and key deliverables. Aside from co-leading the global data team meetings to ensure data team partners were well versed in the activities and projects of the US team, an additional task involved reaching across time and distance to organize and plan multiple activities to accomplish SAP’s HR goals.

What can a human resources analyst with work background in retail, business services and transportation industries, as well as specializations in SAP HCM, ADP and PeopleSoft bring to your organization? Technical specializations involve SAP HCM, ADP and PeopleSoft. Educational attainment includes Bachelor of Science in Human Resources.

Working with areas such as providing data and organizational management for an emerging grocery company of 6000+ employees and completing the HRIS project creation, planning, implementations and change management were some of the responsibilities. Duties covered administering the HR system as a key user and assisting with ongoing functionality development with requirement gathering, testing and implementation. This individual coached and mentored coworkers regarding new system implementations as well as basic and complex HRIS skills. Support was provided with background and drug screening processes and program enhancements. Multiple HR systems and platforms were utilized such as ADP, SAP HCM, SuccessFactors and Dayforce.

One of the functions consisted of managing the ticketing system for the business unit to ensure the proper investigation into reported issues. The job covered creating and developing ongoing improvements for all HR reports for ad hoc request, as well as partnering with human resources professionals to develop and execute strategic HR programs. Assistance was provided in creating company initiatives and policies for nationwide use. Tasks involved assisting the executive leadership to develop or create new HR program, policies, procedure changes and updates. The new HRIS upgrade was implemented to provide better understanding of data being collected and used.

What can an HRIS analyst with work background in the wholesale industry, as well as specializations in SAP and ADP bring to your organization? Technical specializations involve SAP HR and ADP. Educational attainment includes Bachelors in Cyber Security and Information Assurance; Masters of Business Administration; and Bachelor of Science, Business Administration. This individual obtained Certifications in Scrum Master and CompTIA A+.

Working with areas such as reviewing and testing HRIS and third-party system upgrades, as well as redesigning processes to meet changing needs of business and leadership were some of the responsibilities. Duties covered contributing to a team environment, working independently, along with researching and resolving complex HR issues using multiple systems, tools and resources. This individual peer reviewed new processes and reports before release and maintained data integrity in systems by running queries, analyzing data, and performing audits. Skills brought to the table consisted of developing user procedures, guidelines and documentation, providing training to new analysts and reviewing work to ensure accuracy and quality.

Other functions consisted of providing salary and compensation info to senior management via Ad hoc reporting, along with managing projects and new initiatives ensuring their progress and success. Test scenarios were created and test cases were executed on various HR/Payroll systems. The job covered reviewing PTO Quotas and auditing system periodically to ensure accuracy. End users were assisted with questions/issues via email or over phone relating to payroll systems. Tasks involved assisting in the implementation of company sick plan overhaul, along with reviewing system generated audits to correct system deficiencies. Ad hoc reporting was provided to management.

Could your organization use an HRIS analyst who is experienced in manufacturing and software industries, as well as proficient in SAP HCM? Technical proficiencies cover SAP HCM. Educational background includes Bachelor of Science in Elementary Education (Magna Cum Laude).

Some impact contributions of this HRIS analyst included applying knowledge of the SAP eRecruiting System ECC 6.0 and providing support of the SAP eRecruiting system to global HR users, internal and external candidates. This was done by identifying and troubleshooting issues, maintaining communication of updates and modifications, creating training material, providing guidance and instruction utilizing training materials, as well as preparing reports and other related documents. This individual worked with SAP eRecruiting users and HR to analyze their needs, along with HRIS team, to develop, maintain and test the system on an ongoing basis. Key roles involved participating in the implementation and rollout of the eRec system items, and completing the assignment in the eRec stabilization action plan (as responsible, support or tester role).

One of the skills involved participating in outstanding items after the stabilization action plan ceases to continue to maintain the system and support global HR. Assistance was provided in ensuring process and systems integration across the breadth of HR recruiting activities and projects by: learning more about the SAP HR modules (OM, ESS) and how they integrate/impact the eRec system. Aside from collaborating with the rest of the HRIS team, the job consisted of coordinating with the HRIS COE members on eRec and SAP OM integration.

Would an HRIS analyst with familiarity in business services, nonprofit and manufacturing industries, as well as skilled in SAP HR, Workday and Oracle help your organization achieve greater success? Technical specializations cover SAP HR, Workday and Oracle. Educational attainment includes Bachelor of Arts (BA) in Psychology.

Making a positive difference with providing expert consulting, permanent placement, executive search, and strategic staffing for companies across the country and around the world, in all kinds of different industries were some of the key focuses of this HRIS analyst. Responsibilities covered reporting to the HRIS manager and successfully providing tier 2 support to over 270k end users of the Talent Acquisition Systems (Oracle Taleo, Enwisen/Infor Onboarding) and Lawson HRMS. The job involved partnering with HR IT and product vendors on data maintenance, general system usage and issue isolation, in addition to creating HRIS process documentation, testing, and implementation.

Notable tasks included reporting to the HR systems manager, overseeing and maintaining all databases, software, and computer systems for 5,000 employees, conducting troubleshooting techniques and resolving technical issues. This individual ensured 100% accuracy of payroll, time and attendance, personnel files and other employee benefit requests. Functions involved approving and completing all PeopleSoft and iCims access requests, enhancements and upgrades which enabled the organization to save money and become 25% more efficient. An additional role involved managing over 5,000 personnel and overseeing health, welfare, and professional growth of five soldiers. Preparing and processing over 5,000 recommendations for awards and decorations with a timeliness and efficiency rate at over 99% were completed.

Could your organization use a senior HRIS analyst who is experienced in financial services, research and manufacturing industries, as well as proficient in SAP HR, PeopleSoft, Workday and ADP? Technical proficiencies cover SAP HR, PeopleSoft, Workday and ADP. Educational attainment includes Master of Science in Human Resource Management and Bachelor of Science in Business and Public Administration. This individual obtained a Certification in Six Sigma Green Belt and as SHRM-CP.

Primary tasks of this senior HRIS analyst included serving as the technical point of contact and SME for ADP Recruiting Management System, as well as troubleshooting complex technical issues within ADP RM. Gridding, integrations and configurations were done in ADP RM. Writing, executing and evaluating software test scripts were also handled. Key roles covered providing ATS training to the talent acquisition team, in addition to developing teaching aids such as training handbooks, demonstration models, multimedia visual aids and reference works. Weekly SOX audits were performed on recruiting data and quarterly RCSA audits. Errors and escalations were managed for the talent acquisition team relative to the RM system.

Contributions involved managing governance around the ATS and working with ADP RM team on enhancements. Overseeing scheduling and coordinating logistics for deployment and launch of new system upgrades and enhancements were also managed. This individual served as administrator and technical point of contact for the Employee Reimbursement System. User acceptance testing was performed prior to enhancement releases in the Employee Reimbursement System production environment. An additional role involved serving as administrator and technical point of contact for the employee sign on bonus and referral payment systems.

Could your organization use a payroll analyst who is experienced in computer hardware and government industries, as well as proficient in SAP HR? Technical proficiencies cover SAP HR. Educational attainment includes Degree in Human Capital and Knowledge Administration.

Primary tasks of this payroll analyst included stabilizing the new payroll system and managing the 401(k) and G2 Log. This is a report that showed if the data was being updated correctly in SAP or manual adjustments are needed and was kept responding to the CRM tool.

Contributions involved translating information from locations to SAP in order to include all the information for payroll and giving support to all international employees VTA (vacation travel allowance) calculations and DocuSign implementation. Payroll was calculated for employees and PTU was completed for inactive employees. Notifications were made to IMSS, processing terminations and CFDI (tax receipt) for payrolls and terminations. Calculation of ISN (taxes) was carried out, along with creating SAP loans and housing credits.

What can a payroll analyst with work background in business services, sports and manufacturing industries, as well as specializations in SAP HR, PeopleSoft, Lawson and JD Edwards bring to your organization? Technical specializations involve SAP HR, PeopleSoft, Lawson, JD Edwards and Oracle. Educational background includes Associate in Business Administration.

Working with areas such as assisting with payroll system configuration and setup to include process levels, garnishment vendors and records / deduction codes was one of the skills. Duties covered processing bonus and EdAssit uploads via Excel Add ins, as well as researching reciprocal tax in BSI Tax Factory. Investigating ACH returns was done to ensure the accuracy on behalf of the employee. This individual acted as a resource to the PSC (processing service center) to support payroll function of the organization.

Responsibilities consisted of managing company employees and volunteers, including conducting interviews, finalizing hiring decisions and scheduling team members. Ownership was held for new hire orientation and onboarding efforts. Responsibility was owned for vendor relationships, including overseeing set ups within the AP group. Full cycle AP support was provided, including manual vendor payments. Tasks involved maintaining periodic accruals across multiple areas of the P&L, including sales/income, as well as payroll/commission (COGS) and expenses. Processing weekly payroll for the entire staff, upholding petty cash balances, including recording and updating with appropriate expenditures to support accurate balances were completed. Performing gap analysis of business rules, business and system process flows, user administration, as well as functional requirements for Supply Chain AP Workflow was completed.

Could the future success of your organization be helped by this payroll analyst who worked in software, hotel and education industries, as well as proficient in SAP HR, PeopleSoft, ADP and Hyperion? Technical competencies involve SAP HR, PeopleSoft, ADP and Hyperion. Educational attainment includes Accounting Major; and Associate in Arts Degree.

One of the important contributions of this payroll analyst included providing accurate and timely analytical responses to end users utilizing the company’s full Human Resources, Payroll, Time and Attendance as well as other software applications. Tasks covered providing practical application support and database design using relational database management systems (SQL), in addition to providing SQL statements, Custom Crystal Reports, EZ Query, EasyAsk and Power Query reporting solutions. Skills included providing technical support and training to HRIS users for problems related to human resources, payroll, payroll tax, benefits /related accounting, retirement and time track systems interfaced with the company’s HPL, HPW and HPS HRIS platform.

Key roles involved managing clients HRIS related projects including system enhancements, implementations, upgrades, HR benefit to payroll deductions interface and GL interfaces. Troubleshooting was primarily via phone using web sessions and periodic on-site client face to face support. Customers’ back-end changes and updates were managed via the company mainframe. In addition, this specialist identified root causes for subjects of concern, developed solutions and recommended appropriate actions to prevent recurrences. Clients were guaranteed compliance with HR/Payroll federal, state and local regulations based on company’s requirements and system customizations. The job involved using customer-focused electronic communication devices to build customer confidence in company services and their own ability to utilize company products /services.