Below are the 4 HR Managers, 4 Payroll Managers & 4 Benefits Managers ith SAP HR & other systems experience. The Thor Group® provides these and other HR, payroll, benefits & office leaders with your industry, SAP HR & other systems experience on a consulting, contracting or direct hire basis.

Does a senior regional human resources (HR) manager who is experienced in mining, insurance and telecommunications industries, as well as knowledgeable in SAP HRIS, SAP Payroll and SAP HCM pique your interest? Technical knowledge includes SAP HRIS, SAP HCM, SAP Time Management and SAP Payroll. Educational background includes Master of Arts in Industrial Relations and Human Resource Management, as well as Bachelor of Science in Health & Management Studies and Certification Training in Managerial Finance & Operations.

Major responsibilities of this senior regional HR manager/SAP HRIS included directing the employment activities of over 300 employees, serving on senior management team and directly supervising all HR personnel. Key roles covered managing, planning, organizing and directing all employee relations matters for region. Leading all change management activities, managing all HR new project initiatives, as well as leading and managing all HR technology initiatives were positive experiences brought to the business table. This individual strengthened the company’s presence while driving improved recruiting approaches designed to retain key managers. All HR technology projects were managed.

Another job covered developing, managing and addressing HR business process problems/request prioritizing and communicating to the global business process organization and ERP team at corporate. International HR policies were managed. Tasks consisted of leading the roll out of SAP Time Management and Payroll modules, while also managing all testing activities including unit testing, failure testing, integration testing, parallel testing, load or stress testing and security testing. Managing ESS/ MSS implementation and applying knowledge of OM, PA, Payroll, Time, Success Factors and LSO modules were part of the duties.

How can your organization gain an advantage with the help of a human resources (HR) manager with work background in an acute long term care hospital, as well as skilled in SAP HR, SAP Payroll, ADP and QuickBooks? Technical skills cover SAP HR, SAP Payroll, ADP, QuickBooks, LMS and Taleo. Educational attainment includes Child Development. Aside from being member of SHRM, onsite HR/PHR training was received.

While working for an acute long term care hospital, main functions of this human resources manager involved directly managing the HR department for over 575 clinical and administrative employees. This individual managed employee relations, investigations, union terminations and negotiations. Duties involved managing, overseeing and administering all aspects of employee and benefit administration including, but not limited to new hire enrollments, annual open enrollment, COBRA administration, EDD, medical and workers compensation claims, employee terminations, exit interviews and ensuring HIPAA compliance. Employee records were updated in SAP, LMS and Knect Programs.

Notable tasks included reviewing as well as processing all compensation, merits, transfers, resignations and terminations. Responsibilities consisted of bi-weekly payroll processing utilizing ADP ezLabor, in addition to reviewing, verifying and approving employee timesheets. All clinical licensures, BLS, ACLS, annuals and 90 day reviews were updated. Areas of expertise included talent acquisition/management, staff development/training, facilities management, payroll administration, executive management, employment/labor compliance, and policies/procedure development.

Could the future success of your organization be helped by this senior human resources (HR) manager who worked in manufacturing and retail industries, as well as proficient in SAP HR and SAP HCM? Technical competencies involve SAP HR and SAP HCM. Educational background includes Bachelor of Science in Business Administration (Human Resources concentration). This Professional of Human Resources (PHR) achieved Global Facilitator certification and received Talent Selection Interview training.

Important contributions of this senior HR manager included providing solo human resources support for the SAP implementation team of 160, including employees and consultants implementing new processes/ procedures across the business. The job entailed staffing the internal team from 10 to 110 with highly skilled professionals, managing offers, relocations and on-boarding processes, as well as maintaining retention of 90%. Accomplishments covered reducing cost of relocations by 60% by self-managing the process, using local resources, as well as coaching managers during employee life cycle including hiring, discipline, performance reviews, development and terminations. An additional task consisted of serving as member of the project management office (PMO) active in all change management activities during 2 successful go-lives for 50% of the US locations.

In other jobs, this specialist led a $16 million HRIS implementation team with 12 direct reports and led the redesign of processes and procedure for HR function. The project foundation was launched, establishing budget, charter, staffing and project plan. Skills brought to the table consisted of managing all employee relations issues, at a 1,000+ employee, non-union site; including harassment, violence in the work place and unemployment claims. Overseeing worker’s compensation cases management (including taking cases through litigation when necessary) were administered.

What can a human resources (HR) manager with work background in communications, media and consumer services industries, as well as specialization in SAP HRIS and SAP HCM bring to your organization? Technical specializations involve SAP HRIS and SAP HCM. Educational attainment includes. This individual is a Certified Professional in Human Resources (PHR) with membership in Society for Human Resource Management (SHRM) and Professionals in Human Resource Administration (PIHRA).

Working with areas such as providing support, direction and advice to managers or employees on HR procedure, policy, best practice, employment rewards, benefits, and legislation to facilitate achieving the objectives and targets of the organization were some of the responsibilities of this HR manager. Performing human resources management work relating to hiring, recruitment, compensation, promotion, termination, and career development was one of the duties. This individual developed, updated and maintained personnel policies, policy manuals, as well as employee handbook. Advice, counsel as well as training were provided to create and maintain a productive employment environment for an employee base of 200+. An additional role involved serving as HRIS/HCM lead for SAP including new hire forms, position creation and OM maintenance.

Other functions involved monitoring and providing feedback regarding use of policies, procedures and programs related to management of staff. The implementation of improvements to employment and development practices was carried out. Initiatives that created a culture of a best places to work were developed and implemented. Devising creative incentives and morale-boosting programs (including special events) that increased employee satisfaction/ productivity was completed. Extensive background included HR Generalist affairs, employee relations, staff development, mediation, complaint investigations, conflict resolution, benefits, compensation, HR records management, HR policies development and legal compliance.

What can a payroll manager with work background in financial services, technology and aerospace industries, as well as specialization in SAP HR, SAP PR, SAP FI, SAP SM and SAP HCM bring to your organization? Technical specializations involve SAP HR/PR/FI/SM/HCM, PeopleSoft, ADP PCPW/Global View, Ceridian Source 500/550, ReportSmith, Report Writer and Crystal Reports. Educational attainment includes BS in Interdisciplinary Studies/Accounting and AS in Liberal Arts/Finance. The individual is member of American Payroll Association Long Island Chapter.

Working with areas such as managing and executing payroll for 7,000 plus employees consisting of both union/non-union members in a pharmaceutical sales environment on a global level multi-state were some of the responsibilities of this payroll manager. One of the duties covered serving as subject matter expert in SAP payroll processing full cycle with expertise in HR/PR/FI/SM/Tax Reporter modules. This individual was directly responsible for reducing cost incurred by tax penalties assessed 800,000 in total, 770,000 of those tax liability refunds recovered and applied.

In other jobs, directing day-to-day payroll operations 3,000 in population and managing technical/professional team in mid-year implementation/conversion project from mainframe technology to SAP ERP systems 4.3 to ECC 6.0 were skills brought to the table. Apart from creating a global communication platform, ESS/OSS notes in SAP were developed in a fast pace marketing environment. Other functions involved directing payroll operations management for 4,000 employees and working as the SAP subject matter expert/consultant. The professional served as project lead in the reorganization of day to day operations, the implementation/conversion project from ADP to SAP ECC 6.

Could your organization use a payroll manager who is experienced in manufacturing, engineering and computer services industries, as well as proficient in SAP Payroll, SAP HR, SAP HCM and JD Edwards? Technical proficiencies cover SAP Payroll, SAP HR, SAP HCM, JD Edwards, Peachtree/Sage 50, Lawson, Visio, Crystal Reports, Solomon and Kronos. Educational background includes Bachelor of Business.

Some impact contributions of this payroll manager included managing Kronos implementation for all US locations and implementing Kronos WFC 7.0 as co-lead with the payroll manager. This individual managed and created training materials for the SAP rollout to many locations. All trainings were coordinated at every location (20 to date). Serving as manager of the HR call center, benefits and HRIS teams at the corporate offices was one of the key roles. Benefit orientation with new team members was planned and coordinated. Developing, maintaining and training the SAP/HCM to all US locations end users were efficiently handled. Payroll processing was supervised and training was provided for all US locations. Payroll was managed for corporate, manufacturing, distribution, and satellite offices around the US in all time zones for over 3000 employees. The job consisted of serving as first contact for the auditor on payroll, benefits and HR data files.

Duties in another job consisted of implementing JD Edwards Payroll module for twenty-three different locations with multiple cost centers and maintaining tax updates (federal/ multiple state taxes). The payroll department was managed. The training course for new recruits was implemented. Developing and implementing onboarding policies/ procedures were completed.

Would a senior payroll manager with familiarity in passenger railroad service, government and software industries, as well as skilled in SAP Payroll, SAP HR and PeopleSoft help your organization achieve greater success? Technical specializations cover SAP Payroll, SAP HR, PeopleSoft, ADP Advantage, ADP ReportSmith, ADP I-Reporting Portal, Paychex HR, Oracle and Ceridian. Educational attainment includes MBA in Business Health Care Administration & Accounting; MBA in Business Administration & Human Resources; and Bachelor of Science in Business Administration & Accounting.

Making a positive difference with administering all company payrolls (which were weekly, biweekly and monthly) using SAP in house system was one of the key focuses of this senior payroll manager. Responsibilities covered managing accurate administration of specific executive compensation programs and annual salary planning. Overseeing the implementation and administration of human resources policies and payroll regulations/ practices was efficiently handled. Responsibilities involved processing all cash transactions (including wires, ACH, stop payments), daily cash reporting and funding/investment decisions, bank/ investment fee analysis (analytical review, feasibility studies of banking/ investment services), and maintaining banking or short-term investment relationships grossing 1.5 million in revenue savings.

Notable skills used on a regular basis included leading the development of departmental strategic goals, objectives and systems upgrades, in addition to staying current on legal changes or issues that affected or could affect the association policies/ procedures and adherence to all employment federal regulatory requirements. This individual oversaw the maintenance of records as required by law or local governing bodies and provided analysis of employment. Compliance to legislative reporting requirements and due diligence/liability requirement was ensured.

Could your organization use a payroll manager who is experienced in consumer services, insurance and construction industries, as well as proficient in SAP Payroll, SAP HR and SAP HCM? Technical proficiencies cover SAP Payroll, SAP HR, SAP HCM, ADP Workforce Now, ADP PCPW, ADP Reporting, Ceridian, Kronos WFR/WFD, ReportSmith and Crystal Reports. Educational attainment includes Business Legal Administration degree.

Primary tasks of this payroll manager included administering and processing weekly or bi-weekly payroll of 3000 employees by use of Ceridian. Updating new hires in SAP HCM and uploading in Ceridian were also handled. Employee changes were entered in Ceridian. Key roles covered processing and researching garnishment issues, as well as reconciling and balancing payroll deductions. The job consisted of reconciling or balancing year-end reports, 941s and W-2s.

Contributions in other jobs involved data validation from UltiPro to SAP Payroll during the implementation for insurance, while exporting data to/ from SAP HCM and UltiPro. Multistate payroll tax locations were validated in SAP HCM. Duties consisted of validating the configuration of SAP HCM module, specifically PA, ESS, MSS and Comp, in addition to supporting the client in their SAP HCM operations across Payroll, Benefits and other related components. This individual administered the bi-weekly payroll of 500 employees by using ADP Workforce. Hours for hourly employees were imported on a bi-weekly basis by using Kronos EZ Labor Time & Attendance. Payroll tax, research, audit and reconciliations were managed. Payroll tax spinoff and payroll processor training were done. Quarterly payroll tax reports were reconciled. Areas of expertise included implementing projects and handling minimum 3 full cycle implementations.

Could your organization use a senior benefits manager who is experienced in retail and financial services industries, as well as proficient in SAP HRIS, ADP PC Payroll and ADP PayForce? Technical proficiencies cover SAP HR, ADP PC Payroll, ADP PayForce and Ceridian Software Source 500. Educational attainment includes Bachelor of Science in Business Management and Human Resources Development.

Primary tasks of this senior benefits manager focused on users of SAP products. Tasks included developing, implementing and administering benefits programs, including medical, dental, vision, life, disability, workers compensation, voluntary benefits, wellness initiatives, long service awards and FSAs throughout the US. This individual partnered with benefits brokers/consultants to analyze plan utilization and benchmark data, as well as made recommendations to global benefits team and senior leadership based on data and current industry trends. Overseeing compliance with federal and state guidelines, IRS filing procedures, including form 5500 for retirement plans, plan document management, and summary plan descriptions editing/ auditing/ distribution were also handled. The SAP HRIS was utilized to prepare required reports; data implementation for vendor interfaces was ensured, and content, updates, and accuracy of data on HR intranet were managed.

Contributions consisted of leading content development and delivering all benefits materials for Open Enrollment, new hires, and life events. The job involved working closely with IT and HR teams to implement SAP HR and Benefits programs across the US. Leading IRS/DOL audits, managing IRS inquiries and coordinating auditors and record-keepers were part of the duties. An additional function covered partnering with leadership on RFP’s and vendor selection process for new Cobra administrator as well as for voluntary benefits (home/ auto, long term care) plans.

What can a benefits manager with work background in education, banking and pharmaceutical industries, as well as specialization in SAP HR and ADP bring to your organization? Technical specializations involve SAP HR and ADP. Educational background includes Master in Business Administration (concentration in HR) and BA Social Sciences. This individual obtained certifications as SPHR (Senior Professional in Human Resources) and CEBS (Certified Employee Benefit Specialist).

Working with areas such as creating a new internal workflow system for human resources (HR) personnel to improve customer service, empower HR employees, and create a new support network and backup process for HR was one of the skills brought to the table by this benefits manager. Initiatives involved cross-training and a reorganization of employee duties. Duties covered designing a self-service module for employees who wished to track their individual time-attendance records, and as part of the project on building a link between SAP program and ADP service that would allow the storage of historical data. This individual contributed to research on company benefits program and analyzed plan design changes, with corresponding cost projections. Recommended changes were adopted, resulting in 10% reduction in fixed costs and 30% savings in variable costs.

Responsibilities in another job consisted of managing all health/ welfare benefits, third tier expertise for problem resolution and serving as a primary administrator for leaves management; FMLA, parental leave, military leaves, long term and short term disability programs. Health and welfare plans; ten health plans, two dental plans, two life insurance plans and two short term disability programs were managed. The job involved handling service delivery of enrollment and retirement meetings.

Could the future success of your organization be helped by this benefits manager who worked in petroleum, energy and commercial services industries, as well as proficient in SAP HRIS and ADP Payroll? Technical competencies involve SAP HRIS, ADP Payroll, Cobra and FileMakerPro. Educational attainment includes Associate of Science degree in Medical Assisting.

Important contributions of this benefits manager included managing the company’s benefits program including administration and compliance for group health, life, disability, retirement, workers’ compensation, FMLA, EAP, Cobra, HIPAA, service awards and leave programs. A key role was played in the implementation of human resources (HR) module in SAP and the SAP system was upgraded four years later, becoming the power user for SAP in the HR department. The team that tested data during the SAP implementation and upgrade was managed. The SAP system was tested throughout the year when any configuration changes were made.

Apart from interfacing with SAP consultants when configuration changes were needed in SAP, all HR end-users were trained in the new SAP system and upgraded the system and all new HR employees in the SAP system. Other tasks covered testing and certifying all HR end-users including the vice president of HR. Effectively managing the 401(k) program including yearly audit, discrimination testing and day-to-day plan administration were skills brought to the table. An important role was played in transferring several 401(k) plans to the new record-keeper. The benefits program was managed. In addition, this specialist coordinated the annual open enrollment, resolved benefit problems and served as a liaison between employees and insurance company vendors.

Does a benefits manager who is experienced in retail, manufacturing and hotel industries, as well as knowledgeable in SAP HRIS, ADP and PeopleSoft pique your interest? Technical knowledge involves SAP HRIS, ADP, PeopleSoft, AS/400, UltiPro, Access and Cobra. The individual is member of ISCEBS (International Society of Certified Employee Benefit Specialists) and SHRM (Society for Human Resource Management).

Major responsibilities of this benefits manager consisted of managing all medical/dental (self-insured), life, disability, flexible spending, employee assistance and Cobra benefits for headquarters, field operations, warehouse/distribution and call center locations (part time and full time benefit programs). Directing the overall design, implementation, communication and administration of the company’s benefits programs was one of the key roles. Positive experiences brought to the business table covered developing plan design changes and executing company-wide benefits policies, procedures and communication strategies. Extensive experience with SAP and Ultimate benefit systems was applied. Apart from developing a wellness program, various benefit plan designs were implemented to reduce claim costs.

Overall accomplishments included moving a 16,000 employee-based benefit program from a PPO to a managed care environment in 3 months with three separate plan design and all partially self-insured, as well as defining the benefit blueprinting strategy to move from Ultima HRIS to SAP HRIS. Other contributions involved designing and leading the benefits initiative merging acquired companies with various benefit programs going from 10,000 to 17,000 employees, multiple payroll processes to one central payroll, along with managing over 100 vendors relationships.