Below are the 4 HR Business Partners, 4 Payroll Coordinators and 4 Benefits Specialists with Workday & other systems experience. The Thor Group® provides other HR, benefits, payroll, compensation & office professionals on a consulting, contracting or direct hire basis.

Could the future success of your organization be helped by this human resource business partner with experience working in consulting, IT services and aerospace/defense industries? Educational attainment is composed of Bachelor of Arts in Human Resources and Master of Arts in Business Administration. Professional certifications consist of Certified Associate in Project Management certification. Skills in HRIS applications involve Workday, SAP, Ceridian, Costpoint, Deltek, PeopleSoft, Brassring, Siebel, Rumba, UltiPro and ADP.

Contributed to the organization’s success by providing human resources operational support related to Workday processes, personnel actions, performance management, compensation/salary planning, and reporting/analytics to better enable clients (leaders and employees) and business success. Serving in a management consulting company as a human resource business partner, gained understanding of Firmwide and Market/Account specific workflow processes, and built strong relationships with COEs and other resources across the firm in order to best inform responses to clients. Also, oversaw the Global Defense Contract and provided full HR support, as well as Workday actions (job changes, onboarding, transfers, compensation, disciplinary actions, etc.).

Supported organizational goals and objectives by managing the recruiting, hiring, training, organizational development, corporate communication, performance management, company policy development and implementation, as well as compensation analysis and vendor contracts. Serving in an information technology and services company as a human resource business partner, assisted int’l employees with expatriate assignments and related HR matters. Furthermore, applied a thorough understanding of classification principles, and concepts to interpret and adopt classification standards/guides to secure sound classification on positions.

Is impacting your organization with an HR business partner with extensive experience working in a medical center a current business consideration? Educational attainment is composed of Bachelor Arts in HR Management. Professional certifications involve SPHR Certification and Human Resources Certification. This specialist has expertise in using HRIS systems including Workday, Lawson and PeopleSoft HR.

While employed in a medical center as an HR business partner, provided business-focused HR support and leadership development to 300 leaders in a full spectrum primary care, 555- bed, award winning hospital. Some of the tasks were acting as change leader guiding 3000 employees through transition from volume-based to value-based, patient-centric care, as well as guiding C-suite and line leaders on effective employee engagement and retention strategies through survey data collection and interpretation. Also, collected and analyzed operational statistics providing leaders summary and trend data on attrition, recruiting, head count and leadership training and development penetration. Moreover, demonstrated a strong business acumen and Human Resources functional knowledge to support the development and execution of business initiatives and strategies in achievement of established goals.

Part of the job as a human resource business partner was to lead the regional team of peer HRBPs and business leaders to analyze turnover data and establish strategies to reduce attrition in key positions. Actions resulted in 7% reduction in turnover in the first year following implementation of action plan.

What contributions could a sr. HR business partner who worked in manufacturing, consumer goods and banking industries fit in your organization? Educational attainment is composed of Bachelor’s degree in Commerce (HR). Professional certifications involve PHR certification. Software skills involve Workday, PeopleSoft, HRIS, Taleo, SuccessFactors, ADP and Fusion.

Challenges like leading a project team to develop new policies and implementation of new HR programs (Workday, ADP, Fusion, Taleo, iCIMS, SuccessFactors and PeopleSoft) were welcomed and successfully completed. As a sr. HR business partner in a manufacturing company, has partnered with business leader in each segment to provide HR guidance on HR policies and procedures; as well as supported key HR initiatives in each segment and demonstrated competencies in leading change. Moreover, developed and implemented performance management and employee development programs. Additionally, developed/trained/implemented innovative performance management system throughout the organization resulting in improving employee performance and aligning performance with organizational goals and objectives.

Shared expertise by coaching managers on conflict resolution techniques, succession planning, performance management, career development opportunities, talent management, and performance improvement plans. Serving in a consumer goods company as a human resource manager (HRBP), held exit meetings which provided data to aid in retention strategies.

Would it be beneficial for your organization to employ a sr. HR business partner with experience working in insurance, financial services and software industries? Educational attainment is composed of BBA with HR emphasis and MBA with HR emphasis. Professional certifications consist of SPHR Certification. Technical experience consists of Workday.

Serving in an insurance company as a sr. HR business partner, partnered with executive leadership teams of operations, claims, product, business development & investment groups to deliver HR strategies that support 900-person multi-location businesses. This specialist worked with other HR specialty areas and HR Service Center to deliver talent management, talent acquisition, performance management and leadership development for these business groups. Moreover, led HR integration team for recent M&A activity and utilized Workday.

As an HR business partner in a financial services company, collaborated with Talent Acquisition team to create and introduce new staffing process and training to business leaders which decreased time-to-fill by almost 20% and improved overall candidate and hiring manager experience. Furthermore, supported implementation of Workday HRIS system, provided formal/informal training to end users, as well as performed data cleanup to ensure accuracy of system information. In addition, utilized Workday for headcount/labor analysis, performance reviews/ratings, and salary increases.

What can your organization gain with the help of a payroll coordinator- time and attendance who is skilled in Workday HRIS with experience in hotel/recreation and technology industries? Technical skills cover Workday HRIS, ADP Timesaver on Demand Time and Attendance systems, Netsecure ADP iReports, iPay and iVantage. Work experience also covers duties as logical and information security analyst.

Main duties of this payroll coordinator- time and attendance consisted of auditing payroll for multiple states (multi-jurisdictional), while also administering the ADP Timesaver on Demand Time & Attendance systems. Payroll was processed in Enterprise (EV5) & PCPW. This individual served as a technical and functional liaison between interstate corporate plus other 400+ sites, 5,000+ users and more than 27,000 employees. The job covered implementing existing/new build hotels to the Timesaver on Demand databases and managing all time clocks on ADP’s hosted site and polling PC’s. Skills brought to the table involved working with hotels on technical issues including, but not limited to routers, cabling and Internet service providers, along with handling income withholding orders, various garnishments and employment verifications. Knowledge of Workday HRIS system and iVantage was applied.

Notable tasks included administering Netsecure ADP iReports and iPay, in addition to conducting remote training sessions. CBA union contracts, work policies and shift differentials were reviewed. The Salesforce Remedy Force and IT Ticketing System were utilized to assist with payroll requests from hotel locations. The weekly payroll for 150+ employees was managed. Other computer skills included Lotus Notes, Peregrine Service Center, SOX ITIL move add change RFA Tokens, and VPN Remote Desktop multiple phone lines.

Could the future success of your organization be helped by this payroll coordinator who is knowledgeable in Workday with work background in insurance and business services industries? Technical competencies involve Workday, Great Plains, UltiPro, AS/400 and Cerner Millennium. Educational background includes Business Administration. Advantages includes having the ability to review, analyze and process data.

One of the responsibilities of this payroll coordinator included supporting multistate, biweekly payroll for exempt and nonexempt team members according to established policies/ procedures. Duties consisted of providing support to the senior payroll administrator, coordinating or inputting payroll data, providing team member customer service, responding to wage verifications and resolving timecard issues. Support was provided to the human resources information administrator, while assistance was provided with the development of standard reports and queries utilizing Workday system reporting tools supporting human resources (HR), Benefits and Payroll. Other tasks covered performing various benefits or payroll audits, in addition to assisting in ongoing system upgrades or testing. Skills brought to the table involved maintaining records and maintaining proper documentation of all confidential team member records, including payroll, unemployment and other HR files. Key roles involved responding to requests for verification of employment and wage verifications, to include state unemployment inquiries and workers’ compensation. The HR section of the company intranet was maintained.

All facets of payroll information were maintained by collecting, calculating and entering data. Payroll records were updated by entering changes in tax exemptions, insurance coverage, savings deductions, job title and department/division transfers. Reports were prepared by compiling summaries of earnings, taxes, deductions, leave, disability and nontaxable wages.

How can a corporate payroll coordinator who is adept in Workday with background working in hotel and retail industries fit within your organization? Technical specializations involve Workday, FOSSE, PCPW, ReportSmith, ADP Reporting and ADP Enterprise. The individual graduated with major in Hospitality Management and minor in Spanish.

Key roles of this corporate payroll coordinator covered working closely with the corporate HR to maintain and process confidential/ sensitive information, as well as working closely with corporate accounting in maintaining accurate details for classification and account clearing/ designation. Responsibilities involved working at the corporate level, with over 300 properties and over 24000 employees nationally, as well as assisting company departments, which would require weekly, monthly and quarterly report updates. Weekly employee transfer maintenance was maintained within properties to ensure yearly taxable limits were transferred correctly. The company upgraded payroll and HR systems while this individual worked to ensure the successful new implementations for the company, and became administrator for the new payroll system, Enterprise. Access was granted for all new users and user status usage was maintained. Working closely with the corporate HR department and the new system, Workday, the job involved maintaining daily integration between systems throughout the company and ensuring any edits or errors were corrected.

Tasks for a number of hotel properties from the field covered processing and reviewing weekly or bi-weekly payrolls for hourly and exempt employees. Functions consisted of assisting with any payroll questions and coordinating manual check calculations as needed. Working with the accounting and HR departments was done to maintain each property accurate and current.

Could your organization use a payroll coordinator III who is knowledgeable in Workday, SAP and JD Edwards with experience in pharmaceutical distribution, financial services and property management industries? Technical proficiencies cover Workday, SAP, JD Edwards, MIP, QuickBooks, Kronos and ADP. Educational background includes BS in Accounting.

Primary tasks of this payroll coordinator III included applying working knowledge of Workday, Kronos and ADP garnishments, as well as managing payroll inquires by working assigned tickets and email requests within predetermined SLA’s. Key roles covered reviewing and validating payroll accuracy before releasing for final confirmation. Off-cycle manual checks were processed for missed pay and terminations according to state regulations. The daily review of 3-way match exceptions was performed in accordance with documented guidelines and standards. The ad hoc earning reporting was developed and processed as needed or requested. The job consisted of processing garnishment orders timely to maintain compliance, in addition to validating and reviewing Kronos time and attendance as needed to ensure accuracy in pay.

Contributions involved validating the new hire/rehire set up and taxation as well as understanding proper taxation of earnings and deductions. Payroll discrepancies were resolved by collecting and analyzing information. Workflow was managed to ensure all payroll transactions were processed accurately and timely. Challenges like accurately preparing and processing hourly or salary employees pay based on pay frequencies were welcomed and successfully completed on a regular basis. Loading and validating files received from the field for processing, in addition to monitoring and validating taxation for state and locals as needed for accurate payroll were some of the duties.

Would it be beneficial for your organization to employ a senior benefits specialist with experience working in oil/energy, pharmaceutical and aerospace/defense industries? Educational attainment is composed of Bachelor of Arts in Mass Communication, Master of Science in Organizational Leadership and Master of Business Administration in Human Resource Management. Professional certifications include Certified Professional in Human Resources (SHRM-CP) certification. Technical skills involve Workday, PeopleSoft, UltiPro, ADP and Table Tableau: Business Intelligence Software.

Serving in an oil/energy company as a senior benefits specialist, participated in implementing Workday from a payroll/retirement perspective. This professional oversaw company Non-Qualified Defined Benefit & Defined Contribution Plan eligibility, enrollment, and operational compliance, as well as ensured that Executives 409(a) Form of benefit elections are on file within 30 -Days of Plan enrollment. Part of the job was to counsel executives on Supplemental Benefits and Incentive Plans provided by the company. In addition, developed and managed retirement plan strategies through branding, reflection of organizational needs, performance and financial rewards for the Defined Benefit Pension Plan and the Defined Contribution Plan.

As a benefit plan specialist, administered the provisions of defined benefit plans funded through group annuity contracts, including the calculation and distribution of retirement benefits. This individual transferred/reconciled funds to the general ledger using credit/debit accounting methodology and prepared monthly institutional ending account balance statements.

Would a detail-oriented benefits specialist with work experience in financial services, internet and consumer services industries fit in your organization? Educational background is composed of Psychology. Software skills involve Workday, ADP, PeopleSoft, Concur and Kronos.

Some accomplishments included acting as primary liaison and record keeper for all internal and external communications on leave of absences and accommodations. While working in financial services industry as a benefits specialist, assisted VP of HR in various employee engagement events, as well as regularly kept all impacted groups notified of status updates and pertinent issues, including legal teams, vendors, management and payroll. In addition, implemented a crisis management program, helping employees with addiction, domestic violence and suicide prevention. Moreover, provided regular training for all levels of management on the leave process, as well as facilitated accommodation conversations with employees and managers. Additionally, proactively reached out to affected employees and partners with HR Manager on resolving any concerns or complaints.

Shared expertise by providing professional and timely service to internal and external customers, as well as processing benefit related changes such as life status changes, address changes, etc. Serving as a benefit specialist in an internet company, resolved benefit administration service issues with internal staff and outside vendors, as well as counselled employees regarding benefit programs including plan features, procedures, eligibility, and premium information.

How can a benefits specialist who worked in IT services, transportation and consumer services industries help your organization? Educational attainment is composed of Bachelor of Science in Human Resources. Technical skills consist of Workday, PeopleSoft, HMS, SAP and Oracle.

Working with challenging issues such as providing service to clients and employees for contracted Benefits Administration and/or COBRA using Workday system have vetted this specialist’s work experience. Acting as a benefits specialist in an information technology and services company, processed administrator for New Hire Benefit Elections, Life Changing Events and Terminations, as well as participated in new business implementations. Some of the tasks were acting as liaison between benefit carriers and employees, doing pre-production system configuration testing, as well as benefits reconciliation.

With a “can do approach” in the area of administering and maintaining employee benefit programs such as health insurance, disability insurance, life insurance, employee assistance and retirement plans have been career objectives. Serving as a benefits specialist, maintained employee benefit records in HRIS system, as well as provided service to client and employees, including answering benefit questions, resolving escalated benefit-related issues and processing enrollment forms status changes. Furthermore, performed monthly benefit reconciliation reports and worked with payroll and director to ensure billing accuracy, as well as functioned as liaison between employees, vendors and clients.

Would hiring a benefits specialist with experience working in retail, insurance and financial services industries help meet the needs of your organization? Educational attainment is composed of Associate’s Degree in Business Management. This specialist is an employee-focused benefits and human resource specialist, offering extensive knowledge and experience in HRIS technology and employee benefit program management. Software expertise consists of Workday and SAP.

Acting as a benefits specialist in a retail company, proposed and implemented a benefits access site for the Human Resource managers to obtain current status of co-workers’ leave of absences. Contribution involved reducing manual updates by 25% within 2 months. Also, completed ACA set up and managed ACA look back audits to maintain accuracy within the Equifax system, as well as reduced a company’s out of compliance risk by 65% by maintaining monthly audit processes. Some of the tasks were providing HR managers with support in regard to HR policy and benefit program inquiries, as well as processing carrier renewals and completing Open Enrollment testing with Benefit Focus. Moreover, managed life insurance claims and integrated new processes to provide a more co-worker or surviving family member centric experience, as well as reconciled, funded and processed co-worker elections through a website. Implemented internal audit procedures as it pertained to the reconciliation and funding of the 401K plan.

While working as a benefits specialist, promoted to Employee Benefits Specialist based on commitment to take on additional benefit management responsibilities, and be an integral part of the Workday systems implementation. Furthermore, partnered with Workday consultants and the employee benefits transition project management team to manage the implementation project plan and make adjustments as necessary to ensure intended goals were met.