Below are the 4 Payroll Specialists, 4 Benefits Specialists & 4 HR Business Partners with Workday & other systems experience. The Thor Group® provides Workday system's SME's, project managers, financial analysts, developers, cyber security pros & implementers/trainers with your industry experience on a consulting, contracting or direct hire basis.

Does a senior payroll specialist with knowledge of Workday and PeopleSoft, as well as work background in banking, telecommunications and business services industries pique your interest? Technical knowledge includes Workday, UltiPro Software, ADP, Cost Point, PeopleSoft, NetSuite, and Cognos. Educational attainment includes Bachelor of Science in Communication as well as Associate of Applied Science (AAS) degrees in Accounting and Business Management. Background is shown in human resources information system (HRIS) analysis, particularly conducting detail analysis, process procedures and business case development, as well as other general financial (accounts payable, invoicing) and operational analysis.

Primary functions of this senior payroll specialist included collecting, validating, processing reconciling bi-weekly for 250+ employees according to the company’s payroll process policy and guidelines as well as state labor laws. This specialist coordinated the new hire process including initial communication with future employees, new hire paperwork, set up on-boarding schedules as well as employee relations. Responsibilities consisted of balancing payroll reports, processing manual checks, calculating paid time off (PTO), and maintaining a master report for managers, while also distributing monthly, bonuses, commissions accrued and wage garnishments according to company policy. Tasks consisted of creating and pulling reports from the HRIS System. Monitoring the timely submission and approval of employee electronically in ADP/Workday/Costpoint was also completed.

The job covered verifying I-9 documentation, filing tax reports and maintaining payroll records in compliance with laws and regulations. One of the key roles involved entering HR data into the company’s payroll system, including 401K, Direct Deposit, State and Federal Tax Withholdings as well as other tax-related deductions. Aside from maintaining employee confidence, payroll operations were protected by keeping the information confidential.

Is recruiting a payroll professional from a medical clinic a priority for your organization? Technical background consists of using Workday Payroll, UltiPro and TempWorks. The professional is highly competent in all areas of internal and external customer support.

Working in a medical clinic, this payroll professional processed payroll for employees. In addition to cutting on-demand checks, the job required maintaining general ledger by researching old invoices for payment. Part of the job was making calls for outstanding invoices.

What can your organization gain with the help of a payroll specialist who is skilled in Workday HR with experience in the education and professional services industries? Technical skills cover Workday HR, ADP’s Enterprise/Payforce Payroll database. The individual has Human Capital Management Certification.

Main duties of this payroll specialist III consisted of serving as a subject matter expert for processing payroll for multiple clients with over 3000 to 7000 of associate transactions, while also processing check calculations, overpayments, retro calculations, prorations, PTO payouts, stop payment requests, direct deposit recalls, prior/ current quarter adjustments, W2/ Wage and Tax register. Functions covered analyzing and reviewing the client’s Workday HR data via daily interfaced pass thru. Reviewing multi jurisdictions, Social Security limits, 401K limits and FSA/HSA goal limits, in addition to processing any adjustment if necessary were also completed. This individual was actively involved in quarter end and year end activities, as well as mentoring multiple associates with team blending and transitioning. This individual participated on projects on divestiture and acquisition.

Notable tasks included handling variance analysis prior to accepting payroll, auditing pre/ post payroll outputs within time frame and providing the resolution of outstanding issues. Key roles involved maintaining the integrity and confidentiality of Enterprise/Payforce Payroll database, along with developing strong business partnerships with client counterparts in Benefits, HR and Payroll. An additional duty included proactively working to analyze and resolve payroll issues. Other skills covered pre/ post payroll data audits, analysis & reconciliations, Workday HR indicative data analysis, amendments, W2 reconciliation, W2C processing, training and mentoring.

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What opportunities can having a senior benefit specialist experienced in technology and professional services industries give your organization? Systems proficiency covers using Workday HRIS and Salesforce. Aside from graduating with Associate of Applied Science in Business Administration (Management), the individual earned Management Level 1 and 2 certifications.

Part of this senior benefit specialist’s job was assisting with workers’ compensation claim notifications, along with managing benefit-related change request such as life events and job status changes within Workday. The job called for processing monthly termination reports, weekly business process transaction reports, EOI, and integration reports for thirteen clients. Benefit eligibility changes within multiple carrier systems were also processed. The specialist also prepared conversion and portability life insurance benefit packets.

For the same employer, another position was concerned with providing professional and timely service to clients and their employees in a call center environment using Workday HRIS along with Salesforce. Benefit-related changes (such as life event changes, address changes, and demographics) were processed. Part of the job was resolving benefit administration service issues with vendors and internal staff. The individual counseled employees regarding various benefit programs including plan features and eligibility requirements. The job required generating weekly new hire reports for processing and confirming accurate benefit enrollment while meeting deadlines.

Can having an associate benefits analyst from utilities, chemicals and software industries have a positive impact on your organization? Technical skills include using Workday HCM, SAP, Oracle and Fidelity Software. The individual graduated with Bachelor of Science degree.

Tasks of this associate benefits analyst involved providing analytical support to HR benefits team, as well as maintaining vendor files for benefits including unpaid invoices, vendor setup and working with vendors to research/ resolve issues. Other concerns were the administration of qualified and non-qualified retirement plans, and pension including contribution/funding and reconciliation (SAP and Fidelity), along with monitoring file transmission reports (SAP and Workday) for successful loading and making adjustments for benefit deductions, including working with HRIS to determine root problem with interface file issues. Part of the job was liaising with payroll on issues and functions.

Key concerns in another job were providing benefits support for a group of 2,300 US employees, along with serving as point of contact for inquiries related to medical, dental, vision, disability, life insurance, reimbursement accounts, health savings accounts, and wellness program. Tasks were responding to and resolving employee issues/ questions regarding company benefits plans received via benefits mailbox, email and phones. The job required managing monthly premium billing process for payment of administrative fees and plan premiums, while also ensuring that invoices from all health and welfare plans/ compensation were received in Oracle or journal entry was sent to accounting in a timely manner. The professional handled leave of absence tracking for employees going on leave and returning from, ensuring all required paperwork was received and system (Workday HCM) was updated.

What advantages can recruiting a benefits specialist who worked in insurance and professional services industries give your organization? Computer background consists of the use of Workday HR, ADP, PeopleSoft, and Oracle. The individual graduated with BBA (Human Resource Management).

While working in an insurance firm, this benefits specialist facilitated benefits orientations with new employees, as well as administered leaves of absence according to FMLA guidelines and company leave policy. Apart from running payroll for a location through ADP processing, accomplishments included processing the bi-weekly payroll for approximately 3000 employees in Workday. The job called for generating reports for determination of dependent eligibility and benefit enrollment errors, resolving problems with providers and systems as necessary.

In a manufacturing firm, another job required managing the benefits for 87 clients and approximately 2000 employees among them. In addition to administering short-term and long-term disability claim processing, another task was enrolling new employees in client-offered medical/ dental/ vision insurance/ short-term or long-term disability claims, and flexible spending accounts, including setting up deductions, collecting arrears owed, and notifying providers. Status change documentation was completed for employees experiencing qualifying events including obtaining proper documentation, notifying providers, and updating payroll deductions. Benefit deduction tables were set up for all clients to ensure that correct premium amounts were collected from clients and their employees. Part of the job was processing renewal of health, life, and disability benefit rates for all clients, including collecting additional premiums owed from clients and their employees.

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Can recruiting a human resources (HR) business partner who has experience in the professional services, biotechnology and financial services industries have a positive impact on your organization? Apart from being knowledgeable in Workday HRIS, technical expertise is also in the areas of strategic business planning; organizational design & implementation; global human resources management; employee engagement & development; employee relations; and compensation/ benefits/ incentives. The individual graduated with Bachelor’s degree in Psychology, minor in Sociology, with credentials as Society for Human Resource Management Certified Professional (SHRM-CP) and Professional in Human Resources (PHR).

This HR business partner aligned to IP sales and IP professional services global business units (300+ employees). The individual also served as HR site lead to one office. The job required partnering with compensation team and senior leadership to drive implementation of competitive pay structures. The professional liaised with other HR leaders and HRBPs to align initiatives with business entity goals. Global sales organization was restructured into four distinct groups to better align with the business and purchasing patterns of customer base. Contributions included doubling the IP services business from $8M to $16M and improving margins by 2% over 2 years through operational efficiency, resource management, recruitment and employee engagement strategies. The individual also championed rollout of new HRIS system, Workday.

Another job called for advising and executing organizational design, team effectiveness strategies, change management programs, job evaluation/ leveling, total rewards/ incentive compensation, employee engagement and satisfaction techniques designed to build the desired organizational culture. Contributions included reducing workforce (impacting 10% of global workforce). The specialist was early adopter of new HRIS Workday, as well as core team member for vendor selection.

What advantages can employing a senior human resources (HR) business partner with work background in the construction, technology and semiconductor industries offer your organization? Aside from having knowledge in the use of Workday, skills are also in employee relations, HR business partnering, HR generalist, program management, and recruiting. Educational background includes strategic HR business training (care of Human Capital Institute or HCI), SHRBP Certification Program, employment law, and HR workshop (harassment policy, compensation, group facilitation, behavior interviewing, executive development, Dale Carnegie systems, manager training). Professional affiliations are with HCI and Society for Human Resource Management (SHRM).

As a senior HR business partner for a technology firm, duties were providing consultation to vice presidents and coaching to their line management and individual contributor employees on HR policy interpretation/application and HR program/project deployment. Responsibilities were also for initiating, supporting, and facilitating the execution of HR program services. Other concerns were employee relations, promotions, succession review, and calibration sessions, stock and salary administration, immigration, international transfer approvals and relocations, talent acquisition approvals that are outside of compensation guidelines. Part of the job was utilizing Workday and Excel spreadsheets for many internal transactions.

Responsibilities in another job were providing client support for IT, enterprise services, professional services, and field support. Accomplishments included providing HR business partner support to 3 divisional IT VPs while transitioning their maintenance groups to vendor management model. The job required delivering HR business partner consultation to client groups supporting HR program rollouts such as focal merit/ performance reviews, talent/ succession planning, job rotations, compensation, job leveling reviews/ recommendations and client transition support.

Does having a human resources (HR) business partner who served retail and financial services industries meet your organization’s requirements? Software background includes Workday, MyHR and MyPerformance. Areas of expertise include HR operations, strategic planning, engagement & retention, talent development, business development, and process improvements. The individual graduated with Bachelor of Arts in Sociology and Master of Social Work (MSW).

Main concerns of this HR business partner cover optimizing various operations related to the supply chain in one location, aligning global supply chain logistics with business objectives in support of profitable product assembly practices. Part of the job was coordinating human resources operations during a period of global corporate transition, upholding compliance with an array of international regulations to ensure that employees were properly laid off. The job called for utilizing HR-oriented software platforms including Workday, MyHR, and MyPerformance, while also providing troubleshooting and support.

Tasks in another job involved executing HR operations that also supported business development efforts, helping inform critical corporate decisions, and augmenting business planning efforts to support the company. The professional developed an employee engagement measurement program that surveyed staff from multiple departments, opening management up to employee feedback and increasing internal transparency. Data was analyzed then an action-planning task force was established to deliver findings to senior leaders, identifying areas of improvement related to interdepartmental communication.

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