Below are the 5 HR Managers, 4 Payroll Managers & 4 Compensation Managers with Workday HR Software as well as other systems experience. The Thor Group® provides professionals on a consulting, contracting, interim or direct hire basis.

What can your organization gain with the help of a senior human resources (HR) manager with experience in insurance and retail industries, as well as skilled in Workday, Oracle and Salesforce? Technical skills cover Workday, OneNote, Taleo, Oracle, PeopleSoft, Kronos and Salesforce. Previous work required mentoring matches, event participation, placement tracking, talent gap analysis, learning and development needs. Educational attainment includes Bachelor of Science degree in Health Services Administration. This Certified Professional in Human Resources (PHR) also has certifications as Career Architect and in Six Sigma Green Belt & Leadership, as well as in OSHA 10-Hour.

Main duties of this senior HR manager consisted of reporting to the senior director of HR and leading the regional HR for specialty pharmacy (CuraScript and Accredo) in 6 locations, servicing call centers, insurance authorization, fulfillment and specialty resource centers such as oncology and fertility. All senior leadership positions were filled with internal talent. The job consisted of partnering with corporate HR, subject matter experts, project management and in handling proactive HR needs such as new HRIS system like Workday, new APS Taleo and rollout of HR Shared Services/Solution Center.

Notable tasks included orchestrating change management and organizational structure alignment with integration that resulted in streamlined job classifications and reduction in force as well as migration of CuraScript to Accredo business processes. An additional role involved serving as collaborator on enhanced quarterly bonus program, with metrics that drove business in quality, service, safety and cost, resulting in 93% of employees having received awards.

Does having a human resources (HR) manager from a long-term acute care hospital match your organization’s requirements? Software experience covers Workday, SAP, Kronos, Vantage Point Software, AS/400 Optimum, PeopleSoft, First Advantage, ADP Payroll, iCIMS, and Taleo. This senior-level human resource professional has excellent client and project management skills. Core competencies include training/ development, talent acquisition, developing HR teams, and Fair Labor laws. This graduate of Bachelor of Science in Human Resource Management (minor in Spanish) completed a certification course in human resource development. The individual is a Senior Professional in Human Resources (SPHR).

As HR manager for a hospital, tasks involved managing HR team, as well as partnering with division CEOs and regional HR directors to develop short-term and long-term strategic business objectives for 850 staff. Accomplishments included delivering value added HR product lines to drive strategies, initiatives, and goal of the business. The job called for coordinating as well as overseeing performance evaluation process for staff and management.

Payroll administration duties involved developing and implementing new human resource programs: rewards/ recognition program, culture of safety, performance improvement plans, new employee orientation, in-processing of new employees, out-processing of departing employees, and developing benefit programs. The individual acted as HRIS System super-user responsible for training all employees in Workday, SAP, and Kronos. Achievements also included a 9% turnover reduction and a reduction in worker’s compensation expenses by 15 %. This executive successfully administered the substance abuse and attendance policies; managed grievances and participated in organizational arbitrations.

Could the future success of your organization be helped by this human resource (HR) manager with work background in business services and manufacturing industries, as well as knowledgeable in Workday and JD Edwards? Technical competencies involve Workday, ADP Workforce Now, JD Edwards, Enterprise4, UltiPro/Ultimate Software and Kronos. Knowledge also includes doing business analysis. Educational background includes Business Administration and Human Resources Management Certificate.

Responsibilities of this HR manager included serving as a benefits and payroll manager (union/ non-union), as well as managing a team of 20 payroll processors and project managers advising on technology needs. Other tasks included developing processes and documenting requirements for new software rollouts. Systems used involved ADP Workforce Now/Workday, Enterprise 4, UltiPro/Ultimate Software and Kronos.

Skills brought to the table in other jobs included working as plant HR manager in a union environment, in addition to developing and evolving HR presence. Staff development was designed for supervisory candidates and staff. The job consisted of managing the payroll software company new client onboarding team, acting as project manager for HR technology processes/projects and recommending process improvement for system testing or product rollouts. Duties involved serving as liaison between clients, development and internal processors to keep on schedule, within budgets and relationship maintenance, in addition to leading a team of 15 payroll processors, account managers and project managers advising on technology needs, developing processes or documenting requirements for new software rollouts. Software rollout procedural setup was led while serving as liaison between the IT/development and users.

How can a human resources (HR) manager with background working in pharmaceutical and business services industries, as well as adept in Workday fit within your organization? Technical specializations involve Workday, PeopleSoft, payroll systems, Brass Ring, SAP, Kronos and My Hospira. Experience also includes doing customer needs analysis; competitive analysis. Educational attainment includes Bachelor’s degree in Business with Human Resource Management and Bachelor’s degree in Nursing. This specialist is a Registered Nurse (RN).

Key roles of this HR manager covered administering various human resources plans/ procedures for all facility personnel and performing recruitment activities. Responsibilities involved writing and placing advertisements. Furthermore, this individual recruited, interviewed, tested and selected employees to fill vacant positions. New employee orientations were planned and conducted. Employees were assisted with benefits plans participation such as insurance/ pension plan, personnel transactions (such as hires), promotions, transfers, performance reviews, terminations and employee statistics for government reporting. Training was coordinated and the supervisor or managers were trained in interviewing, hiring, terminations, promotions, performance management, performance review, safety and sexual harassment.

The job included training employees in company policies. Tasks included advising management in appropriate resolution of employee relations issues, while also advising management of complaints and other employee relations problems. Functions consisted of participating in all problem-solving activities and responding to inquiries regarding policies, procedures and programs. Performance review and salary administration program were administered. Non-technical skills covered management of employees, training programs and legal aspects of human resource field, recruitment of entry level up to director level positions, administering benefit programs and training programs, as well as creating the employee handbook and company policies.

Could your organization use a regional human resource (HR) manager with experience in financial services, retail and real estate industries, as well as adept in Workday HRIS? Technical proficiencies encompass Workday HRIS, ADP, PeopleSoft and Kronos. Educational background includes coursework in business administration, real estate principles and life/health insurance.

Primary tasks of this regional human resource manager included managing a fully integrated human resources function including recruiting, selection, placement, performance management, employee relations, succession management, organizational development and risk management. Functions covered developing policies/ procedures, along with assisting in organizational design, development and safety programs. Furthermore, this individual reported to the senior regional HR manager and managed 2 direct reports on the HR shared services team. The job involved working as internal organization representative, effectively managing multiple groups, meeting and tasks ensuring employees were informed and educated regarding the conference logistics. Tasks consisted of partnering with the director of total rewards in developing strategies for total rewards including comp, benefits, work-life, performance, recognition, and development/ career opportunities.

Notable roles involved implementing the performance review process for associates ensuring all employees received timely and effective annual performance reviews, while conducting risk assessment with the business continuity manager in establishing process/ procedures for emergencies such as catastrophic events, inclement weather and natural disasters. Complex employee relations were managed, balancing company goals and employee wellbeing. Maintaining an in-depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance were skills brought to the table.

Would a corporate payroll manager/Workday project lead with experience in manufacturing, petroleum and milling industries, as well as skilled in Workday HCM and SAP help your organization achieve greater success? Technical specializations of this Certified Payroll Professional (CPP) cover Workday HCM, Workday Reporting, SAP, Calculated Fields, Advanced Reporting Analytics, Workday Studio, XSLT Transformations, Lawson, ADP, Infor PRMS, Attendance Enterprise, NETTime Solutions and Workforce Solutions. In addition to having GED college credits, training is also in basic/essential payroll skills, Workday Reporting, Calculated Fields and Advanced Reporting Analytics, Workday Studio, and XSLT Transformations.

Making a positive difference with evaluating with the team (HR, information technology and executive management) the selection and transition of the new human capital management (HCM) Payroll system for nine US plants and 1,200 employees were one of the key focuses. The accuracy of the legacy system was validated prior to loading into the new system (Workday). Responsibilities covered serving as a designated liaison to work with external consultants in configuring data to meet the company’s business structure for payroll, as well as collaborating with internal colleagues to validate loading of other employees’ data benefit/absence/time off plans.

Notable skills used on a regular basis included identifying missing data uncovered while performing parallel testing on payroll accounts. Input to management was provided on the payroll team’s security access to the system. The job covered overseeing the validation of employees’ payment elections, tax elections, garnishments and general ledger information prior to go live date. Other functions consisted of evaluating, validating, adding or changing the configuration within Workday to ensure the system was working properly and as intended.

Does your organization require the expertise of a payroll manager with specialization in Workday, SAP and PeopleSoft, as well as work background in construction and real estate industries? Technical knowledge involves Workday, Paychex, ADPEtime, UltiPro, Paylocity, ADP PCPW, PayPro, ADP Workforce Now, ADP Resource, SAP In-House (Systems, Applications & Products), Day force, Millennium, Ceridian Payroll Systems, QuickBooks, Great Plains, Peachtree and PeopleSoft. Educational attainment includes Master’s in Finance and non-degree courses in human resource (HR). This individual is a Certified Payroll Professional (CPP).

Important contributions of this payroll manager included managing the weekly and biweekly payroll for 500 employees with 15 locations/entities via Workday, ADP Union and Non-Union, as well as successfully helping with system conversion from Workday to ADP. Key roles involved doing monthly bank reconciliation, posting the weekly payroll into Yardi Systems and handling reconciliations. Exporting and uploading payroll reports, along with submitting to CFO and controllers were also completed. This individual worked on payroll conversion and implementation from Prime Pay, Certified Payroll to ADP Workforce Now. Weekly payments to unions (32BJ, Local 94 and Local 3) were also completed.

An additional function involved providing HR support for FMLA, workers’ comp, COBRA, new enrollments, benefits, new hires and exit interviews. Skills brought to the table covered labor law implementation/ managing PTO accruals, time & attendance as well as supervision of staff of 5. The quarterly tax filings: 941’s, BLS, MTA, and NYS-45’s were also administered. Systems used were Central Time Clock Systems, Kronos Time Clock Systems, Pivot Tables, Access, MAS 90/200, SBT, AS/400, Adonix, Accpac/SBT, Blackboard, Solomon/Dynamics, New Invoice, Iclear, Timberline, Timber Scan and Yardi.

What can a payroll manager with experience in logistics, business services and financial services industries, as well as knowledgeable in Workday Payroll and SAP do for your organization? Technical competencies consist of Workday Payroll, SAP, Kronos, ADP eTime EZ Labor and Cobra. Educational background includes Accounting, as well as Full Charge Bookkeeping and Payroll.

Key roles of this payroll manager were composed of successfully leading the conversions from an outsourced payroll company back in-house and managing payroll/ tax. Duties involved successfully leading the conversion of Canadian payroll from ADP to Workforce and converting the US while working for another company. Other tasks covered leading the Workday integration team during conversion of net pay, taxes and garnishments, as well as developing/ executing unit-testing or parallel testing to ensure accuracy before go-live. This individual managed payroll day to day operations for multi-state or international payroll, garnishment, benefits, and taxes applicable with all federal and state employment laws for 10,000 plus salaried, commissioned, and hourly employees.

Other functions included managing Workday settlement, running control, in addition to auditing and reconciling the payroll data. Responsibilities involved working closely with internal Workday HRIS administration team to continuously analyze, update and test the system, along with critically reviewing and analyzing the current payroll procedures in order to recommend/ implement changes leading to best practice operations. Payroll was audited each cycle and multi-system data was reconciled to ensure accuracy. Other tasks were providing management with reports, preparing journal entries and reconciling payroll accounts.

What can your organization gain with the help of a payroll manager with experience in education, energy and professional services industries, as well as proficient in Workday, PeopleSoft and Lawson? Technical skills cover Workday, PeopleSoft (Version 9.2), Lawson, Oracle, Great Plains, Buildtopia, Business Works, AS/400, Access, Ceridian, ADP/ADP E-Time/ADP PCPW, ADP HRB, Kronos, Report Smith, ProBusiness, Deltek, Costpoint, GCS Premier, Master Tax, ACCPAC, Glacier, BSI, Paychex, Bamboo and Jamis Prime. Educational attainment includes BA in Liberal Arts.

Main duties of this payroll manager consisted of processing bi-weekly payroll utilizing the Workday payroll system and handling the processing of timesheets and necessary adjustments. Functions covered completing all payroll JEs as necessary and balancing out month end reconciliations via Accounting Software. This individual handled all adhoc payroll reporting.

Notable tasks included working with the assigned account manager from the implementation firm for the Workday implementation and providing the organization with the necessary/requested initial documents to start customization process. Key roles involved assisting in reviewing initial information sent to assure the integrity of the data provided and reviewing leave plans, PTO plans as well as running parallel testing to mimic the HRIS in Ceridian. Other duties included working on compensation matrix and benefit deduction codes to filter over to Ceridian Payroll, along with setting up employee roles such as manager/subordinate.

What advantages can recruiting a compensation manager who has work background in business services, pharmaceutical and manufacturing industries give your organization? Technical knowledge covers the use of Workday and PeopleSoft HRIS. Besides having Bachelor of Business Administration in Finance, the individual finished Master of Business Administration in Finance. Relevant certifications garnered include Certified Compensation Professional and Certified Benefits Professional. Membership is with the Society for Human Resource Management (SHRM).

Responsibilities of this compensation manager involved implementing an impact summary table on The Employment Transformation & Flexibility Act of 2017 Legal Change; and compensation solutions to allow the business to achieve key talent objectives. The job called for administering Workday systems and company expense, ensuring alignment of company programs with market along with facilitating ongoing total rewards activities for the local campus cross-sectors businesses, including pharmaceutical, medical devices, and consumer. A Total Rewards consultation and year-end/ year-round live training sessions were offered on all compensation matters. Career highlights included preparing local total compensation statement to enable the company in hiring competitive external candidate. Company’s competitive position of 100% market median within the marketplace was maintained through external market benchmarking, job analyses, market trends analysis, and action recommendation.

The job required acting as chairperson for sales & marketing compensation and benefits group. Compensation was verified within site versus market through preparation of merit, market and equity adjustment, as well as promotion budget. Contributions involved driving cost-saving initiatives for HR Department that generated 21% in savings, as well as successfully obtaining corporate approval for a 4.5% merit increase.

Can hiring a senior compensation manager with experience in financial services, advertising and engineering industries have a positive impact on your organization? Software skills are in using Workday HCM, Lawson, PeopleSoft, Ceridian, SuccessFactors, PeopleFluent, Benetrac, BSwift, Hyperion, Tableau, and other tools. Educational background includes Master of Business Administration and Bachelor of Arts in Information Technology. The individual is also a Certified Compensation Professional (CCP). Advantages covers a blend of compensation, benefit, HRIS, analytical skills and management experience to drive high performance. Experience is shown in assessing business needs/ gaps, utilizing various problem-solving approaches, project management skills, consulting and thought leadership to provide innovative solutions.

While working in the financial services sector, this senior compensation manager developed and administered executive compensation programs including market pricing, salary increases, as well as short- and long-term incentive reward recommendations. The individual led the team that implemented Workday HCM system which improved major HR processes and ensured HR became a strategic partner to the business instead focusing on tactical task related to outdated systems. Multiple incentive plans were implemented for sales, collection and capital funding team to drive results as well as motivate team to reach respective goals.

Functions in another job involved ensuring all compensation and benefit plans were in compliance with legislative regulations/ requirements. The job required overseeing the administration of all compensation and benefits program including executive compensation, annual reward planning and open enrollment processes. One achievement was renegotiating new contracts with current benefit vendor, which resulted in $1.5M in overall savings.

What opportunities can having a compensation project manager who served financial services, petroleum and pharmaceutical industries give your organization? Computer experience consists of using Workday, PeopleSoft, Synygy, proprietary systems and sales compensation applications. Educational background includes BA in Marketing and Master of Business Administration. The individual is pursuing Certified Compensation Professional (CCP) designation. Besides being an expert in the design, implementation and support of compensation plans, experience is shown in the establishment of incentive programs to achieve business goals as established by senior management.

In the financial services industry, this compensation project manager’s main responsibility was providing support for the entire compensation function, while also providing support to the VP, Compensation, Benefits & HRIS. Job evaluations were conducted, including market pricing, internal equity comparison, and the establishments of job profiles within the Workday system. Another task was conducting a significant analysis of workers’ compensation code assignment, submission to regulators and recommending systemic improvements. Part of the job was performing compensation support work as necessary for the Director and Vice-President.

Another job called for the full range of compensation functions, including job evaluations and determination of base salary or short term incentive targets; design and implementation of incentive plans for sales/ non-sales positions; recommendations/ approvals of promotions and market adjustments. Priority was also for the calculation and payroll submission of all incentives and incentive accruals, which included monthly, quarterly, semi-annual and annual payment timing. The job required daily interface with HR business partners and business leaders.

Is hiring a compensation manager who has background in technology, food and consumer goods industries a good move for your organization? Systems knowledge includes Workday, PeopleSoft, People Click, SAP/CATS, CompWeb, and e-Verify. This Certified Compensation Professional (CCP) graduated with BS in Chemical Engineering and MBA in Human Resources Management. Membership is with NTCA (North Texas Compensation Association, W@W (World at Work), SHRM (Society for Human Resources Management), Dallas HR and FWHRMA (Fort Worth Human Resources Management Association). Core competencies include compensation strategy, incentive compensation, executive compensation, and implementation of HRIS systems.

This compensation manager developed compensation policies, guidelines and procedures. Advice was given to leadership on pay decisions, policy and guideline interpretation, along with job evaluation including the design of creative solutions to specific compensation-related programs. Part of the job was overseeing the participation in and conduct of both exempt and nonexempt salary surveys to ensure corporate compensation objectives were achieved. Systems utilized included Workday and HRExponent.

For another job, tasks were setting strategy for the company’s global compensation programs (compensation, executive equity programs) designed to attract, retain and motivate talent. Strategies were established for compensation module in the implementation of Workday with Go Live (date 1/1/2020). The individual led the complete re-design of compensation infrastructure to harmonize 2 newly acquired companies.