Below are the 4 Payroll Managers, 4 HR 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 payroll manager with experience in global payment technology, hardware and financial services industries, as well as skilled in Workday? Technical skills cover Workday, ADP EV5 and Kronos. In addition to doing payroll analysis, previous job experience includes processing end to end payroll processes on a semi-monthly basis including Workday interfaces, equity/ mobility updates, overtime retro payments, batch verifications, gross-to-net checks, check printing, bank interfaces and third-party benefit updates.

Main duties of this payroll manager consisted of supervising and managing the payroll workload and activity to meet operational requirements. Functions covered working closely with the senior director on global payroll initiatives and projects, as well as ensuring payroll was processed in an accurate, compliant and timely manner. This individual ensured that all payroll information and records were maintained in accordance with statutory requirements. Also completed were supporting all internal/ external audits related to payroll for SOX, in addition to coordinating or processing global ESPP and mobility taxation. The job involved reconciling payroll inbound/ outbound interfaces, along with approving and releasing payroll disbursements, local or International. Time and attendance systems such as Kronos and Workday were administered.

Notable tasks included preparing, reviewing and coordinating all aspects of payroll reporting. Technologies and processes were evaluated to enable the transformation. Key roles involved championing policies that promoted best practices and mitigating the risk by honing controls necessary to process payroll. Duties included identifying the required capabilities and skill gaps within own organizational area, along with performance management and developing the payroll staff. Experience with ADP EV5, Kronos and Workday was also applied.

Does having a manager (corporate payroll) who served acute-care hospitals and a children’s hospital meet your organization’s requirements? Software experience consists of Workday, ADP (Enterprise 5.0, Workforce Now, eTIME), PeopleSoft HCM 9.1and ABRA. Besides graduating with Bachelor of Arts in Journalism, the individual is affiliated with American Payroll Association.

While working for acute care hospitals and other healthcare facilities, this manager (corporate payroll) managed a team responsible for paying 1000+ corporate team members throughout the United States. Aside from balancing quarterly and year-end wages to tax reports and W2’s, other priorities included managing tax calculations and payroll processing of equity plan transactions. The executive directed the post-acquisition conversion of seven companies to the ADP payroll system resulting in a timely and efficient integration. The job required collaborating on the design and implementation of multiple human capital management (HCM) systems (Workday, ABRA, PeopleSoft) resulting in integration with the payroll system, in preparation for a payroll system upgrade. Achievements covered reducing number of ADP earnings, deduction and memo codes by an average of 36% in order to gain payroll processing and reporting efficiencies, in addition to increasing electronic pay voucher usage from 9% to 22%.

In a children’s hospital, main concerns were managing team responsible for payment to over 4,000 employees. The individual directed payroll system conversion in order to move one company from Great Plains payroll to ADP Workforce Now. The job called for collaborating with ERP team to implement electronic pay statements resulting in a 50% time savings and reduction in printing/ postage costs.

Does a global payroll lead (Workday & SafeGuard) with knowledge of Workday Payroll and SAP, as well as work background in chemical, software and manufacturing industries pique your interest? Technical knowledge includes Workday Payroll, SAP Payroll, Safeguard, Kronos, ADP and PeopleSoft. Educational background includes MBA (Finance) and BBA (Business Management). This Certified Payroll Professional (CPP) is trained in Six Sigma Green Belt. Affiliation is with the American Payroll Association.

One of the primary functions of this global payroll lead (Workday & SafeGuard) included leading a remote team of 4 (1 payroll manager each in APAC, EMEA, LATAM, and 1 Kronos specialist located in the US). This individual directed the day to day operations of payroll using Workday in the US (5,500 employees), SafeGuard for the rest of the globe (1,100 employees) and Kronos globally. Responsibilities consisted of managing globally, the relationship with payroll outsource providers to ensure that all SLAs were being met around payroll in all regions, as well as ensuring all daily processing of payroll, time, garnishments, and payroll tax payments/ filings were processed correctly.

Key roles involved successfully implementing Workday as a payroll vehicle in the US on time without penalty from the TSA, along with being accountable for all payroll and time vendor management activities including managing handoffs or escalations with vendor, SLAs, and vendor contract administration/ renegotiation. Other duties included developing or executing governance processes to guide local payroll team when evaluating and selecting new providers while executing internal payroll operations (where applicable); where a solution was driven towards the global/regional solutions where it could be financially/operationally justified.

How can a Workday payroll, benefits & tax analyst who is adept in Workday Payroll and Salesforce with background working in trading and business services industries fit within your organization? Technical specialties cover Workday Payroll, ADP Master Tax, HR Pyramid, Salesforce, Pay Stream, pivot tables and v-lookups. This specialist is a Certified Payroll Professional (CPP), care of the American Payroll Association.

Duties of this Workday payroll, benefits & tax analyst covered efficiently managing the multi-state Workday Payroll audit for both 500 EE weekly (union) and 5000 EE semi-monthly (including expats) pay-cycles, while also increasing payroll accuracy by pivoting the Workday Payroll reports to compare the current payroll to the prior payroll (gross/deductions/net). Researching/ validating the gross or net variances in excess of 10% (found via the payroll compare) and providing detailed comments/explanation were some of the functions. The number of payment errors was reduced for employees on LOA (short term disability 100% and 70%, CAPFL 55%).

This individual maintained and updated employee leave of absence (LOA) tracking spreadsheet with approval details and date/type/amount of payments due each payroll cycle, as well as corresponding daily with benefits team to obtain employee claim approvals, extensions and claim closures. Successfully implementing a trial audit and analysis of LOA payments was done to validate that the Workday calculation corresponded to the internal calculation. Key roles consisted of collaborating with HR and benefits teams to assist employees regarding complex payroll/ benefit questions or issues, in addition to analyzing outstanding checks report and contacting employees. A stop payment/cancel/reissue was submitted in Workday for stale dated checks. Assistance was given to Payroll & Benefits Team during Workday Payroll conversion.

Is recruiting a senior human resources (HR) manager who worked in manufacturing, animal care and insurance industries a good move for your organization? Software experience covers the use of Workday and Lumesse. Educational background includes BSBA in Management (Finance and Spanish minors) and MS in Business Administration. The individual achieved Senior Professional HR (SPHR) certification. Core competencies are in learning & development, talent management, HR strategy, performance management, process improvement, employee relations, organization design, HR governance, employee engagement, workforce planning, and employee communications.

Working for a manufacturing firm, this senior HR manager was tasked to manage strategy, programs, process and systems including recruiting, sourcing, immigration, ATS (Workday & Lumesse), compliance, vendor management and university relations. In addition to improving quality of hires by 35% in 15 months by implementing performance-based hiring training program, achievements included establishing recruiter certification and passive recruiting competency model, as well as saving $50k in corporate tax penalties by spearheading immigration program standards. The executive improved global HR program effectiveness by serving on six key projects: Workday, employee engagement, performance management, leadership development, global mobility, and HR mentors.

Another position required managing strategic and core HR initiatives for 800+ employees in 14 countries and executed core HR programs: performance management, total rewards, organizational design and development (360’s, C-suite talent reviews, 9-Box, IDPs, developmental assignments, succession, restructuring, ex-pats), engagement, and communication. The job required partnering with CEO’s staff and leadership to drive organizational design/ development, improve effectiveness, lead transformational change, maximize performance and optimize human capital investment. Achievements were reducing turnover by 70% and increasing ready soon succession pool by over 25%.

What opportunities can employing a human resources (HR) manager with background in education, insurance and telecommunication industries give your organization? Technical proficiency includes Workday HRIS, ADP Pay eXpert, ADP HRB, Taleo ATS, Kenexa, Caliper, and Halogen Performance Management. Aside from graduating with Bachelor of Science degree (dual majors: Finance and International Business), the individual also has a Human Resources Management Certificate, Professional in HR (PHR), and SHRM-CP certifications. Affiliation is with Society for Human Resources Management (SHRM). Various online and classroom trainings received include ADA, FMLA, HIPAA, Workday HRIS Implementation for Business Partners, Sexual Harassment, Employee Investigations, and Workplace Violence. Areas of expertise are in employment laws/compliance, employee engagement/relations, benefits negotiation/administration, and employee handbook/policies.

For a university, this HR manager served as a consultant, enabler, and strategic advisor for the leadership of assigned clients. The job called for partnering with leadership as client services change agent to implement HR organization-wide strategic initiatives such as Workday HRIS implementation and revising compensation structure. Main concerns were effectively managing and resolving high-risk (legal liability) situations/investigations attendant to disciplinary action for performance, cause, separations, and reorganizations with positive outcomes. HR-related process improvements were aligned with business strategy. The individual served as advocate for implementation.

In an insurance firm, another job called for managing the day to day operations of the HR department for 400 corporate and call center employees. The job required providing guidance, vision and leadership for employment related matters. Besides updating employee handbook, conducting compliance audits, and streamlining HR operation processes, the individual spearheaded I-9 audit to ensure accuracy of documents, avoiding over $750k in possible fines. Another achievement was reducing recruitment costs by $550k.

Can having a senior human resources (HR) manager who has experience in business services, and technology industries have a positive impact on your organization? Computer experience consists of Workday (Core HCM, Compensation, Benefits, Payroll), ADP (Streamline, TotalSource), PeopleSoft, Paychex, UltiPro and Salesforce. Educational background consists of courses in HR management, Computer Information Systems, Business Management & Economics, as well as People Analytics. The individual is a Senior Certified Professional (care of SHRM) and Professional in Human Resources (PHR).

As senior HR manager, responsibilities were for consulting on international and national strategy across 14 countries targeting organizational design, performance management, leadership development and coaching, succession planning, talent acquisition, diversity and inclusion. Another duty was identifying unified technical solutions and business processes to implement best practices as well as maximize cost efficiencies. This executive set direction for professional development, orientation, training, and mentorship programs (e.g. the comprehensive college recruitment process). Other tasks were managing the internship program and developing strategies to recruit top technology talent. Daily HR functions were orchestrated supporting 500 employees. As HR advisor for the global team, realignment was done on international human resources function to improve service levels and increase cost effectiveness.

Job functions involved directing the HR team and setting HR strategies/ policies/ programs. This was in support of +400 union/non-union workers covering recruitment, benefits, compensation, compliance, employee relations, staff engagement, leadership development, health/ welfare benefits training, records management, safety/ health, succession planning, EEO compliance and labor relations for 4 worksites in various states.

What advantages can hiring a human resources (HR) manager who served chemicals, petroleum and retail industries offer your organization? Systems proficiency includes Workday, PeopleSoft and SAP. Aside from being bilingual (Spanish language), educational background covers B.A. in Psychology (minor in Business Administration & Human Resources) as well as M.A. in Industrial/ Organizational Psychology-Human Resources.

This HR manager for a chemicals company was responsible for the HR agenda / activities in the global RD & E (research, development engineering) business unit. This supported 650+ employees located in USA, UK and China. The executive was member of executive committee for RD & E. Support was given to business strategy, priorities and aligning these with key HR initiatives/ actions. The following HR areas were managed: employee relations, talent development, talent acquisition, talent management, succession planning, employee retention, engagement, annual performance calibration/ process, employee issues, separations, promotions, on-boarding, training, compensation process/ cycle, diversity recruiting, salary administration process, relocation, and HR policies. Part of the job was managing the payroll and benefits system transformation from PeopleSoft to Workday.

Functions in another job involved handling all HR activities in a region, supporting the sales and sales operation teams (900+ EE). Management was accomplished on all aspects of HR: employee’s relations, project management, succession planning, benefits, recruiting, disciplines/ terminations, complaint resolution, training, new hires on-boarding process, retention/ turnover audit, management consultation, labor relations and self-nomination programs. The individual was responsible for a region recruiting program through career fairs, college recruiting, open house, online searches, referrals and headhunters. The individual was responsible for improving 32% in exempt diversity in 2005.

Does recruiting a compensation manager who worked in the nonprofit, financial services and logistics industries match your organization’s requirements? Technical skills cover the use of Workday, Salesforce, PeopleSoft, SuccessFactors, Infinsource, Oracle, SAP, Kenexa, Mercer, and Linux. The individual is a member of the Society of Human Resource Management (SHRM) and World at Work.

Working for a financial services provider, this compensation specialist supported the compensation function by writing job descriptions in preparation for Workday implementation. Part of the job was liaising with risk & insurance services (RIS), compensation senior analysts, managers and internal consultants to gather relevant job information then drafting job descriptions using a standard template. Knowledgebase documentation was created on Workday alignment process as well as training on utilization of the system.

Another job’s responsibilities involved overseeing building of a new compensation framework where no common policy or processes have been put into place. The job required working directly with the Chief Executive Officer of Human Resources as well as providing education on new industry progressive HR practices, laws and key trends. The individual engaged with team members, business partners, and key stakeholders to continuously understand the work environment’s, their needs/ concerns. A job family architecture project plan was created for a 3500-employee structure and the organization layout was rebuilt to align with non-profit comparable company structures by partnering with another organization for useable data. The individual served as key point of contact on all compensation matters under the HR umbrella.

Can employing a senior compensation professional with background working in the financial services, publishing and insurance industries have a positive impact on your organization? Computer proficiency consists of using Workday and PayFactors. The individual graduated with B.A. in Human Development & Family Studies, in addition to completing Six Sigma Yellow Belt Training and “Concepts of Project Management’ training.

Responsibilities of this senior compensation professional were for administering the sales incentive compensation program for the global sales team. The job required serving as the internal subject matter expert on sales incentive compensation. Priority was given to managing critical segments of the global compensation planning cycles through system preparation, budget reporting, communication, and analytical support. Other tasks were preparing and presenting quarterly review to business leaders related to sales incentive compensation or sales goals, along with maintaining end to end daily operations of the sales incentive program, inclusive of eligibility/ roster management, field reporting, payout projections, and payout administration. The individual was core team member for the global implementation of Workday. The professional was responsible for leading the design and implementation of global HR compensation in Workday, test strategies and post go-live issue resolution.

Functions in another job involved leading, executing, and communicating compensation programs across multiple business units. The individual acted as senior level consultant to HR leaders on various compensation practices and programs. Support was given to global compensation plans in areas such as compensation planning, employee retention, market pricing, organizational market assessments, merit cycles, and sales incentive plans. Help was provided to drive change and administer programs in harmony with the IGT’s compensation philosophy and practice.

Is having a compensation manager who served technology, financial services and entertainment industries a priority for your organization? Software knowledge covers Workday HCM, SAP, PeopleSoft, and Oracle. The individual finished Bachelor of Science in Accounting and Master of Science is Business Management. This human resource (HR) professional has experience in designing, developing, implementing, and administering competitive/ equitable compensation and executive compensation programs.

While working for a financial services firm, this senior compensation analyst analyzed salary surveys to ensure internal equity and external market competitiveness. Assistance was provided in the development of position descriptions and a thorough position classification/ analysis was conducted to ensure compliance of FLSA exemption status. Part of the job was maintaining knowledge of federal laws and legislations (wage/ hour, benefit, employment laws). Functions also involved managing and developing global job profiles, global compensation grades and global grade profiles in Workday HCM (Human Capital Management system).

Working in an information technology firm, the individual had a high-visibility role that led global stock administration/ strategy and participated strategically in executive compensation design. This was done by providing technical leadership/ expertise in the development, implementation, management and use of the company’s equity programs. Another duty was providing broad-based stock compensation analyses and equity administration. Support was given to executive leadership in analysis and decision making. The job required participating in executive compensation design and the administration of executive compensation programs.

What opportunities can hiring a compensation manager experienced in charitable organizations, entertainment and biotechnology industries give your organization? Technical knowledge is in the use of Workday and PeopleSoft. Educational background consisted of Bachelor of Science (Computer Information Science and Accounting majors) as well as MBA (Management & Finance). Compensation analyst/manager skills are shown in design & implementation of new compensation infrastructures, along with design & documentation of compensation philosophy. Apart from implementing new compensation infrastructure for mid-sized companies, work experience also includes recommending formation of business unit incentive bonus design teams and annual incentive bonus systems to increase company revenues or reduce expenses.

This compensation manager participated in the design of compensation structure for US plus 10 other countries. Part of the job included benchmarking jobs via salary surveys then evaluating/recommending compensation levels and grade for numerous jobs. Along with developing compensation philosophy, policies and communications, the individual utilized Workday HR system.

Other jobs required evaluating jobs via Marketpay, while also participating in the redesign of salary grades, slotting 700 jobs into new grades via an initial benchmark list of 180 jobs. Project plans and compensation communications were developed. This individual designed and implemented strategy to create job titles and move into pay bands 4500 global non-exempt employees. Job family profiles (job description alternative) were written and compensation analysts were instructed on next steps including job matching to certain salary surveys. Another duty was designing custom job description format, new generic job titles, salary bands, a job evaluation process, job leveling, and compensation philosophies & policies.