Provide both strategic and tactical leadership on all aspects of Human Resources Technology ensuring enablement and alignment with the broader business, people, and technology initiatives. Responsible for the overall design, implementation, communication, and administration of HR Systems that support the company’s strategic objectives. Key responsibilities include:• Create short and long-term goals and objectives for system design, operations, data privacy, processes, data flows, security, report management, and analytics.• Proactively identify and develop strategy and recommendations for operational excellence and process improvements that eliminate inefficiencies, drive automation, ensure the integrity of data, and supports business needs.• Manage the portfolio of HR system applications and maintain technical business relationships with vendors to understand their strategic path for the future. Ensure delivery of agreed-upon support and service level agreements, act as the point of escalation to resolve any vendor issues. Participate in annual vendor review and strategic planning.• Establish a governance process within HRIS to drive priority setting and effective tenant management strategies across the business• Collaborate with stakeholders across all functions (HR, Finance, IT, Operations) to maintain and develop processes that will create a best in class HR operations platform and an excellent employee experience.• Lead projects and teams; obtain key partner buy-in, develop requirements, build/test, prepare for change management, go-live, and conduct post-mortem feedback improvements.• Influence operational and executive leadership to create alignment around the project business objectives, measurable benefits, success criteria, scope, and constraints impacting project delivery.• Build a high performing team and culture of accountability that ensures delivery of timely, quality services.

Provide both strategic and tactical leadership on all aspects of Human Resources Technology ensuring enablement and alignment with the broader business, people, and technology initiatives. Responsible for the overall design, implementation, communication, and administration of HR Systems that support the company’s strategic objectives. Key responsibilities include:• Create short and long-term goals and objectives for system design, operations, data privacy, processes, data flows, security, report management, and analytics.• Proactively identify and develop strategy and recommendations for operational excellence and process improvements that eliminate inefficiencies, drive automation, ensure the integrity of data, and supports business needs.• Manage the portfolio of HR system applications and maintain technical business relationships with vendors to understand their strategic path for the future. Ensure delivery of agreed-upon support and service level agreements, act as the point of escalation to resolve any vendor issues. Participate in annual vendor review and strategic planning.• Establish a governance process within HRIS to drive priority setting and effective tenant management strategies across the business• Collaborate with stakeholders across all functions (HR, Finance, IT, Operations) to maintain and develop processes that will create a best in class HR operations platform and an excellent employee experience.• Lead projects and teams; obtain key partner buy-in, develop requirements, build/test, prepare for change management, go-live, and conduct post-mortem feedback improvements.• Influence operational and executive leadership to create alignment around the project business objectives, measurable benefits, success criteria, scope, and constraints impacting project delivery.• Build a high performing team and culture of accountability that ensures delivery of timely, quality services.

Responsible for partnering with Human Resources to develop and manage the strategic direction and success of global People Systems to drive Crocs business needs. Effectively support all HR related functions and systems acting as a bridge between the HR business functions and the IT function on key business initiatives. Provide system expertise and technical ownership of applications or programs supporting the HR organization.Key responsibilities include:• Responsible for the overall strategic direction and success of the People Systems team within the IT group. • Provide technological and strategic guidance and leadership in the development of internal software and systems, external software products, or infrastructure. • Supports all HR related functions and systems. Acts as the primary liaison between HR business functions and IT.• Provide system expertise and technical ownership of applications or programs supporting the HR organization with primary focus being Success Factors, ADP, Kronos, and Concur Travel. • Accountable for the direction, governance, and support of the HR systems (Success Factors, ADP, Kronos, + others).• Develop trusted partnerships with business leadership teams and ensure alignment between business strategies and the IT Strategy.• Assist Process Owners to develop business processes to meet strategic objectives, providing process development and IT solution expertise. Map business processes to supported HR systems.• Manage business demand for IT solutions and services, and work with Vendors, IT Architecture and Solution Development teams to define delivery plans.• Work closely with software vendors when necessary to resolve issues or develop new functionality.

My primary responsibility was to review current HR processes in the traditionalareas of responsibility (recruiting, succession planning, employee relations, benefits, etc.)and partner with HR personnel and operations leadership to align technology platforms(such as electronic work flow, data analysis, and usage of intranet platforms), with the largergoal of process improvement and automation.Key responsibilities include:Leading change management initiativesPlanning and guiding strategic organizational HR technology strategiesProcess mapping and documentationHR data management and analytics (measure current results, trends over time, andforecasting)Company intranet content management (SharePoint)Electronic workflow processes to support a paperless HR visionProject Management skill set with a demonstrated portfolio of successful projectcompletions.Development of metrics and assessments to determine pre-implementation resultsand post-deployment successRedesigning work processes to eliminate non-value added aspects or limitations to theend customer.

Lead IT in the analysis of technology, industry, and market trends, determining potential impact to business and to existing architectural environment for finance and accounting, tax, legal, internal audit, and human resources; define and deliver on the project road map for enterprise corporate applications and address the needs of constituents across the company, as well as the implementation of corporate policies and standards. Collaborate with project teams, translating requirements to scalable system-level architecture designs, extensible and cost-effective, meeting both functional and non-functional requirements. Gather, define, and organize business and functional requirements, including acceptance criteria for use by developers to implement a capability. Establish and develop long-term relationships with business, HR, and strategic technology partners, building trust and understanding within business needs and interactions, while recommending appropriate technologies and process improvements to meet the needs of customers and business.Manage active projects, deploying the SuccessFactors learning management module, and supporting the following application modules: Foundation, profile, goal management, performance management, career development, comp and variable pay, and recruiting. Initiate strong, impactful leadership and management of IT Corporate Applications, advancing a team through an overall highly strategized corporate application road map and architecture, while delivering innovative solutions. Report to Chief Information Officer (CIO), collaborating with team to develop and manage IT general controls that are included in SOX audit processes relating to human resource, payroll and financial systems and processes.Support the technological needs of the Human Resources, Finance, Legal and Audit functions, spearhead implementation of new technologies with enterprise-collaborative applications, designed towards business productivity.

The Leader of IT Corporate Applications takes the lead role in creating an overall corporate application road map and architecture in regards to delivering innovative solutions. The role will lead new technologies in the deployment and support of enterprise collaborative applications designed toward business productivity.POSITION RESPONSIBILITIES:• Define and deliver on the product road map for enterprise corporate applications addressing the needs of constituents across the company as well as corporate policies and standards• Lead the analysis of technology, industry and market trends to determine potential impacts to the business and to our existing architectural environment for finance and accounting, tax, legal, internal audit, and human resources• Establish good working relationships with the business, IT, and our strategic technology partners to better understand their business directions, drivers and requirements• Recommend appropriate technologies to meet the needs of our customers and business• Create architectural design blueprints and business cases to document business challenges, solution approaches, benefits, costs and risks• Provide technical guidance to project teams as needed• Research and demonstrate innovative technologies for the IT portfolio• Evaluate current architecture to detect critical deficiencies and recommend solutions for improvement and documents all architecture design and analysis work• Support technologies such as: SAP/SuccessFactors, Hyperion, Kronos, ADP, Microsoft, etc.• Gathering, defining, and organizing business and functional requirements including acceptance criteria for use by developers to implement a capability.• Collaborate with project teams to translate requirements to system level architecture designs that are scalable, extensible and cost-effective, meeting both functional and non-functional requirements, as well as able to be re-used across multiple applications and solutions.

Provide direction and support to Human Resources, HR Shared Services and other divisions in the company in the development of systems, tools and business processes to facilitate operational support, analysis, forecasting, monitoring, planning, research and information system design. Manage and implement the requirements, design, development and rollout of human capital management (HCMS), talent management and workforce analysis systems, processes and tools in support of business unit and corporate objectives.Lead project manager on the deployment of Success Factors Employee Profile, Goal Management, Performance Management, Recruiting Management and Compensation Management.Provide strategic consultative services to organization to ensure short and long term organizational effectiveness in human capital management and workforce analytics.Provide significant technical and analytical leadership, ensuring that the discovery of information is methodical, measurable and meaningful. Acts as change agent and workforce analytics champion.Foster a collaborative work environment that creates an effective team oriented culture.Major activities include: project management, business needs and systems analysis, preparation of proposals to obtain project approvals, coordination of information systems resources and related team efforts, implementation and direction of rollout activities (including user testing, user training, documentation and communications), the estimation of the impact of proposed changes on the operational environment in regard to data management, payroll, benefits, talent management, workforce analytics, reporting and information retrieval, and the recommendation of appropriate actions.Additional activities: benchmarking, special projects/research and participation in departmental goals and objectives setting. Keep current on HR industry trends and new methods in information systems and HR as well as business processes and analytics.

Provide direction and support to Human Resources, HR Shared Services and other divisions in the company in the development of systems, tools and business processes to facilitate operational support, analysis, forecasting, monitoring, planning, research and information system design. Manage and implement the requirements, design, development and rollout of human capital management (HCMS), talent management and workforce analysis systems, processes and tools in support of business unit and corporate objectives. Provide strategic consultative services to organization to ensure short and long term organizational effectiveness in human capital management and workforce analytics. Provide significant technical and analytical leadership, ensuring that the discovery of information is methodical, measureable and meaningful. Acts as change agent and workforce analytics champion. Foster a collaborative work environment that creates an effective team oriented culture. Major activities include: project management, business needs and systems analysis, preparation of proposals to obtain project approvals, coordination of information systems resources and related team efforts, implementation and direction of rollout activities (including user testing, user training, documentation and communications), the estimation of the impact of proposed changes on the operational environment in regard to data management, payroll, benefits, talent management, workforce analytics, reporting and information retrieval, and the recommendation of appropriate actions. Additional activities: benchmarking, special projects/research and participation in departmental goals and objectives setting. Keep current on HR industry trends and new methods in information systems and HR as well as business processes and analytics.

Training to be responsible for supporting the successful implementation of the Workday solution. Provided Workday product and implementation expertise to client engagements. Assisted in working with clients to understand business requirements and help configure and test the Workday solution.

Provide direction and support to Human Resources, HR Shared Services and other divisions in the company in the development of systems, tools and business processes to facilitate operational support, analysis, forecasting, monitoring, planning, research and information system design. Manage and implement the requirements, design, development and rollout of human capital management (HCMS), talent management and workforce analysis systems, processes and tools in support of business unit and corporate objectives. Provide strategic consultative services to organization to ensure short and long term organizational effectiveness in human capital management and workforce analytics. Provide significant technical and analytical leadership, ensuring that the discovery of information is methodical, measureable and meaningful. Acts as change agent and workforce analytics champion. Foster a collaborative work environment that creates an effective team oriented culture. Major activities include: project management, business needs and systems analysis, preparation of proposals to obtain project approvals, coordination of information systems resources and related team efforts, implementation and direction of rollout activities (including user testing, user training, documentation and communications), the estimation of the impact of proposed changes on the operational environment in regard to data management, payroll, benefits, talent management, workforce analytics, reporting and information retrieval, and the recommendation of appropriate actions. Additional activities: benchmarking, special projects/research and participation in departmental goals and objectives setting. Keep current on HR industry trends and new methods in information systems and HR as well as business processes and analytics.

Provide direction and support to Human Resources, HR Shared Services and other divisions in the company in the development of systems, tools and business processes to facilitate operational support, analysis, forecasting, monitoring, planning, research and information system design.Responsible for the strategy and direction of the payroll function as it relates to firm wide initiatives and projects. These included, acquisitions, new or modified benefit and compensation policies and process changes, tax revisions, corporate reporting, technology updates and outsourcing projects.Managed staff of 2Managed the payroll department annual budget process.

Provide direction and support to Human Resources, HR Shared Services and other divisions in the company in the development of systems, tools and business processes to facilitate operational support, analysis, forecasting, monitoring, planning, research and information system design. Manage and implement the requirements, design, development and rollout of human capital management (HCMS), talent management and workforce analysis systems, processes and tools in support of business unit and corporate objectives. Provide strategic consultative services to organization to ensure short and long term organizational effectiveness in human capital management and workforce analytics. Provide significant technical and analytical leadership, ensuring that the discovery of information is methodical, measureable and meaningful. Acts as change agent and workforce analytics champion. Foster a collaborative work environment that creates an effective team oriented culture. Major activities include: project management, business needs and systems analysis, preparation of proposals to obtain project approvals, coordination of information systems resources and related team efforts, implementation and direction of rollout activities (including user testing, user training, documentation and communications), the estimation of the impact of proposed changes on the operational environment in regard to data management, payroll, benefits, talent management, workforce analytics, reporting and information retrieval, and the recommendation of appropriate actions. Additional activities: benchmarking, special projects/research and participation in departmental goals and objectives setting. Keep current on HR industry trends and new methods in information systems and HR as well as business processes and analytics.

Provided leadership, support and technical assistance to National Account clients regarding product capabilities as well as HR/payroll strategic and functional issues. Strove to provide the highest level of customer service in order to improve client relationships and help them improve their business practices. Responsibilities included effectively responding to client inquiries, researching, analyzing and resolving client problems, process analysis, data conversion, and the effective management of implementation projects.• Used consulting tools, methodologies, and standards, coupled with advanced product and technical knowledge, to guide clients in improving their businesses.• Led client project teams in the implementation of ADP’s Enterprise web-enabled HRIS/payroll products.• Provided recommendations, alternatives, risk assessments and potential impacts based on each client’s unique business requirements.• Worked collaboratively to build relationships with all constituents.• Proactively visited and made regular follow-up calls to clients to ensure client satisfaction and retention.• Provided documentation in a clear, concise and well-organized manner.• Worked strategically with clients to develop project specifications, timelines and project costs.• Conducted in-depth analysis of client requirements and specifications to determine the appropriate course of action.• Led client meetings and developed effective client presentations.• Ensured all work was of the highest quality and integrity.• Adjusted to changes in priorities and managed time effectively.• Supported and maintained client specific ADP AutoPay mainframe calculations and system controls.• Created a spirit of enthusiasm, high energy and sense of urgency among our consulting team.• Used personal computing knowledge and software including Lotus Notes, Microsoft Office and other CSR workstation tools to carry-out work assignments.