Develops and creates workflows for various HR functions while managing the transition from existing HR system (ADP) to new HR systems (Workday). Act as single source for Name Support Contact, Business Process Admin, Security Admin, and System Admin support for all modules (HCM, Payroll, Benefits, Recruiting, and Time Tracking)•HCM Lead on the full implementation of Workday from ADP•Provide troubleshooting support for functional and technical production issues, including coordinating with Workday using their case management system•Manage Workday functional ticketing queue to ensure tickets are addressed in a timely manner with excellent customer service•Ensures that the employees are set up with the appropriate rights, for the company or position for which they are assigned•Writes, maintain and support a variety of reports utilizing appropriate system report writing tools as Report Administrator•Train end users on using the system, providing self created documentation including activities to better help them learn the system•Run frequent EIB’s across all functional areas of the application

Proactively builds good working relationships with the US Vision Care business and seeks to understand their business challenges. Supports& helps drive the business objectives through the HR function. Coach and influence the leadership team, role profile input, position levels/salary requirements and talent management leadership.• Supports, engages and aligns local HR resources on business strategy, HR agenda and related deliverables• Supports and manages the implementation of enterprise-wide HR programs, processes and practices across the clients in coordination with HR COEs (Talent Management & Development, Compensation, HR Business Excellence)• Supports clients in navigation of the HR processes and systems related to entry, development, retention and release of employees. Conducts exit interviews as necessary with client groups• Prepare data templates to be used in meetings with HRBPs/Managers to determine standard job content and method for mapping associates to the standard jobs• Meet with HRBPs/Managers to kick off the project with prepared and assist as needed with determining “like” jobs, reviewing standard job content, and assigning associates to each standard job• Manage the assigned population and coordinate with HRBPs to ensure all identified standard jobs have complete content and all associates are assigned to the appropriate standard job – including updates as needed

Assist in the review, testing and implementation of HRMS system upgrades or patches. Collaborate with functional and technical staff to coordinate application of upgrade or fix. Maintain HRMS system tables. Provided support for HRMS including, but not limited to, researching and resolving HRMS problems, unexpected results or process flaws; perform scheduled activities; recommend solutions or alternate methods to meet requirements.• Compensation liaison to IT - serving as SME.• Job evaluations, employee records, market salary surveys, market pricing, job description creation.• Write, maintain and support a variety of reports or queries utilizing appropriate reporting tools. • Assist in development of standard reports for ongoing customer needs. Help maintain data integrity in systems by running queries and analyzing data.• Develop user procedures, guidelines and documentation. Train clients on new processes/functionality. Train new system users.• Experience with relocation and compensation adjustments.• ADP, PeopleSoft, Advanced excel - Pivots, V look ups, Advanced Access.

Worked collaboratively across the department in support of compensation programs, policies, and procedures. Played an instrumental role in market salary survey participation, performing analysis, and providing market pricing for numerous departments. Generated weekly, monthly, and quarterly comp and HR reports, and provided comprehensive data to executive leadership. • Served instrumentally in preparation of the annual review and merit process in support of over 2000 associates. • Designed an offer letter template library and an audit process that significantly reduces offer prep process time and increased accuracy. • Performed salary surveys, and used the salary survey data to prepare job evaluations. • Co-revised the corporate relocation guides to standardize processes and procedures across the organization. • Supported the HRIS system (ABRA), Timesheet system (TSP) and Self-Service (TSW), by arranging for technical updates. Served as point person for Helpdesk request and technical aspects of the application.• Created job descriptions and job codes using people soft as the primary database.

Planned, developed, and implemented a strategy for HR, including recruitment policies, new hire orientations, employee verifications, quality procedures, worker's compensation, discipline, grievance, counseling, pay and conditions which included un-employment and payroll changes/payouts, contracts, training and development.• Evaluated training programs for staff and implemented new training solutions that meet the needs of the business and the people. • Ensured other departments understand all necessary aspects and needs of HR development, objectives, purposes, and achievements to director level.• Prepared job evaluations using data from performing market data surveys in various areas of the company. • Maintained personnel records by entering and maintaining employee data in the People Soft HRIS.• Administered benefits and benefits invoices to payroll, and Reviewed and coordinated all staff training, recruitment, and transfers.

Established relationships with top training and recruitment agencies to ensure top-notch business training and candidate support for the company. Worked with management to update policies; enforced and interpreted procedures and practices; provided employee consultation regarding discipline, promotions, hiring and termination actions; investigated and recommended resolutions to employee grievances.• Worked with managers to accurately decipher staffing needs, scheduled interviews and prepared offers for ideal candidates. • Drafted and edited senior-level correspondence to include memos, background and informational papers, briefing and presentations.• Oversaw interview process; completed employment and professional references.• Managed employee relations, new hire orientation, and benefits support.• Processed monthly billings from insurance providers, reviewed billings for accuracy, codes and advances for payment and resolved discrepancies with carriers, payroll and the company.