Biju Philip Email and Phone Number

• Acts as a technical resource for HR Systems and ensures performance and reliability. Troubleshoots user issues and escalates as appropriate, works with functional experts to define user requirements, and identifies opportunities for system or process enhancement. Consults users on technology changes that will impact work processes. Continuously recommends system enhancements and new methods to gain efficiencies within HR and achieve resource goals.• Maintains current daily HR System activities including – functionality, data validation, content/data migration, reporting, new releases and supports HR peers and employed/contracted end users across the organization.• Creates standard and matrix reports within HR Systems by understanding and triaging business needs internal/external to HR. Ensures meaningful and actionable report output. Validates and tests report structure to ensure security of information. Schedules delivery of reports to gain efficiency. Documents report specification and usage. Develops object-based dashboards to capture organizational performance for management.• Maintains the integrity of data through weekly data extracts, auditing procedures and prepares exception reporting. Ensures prompt resolution within the system or works with the user if error is due to a manual transaction.• Identifies opportunities to optimize implemented HR Systems by understanding HR business requirements. Applies system new release knowledge to current system configurations. Completes visual data flow tools, process mapping and presents recommendations to HR Management.• Trains HR Team members (current and new hires) on HR system usage and Microsoft• Attends HR System conferences and external networks to identify best practices and knowledge shares findings with HR Management.

Code and design complex reports within Workday and other HR systemsOversee the life cycle of changes to business systems and prepare detailed reporting and analysis for stakeholdersDesign and build reports that require complex data manipulation and aggregation of data from multiple HR data sourcesRespond to inquiries from customers on management reporting and data analysis requests, ensuring timely and accurate supportAnalyze business report requirements by conducting information gathering sessions with clients, analyzing the information and gaining understanding of business needsProvide SME level support for all HR reporting and audit tools including, but not limited to, design, creation, maintenance and product selectionProvide end user training and support on HRIS analytical and reporting toolsEnsure the report catalog is maintained and up to date on the HR knowledge baseRecord inquiries and requests, and close out issues using case management toolsAssist customers (Employees and Managers) and help them to leverage Self-Service tools for their reporting/data needsSuggest and implement innovative ideas to improve HR Shared Services management reporting and data analysis processSupport data stewardship and quality initiatives

● Support data auditing and integrity to ensure data quality and that Workday HCM is the system of record. ● Report generation/automation and analytics. Provide reporting support to the Data Management team and internal/external stakeholders. ● Act as a resource for HR special projects (i.e. implementation M&A activities). Ensure activities are delivered on time and with quality. Escalate issues/risks pro-actively to appropriate team and members and management. ● Regularly communicate status and challenges to team members and management. ● Serves as primary support for managing incoming files to perform mass uploads into Workday. ● Support Workday simple integrations as a backup.

● Manage the implementation of Workday and update current policies and documentation in business processes and setup security roles for HR MADO.● Create process flows diagrams, business requirements and use cases in the implementation of Workday to be used by the HP MADO team.● Responsible for migration of PeopleSoft HRMS to Workday. Task involved working with Business Analyst and Key stakeholders, documentation of processes in Workday and setting up of Workday workflows. ● Manages multiple phases of employee integration for mergers and acquisitions and may lead the entire beginning to-end process for regional integrations.● Created and implemented MADO HR database to load into SharePoint to work in conjunction with Workday EIB process. ● Conducts due diligence and formulates recommendations for the Strategy and Corporate Development team on target company attractiveness.● Contributes to and develops integration strategies and plans based on target company data and HP research.● Leads team in providing data, information, and consultancy required by the acquiring company and HP policy (e.g., data privacy) in divestitures.● Consults with functional experts to facilitate integration (e.g., employment offers, integration effectiveness surveys, etc.) and ensures understanding of transaction responsibilities amongst HR team members.● Contributes to strategy development for global or regional HR MADO policies and standards; may lead a global HR work stream (e.g., Communications, Employee Orientations).● Problem solves individual employee situations and identifies employment liabilities.

- Mergers, Acquisitions, Divestitures and OutsourcingProvide overall Data Management strategy and project management Responsible for meeting with the client to educate on the individual employee data management process and criticality of 'clean' dataTrack individual employee data collection progress including any data changes / updatesOngoing support of client on data queries and updatesWorks with regional data managers on regional requirements and pulls together team- if requiredUploads data into CDM - which can then be used for reportingFinal client validation of data prior to offer letter processCo-ordinates offer letter processIn US this will include offer letter generationTracks offer acceptanceManages upload / hire of employees into GHRMS

•Drive reporting and analytics for the Card Services and Campus Recruiting Staffing Executive and Staffing Management Team using Microsoft Access and Excel.•Locate and identify vital information needed to assist in key management decisions.•Generate dashboards and monthly reports, extrapolate trends/issues from data analysis, as well as fulfill ad-hoc request made by HR executives•Lead project team for Campus Recruiting reporting work streams; responsible for designing and executing campus reporting metrics

•Managed the efforts of a Personnel Coordinator and Recruiter, including writing and administering of monthly incentives and bi-annual performance appraisals•Supported reporting needs and analysis of Outbound Telesales Personnel Department; Publish key reports related to hiring results, attrition, length of service and regional demographics using Seagate Crystal Reports•Developed and maintained the recruiting calendar in identifying, scheduling and staffing recruiting events at Dallas area universities and technical/vocational schools; organized internal recruiting contests to increase referral candidates•Implemented two process improvements to avoid and reduce pay related issues, which resulted in a reduction of 78% of errors

•Managed the operations of the contract labor workforce for MBNA Technology, Inc. (TX & DE), with 998 contractors: a $110MM business; Started 2,183 contractors between 2002 and 2005 •Selected and implemented vendor management systems to interview, onboard, track, extend, separate and report on 1,000 contractors, which realized a $24MM savings•Negotiated contractor bill rates upon extending offers within the vendor management system, a savings averaging $4,828 per hire; served as point of contact for 53 staffing vendor agencies•Reported weekly on headcount, openings and contact labor tenure to senior executives•Served as a contact on all corporate internal audits and received a “strong” audit score in 2005, the highest available•Resolved any contractor issues including fingerprint and people issues•Executed yearly contract renewals and certificate of liability for insurance renewals on all vendor agencies

•Assisted business analyst in reporting •Managed payroll and monthly incentives for 200+ New Account Specialists•Developed new SQL’s and Access database to optimize reporting for line of business

•Coordinated learning logistics for new hires and existing associates•Developed and communicated training schedule, facilitated registration, handled material fulfillment, and reserved training locations•Assisted associates in determining appropriate learning resources based on need, availability and appropriateness of media

•Acquired new consumer credit card accounts via inbound & outbound telemarketing