Post production support for Workday Payroll clients post go live

Project and Functional lead for implementation of Workday HCM, Payroll, Absence, Time Tracking and Benefits

ProAssurance is the leader in healthcare professional liability, legal professional liability and workers’ compensation insurance for healthcare systems, hospital facilities, physicians, allied professionals, medical device manufacturers, life sciences companies, attorneys, law firms or businesses looking for workers’ compensation coverage. We work to ensure you are treated fairly while striving to make insurance simpler. As part of the Human Resources team, the Compensation and Payroll Manager:• Responsible for Payroll team and maintaining accurate processes according to internal controls• Critically review and analyze payroll processes in order to implement changes leading to best-practice operations• Understand time reporting rules and payroll requirements of multiple states; stay current on payroll tax changes and regulations• Manage payroll related audits and compliance audits• Manage payroll related responsibilities including internal controls, end of year (W2) and ACA processing and reporting• Working directly with Chief Human Resources Officer, review new positions prior to recruitment to determine FLSA classification and proper benchmarking within the job grade and salary range structures achieving internal and external equity• Manage short and long term compensation plans including merit, bonus and stock awards • Prepare and manage the payroll tax calculating, processing and reporting requirements associated with stock awards• Review, analyze and prepare any information needed for financial statements including but not limited to accruals, Section 162m, annual yellow book and proxy• Set up new payroll taxes, monitor payroll tax accounts, and work on resolutions of payroll tax issues• Maintain knowledge of legal requirements and government reporting regulations affecting payroll functions

Responsible for full life cycle of HRIS project and new HCM system implementation of Workday:o Draft of HRIS RFP and point person for vendors submitting proposalso Final vendor selection committeeo Project Manager and Functional Lead for implementation of HCM, Payroll, Absence, Time Tracking, Benefits, Recruitment, Performance, Advanced Compensation and Integrationso Successful implementation of Workday meeting all deadlines and maintaining data integrity

Worked as a consultant for several companies assisting in various HR projects and duties including but not limited to:o Compensation and Job Analysis; creation of new job descriptions and updates to current job descriptionso Performance Reviews and Merit Increaseso Visa, Immigration and International matterso Staff Survey and analysis of resultso Employee Handbook audit and updateso Current and Terminated files audito Transition to new Payroll system and trainingo Employment screening including background checks and employment verificationso Implementation of New Hire Orientation

The GSMA represents the interests of mobile operators worldwide. Spanning more than 220 countries, the GSMA unites nearly 800 of the world’s mobile operators with 250 companies in the broader mobile ecosystem, including handset and device makers, software companies, equipment providers and Internet companies, as well as organizations in industry sectors such as financial services, healthcare, media, transport and utilities. The GSMA also produces industry-leading events such as Mobile World Congress and MWC Shanghai. The HR Manager (Americas) is responsible for GSMA HR operations across North and South America, including our new operations in Brazil. Main duties and responsibilities include: HR • Work as business partner to senior managers • Design and implement programs to ensure the overall development of the region • Execute organizational change projects and drive overall employee engagement • Manage employee relations issues • Conduct process for annual salary review • Own and process payroll and benefits • Manage benefit providers, agreements and KPIs • Regional/business area project work • Update policies and procedures • Manage eligibility to work and visa/sponsorship process • Provide advice and guidance to line managers on identifying training needs and suggesting relevant interventions • Work with the London team to ensure that all major learning & development initiatives are supported and implemented in the regional offices • Organize training sessionsRecruitment • Provide recruitment advice to line managers • Assist managers to develop comprehensive role and specifications for vacancies • Manage relationships with agencies • Manage advertising, assessment and selection process for recruitment campaigns • Conduct the HR interview as part of the assessment process for each candidate • Manage the offer administration for all successful candidates

Central Atlanta Progress, Inc. (CAP) is a nonprofit corporation of Atlanta business leaders, property owners and institutions working with each other and with government since 1941 to help build a better center city. It carries out research and planning and acts as a catalyst for a wide range of programs and projects for the improvement of Downtown Atlanta. The Atlanta Downtown Improvement District (ADID), founded in 1995 by CAP, is a public-private partnership that strives to create an attractive, safe and livable environment for Downtown.  Develop and direct programs and provide services for three companies: Central Atlanta Progress, Atlanta Downtown Improvement District and GeorgiaForward, which have a combined budget of over $10 million annually and approximately 100 people directly or under contract. Administer human resources policies and procedures including but not limited to: employee handbooks, safety handbooks and manuals, 401(k) retirement plans, health care and other benefits administration.  Provide human resource support for all staff by fostering an open door policy Administer human resources development, planning and training programs, when needed Coordinate employee recruitment, selection, evaluation and promotions. Develop and administer employee benefits programs. Liaison with brokers and insurance companies. Maintain and provide data in organized central personnel files as a resource for decision making and to meet or exceed local, state and federal record keeping requirements. Work to develop informed, responsible and trained staff by assisting in recruitment, onboarding and development processes. Prepare other reports and projects as needed by organization management, federal, state regional or local agencies. Ensure timely processing of three complete payrolls on three separate payroll schedules.