Responsible for the oversight, management and coordination of activities related to all Human Resource technology initiatives and helping drive the vision and strategy of Human Resource technology initiatives to enable the business. Builds and manages a high-performing and highly-motivated team that designs, develops, implements, and supports new or existing changes/enhancements to Wawa’s HR technology to enhance the business and support strategic direction.• Develop the overall strategy for all HR technologies needed to support the business, including Core HR, Payroll, Benefits, Compensation & Retirement Plans, Talent Management, Recruitment and Learning & Design,. Identify, create and implement strategies and solutions that best position the Company to support all HR Business Process.• Manage the portfolio of HR system applications and maintain technical business relationships with vendors (primarily Workday) 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.• Deliver technology solutions by directing and guiding the team of resources that maintains Wawa’s HR Systems and by acting as a liaison between the business and information technology department to meet the needs of the People Team. Manage and maintain research, development, implementation and support of all Human Resource related technology initiatives. • Evaluate new modules across all systems to support the People Team & Payroll, as well as recommend and deliver solutions. Provide to the business the best approach to deliver technology solutions that best serves Wawa. Identify technology and business process issues /enhancements related to the HR systems.

Champion the strategic implementation of business technology solutions on behalf of the HR division. • Lead and manage a staff of project managers, data configuration developers, business analysts and others as programs require. • Lead development and maintenance of multi-year strategic and tactical technology plans for Human Resources. Work closely with senior business and IT leaders, and their teams, to align key strategies with appropriate technology programs and projects. • Manage prioritization, implementation scheduling, and budgeting for the HR technology plan. Actively manage and work with business and IT to continuously re-align projects, programs, capabilities and costs. • Lead monthly Technology Review meetings with senior leadership - plan and coordinate the agenda, presentations, topics for discussion and decision making. Leveraging this forum to ensure buy in and awareness for all key projects, milestones and change management activities.• Ensures best practices and methodologies around project management, governance, change management, etc. are followed for all technology projects. Refine and execute best practices for business project management methodologies, integrate with IT processes, clarify roles and responsibilities for all projects.• Establish metrics (i.e. business dashboards) to evaluate teams’ effectiveness and progress. Clearly communicating recommendations and/or requests for information to a wide range of audiences throughout Vanguard.• Serve as primary relationship manager with IT Systems and other system providers. Ensuring full utilization of available resources and monitors planned vs. actual expenditures. • Provide expertise and information on various interrelated aspects of the business and technology management process.

Provides strategic and tactical leadership on all aspects of Human Resource technology ensuring alignment with the broader HR, business, and financial objectives of Shire and responsible for the day–to-day operations of the HRIS functional area. Partner with others across HR to oversee the roadmap for Workday and other HR Operations tools, ensure delivery of new functionality and system enhancements, providing on-going escalated support of HR Operations tools, ensuring governance of HR Operations technology, and driving analytics/data reporting; through the management the HRIS team.

Responsible for managing HR technology projects to provide efficient and controlled HR administration. Directly manage a U.S. team responsible for HR system enhancements, system support, training and data entry. Document related policies, practices and procedures. Proactively address issues impacting data integrity or process efficiency. Responsible for gathering requirements, documenting functional specifications, testing and implementing HRMS enhancements and associated business processes. Work collaboratively with IT, HR and across other functions, in the development and implementation of new systems and business processes. Ensure the development and delivery of effective HRMS training. Oversee the HRMS user support process, and direct the preparation and maintenance of reports as are necessary to carry out the functions of each department. Prepare periodic reports for management, as necessary or requested; and provide reports and analysis incorporating senior management’s requirements.

Partner with the Global IT functions to provide consultation, workforce strategy development, and the delivery of HR programs and services. Drive programs for recruiting, developing and retaining the best employees worldwide. Lead organizational change and design by working proactively with senior management and HR specialists. Maintain thorough understanding of key activities and issues with other functions/groups and collaborate with other Sr HRBPs to ensure organizational communication, and enable success of cross-functional efforts. Work with HR specialists and the entire HR team to deliver customized programs and services to the business. Provide leadership to direct reports and serve as mentor to junior HR staff, and ensure the development and implementation of individual objectives and career plans for staff.

Provided the overall leadership and direction of HRIS and HR process improvement initiatives. Managed the design, development, implementation, and maintenance of all HR Information Systems. Provided HRBPs and/ line management with education and consultation pertaining to existing and newly developed HR systems, processes and practices. Managed projects relating to system changes; acted as liaison between HR functional users and technical personnel; and translate user requests into system documentation. Engaged in internal and external research, as well as benchmarking best practices, with a strong focus on analyses and insight. Compliance responsibilities include the collection and analysis of diversity data, preparation and compliance with Affirmative Action Plans, HIPAA, and data privacy regulations.

Responsible for the identification and completion of projects designed to improve the delivery of HR programs in support of the business strategy. Primary project manager between the various functions of the HR department, the MIS group and line organizations. Managed the integration of all HR processes; including performance management, compensation planning, job evaluation, recruiting, competencies, succession planning, etc., determining HR needs for increased utilization of the HRIS; developing and optimizing linkages between new and existing HR Processes and the HRIS, developing and maintaining various security and control systems, generating routine reports and designing special reports as requested and integrating/automating various HR databases.

Responsible for all Human Resources functions. Worked closely with senior managers, particularly in sales and highly technical areas, to insure that Human Resources strategies supported both internal needs and external trends.

Responsibilities included the maintenance, and coordination of computerized human resources information systems (HRIS). Determine the scope of HRIS by consulting with human resources personnel and other management to ascertain organizational needs for human resources-related information. Prepared a budget for development, implementation, and maintenance of computerized system. Prepared progress reports to inform management of project status and deviation from goals. Direct the testing of system, conversion of data onto HRIS, and link-ups with other systems. Maintain systems to ensure efficient operations, processing, and report generation.

Responsibilities included internal consultant to store and operations management. In addition to conflict resolution, benefits, compensation, policy and procedure interpretation, also managed both strategic and tactical issues relating to affirmative action, legal and sensitive/complex separation and termination issues. Maintain daily, weekly and monthly activity reports. Monitor employee morale and ensure proper resolution of problems or concerns. Counsel and instruct employees relative to company benefit programs.

Responsible for all HR programs and employee relations for 600-employee corporate office. Policy & procedure interpretation and advice, ensure management compliance with progressive discipline, authorize terminations, prepare position statements and defend EEOC claims.

Recruitment, interviewing, selection and new hire orientations. Coordinated all temporary help, conducted wage surveys, administered TJTC program and pre-employment testing. Provided analysis of classified advertising, HRIS reports and corporate turnover analysis.