Janae Johnson Email and Phone Number

Co-owner, focusing on strategic initiatives, operations, client engagement and education, vendor management, and financial management.

Enable HR Processes and Systems (Workday) for new Diversey organization Develop and oversee global HRIS strategy as well as development, implementation, and on-going administration of Workday, globally for 61 countries.Develop and manage HRIS support team through creative and effective organization model using direct, indirect, and consulting partners.Lead process improvement initiatives, partnering with key program owners and business leaders, and Technology vendors Establish best practices, procedures and author policies supporting compliance, data governance, and operational excellence

Establish vision, strategic direction and objectives for HR Service Delivery as part of the HR Leadership Team, reporting to Vice President, Human Resources. Provide leadership to three functions - Global HRIS, Employee Services, and Global Payroll. Ensure all teams have established objectives and work effectively to achieve them. Ensure HR and Payroll services and systems are in line with strategic objectives of the company, and that employee and managers globally are enabled with effective tools and support to execute their jobs successfully.Work directly with company senior leaders and HR leadership to influence adoption of new initiatives, resolve issues, and/or recommend alternatives for global systems (Workday, Achievers, Ascendify, Oracle, Dayforce) changes affecting all employees in the corporation.Responsible for planning, budgeting, staffing, and overseeing the successful completion of group’s objectives as well as ongoing operational excellence.Strategy & Planning – Execute HR Service Delivery model and manage roadmap, supporting strategic direction for HR and Payroll systems globally, providing intuitive and operationally effective technologies to reduce redundancies and costs.Operational Leadership - Oversee operations of Global HRIS, Employee Services and Global Payroll teams. Staff and develop organization, creating opportunities and career paths for team members. Lead continuous process improvement to increase efficiency and effectiveness.Relationship Management - Interact effectively with senior business leaders, HR business partners, and COE leaders in identifying opportunities for improvement of delivery of HR programs, providing recommendations to best meet business needs. Manage vendors and leads RFPs and contract negotiations for products and services.Data Security & Audit - Oversee and ensure employee data is secured and that all systems meet data privacy standards. Act as point of contact for SOX and Company Audit controls.

Drive the HRIS strategy and Global Payroll projects and programs. Provide leadership to Global HRIS and Global Payroll. Ensure all teams have established objectives and work effectively to achieve them. Ensure programs and projects align with strategic direction of HR and the Company, and that HRIS and payroll processes and technology (Workday, Achievers, Ascendify, Taleo, Oracle) are optimized and effectively managed to support internal customers and business decisions.Program Leadership - Drive the HRIS strategy and roadmap projects, including ongoing system enhancements, bug fixes and updates. Support the technology aspects of HR programs and initiatives through managing systems implementations and providing ongoing support. Create and own Global Payroll Program, including the implementation and maintenance of a new global payroll platform and development of global payroll team. Govern and manage processes and technology. Operational Leadership - Manage Global HRIS and Global Payroll teams, Support and administer technology and payroll support. Manage and Develop team, providing opportunities for skills growth and continued learning. Oversee accurate processing of employee and transactions, including employee payrolls and all employee data. Drive continuous process improvement in HR Systems and Payroll Programs, increasing efficiency and effectiveness to reduce redundant and outdated procedures. Mitigate risk to company in supporting compliance, audit of HRIS and Payroll data, and manage data/system security policies. Manage budgets required for projects, program and department expenses.Relationship Management - Interact effectively with business customers, HR business partners, and COE leaders in identifying opportunities for improvement of HR Systems and Payroll programs. Conduct Vendor Reviews and effectively works with contracted vendors to enact contract changes and amendments, assess quality of services and support and develop Statements of Work.

Drive HRIS strategy and roadmap projects, including ongoing system enhancements, anomalies and updates. Project Management• Gather business requirements and scope projects (timing and resource allocations)• Develop project plans• Plan/facilitate project team meetings• Facilitate process/system configuration design• Develop test plans/coordinate testing• Manage deployment/cutover tasks to move projects into production• Conduct lessons learned and document for future projectsChange Management• Identify key stakeholders and change impacts of projects• Develop communications plans and manage development and distribution of communications• Develop training plans and coordinate execution of training• Identify required systems support and develop/modify support model as requiredDrive Ongoing System Enhancements • Stay abreast of new enhancements in each system release and coordinate enablement of new functionality• Analyze impact of new features and enhancements against strategic roadmap• Work with HRIS Analysts and consultants to coordinate configuration and deployment of new features

Continuous Process Improvement – February 2011 – Present• Responsible for the management of the Global HR system (Workday) business processes, system security set up and provisioning, triage of issues and failures, new functionality reviews and assessments of HR business process reviews to establish process improvement opportunities within HR COE guidelines and policies.• Organizational Change Management and communications• Tenant management for HCM system for training, testing, and implementation.• Manage small to medium projects resulting from improvement requests and new system functionality.• Manage the design and development of North America and Global intranet sites (SharePoint) to facilitate Manager and Employee Self Service.• Administrate and manage HR SharePoint solutions and existing sites, including security, content development, and training.• Collect, analyze and test the COE and customer business requirements and transfer knowledge to development team.• Document accurate and detailed requirement specifications documents, user interface guides, and functional specification documents as appropriate.• Review new functionality options and assess business needs for optimization opportunities.• Manage HR System (Workday) tri-annual updates and regression testing efforts, new functionality assessment and change management.

• Provide analysis and project support to the HR COEs and the Process & Technology Project Managers on projects defined for FY11 priorities and strategies. (C2C, Acquisition, Comp Tool, Performance Management Automation, Divestiture) • Project Manage employee HR Portal (HR Connect) including design, content development, communications, workflows and enhancements. Partner with Communications, IT, BPs and customer for implementation and updates. Also provide training and knowledge transfer to key content writers and domain owners.• Identify areas of improvement for existing business processes and facilitate process improvements recommendations from stakeholders and BPs.• Resolve employee issues as it pertains to SSO applications by partnering with HR, IT, and vendor resources. (Review tickets for analysis of "like issues" for identifying root cause)• Communicate and support HR Connect Service Center on issues, and change management opportunities.

Project Manager for CEO and Operations/HR. Implemented strategies in restructuring network for security and recoverability. Managed design, development, and implementation of new company website and proprietary web application for employee time keeping. Managed conversion and training project of new Human Capital Management system affecting 27,000 employee records and 600 client account records. HR Business knowledge supporting design of policies, reports, training, & compliance, as well as working with programmers and developers to debug and design solutions for; Payroll, AR, AP, Client Relations, Employee Relations, Benefits, Operations and Sales.

2005 to Aug, 2007Served as Executive Director of non-profit art center and museum, overseeing daily operations, programming and education for adults and children, fundraising , grant writing, managed staff, finance/budget, book keeping, advertising/marketing, membership, facility and building maintenance, accessibility coordination & public relations.

Analyze operations located in 5 states for sustainability to disasters and outages, Physical visits for on-site evaluations, training, and initiation of plans, managed staff, identify risks, created matrix reporting, and advised Sr. Management of recovery solutions, developed plans, policies, and testing procedures for recovery efforts, organized safety procedures and implemented staff training, collaborated with local authorities, government, and civil organizations in disaster events.