Leading a team of talented HR and IT professionals delivering on premise and cloud solutions for our great customers. Worklogix is a Certified Services Partner for SAP SuccessFactors solutions.Worklogix also offers our own HR applications including HR Core (HR Desktop), Compensation (eComp), Performance (Clarus), Learning and Career/Development apps built on SAP BTP and AWS platforms.

Overseeing strategic projects at Ferrero USA across all HR processes and systems including SAP and SuccessFactors. Solution set consists of integration between a global SAP HR instance with a global SuccessFactors system, as well as local systems: ADP Workforce Now, UltiPro Core, UltiPro Time and Attendance, and Kronos Workforce Central.

Assist the CONA (Coca-Cola One North America) team in developing a global template for SuccessFactors Compensation / Variable pay for the North American bottlers. Roll out compensation and variable pay solutions for bottlers in the US and Canada. Bottlers include Coca-Cola Southwest Beverages, Coca-Cola of Northern New England, ABARTA Coca-Cola Beverages, Coca-Cola Canada, Coca-Cola Consolidated, Coca-Cola Bottling Company United, Coca-Cola Beverages Florida and Swire Coca-Cola, USA.

Provide high level solution recommendations for each functional area and provide overall architectural guidance for the implementation. Drive implementation program strategy including approaches for configuration, development, cut-over and testing. Implementation consisted of HR Renewal components on NetWeaver Business Client (NWBC) as well SAP Fiori services.Compensation work includes deployment of merit, annual incentive, and stock.

Implementation of SAP SuccessFactors Compensation and Variable Pay solutions for merit, bonus, and equity processes. (Disclosure: This was an Accenture project).

Assist the Compensation team with training, testing of Workday to SAP compensation-related pay elements, and general testing of Tyson's new Workday system. Assisted in the testing of a Workday to SAP HR integration for payroll purposes. Partnered closely with the Tyson compensation team for a successful transition to Workday processes.

Led the SuccessFactors configuration, testing, cutover, and go live activities for the HMH's global annual compensation process. The implementation included the variable pay module as well as integration with Employee Central.

Worked collaboratively with the FMC HR and IT teams to implement SuccessFactors solutions for Performance and Compensation Management globally. Responsible for the Compensation and Variable Pay modules implemented.

Provided project direction and functional expertise in the areas of goals, performance management, succession planning, and compensation management.

Managed the implementation of the annual compensation planning tool, including base salary, annual cash bonus, and long-term incentive. The solution was based on Worklogix's eComp solution.

Provided project management and functional oversight for Ralph Lauren's executive compensation management, salary planning, and global HR master initiatives.

Led the analysis, design configuration, and implementation of Enterprise Compensation Management (ECM) module for North America’s eligible population including merit and annual incentive plans. Integration with appropriate vendors including payroll and other key vendors. Enhancement Package 5 implementation. Also was a SME on global LTI project, which was integrated into the overall compensation planning process.

HR transformation efforts for the Total Rewards Compensation workstream. Included targeted SME and lead expert advice on best practices for leveraging SAP ECM solution for their global HR system. Processes included merit processing, off-cycle pay changes, recognition awards, salary structure and job catalog changes, and pay grade overrides. Scope included US/PR, CA, and select countries in EMEA, ASPAC, and LATAM.

Provided SME advice on Worklogix's Talent / Succession Management deployment for 28 countries. Functionality included succession planning (successor readiness), 9 box placement/management, scenario/deployment planning, and talent reviews.

Implemented several enhancements as part of their overall move to consolidate their merit, bonus, and LTI programs into one focal review. Project advisor and consulting SME in ECM (Enterprise Compensation Management).

Led the analysis, design configuration, and implementation of Enterprise Compensation Management (ECM) module for Coke’s eligible population including merit, annual incentive, and long-term incentive plans. Deployment in 114 countries for 30,000 employees.

Provided strategic consultation on their multi-phase global Enterprise Compensation Management implementation.

Advised on Compensation management project consisting of merit, bonus, and LTI.

SME during the analysis, design configuration, and implementation of Enterprise Compensation Management (ECM) module for Perrigo’s eligible population including merit, annual incentive, and long-term incentive plans. First phase included the merit cycle and Phase 2 includes bonus and LTI plans. Integration with approproate vendors including payroll and stock plan administration included. Enhancement Package 5 implementation.

Collaborated with internal portal and change management teams to deliver a roadmap for future self service functionality. Consulted on user experience and usability challenges with existing portal solution. Provide industry best practices as they related to Employee and Manager Self Service, Knowledge and document management.

Led the analysis, design configuration, and implementation of Enterprise Compensation Management (ECM) module for BMS’s employee population (35,000). Compensation components includes salary recommendations, annual bonus, and annual stock programs

Functional advisor during the self service readiness project. Involved conversion of position-to-position based reporting relationships to a chief-based organizational structure.

Led the analysis, design configuration, and implementation of Enterprise Compensation Management (ECM) module for Colgate’s global salaried and clerical employee population (almost 40,000). Compensation components, including executive compensation, includes salary recommendations, annual bonus, quarterly bonus, and annual stock and options programs.

Provided SME assistance and guidance for Waters’ global ECM project, including merit, adjustments, and growth promotions. Architected several ECM enhancements as part of the overall delivery of solution.

Led the analysis, design configuration, and implementation of Performance Management and Enterprise Compensation Management (ECM) modules for 3,000 salaried employees. Performance Management consisted of two appraisal forms – one for the objective setting performance appraisal (including its integration with the compensation management) and the other for development planning. Final ratings for the annual review integrated into the ECM module for their merit adjustment and bonus payout. Personnel Cost Planning was evaluated as an option for bonus rollup and merit budget planning. eRecruitment included eRecuitment 6.00 with integration with job posting boards, drug screening, and background verification vendors. Replaced the current “Work Here” JetBlue and LiveTV career website where over 20,000 applications are processed a month. Technical elements included ALE, TREX, Workflow, and BSP development.

Provided SME advice on the SAP Performance Management implementation. Solution included goal, competency, and development plan management within the overall performance plan process.

Led the design, configuration, testing, and implementation of Performance Management and Enterprise Compensation Management (ECM) for nearly 30,000 employees via the SAP Enterprise Portal. Performance Management consisted of four appraisal forms, geared for certain employee populations, including Customer Care and New Hires. Final ratings for these appraisals integrated into the ECM module. Compensation planning consisted of the annual merit and the quarterly bonus process.

Led the analysis, design, configuration, testing, and implementation of an SAP HR ESS/MSS implementation in the SAP Enterprise Portal. Solution also consists of an HR Portal functionality for HR Managers. Manager Self Service includes standard My Staff iViews as well as reporting capabilities using SAP Query delivered through the SAP Portal. Employee Self Service functionality includes work and life events including marriage, birth/adoption, etc; personal information such as address, name, and dependents; annual benefits enrollment, new hire/life event enrollment, and content integration with corporate HR intranet site. Benefits implementation includes new domestic partner functionality as well as plan re-design.

Assisted in the analysis, design, configuration, testing, and implementation of an SAP HR upgrade from 4.5B to 4.7 (with Extension Set 2.0) and ESS/MSS application in the SAP Enterprise Portal. Redesign of HR processes including Compensation Administration, New Hire/Rehire, and Benefits (including new domestic partner functionality). Manger Self Service (MSS) functionality includes compensation planning, compensation approvals via workflow and reporting functionality delivered via the SAP Enterprise Portal. Compensation iView configuration including Compensation Planning, Compensation Approval, as well as universal worklist for workflow approvals. Employee Self Service functionality includes thirteen life events; personal information such as address, name, and family members; benefits enrollment; payroll information such as paycheck, direct deposit, and W4; and training and events.

Senior Managing Consultant as part of the Distribution Sector based out of New York. Started as ABAP programmer, but quickly moved to Functional HR configuration and team lead roles.

Assisted in the analysis, design, and configuration of all “work and life event” processes for the global SAP HR template for an SAP 4.7 system with the SAP Enterprsie Portal and BW. HR Core Processes covered include New Hire/Rehire, Transfers/Reorganizations, Promotions, Laterals and Downgrades, Leaves of Absence, Expatriation Planning and Administration (including Transfers, Repatriation, and Localization), and Separations/Retirements with and without severance as well as Enterprise Compensation Management and Performance Management administered through the portal. Wrote report specifications for the Business Warehouse system including headcount, entries/leavings, and compensation metrics. Future local roll-outs will only modify this global template where necessary to fulfill regulatory requirements. Localization will consist of analysis, requirements gathering, configuration, testing and implementation of the full SAP HR functionality for that country, including Employee Self-Service (ESS) and Manager Self Service (MSS) delivered via the SAP Enterprise Portal.

Assisted in the analysis, design, configuration, testing and implementation of an Employee Self-Service (ESS) and Manager Self Service (MSS) application for all above store-level employees (population approximately 5,000) via the SAP Enterprise Portal. Team lead for the SAP Organizational Management and eRecruitment modules. The ESS solution consisted of twelve different services including Benefits Enrollments, Life and Work Events, and E-paystubs. The MSS solution involved Compensation Administration with workflow delivered through the SAP Enterprise Portal 5.0 as well as integration with BrassRing, a third party eRecruitment vendor via Manager’s Desktop functionality.

Assisted in the analysis, design, and configuration of a B2E (Business-to-Employee) web portal application by providing key integration between the SAP HR and Web Solutions Teams. Solution utilized SAP’s web integration technologies including BAPIs, RFCs and the SAP DCOM Connector to deliver the ESS and MSS functionality. The ESS solution included ten different transactions. MSS functionality provided the manager with the ability to initiate Change of Position/Pay, Separation, Organizational/Position changes, and a Workflow inbox for approvals.

Assisted in the analysis, design, construction, testing and implementation of an SAP HR/Payroll system. Configurator lead for the HR/Payroll sub-module. Payroll work includes the configuration of wage types (including payroll, time, and benefits), taxes (including tax authorities, type, areas, models, and the SAP/BSI interface), and schema and rule processing. Analyzed, designed, configured, tested and documented a 4.6C ESS prototype. Provided assistance with the configuration of the following HR sub-modules: Time Management, Benefits, OM and PA.