Kate Cherry Email & Phone Number

United Kingdom

Gauting, Bavaria, De

High Wycombe, Buckinghamshire, Gb

Implementation of Ceridian Dayforce

Lausanne, Ch

Birmingham, England, Gb

Leeds, England, Gb

Leeds, England, Gb

Contract role

Workday implementation for a U.K. Based business, leading the HR service delivery.

London, Gb

- HR Systems lead for Global SaaS deployment including Workday; Cornerstone on Demand, Talentlink and associated integrations including local country payrolls across 10 countries and 7000 employees.- Delivered Global HR strategic roadmap for 2015/2016; including delivering investment case to Executives. Allowed for stabilisation of Workday adoption and subsequently implemented optimisation and enhancement programme revisiting business processes and streamlining to best practice. Ensured successful implementation of additional functionality within short timeframes (e.g. Merit & Onboarding delivered globally in 3 months) - Manage HR Business processes; ensuring Workday change activities for technical configuration, hierarchy and data and continually reviews business processes for optimisation.- Senior stakeholder engagement to Executive Board level ensuring the needs of the business are met using HR technology to deliver business strategy. - Chairs global HR Design Authority; ensuring adherence to Workday best practice and compliance with global IT governance frameworks ensuring impact analysis is against downstream systems and full end to end processes. - Coaches and matrix manages Tier 2 Workday support team based in India ensuring appropriate engagement and escalation to third party Tier 3 support and deployment partners.- Provide HR SME expertise - HR Workstream lead during global implementation of ERP (SAP) ensuring that end to end HR processes were impacted to the minimum but still provides seamless shared service experience with implementation of new finance processes.- Effective release management of all new WD functionality and participates in all phases by project managing deployments and implementations from business case development; requirements gathering through to testing and change management and communication across business.

- Have an excellent understanding of the HRIS end to end processes in order to be able to provide guidance and identify gaps in the data or processes - Act as key liaison between business users and HR Systems Support team to analyse business functional requirements and evaluate HR functionality to meet business needs.- Translate conceptual user requirements into functional requirements in a clear manner that is comprehensible to external developers. - Provide recommendations and assist to implement changes to HCM systems.- Assess impact of change requests and provide work estimates, internal or external- Understand the impacts of any changes to HR business processes or end to end processes on all other HRIS development programs and on downstream systems ensuring the appropriate parties are advised.- Configure HR processes in the Workday system.- Maintain configuration of HR system data, organisational hierarchy and employee data.- Support the design of integrations.- Participate in all phases of system & integration testing, as required, including creation of test scenarios and support of users during UAT.- Support training team in the development of training materials- Support the resolution of data conflicts across global HR systems.- Escalation point for technical issues from systems helpdesk, triaging with further escalation as required

Management of Tier 1 and Tier 2 HR Admin (11 Employees)- Directly Manger Tier 1 Supervisor and Tier 2 Team leader- Review and implementation of best practice ways of working with the support of a global HRIS- Delivering and exceeding all SLA's and KPI's associated with HR service delivery - Leading a team of 11 Advisors; coaching, training and on-going development of team to ensure consistency with policy, process and current legislation- Continuous review and optimisation of online and offline processes to increase efficiencies- Building relationships with internal customers to enhance service offerings, including on-going reviews- Analysing MI to support resource planning, scheduling and forecasting- Work stream lead for the Service catalogue and SLA/KPI work streams for the HRSS review projectWorkday Adoption (HRIS system)- Migrate business units onto Workday and monitor adoption- Review and streamline HR Admin/Workday processes - Run adoption sessions to assist Managers with the use of MSS Management of Resourcing Team (13 Employees)-Directly Manage Tier 1 Team Leader and Tier 2 Supervisor-Ensure SLA’s are met-Continuous process review and improvement-Increase service offering to the business building relationships and understanding business unit requirementsJobtrain Implementation (applicant tracking system)-Liaising with the software supplier to ensure that the correct configuration is carried out, tested accordingly and delivered in line with the project plan. -Training plan developed and carried out-BAU processes reviewed and revised where appropriateSalesforce Implementation (case management system) to manage workload and work requests for Payroll and the Resourcing team.-Writing and updating the project plan-3rd party supplier management-Functional specifications for configuration changes-Training plan-Process improvement documentation-SLA’s and Reporting

Coventry, West Midlands, Gb

As part of the HR leadership team, accountable for defining, developing, delivering and owning the strategic direction of HR administration to drive operational excellence in the following 5 key areas, with the aim of increasing confidence of managers and to improve business performance:-- Administrative Support & Process Compliance - Payroll Management - Data Integrity and Management Information - 3rd Party Contract Management - Team Leadership

Coventry, England, Gb

Initially just a 1 month contract working on HR MI and Rewards projects.

Dallas, Us

In this role I interfaced with the business to ensure that the best value was achieved from the SAP application and had the following key responsibilities: •Co-ordinate and interface between SAP and the business, leading relevant project streams and development teams as required.•Develop and ensure a consistent approach to process management in the SAP environment, investigating and assessing processes and management data, analysing problems and conflicts, and producing reports with findings and recommendations.•Work with the HR team to translate business need into SAP developments.•Liaise with service providers to ensure the delivery and appropriateness of any developments and undertake developments and changes to configuration personally where appropriate.•Identify business problems and transpose into Business Requirement specifications for a 3rd party support / development provider.•Interact with the Internal Support Centre to ensure seamless delivery of SAP support to the business.•Continuous review of practices and processes including internal and external benchmarking to ensure best-practices are developed, evolved and captured for the benefit of the wider (global) organization.

Dallas, Us

As HR Admin Team Leader I supervised the administrative team resources and was responsible for the delivery of efficient and effective HR administration, system supervision and data integrity recognized as integral to the success of HR operations.Key responsibilities included:• Management of administrative team, planning resources to maintain service delivery at all times, including provision for routine and adhoc projects.• Delivery and maintenance of high standards of quality and accuracy through rigorous document checks and data integrity audits, highlighting anomalies and implementing system and/ or training solutions to minimize future errors as applicable.• Ownership of the organizational structure of the HR database (SAP), liaising with HR, finance and the business to maintain accurate and up to date records, cost centres and reporting lines.• Management and measurement of performance against service level agreements identifying and analyzing trends/issues and implementing improvements as required• Project-management and implementation of system upgrades and development of database functionality, maintaining manuals/procedures to reflect system changes.

Gb

In this role I managed a team of administrators handling both Payroll and HR administrative functions and key responsibilities included:• Management of day-to-day payroll functions, including routine and ad-hoc reporting, strategic reviews, and policy development and statutory compliance.• Management of HR administration systems including routine data cleanses, project delivery and provision of management information as required.• Leadership, development and performance management of administrative team, ensuring that key targets and KPIs achieved.