Kellie Erickson - Lion Email & Phone Number

Saint Paul, Mn, Us

Milwaukee, Wi, Us

Milwaukee, Wi, Us

• Hired in to take over the HRIS Manager role until new hire was identified• Came in halfway to their Pay Frequency Project and found • Implemented testing, documentation, configuration and migration policies • Lead and organized Release testing for all modules• Onboarded HRIS Analyst (after only 4 days) and managed their work • Coordinated and led daily standup meetings• Created weekly and monthly cross-functional meetings to increase HRIS footprint and communication with other HR Leaders• Workday Process, Procedures, documentation, and communication• Project Planning and Management• 3rd Party Partnerships including, SOW Approvals, Ticket Management, Site access• Workday Security requests/issues• Compliance Regulations and Reporting• Escalations / Relationship Management• Onboard and knowledge transfer with new Manager hire

Cambridge, Massachusetts, Us

short term contract through ALKU

Minneapolis, Minnesota, Us

•Configured and implemented: Internal Offer Letters, Covid Workplace Testing, Security changes, Notifications, New External Career Site, External (USE and Canada) Offer Letter changes, Reporting•Developed Workday Request form for all employees•Developed internal team Change Management document including Workday best practices, communication timelines and how/when to use migration tools (Manual/OX/EIB)•Successfully project managed Barr through their first two upgrades leading SME’s in Talent, Benefits, Recruiting, HCM, Core, Integration

Arlington, Va, Us

• Partner cross functionally on confidential projects using Agile/Safe protocols• Lead members of the HRIS team to solutions in Workday Talent Acquisition and HCM modules• Workday configuration, testing and migration experience (manual, OX and EIB)• Train and upskill team members on configuration and system business processes• Decipher solutions to Recruiting and Human Capital Management modules• Write test scripts, test and implement changes into production• Follow necessary government SOX requirements• Navigate between Workday, Service Now, SharePoint and TFS systems

Minneapolis, Mn, Us

• Completed Workday Business Process Fundamentals training• Partner with Recruiting SME’s and Director to gather needs analysis, build recommendations, testing and changes into production• Tested Candidate Attachment Security issues with current Recruiting Module. Researched and implemented Segmented Security changes so only Managers on a requisition have access to candidate information• Researched I-9 Section 3 rules and regulations, analyzed current state process in Sandbox, developed recommendation and testing for the recruiting team in Preview and implemented approved changes into Production• Workday 32 enhancements; research and tested readily available changes for the recruiting team and reported back changes to users. Created a project list with Recruiting Director to implement WD32 changes that are most important to the team• Candidate Notifications and Delayed Notifications: tested current state notifications templates and triggers. Found many errors to the current process and how they should be triggering. Worked with Recruiting SME to define new dispositions and statuses for candidate communication (internal and external) and new delayed messages. Revised external email template, created new internal email template, added all new notifications into the Job Application Business Process, cleaned up the disposition reasons and recruiting statuses, added in delayed notifications to requested dispositions. Created test scripts for SME to test notifications off of in Preview. Implemented approved changes into Production• Turned off candidate verification email trigger during application process

New York, New York, Us

• Senior Talent Acquisition Workday Analyst• Analyzed global TA data to understand the delayed requisition creation process• Worked through reorganization process by ensuring all active requisitions were assigned to the correct Recruitment team. This included researching and verifying data between several documents• Analyzed Evergreen to Requisition accuracy to ensure correct pairing• Analyzed job code, grade and compensation accuracy• Analyzed all new global hires to ensure data (Location, Hiring Manager, Salary, Job Profile, Grade, etc.) was entered correctly

St Louis Park, Minnesota, Us

• Human Resources consultant for HRIS team as Talent Acquisition Workday Business Analyst• Entered Workday project post first tenant build, analyzed business and system processes• Found and streamlined several Workday processes that were not presented to the client• Built out robust workbook for the second tenant build including adding missing data such as: disposition codes, email/message templates, candidate grid organization, process definitions, application questionnaires, screening questionnaires• Researched and implemented ITAR verification data to the application process• Ensure OFCCP/EOO standards are being implemented correctly• Researched and documented global retention data and system purging capabilities• Researched and tested Matrix Organization functionality in Workday• Built test scripts and training scenarios for initial Talent Acquisition training in excel• Delivered system training after eight days on project• Advocated for nVent’s best interest with their selected PM and Implementation vendor• Built phase two test scripts and lead testing scenarios• Built training documentation for cross-functional HR and Global use of the Workday System• Partner with HCM team as needed to assist with outstanding tasks• Collaborate with HCM, Compensation, Talent, and Benefits during design and testing

Lakewood, Colorado, Us

Workday Business Analyst and core Talent Acquisition SME on ATS implementation project.• Human Resources consultant for HRIS team as Talent Acquisition Workday Business Analyst• Gather TA requirements during design sessions and used recruiting and workday experience to suggest appropriate business processes• Built all test scripts for initial build and test. Worked with team to test, recognize and log system defects and/or pass tests successfully• Develop training manuals and delivered training sessions to corporate recruiters, HRBP’s, Field SME’s and General Managers. GM training was conducted via WebEx over 4 sessions, totaling over 500 employees• OFCCP Recruiting SME on implementation team for Workday, Coffee and Bagel Brands is not a government contractor but closely follow OFCCP guidelines. • Trained HRIS team on Talent Acquisition Business process and sat with the team for 3 weeks to help route and fix user issues• Responsible for the ServiceNow project where I began managing documentation for all of HR in the system, self-service and HRIS documentation

Eagan, Mn, Us

• Human Resources consultant for Talent Acquisition team as Workday SME• Partner cross-functionally across HR and legal to find holistic solutions to process improvements• Lead initial needs assessment ‘Listening Tour’ to gather data on user experience; implemented a self-identified user rating• Triaged system user needs based on analysis of feedback of needs assessment• Increase overall self-user rating from an average of 5 to 7 in three months• Develop training manuals and delivered training sessions to corporate and JV recruiters and coordinators totaling 40 employees• Manage tool issues while continuously partnering with HRIS team to organize and triage sprint items • OFCCP Recruiting SME on implementation team for Workday • Test Workday enhancements in test tenant for accuracy and analysis before rolling out• Run recruiter and coordinator issues through test tenant to find solutions to tool or user errors• Communicate and present to team and HR leaders as changes occurred• Lead revised offer letter project at Prime (Internal, External and Membership Services)

Minneapolis, Mn, Us

• Core recruiting SME member on Workday implementation team• Including: developed requirements, wrote test scripts, tested scripts, developed TA process, implementation of tool, partnered on training materials for TA team rollout• Develop and implement Diversity and Inclusion (D&I) educational roadmap including partnering with vendor to develop, create and roll out training materials to all Talent Acquisition staff of 28• D&I included personal assessments, group assessments, Knowledge, Strategy and Competence team training sessions• Partner with D&I office to ensure smooth transition and communication through departments• Team with vendor to implement trial basis contract for diversity recruiting with PDN – implemented for entire hiring team• Lead Insurance Careers Month social media marketing campaign for recruitment team• Lead weekly recruiter ‘stand-up’ calls for remote recruitment team to connect• Develop and lead peer committee teams to encourage process ideation and roll up decision making to director and team coaches including new employee and hiring manager surveys and job description template creation • Reformed existing ‘kick-off’ conversation documentation to a formal SLA for recruiters to use with hiring managers for all requisitions and transformed recruiting phone screen documentation.• Advise managers on hiring process including: committee selections, hiring procedures, applicant selection, composing strategic interview questions, conduct highly efficient candidate interviews and guidance on extending job offers• Lead highly sensitive recruiting efforts through company reorganizations • Work in virtual settings with remote managers and applicants nationwide

Minneapolis, Mn, Us

Grand Rapids, Mi, Us

As a Corporate Recruiter with SpartanNash I focus on Nation wide exempt placements. These positions include IT, Director, Manager, Accounting, Merchandising and Sales. Partner with regional HR Managers to assist with local recruitment efforts as needed. -Manage full-cycle recruiting process by partnering with hiring managers, directors and VP's to guide recruitment process. -Guide hiring managers in areas of OFCCP Compliance and Behavioral based interview tactics.-Partner with Compensation team in creating appropriate job descriptions and salary ranges for offers.-Lead implementation, creation of training materials and administer training sessions of new ATS software, PeopleSoft: Candidate Gateway.-Monitor and implement use of social media within the recruitment team, including use of LinkedIn, Facebook and Twitter.-Team with marketing group to create SpartanNash branding for job fairs -Partner with vendors on contracts and budgets.

Minneapolis And St. Paul, Minnesota, Us

As a Human Resources Generalist I am responsible for providing and improving core services including recruitment, job analysis and compensation reports. Additionally I partner with the Human Resources Manager to complete projects and continuously identify and implement improvements to HR service. •Manage the full-cycle recruiting process by partnering with hiring managers, directors and ACIO’s to help guide in understanding and building position requirements, accurately detailed job descriptions, determine appropriate job classifications and approvals process.•Utilize innovative candidate sourcing methods as well as traditional sourcing approaches including: ad placement, cold calling, networking, and internet searches to attract top talent while supporting the University's commitment to equity and diversity.•Monitor candidate pipeline and promptly contact and screen qualified candidates and drive search progress simultaneously for a high volume of requisitions. •Advise managers on hiring process including: committee selections, hiring procedures, applicant selection, composing strategic interview questions, conduct highly efficient candidate interviews and guidance on extending job offers. •Interpret and explain University employment contracts and OIT employment policies and procedures for all employee groups; liaison with other departments as needed to ensure compliance with existing policies.•Partner with Human Resources Manager on strategic projects and sensitive personnel issues•Develop and maintain strong relationships with executive, manager and intercollegiate units •Conduct compensation analysis and recommend salary figures to OIT management.•Create, edit, and/or proofread written communications and documentation for HR and OIT management.

•Focus in Mechanical, Electrical Engineers, Designers, Drafters, Marketing, Administrative and entry level manufacturing designers •Responsible for sourcing qualified candidates in a fast-paced, competitive industry through a 10,000+ candidate database and multiple online sourcing avenues •Navigate the hiring process through prescreening, internal interviews, timely resume submission, appropriate background and drug screenings, and impeccable follow-through•Have timely and appropriate responses to clients and active candidate needs while on contract•Develop Talent Pools, Counsel Candidates, Candidate Retention, Cold-Calling, and Networking

•Manage 10 line phone systems, upkeep of space, plan company events•Facilitate, organize and order office supplies.•Maintain employee and vendor databases•Conduct weekly payroll for 100+ employees using Paychex•Carry out weekly Accounts Payable, Receivables using Peachtree and QuickBooks •Create weekly, monthly and year end reports using Excel•Administer employee benefits by enrolling candidates in Health and Dental Insurance including COBRA•Responsible for candidate sign-up information including:W2, I9, Direct Deposit, Contract forms, background checks, schedule drug screens•Convey strong time management as I move between positions frequently and at points do both full time

•Designed for assisted living facilities. Material selections, design notes, research and presentations•Created Presentation boards and finish schedules•AutoCAD: Elevations, details, keys, furniture layouts

Minnetonka, Mn, Us

•Assisted with material selections and organization of space •Created presentation boards, worked lightly on AutoCAD and Photoshop

Master Of Arts (M.A.), Human Resources And Industrial Relations

Bs, Interior Architecture