Work with key stakeholders to understand and help to shape the strategy and vision for the solution. Develop and maintain the architecture vision and roadmaps for the solution. Identify opportunities for the use of existing Dayforce technology in delivering integration solutions. Support the design of logical and physical components of the solution.Ensure that the design of the end-to-end solutions are consistent and conform with strategy, architectural principles of Dayforce. Understand the impact of decisions on delivery and/or financial implications. Contribute to internal Implementation initiatives. Document solutions and contribute to a solutions repository. Document best practices and train employees and management.Contribute to internal knowledge share; review posted feedback on a continuous basis and respond to questions. Participate in Continuing Education sessions. Complete new release training on a timely basis; be fully versed on new and/or enhanced functionality in each product release.

Assisted the HR Systems Manager with ongoing acquisitions and integration related tasks. Managed the implementation and integration of Dayforce for newly acquired entities. Coordinated with local staff to gather requirements for HR, benefits, and payroll to configure Dayforce accordingly.Set up entitlement policies and balances. Configured new pay groups and pay policies. Supported the Benefits team by configuring new plans, options, and enrollments. Mapped and imported employee data.

Participated in all stages of the implementation lifecycle (discovery, configuration, testing, deployment, post-go-live support), under the direction of the Project Manager. Project responsibilities included; gathering customer requirements, configuring the solution to meet documented customer requirements, setting and managing customer expectations, providing guidance to Associate Consultants, identifying risks, and communicating issues to the Project Manager. Delivered Organizational Readiness consulting in support of customers’ Organizational Readiness toolkit. Worked with customers to implement Organizational Readiness best practices in preparation for the rollout of the solution. Documented and validated customers’ business requirements and mapped to functionality. Configured applications to meet customers’ documented business requirements. Conducted consulting sessions (on the phone and in person) and documented with meeting minutes. Attended internal project meetings and provided status on the progress of activities and deliverables. Provided customers with follow-up consulting and general assistance in areas of expertise.

Developed and tested reports with users in the reporting work stream. Conducted discovery calls with various business areas for reporting requests, issues, troubleshooting. Identified and resolved security role and access issues, role authorizations, and role level security. Created basic SQL expressions, i.e., concatenation, substrings, MAC, case when, etc. Provided training in forms of quick tips, job aids, reference documents, virtual training using Teams/Zoom. Responsible for documentation including detailed outlines of steps, progress, issues identification, and resolution. Participated in all phases of the Dayforce product lifecycle from business problem identification to solution deployment. Analyzed current state business processes and identified process optimization opportunities. Performed functional analysis, identified gaps, and designed solutions to fill gaps. Responsible for product quality, project timelines, and customer satisfaction. Developed production support procedures to align with financial audit requirements.

Utilized project management, technical and analytical skills to provide support ensuring the highest quality of service delivery. Provided tactical and operational management support to zone, region, and Corporate Human Resource programs and initiatives. Implemented policies and programs in compensation, benefits, training, associate relations, and management development. Facilitated surfacing and resolving issues through early intervention. Assisted in special HR projects and special programs.

Oversaw the implementation of Human Resources programs through Human Resources staff. Monitored administration to established standards and procedures. Identified opportunities for improvement and resolved discrepancies. Oversaw and managed the work of reporting Human Resources staff. Encouraged the ongoing development of the Human Resources staff. Selected and supervised Human Resources consultants, attorneys, and training specialists, and coordinated company use of insurance brokers, insurance carriers, pension administrators, and other outside sources. Conducted a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. Led the development of department goals, objectives, and systems. Established departmental measurements that supported the accomplishment of the company's strategic goals. Directed the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepared periodic reports for management, as necessary or requested, to track strategic goal accomplishment. Developed and administered programs, procedures, and guidelines to help align the workforce with the strategic goals of the company. Participated in executive, management, and company staff meetings. With the CEO and CFO, annually planned the company's philanthropic and charitable giving. Managed the development and maintenance of the Human Resources sections of both the internet, particularly recruiting, culture, and company information, and intranet sites. Utilized Human Resources Information Software (HRIS) to the company's recordkeeping and management advantage. Defined all Human Resources training programs and assigned the authority/responsibility of Human Resources and managers within those programs. Provided necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.

Led the implementation of the performance management system that included performance development plans (PDPs) and employee development programs. Established an in-house employee training system that addressed company training needs including training needs assessment, new employee orientation/ onboarding, management development, production cross-training, the measurement of training impact, and training transfer. Assisted managers with the selection and contracting of external training programs and consultants. Established and led the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. Interviewed management- and executive-level candidates; served as an interviewer for position finalists. Led employee selection committees/ meetings. Formulated and recommended Human Resources policies and objectives for the company with regard to employee relations. Partnered with management to communicate Human Resources policies, procedures, programs and laws. Determined and recommended employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.Conducted investigations when employee complaints or concerns were brought forth. Monitored and advised managers and supervisors in the progressive discipline system of the company. Monitored the implementation of a performance improvement process with non-performing employees.Reviewed, guided, and approved management recommendations for employment terminations.Led the implementation of company safety and health programs. Monitored the tracking of OSHA-required data. Reviewed employee appeals through the company complaint procedure. Established the company wage and salary structure, pay policies, and oversaw the variable pay systems within the company including bonuses and raises. Led competitive market research to establish pay practices and pay bands.

Responsible for the successful transition of outsourced HR operations to an in-house model as well as for the implementation of the Ceridian Dayforce Human Resource Information System (HRIS), supporting 8,000+ employees. Established and maintained vendor relationships, contracts, and statements of work, with Dayforce HRIS representatives, benefit and retirement plan brokers, Equifax unemployment cost management representatives, employment screening service representatives, and WOTC service provider.Responsible for the testing of system upgrades prior to implementation into production environment. Responsible for managing and maintaining the Payroll/Benefits/HRIS system. Processed, prepared and managed payroll. Managed and maintained employee data within the overall integrated HRIS payroll, and within related ancillary systems. Performed system and data audits, managed staff access to data, and ensured data integrity. Helped maintain data integrity in systems by running queries and analyzing data. Compiled and updated confidential HRIS employee records.Guided and supported HR team members and supervisors in the resolution of routine and complex systems related issues and queries. Worked collaboratively with HR team members, internal stakeholders and HRIS vendors to ensure the optimization and functionality of the HRIS systems for staff. Created and managed metrics. Provided ad hoc and standardized reports, upon request. Streamlined/automated and documented procedures to enhance the integrity of HRIS data, reporting capabilities and development of HR metrics. Proactively researched trends in HR systems and made recommendations to Director of Human Resources for continuous improvement of systems.Managed HRIS systems development, enhancements, and process improvements. Documented workflows and processes pertaining to company actions as they relate to the HRIS. Responsible for all technical documentation related to HR solutions.

Created and implemented an employee engagement program, supporting 2,000+ employees (1,500+ internal and external W2s) and contractors (500+ external 1099s). Established an offshore presence to support US HR operations by staffing a HR team in Chennai, India. Served as the head of the HR Business Partner organization - comprised of 2 HR Managers, 13 HR Associates and 4 HR Coordinators - supporting 2,000+ national and international employees and contractors, working across 18 national office locations and 10 international office locations.Established and maintained department records and reports; maintained human resource information system records and compiled reports from the HRIS, PeopleSoft; maintained employee and contractor personnel files (W2s and 1099s); maintained organizational charts using Visio.Administered various human resource plans and procedures for all organization personnel; assisted in the development and implementation of personnel policies and procedures; partnered with employees and management to communicate various human resource policies, procedures, laws, standards and other government regulations. Participated in developing department goals, objectives and systems; evaluated reports, decisions and results of department initiatives in relation to established goals. Recommended new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed.In-depth experience building training and development presentations and creating training documentation for processes such as onboarding/ orientation, offboarding, employee care and engagement, payroll, employee relations, FLSA, FMLA, benefits administration, and other HR and compliance related subjects; required to utilize strong technical knowledge of PC/Word processing and data management systems; administered and coordinated service quality training and quality performance programs.

Created full employee lifecycle checklist templates and reports, using Smartsheet, to support onboarding, care and engagement, performance and development as well as offboarding programs – utilized by the HR organization, hiring managers, insiders/mentors, IT and training and development. Implemented and developed compensation programs, which included guidelines for bonuses and incentive pay; rewrote job descriptions as necessary; monitored the performance evaluation program and revised as necessary; updated, monitored and maintained eligible salary adjustments/increases, annually, based on quarterly performance evaluations and cost-of-living adjustment (COLA) data. Distributed and monitored employee performance evaluations and ensured they were completed on a quarterly basis; coached, counseled and guided managers before executing employee disciplinary actions; conducted exit interviews, analyzed data and made recommendations to the management team for corrective action and continuous improvement.Responded to employee relations issues such as employee complaints and harassment allegations; able to identify and foresee consequences of various situations and to provide the appropriate individual(s) with details in order to assist in the decision-making process.

Monitored employee eligibility for benefits plans; reviewed benefits with employees and processed enrollment, cancellations or changes based on new hire, qualifying life event or termination data; helped to assess, adjudicate, track, and monitor leave of absence (LOA) claims (e.g. FMLA); organized and managed annual open enrollment communications and election process; discussed benefits information with employees and assisted in the enrollment process; reported, maintained and monitored workers' compensation case files; followed-up on open cases.

Filed EEO-1 annually; maintained records, reported and logged data to conform to EEO regulations; responded to EEOC and DOL charges; ensured compliance with all federal, state and local employment laws; maintained all employee and applicant documentation as dictated by governing agencies; ensured compliance with USCIS Form I-9 Employment Eligibility Verification; periodically audited Forms I-9 as well as position descriptions to ensure proper employee FLSA classification.Responsible for the administration of pre-employment screening requirements such as drug screenings, background checks and the collection of specific onboarding documents; responsible for composing, delivering and collecting offer letters, employment agreements and other new hire paperwork; conducted employment verifications; extended verbal and written contingent job offers; maintained employee referral program; reviewed client onboarding requirements in client contracts to ensure that compliance was upheld.

Conducted recruitment effort for exempt, nonexempt, and temporary staff; prepared immigration documents for filing with USCIS; wrote and placed advertisements; worked with supervisors to screen and interview candidates; conducted reference checks; extended job offers; conducted new-employee orientations; monitored career-path program and employee relations counseling.Reviewed applications and interviewed applicants to match experience with specific job-related requirements; acted as a liaison with area employment agencies and advertising agencies; utilized Bullhorn to fill assignment orders rapidly with qualified contract employees; coordinated with hiring manager(s) to determine best recruiting process for position(s).Delivered high-quality service to customers and contract employees by matching contract employees' skills with customers' needs; developed and retained business by providing outstanding customer service; built professional relationships with customers, contract employees and staff; responsible for troubleshooting issues to resolve problems or complaints of customers and/or contract employees; maintained clear communication between different departments, managers, employees and customers.

Conducted all components of the recruitment process including job order generation, identification of talent, reference checks, interview preparation and salary negotiation. Interfaced with job applicants and hiring authorities with regard to all status updates in a concise, timely and professional manner; managed employees working at client sites. Responsible for the maintenance of fee agreements, candidate profiles and client records. Maintained working knowledge of up-to-date sourcing and screening methodologies. Fully responsible single point of contact for all assigned requisitions. Functioned as a subject matter expert for specialized testing. Responsible for employee onboarding; handled required paperwork including documentation for drug screens, background checks, client specific documents, composed employee offer letters, etc.

Performed human resources activities in functions such as: employment; job classification; position recruitment; compensation; and employee relations issues. Achieved assigned business objectives (product and services revenue and GP targets). Represented Pomeroy product and product-related services to assigned set of customers/geography. Engaged appropriate company and customer resources to exploit alignment of Pomeroy's offerings to customer's IT initiatives. Identified additional customer prospects based on previous in-geography experience and represented Pomeroy solutions to achieve assigned business objectives. Built territory coverage plans by account to align with achievement of assigned business objectives. Built local relationships to leverage within assigned territory resulting in lead sharing, account mapping, territory planning and event-driven demand generation.

Managed 160+ contractors working at different client sites; responsible for the review and approval of consultant expense reports and timecards. Responsible for consultant onboarding; composed employee offer letters and employee agreements; handled onboarding paperwork including documentation for drug screens, background checks, client specific documents, processed I-9 documents and utilized e-Verify to verify work authorization. Handled employee performance issues, negotiated pay increases, satisfied client requests, resolved billing issues related to time or expense entry discrepancies. Responsible for the training of employees on internal and external client timekeeping and expense systems. Composed position descriptions. Responsible for addressing and communicating client and candidate feedback on behalf of the recruiting and sales teams; maintained and updated client and candidate information in internal systems such as the applicant tracking system (ATS). Supported Recruiting and Sales teams, provided leads of both candidates and potential clients; represented the company at recruiting events such as job fairs and networking events.

Partnered with the Human Resources (HR) team to support technical and administrative functions while coordinating a variety of projects in the Human Resources field. Key projects included Human Resources Management System (HRMS) transaction entry, including new hires, salary changes, and terminations; office administration, payment of invoices, handling purchase orders and requisitions, and other general support.

Provided support in functional areas of the human resources department, which included recruitment and employment, employee relations, oversaw the Applicant Tracking System (ATS) and various Vendor Management Systems (VMS), as well as special projects related to Workforce Planning. Interfaced directly with hiring managers and collaborated with other departmental teams to provide ATS/VMS support and to run reports.