Michael Staten Email & Phone Number

Washington, Dc, Us

Sr. Director, HR Shared ServicesIn 2018, Leadership implemented a business review plan for the entire organization that also included a mandate that all departments reduce costs. With this directive, HR began a project named HR Transformation (HRT). This project reviewed every task, process, hand-off, system, vendor, etc. within the HR department. I served as the Service and Technology lead for the project. The project took just over 2 years to complete. Some of the results from this project were as follows: additional administrative and transactional work performed was consolidated into my Shared Services Team, our outsourced Tier 1 Employee Service Center was brought back in-house and staffed with Red Cross HR members under my umbrella, implemented ServiceNow for our new Employee Portal, Case Management, and Knowledge base tool, and several vendor contracts were renegotiated. The entire project was ran using only internal Red Cross staff. A new tiered HR Service model was implemented. The tiered model included the following levels: Tier 0 (self-service), Tier 1 Employee Service Center, Tier 2 Shared Services, Tier 2 Advice and Counsel, Tier 2 Payroll (Alight), and Tier 3 levels for Red Cross Payroll, Total Rewards, Talent Acquisition, and Strategic HR Business Partners. This project was a career defining moment in my professional life and led to my promotion to Sr. Director. Other duties:• Provide leadership and direction for all Shared Services staff• Establish metrics and reporting to ensure SLAs are achieved• Responsibility for tracking and reporting out of budget vs. actual costs• Identify best practices and efficiencies with an emphasis of continuous improvement• Lead or participate in HR projects Key Results:• Successful implementation of ServiceNow• Successful implementation of new HR Tiered Service Model• Reduction in overall HR costs by $5.2m on an annual basis• Efficiencies gained through implementation of HRT

Washington, Dc, Us

Director, HR Shared ServicesPromoted to Director in December of 2014. Lead a team of 30+ covering 40+ ADP pay groups. In July of 2016, the Red Cross implemented Workday for Recruiting, Human Capital Management, Talent, Compensation, Performance, and Payroll to replace ADP. I served as a member of the Workday implementation team responsible for Process Requirement Documentation, Data Conversion, Testing, Employee Service Center setup and implementation with Alight Solutions, as well as Vendor/Client relationship management. This project consolidated the 40+ ADP pay groups into 2. Efficiencies gained from the project resulted in the reduction of staff from 30+ to 12. Other responsibilities:• Manage and oversee administrative and transactional support for HR Field Operations• Provide leadership and direction for all Human Resources Shared Services employees• Develop, implement and communicate standard operating procedures and guidelines• Establish metrics and reporting/tracking systems to ensure SLA’s are achieved• Vendor management duties as listed above• Responsibility for tracking and reporting out of budget vs. actual costs for vendor contracts• Identify best practices for standardization and efficiencies in processing with an emphasis of continuous improvement• Foster and maintain positive relationships with Human Resources partners and other internal customers• Lead or participate in Human Resources projects• Prepare staff development plans for each associateKey Results:• Successful implementation of Workday• Successful management of vendor SLAs• Reduction in labor costs• Developed and implemented metrics reporting• Reduction in variable expenses through contract renegotiation's with vendors• Efficiencies gained through identifying and implementing process changes

Washington, Dc, Us

Manager, HR Shared ServicesIn the summer of 2013, Red Cross leadership made the decision to create an HR Shared Services group. The charter for the group included the transition of all HR transactional work from the various locations within the organization to the new Shared Services Center in Charlotte, NC. With my previous experience in assisting with the setup of Payroll Shared Services, I transitioned over along with the former Director of Payroll to begin work on establishing this new team within HR. The implementation of this new group involved the creation of a project plan that included items such as defining the operation model of the team, creation of the project scope to identify the tasks to transition, development of a timeline for transition, recruiting and hiring of staff, building process documentation, development of training materials for staff, coordinating the transition of tasks from the field, creation of metrics, as well as working with all levels of management to ensure the success of the transition, participating in numerous conference calls and meetings, and work with other departments within the origination to define handoff’s amongst each department to ensure a seamless transition.HR Shared Services went live in in January 2014 with a staff of 30+. The team processed on average 500 transactions a day.Key Results: Successful transition of HR transactions to shared service center Successful processing of transactions Processing metrics developed Efficiencies gained through HR transition through reduced labor costs and standardization of processes

Washington, Dc, Us

Payroll Operations ManagerResponsibilities:Managed a staff of 14 employees covering 48 different pay groups and approximately 23,000 employees on various biweekly pay period definitions using ADP. Functions managed included manual payments, rapid pay data batch processing, TLM historical edits, general ledger reconciliations, time file submissions to ADP, wage and tax reconciliations, and W2 year-end processing. Managed approximately 20+ different processes. Participated in special projects related to payroll. Other duties included the setup of query reports in ADPR, which is ADP's report writing tool, and the setup of various time and labor audit reports within the ADP eTime time and labor management application.

Washington, Dc, Us

Lead Payroll AnalystSupported the Senior Director of Accounting and Director of Payroll on special projects related to the Shared Service Payroll Department. Served as point of contact between the Shared Service Center and the project team with regards to the Chapter payroll transition. This transition covered over 600 Chapter locations involving 8,000 employees. Assisted with configuration and testing of the HRIS system to ensure a seamless transition from the legacy payroll applications to the new ADP HRIS EV5 system. I also was the lead responsible for the configuration and testing of 5 new pay groups covering payrolls in Guam, the Virgin Islands, the Northern Mariana Islands, Puerto Rico, and a Union payroll in the State of Michigan. In addition, completed a project moving the Shared Service Payroll Department from a “silo” processing model to a functional processing model.In addition to the above responsibilities, oversaw 11 staff members covering 48 different pay groups and 23,000 employees. Functions managed were manual payments, rapid pay data batch processing, research, and time file submissions to ADP. In addition, assisted with year-end processing, which involved wage and tax reconciliations and W-2 balancing. I also processed payroll for four pay groups. Other duties included the setup of query reports in ADPR and the setup of various time audit reports within the ADP eTime time and labor management application.

London, Gb

Was responsible for managing the Workforce Administration domain covering multiple clients on a PeopleSoft platform encompassing over 200,000 employees on a bi-weekly/semi-monthly pay schedule. Managed a group of 43 specialists. Department was responsible for the following functions: New Hires, Separations, Severance, Employee Data Maintenance, Records Management and I9 Administration. Domain workload was tracked using Siebel. Also oversaw payroll functions for two beginning to end stand alone payrolls that were not included in the shared workspace. Work with various teams both onshore and offshore. Develop process improvement ideas. Develop and coach staff. Worked with various levels of management within both Hewitt and the various clients. Worked on M & A projects, upgrades etc., SAS-70 Audits. Also researched tax and labor issues. Develop metrics and metrics reporting for domain. Performed annual employee performance reviews.

Bachelor Of Science (B.S.), Human Resources Management/Personnel Administration, General

Education record

Associate Of Arts, Accounting

Accounting

Associates, Computer Programming