Patrick Kirschner Email & Phone Number

Kirkland, Wa, Us

Des Moines, Ia, Us

Responsible for managing large-scale projects and coordinating cross-functional teams to ensure successful delivery of HRIS and People Team solutions aligned with business objectives.

New York, New York, Us

Transitioning from Seagen to Pfizer Digital organization as a part of Seagen acquisition by Pfizer.

Bothell, Washington, Us

• Responsible for deploying, configuration implementing validated technology systems.• Owner of release backlog, drive prioritization, plan and execute releases from initiation to closure.• Collaborated closely with stakeholders across Human Resources and Finance to prioritize the release backlog.• Oversaw both internal release items as well as external release schedules and process from multiple HR technology vendor(s).• Partnered with Seagen PMO to plan and execute strategic projects across the organization.• Served as product leader for SAP SuccessFactors HCM solutions and other HR systems owned by HR Technology organization.• Participated in SoX validation/qualification of systems including writing, reviewing, executing validation protocols, and working with auditors to establish and validate controls.• Identified gaps between business needs and technical capabilities; worked to find innovative solutions that meet business objectives or created new business opportunities.• Represented the needs of our customers to outside solution vendor(s).• Managed relationship with multiple outside technology solution providers and resources.• Authored and refined the organizations first HR Technology system support process.• Lead the planning & delivery of new and existing strategic platform capabilities that created tangible business value.

Bothell, Washington, Us

JAN 2019 – PRESENTHUMAN RESOURCES TECHNOLOGY MANAGER, SEAGEN, INC.•Functional lead on implementation of new SAP Employee Central HRIS platform for multinational corporation. •Develop and maintain Seagen’s multi-year global HR technology roadmap integrating new technology and functionality as appropriate•Overall ownership for the ongoing diagnosis, design, deployment, and maintenance of Human Resources systems (HRIS, LMS, Survey & ATS).•Actively drive ongoing redesign and improvement of HR tools and technology to provide a positive experience for employees, managers, and Human Resources users.•Implementation and Change management for new processes and functionality to promote HR, line manager, and employee adoption•Ensure HRIS security through roll-based permissions•Partner with HR reporting and analytics team to ensure data integrity through automation and workflows•Identify and partner with vendors to support business expansion and growth to meet Corporate HR & IT initiatives.•Serve in a consulting capacity on HR initiatives with technology components.•Develop user procedures, guidelines, and documentation on HRIS systems, including mobile applications, for employees, managers, and HR teams•Partner with IT and HR leadership on prioritizing system requirements and enhancements

Bothell, Washington, Us

•Responsible for the implementation and ongoing management of HR technology applications.•Provide analytic support for technology needs of various levels of complexity up to and including large, multi-year, cross-functional projects•Works with customers to elicit and document requirements. Including, business requirements, use cases / user stories, functional requirements, configuration requirements, data and reporting requirements and integration requirements•Identify report and/or system requirements by interviewing customers; analyzing department applications, programming, and operations; and evaluating existing systems•Identify gaps between business needs and technical capabilities for internal client groups; work to find innovative solutions that meet business objectives or create new business opportunities•Create user documentation and train personnel on applications/reports/solutions, as required•Monitor applications and databases to ensure optimal functionality and take corrective action when precedented to prevent or minimize system issues•Conduct systems analysis and application administration tasks•Communicate issues, solutions and progress to project and program management teams.

Seattle, Wa, Us

•Member of the Global Business Enablement Team which partners with Technology to deliver SAP HRIS solutions globally to our partners.•Managed projects as needed from end to end for Starbucks North America Total Rewards client.•Main point of contact for Starbucks Thailand and Hong Kong markets for HRIS and Analytics needs.•Support 7 Starbucks manufacturing Plants across North America with HRIS & Kronos Time Attendance system upgrades and enhancements.•Release on average 4 enhancements or new functionality per month for my client groups.•Delivered new US national sick leave program for all 150,000 plus retail & non-retail partners.•Project managed, designed and delivered new supplemental benefits program with 3rd party vendor for all 21,000 plus benefit eligible Canadian partners.•Key member of team that implemented Starbucks parental leave policy & functionality with 3rd party vendor for US partners. •Triaged and streamlined Thailand payroll allowance issues and structure for 20,000 retail partners reducing monthly errors from 900 plus to under 50.•Facilitate cross functional monthly release planning and prioritization meetings with Business and Technology.•Lead weekly product backlog refinement and grooming session for new work items. •Coordinate resources with Technology across multiple business units for delivery of break/fix, enhancements and new functionality.•Analyze current processes, tools, systems and databases and ensures business requirements are clearly understood and documented.•Elicit and document business requirements from Global HR business users. Designs and develop new and improved processes, tools and system enhancements to support business unit requirements.•Communicate new system functionality to departments and assist users in understanding implications.•Participate in the creation of test plans for new functionality.•Lead user acceptance testing (UAT).•Help to identify change impacts in support of overall change management.

Seattle, Wa, Us

• Work with business units across the company to gather requirements for implementation of new systems which meet current and future business needs. • Analyze and document current business processes and make recommendations for process changes based on findings.• Translated business requirements into functional specifications, testing scripts and process flow documentation used to validate customizations and application configurations.• Responsible for learning all aspects of the new software from configuration to end user processing tasks and reporting. Created customized process documentation and test cases. • Project leader in the configuration and customizing of internal business products such as employee development and career path tools.• Lead Business Analyst working closely with HR and Payroll on HRIS configuration and process changes for yearly performance review and compensation process for an employee base of 1200.• Built and maintained workflows and reports for company HRIS and Timesheet system. • Oversaw the upgrade and migration of 700 SharePoint 2007 sites to the current SharePoint 2013 version.

Seattle, Wa, Us

•Analyze data and work with multiple teams across the company to develop new requirements forprocesses/applications and translate those requirements into design and functional specifications•Implementations lead for new HRIS and Time & Attendance systems for an employee base of 1000.•Infrastructure support including repair and maintenance for HRIS and other legacy tools.•Owner of Performance Management system for all staff employees.•Responsible for HRIS process and workflow creation on multiple projects across the company.•Report generation and creation owner for HRIS and Time & Attendance systems•Human Resources scalability and infrastructure support.•Facilitate and partner to improve the corporate-wide roll out of technical human resources initiatives and projects.•Help to provide departmental solutions for process analysis, design and improvement.•Employee Relations support for groups throughout organization.•Responsible for managing and implementing the company FMLA and Leave programs for all staff and union employees.•Currently manage the immigration and visa application process for the company.•Help create and interpret reports related to FMLA, FLSA, ADA, EEO, Veterans and OHSA.

Seattle, Wa, Us

• Oversee employee training program, which includes creating staff training and development plans, creating new training programs, and researching internal and external staff training opportunities.• Manage employee relations counseling, disciplinary process and exit interviewing.• Work alongside VP of HR to create and implement HR-related policies, procedures and programs Mission-wide, as needed.• Recommend new approaches, policies, and procedures to affect continual improvements in efficiency of department and services performed.• Schedule and conduct new employee orientation and facilities tours.• Coordinate facility safety compliance, which includes being a standing member of the Mission’s Safety Committee, and HR material compliance.• Maintain compliance with federal and state regulations concerning employment. • Full-cycle recruiting, which includes maintaining internal and external job postings, applicant tracking, screening interviews, reference checks and making recommendations to hiring managers.• Oversee/manage HR volunteers and interns.• Manage orientation/on-boarding process for Youth Services’ annual summer employment program.• Produce reports as needed, which includes monthly HR division Board Reports and health insurance billing reconciliation.• Answer any and all HR-related questions from both internal and external clients.• Manage front desk staff and operations.

Bellevue, Wa, Us

• Human Resources Generalist for 100 employees in the Western Region (California, Idaho, Nevada and Hawaiian Islands)• Daily in person, email, and phone collaboration with 2 Regional Vice Presidents and 5 General Managers regarding staffing needs and Human Resources policies.• Practice employee life cycle management expertise as well as thorough knowledge and experience with worker’s compensation, OSHA, FMLA and ADA. • Provide guidance and leadership to 100 employees and up to 7 regional leaders regarding Human Resources sensitive situations through conflict resolution, investigation and consistent communication.• Facilitate Human Resources investigations and resolution management while practicing confidentiality for all employees within the organization.• Review weekly metrics of 100 employees within assigned regions and collaborate with regions leadership on implementation of corrective plans when necessary.

Redmond, Washington, Us

Recruiter for Microsoft’s College Recruiting Group.Experience recruiting for Core Technical and Non Core Technical positions. Coordinate College Candidate interview days and schedules while at Microsoft Redmond Campus.Primary contact for candidates on their interview day at Microsoft. Main point of contact for candidates from interview day to Hire/No Hire decision.Provide and monitor candidate feedback during interview loop.Collect Hire/No Hire Decisions from interviewing groups based on candidate performance during interview.Determine offer details for candidate from interviewing groups and create offer document for candidate.Present offer to candidate and negotiate relocation package, start date, salary and stock awards.Process Hire or Decline decision in Microsoft database.Collaborate with Microsoft Hiring Managers on recruiting strategies and methods.Proficient understanding of internal Microsoft recruiting and human resources tools

Us

Source and hire for Technical Writer, Technical Editor and Programmer Writer contract positions at Microsoft Corporation.Heavy account management of Microsoft contingent staffing needs.Qualification of requistions with Microsoft Hiring Managers.Primary point of contact for Microsoft contractor needs with Microsoft Exchange, Expressions, XBOX and Mobile Embedded Devices.Conduct in-person interviews and screening sessions with candidates for Microsoft contract and vendor positions.Schedule and monitor in-person interviews with Microsoft teams and potential candidates.Manage compensation agreements with candidates for Microsoft contract and vendor positions.Primary point of contact for contractors needs and questions while on assignment at Microsoft.Key component in maintaining a 50 percent market share for Microsoft Technical Communication positions versus outside agencies.

Orange, Ca, Us

Sourced for Software Development Engineer candidates for contract positions at Microsoft Corporation.Evaluated candidates fit via phone screens and Live Meeting for positions within the Sever & Tools Business of Microsoft. Serviced groups such as eHome, Exchange, Mobile & Embedded Devices and Visual Studio.Presented candidates to managers and their teams, scheduled interview loops and negotiated wage and start date with candidatesUsed passive and aggressive recruiting/sourcing techniques, including Plattinum, Dice, the Internet and search engines such as Google and Yahoo.Consistently at top for hires within team with an average of 7 hires per month leading to a 90% market share of contingent staff placements within the SDE category for the Server and Tools Business at Microsoft.Key component in maintaining a 60 plus percent market share for Microsoft Development positions versus outside agencies.

Bachelor'S Degree, Business Administration, Human Resource Management

Education record