HRIS stakeholder in the North American implementation of Workday and transition from Ceridian Dayforce. Workday modules/functionality include Core HCM, Compensation, Advanced Compensation, Talent Management, Payroll, Reporting, Learning, and Integrations.Currently part of the Workday implementation team for our European sites.

Collins Aerospace is a Raytheon Technologies company- Project lead for the Interiors/legacy BE Aerospace business and its transition from SuccessFactors to Workday. Supported the implementation and deployment of Workday and Workday Recruiting in 26 countries. Responsible for identifying and facilitating conversations with key stakeholders, identifying business requirements, data collection and conversion, system testing, migration, and assisting with change management and communications.- Co-led the initial phases of implementing Workday Contingent Workforce Management for 59 countries, identified key stakeholders across 4 acquired companies, defined business requirements in 14 days, identified all data and process touchpoints, recommend improvements, coordinate change management and communications. - Led project teams in the deployment of Workday in Russia, Germany, France, and Morocco. Successfully overcame significant cultural apprehension in Russia due to strict data privacy regulations.- Archived and decommissioned 2 separate SuccessFactors systems from legacy businesses.- Responsible for the recruiting and development of my HRIS team. - Created new interfaces to SAP and external vendors using SuccessFactors Integration Center. Monitor daily logs and troubleshoot failed processes in Dell Boomi as needed.- Completed Workday Pro HCM certification training.

Served on the integration team responsible for the successful implementation of and transition to WorkDay from SAP SuccessFactors.

Acquired by United Technologies which is now Collins Aerospace (a Raytheon Technologies Company)- Successfully created new interfaces to SAP and external vendors using SuccessFactors Integration Center. Monitor daily logs and troubleshoot failed processes in Dell Boomi as needed.- Regularly review system enhancements and new functionality to upgrade modules, dashboards, and user interface of SuccessFactors. - Reconciled SuccessFactors with Microsoft Outlook Directory to establish SuccessFactors as the system of record and improve the provisioning and de-provisioning of network accounts. - Integrated Recruiting Management and Onboarding with Employee Central to minimize repetitive data entry and improve end-user experience. - Project lead in the implementation of Recruiting Marketing and Advanced Analytics.

Rockwell Collins is a world leader in providing innovative solutions for aviation, defense, rail and critical infrastructure that helps keep people safe, connected, and informed.I hold the position of Senior HRIS Analyst on a small but mighty team responsible for the overall administration of SuccessFactors HRMS and its intersecting resources.

Acquired by Rockwell Collins, which was acquired by United Technologies, and is now Collins Aerospace (a Raytheon Technologies company)

Member of an exceptional HR team directing a leading global manufacturer of paperboard and packaging solutions.- Managed HR function for a newly acquired manufacturing plant of 300 hourly and salaried employees until position was backfilled. Supported the achievement of financial, compliance, and strategic goals by providing HR leadership in the areas of employee relations, change initiatives, recruiting, training, compensation, compliance, on-boarding, and process improvement.- Headed the organization, implementation, and deployment of the employee engagement survey for the Merchandising Displays division of 3100 employees across 26 plants in US and Canada. Orchestrated and led a team of champions in accomplishing a 92% response rate for the division, a 36% increase from last survey. - Introduced succession planning and facilitated its implementation across the division. Trained and coached senior leadership through all levels of management in the development of their succession plans.- Executed the roll-out and training of new performance management process for both exempt and non-exempt employees. Integrated a new calibration process for the division leading to increased accuracy, consistency, and controls around compensation and performance ratings. - Instrumental in the opening of a new plant in California and the recruitment of its initial staff. Created a new employee manual and insuring its compliance with local California state and federal laws. - HRIS & Talent Management System Administrator responsible for performance management process, troubleshooting, creating/delivering system training and documentation, improving data integrity, managing user permissions, and driving process improvement- Create and maintain reports from HRIS databases SuccessFactors and PeopleSoft. Utilized skills in Microsoft Excel to generate reports, analyze and correlate data, and provide in depth analysis using pivot tables, charts, formulas, and other functions.

After Tekelec was acquired by Oracle, this time was utilized to achieve my HR credentials.

• Proficiently coordinate, support, and manage full-scope global HR operations inclusive of staffing/recruiting, onboarding, employee relations, orientation, immigration, benefits, compensation, performance management, regulatory compliance, rewards and recognition, and HRIS administration.• Contribute strong technical and marketing expertise toward administering HR programs, Intranet, and related systems.• Team member in the implementation of global HRMS, a new applicant tracking system (ATS), and served as a liaison to IT for support and system upgrades.• System administrator for corporate ATS and managed tasks such as approving new requisitions, reporting, trouble shooting, support, sourcing candidates, and making recommendations to hiring managers• Prepare and administer employment offer letters and contracts globally including maintaining their legal compliance.• Drive recruitment of full-time positions by sourcing qualified candidates and scheduling interviews.• Managed the selection and implementation of a global background and drug screening program and process.• Demonstrate meticulous attention to accuracy in facilitating employee entry/exit procedures, create/update policies and procedures, global payroll and benefits administration.• HR representative for external and internal audits (SOX, TL, ISO, OSHA)• Oversaw University Programs and other student recruiting initiatives• Established student recruiting process, onboarding and exit procedures, performance appraisal system, and program evaluation to monitor and optimize effectiveness.• Served as member of Wellness Committee, Health & Safety Committee, as well as Emergency Response Team.• Apply sharp administrative, technical, and organizational talents toward creating and maintaining personnel forms, creating an electronic employee handbook, managing Service Award Program, and coordinating blood drive.

• Responsible for creating and implementing company’s recruiting program and strategy to fill vacancies for all positions.• Coordinated pre-employment screening and drug testing for all new staff • Oversaw onboarding, safety training, and development of employee referral program to support recruiting efforts.• Ensured that all recruiting practices adhered to applicable federal/state employment laws

• Devised proactive recruiting strategy and program for North Carolina’s central and east coast retail markets spanning nine locations. • Instituted employee referral and incentive programs to maximize talent acquisition and retention, conducted job interviews, and selected new staff for assigned market.• Seamlessly administered employee onboarding, team building excersises, sales training, terminations/exit procedures, and addressing employee relations issues.

• Orchestrated the complete spectrum of recruiting operations for a variety of industries such as Engineering (Civil, Architectural, Industrial, Electrical, Mechanical, Structural), Telecommunications, Science, Manufacturing, Finance, IT, and Clerical positions.• Actively supported other areas of HR functions such as payroll administration, staff training, and orientation.• Recruiter training.• Assisted branch manager in prospecting for and securing new clients, and adeptly managed existing key accounts.

• Responsible for creating a marketing strategy and campaign resulting increased sales and memberships • Develop marketing literature, ensuring valid, current and accurate content.• Coordinate events and meetings • Monitoring communications plan and strategy • Planned and implemented marketing and public relations programs to increase memberships and retention.• Manage development, production, and distribution of promotional and collateral materials• Develop and maintain relationships with community organizations and businesses