Sharon Cook Email & Phone Number

Wilmington, Nc, Us

Responsible for the overall outcome and delivery of projects. Applying a highly consultive approach in working with our clients, our vendors and our Blue Crab project team members my goal is to ensure on time, high quality and within budget project delivery. Serve as the primary point of contact working closely with project sponsor and stakeholders in defining goals and success Manage cross-functional teams who are responsible for delivering implementations on time Conduct discovery calls and implementation workshops to define project strategy, SOW (statement of work), and detailed plans Be responsible for all aspects of project management and coordination, including scope and change request management Partner with account management, professional services, product, and engineering teams to deliver successful implementations Analyze engagement metrics and drive best practice usage Actively engaged in applying continuous improvements to better meet client needsInterpret customer insights to drive change in product and function as the voice of customer to the product and engineering teamsChampion initiatives to make our work environment and culture “the” place to work.

Stamford, Connecticut, Us

Direct North American PMO team members responsible for project delivery excellence. Provide strategic and tactical direction on processes and tools to effectively manage global projects.

Stamford, Connecticut, Us

Manage, motivate, and guide a team of Project Managers responsible for the forecasting, budgeting, project team leadership, client satisfaction and overall project success. Champion Rizing methodology, PMO processes and project tools. Project Manager for highly visible projects directing teams in the implementation, optimization, and refactoring of SuccessFactors, integrations, data migration/replication, and process changes. Continuous process improvement supporting client engagement success. Promote effective communication and collaboration across teams including Sales, Solution Center, Delivery, Offshore Implementation Resources, Managed Services, and Project Management Office. Support pre-sales/sales activities, RFPs, SOWs, write and negotiate change requests, client relationship management and escalations. Manage PMO utilization, project team resource allocation, forecast accuracy analysis and adjustments, project budget/profitability management and analysis. Support new product development. Identify and plan for process improvements, execute changes, and manage adoption of impacted people and operations.

Direct a global team of professionals responsbile for the implementation and sustainment of HR Systems to support the tranformation of HR processes and programs for this multinational gaming and lottery business. Actively engaged in the migration from On Premise SAP HCM solutions to SuccessFactors Cloud solutions for 50+ countries moving from multiple SAP HCM and numerous HR systems to one global tool to support core HR and Talent solutions. Collaborate with the Global People Services Teams to ensure current state programs, processes and procedures are supported while the organization moves through a transformation of people services being offered. Engage with a team of employees and consultants to provide improvements in the implementation experience and assure a strong plan for adoption is designed and executed upon. Assess impact of changes on the organization and collaborate with all levels of the organization to assure the necessary change management occurs for implementation and continued sustainment of the new processes and systems. Work within Global People Services to assure resources are aligned for future success.

Oak Park, Il, Us

Responsible for implementation of SuccessFactors and SAP HCM and Talent applications. Work as part of hyperCision leadership team to ensure all practices are aligned to drive the maximum value for hyperCision’s customers. Provide strategic direction on service offerings and methodologies to assure we can support our customers, implementation, upgrade, enhancement and support business needs. Establish and implement short- and long-range goals, objectives, policies, and operating procedures. Drive the development of service offerings including deliverables, value proposition of offering, pricing strategy and marketing materials. Develop strategic relationships. Provide technical, strategic and business consultative leadership for the Practice at the pre-sales and post-sales implementation level. . Mentor, train and manage consultants into high value, high impact contributors for the Practice and the business. Directly manage major and critical developing client accounts, and coordinate the management of all other accounts. Provide hands on assessment and implementation services to assure current product capabilities and vendor knowledge.Project Manager for first implementation of the SuccessFactors Validated LMS completed by an Implementation Partner. Project Manager/Lead Consultant for SuccessFactors GM/PM implementation for a Higher Education/HealthCare Organization including Employee Profile, data model, 360 feedback, Stack Ranker, Calibration, Goal Execution and Role Based Permissions.Principal Consultant for SAP HCM OM redesign focused on Jobs, Qualifications and OCR/PCR for Utility providerQA/Project Oversight on SuccessFactors EC, ECPayroll and Recruiting implementation for a Financial Institution.

Oak Park, Il, Us

Responsible for implementation of SuccessFactors and SAP HCM and Talent applications. Work as part of hyperCision leadership team to ensure all practices are aligned to drive the maximum value for hyperCision’s customers. Establish and implement short- and long-range goals, objectives, policies, and operating procedures. Drive the development of service offerings including deliverables, value proposition of offering, pricing strategy and marketing materials. Develop strategic relationships. Provide technical, strategic and business consultative leadership for the Practice at the pre-sales and post-sales implementation level. . Mentor, train and manage consultants into high value,high impact contributors for the Practice and the business. Directly manage major and critical developing client accounts, and coordinate the management of all other accounts. Project Manager for first implementation of the SuccessFactors Validated LMS completed by an Implementation Partner. Project Manager/Lead Consultant for SuccessFactors GM/PM implementation for a Higher Education/HealthCare Organization including Employee Profile, data model, 360 feedback, Stack Ranker, Calibration, Goal Execution and Role Based Permissions.

Provide consulting services on the implementation of HR SAP. Expertise in PA, OM, LSO. Strong Project Management and Change Management experience. Excellent Business Process knowledge. Partner with clients to implement, upgrade and enhance SAP HCM installations

Tokyo, Jp

Performed system testing of SharePoint/SAP integrated Time Automation Tool. Created on line and classroom training materials and instructed classroom sessions.Documented Payroll and Time Business Process Procedures. Coordinated with IT, IT offshore support, German development partner, HR and Payroll to assure acceptance and understanding of the new functionality working closely with limited Payroll staff to get them to the “expert” level of understanding prior to project end. Partnered with Corporate Communications and Human Resources to develop and implement a Change Management plan

Tokyo, Jp

Support the successful implementation of enhancements to the existing LSO implementation. Gathered requirements, defined solutions, wrote detailed functional design specs to guide off shore development teams, unit and system level testing, resolution of issues identified from UAT and management of production cutover steps. • Provided production support and enhancements for SAP’s Learning Solution in a validated pharmaceutical environment. Enhancements included automation of training due date assignments, vendor interfaces, FDA validated reports, custom portal views, instructor portal roll out, learner/instructor notifications, deep-linking capability and numerous process improvements.

Cleveland, Oh, Us

Completed Blueprint for 12 countries in the Americas, Asia and Europe for globalization of PA, OM, ECM, MSS, Performance Management, Portal and US Benefits. Worked with SME’s on current processes and the development of “to be’ processes to allow an existing implementation to now become the system of record for HCM information. Defined key reporting needs for the organization including global demographic reports and headcount reporting that addressed both global as well as country specific needs. Identified necessary changes to the organization hierarchy, OM objects and actions, PA actions and added infotype needs. Indicated where customizations could be cared for through standard SAP HCM functionality. Identified and indicated changes to security to align with Safe Harbor/Data Privacy while still capturing, securing, and sharing existing and added highly confidential HCM information in accordance with policy and works council rulings. Identified and documented a plan of action to manage via ECM and standard SAP the annual increase process, multiple bonus, variable pay components and LTI. Lead the project team consisting of a functional ECM consultant and MSS/Portal consultant. Worked with the client to develop a new operating model to better support the management of HCM information and global HR programs. Wrote job descriptions for key HR roles to be staffed. Worked with all levels of the organization from the COO, CIO, Chief Legal Counsel to country Payroll and data entry staff. Provided guidance on job globalization, acquisition modeling, organization structure, tracking of training activities and overall process improvements

Quincy, Illinois, Us

Developed agenda and program for sessions that included global Human Resources, Corporate Finance and Corporate Information Technology to identify current objectives and barriers to globalizing SAP HCM. Identified current processes and pain points experienced by the organization’s Management, Staff, HR, IT and Finance. Session led to identification of a resolution to ongoing headcount reporting problems where immediate fixes could be applied now with a more robust solution to be applied within six months when the first phase of global rollout was complete. Identified preliminary scope document for initial phases of project to get the company to have all global employees in SAP HCM and key interfaces to local payroll to assure the highest of regard for data accuracy was followed. Make recommendation to priority and sequence of steps needed to leverage existing capability to create a foundation needed to best support future Talent Management implementations. Provided an understanding to IT and HRIS team members on key functionality and integration for CATS/Time/Time Evaluation, Organization Management, Personnel Administration, Enterprise Compensation, Succession Planning, Learning Solution/Enterprise Learning, and Performance Management. Worked with VP of Human Resources and CIO to provide information needed for a business case where the benefits of each phase of the project needed to show that it paid for itself. Delivered Change Charter document noting all findings, recommendations for leveraging existing installation, plan for long term usage, and work plan for initial global rollout for 30 countries with key payroll interfaces.

Project objective was to implement basic HCM PA and OM data for 22 additional countries where at present only the data for the US and Canada was live. The intent of this roll out was to house sufficient data in SAP for global headcount reporting and for basic global employee and designated temporary worker information to be housed in one application. Created a tentative long term roadmap for additional phased in enhancements and additional modules. Completed a fast track implementation including analysis of current HCM usage and needs assessment to determine requirements for a phased roll out. Identified significant customizations from the prior implemention that could now be removed to return to standard SAP. Reviewed current “As Is” processes and worked with the client to define “To Be” processes. Worked with Human Resources and SAP IT staff to identify the support of current practices for a global HCM environment and indication of process changes that would need to occur to support global usage. Implemented user menus for necessary infogroups and infotypes, work schedules and wage types as needed to support the new countries and not impact existing functionality. Coordinate with Compensation, HRIS and IT on global job table, planned compensation, bonus structures and related data and the related configuration and ongoing maintenance process. Identified required interfaces and functionality needed to support successful FI integration with the primary R3 implementation and the HCM implementation. Provided explanation of options and configuration to track 9 box and other succession planning data. Provided guidance on process changes for use of qualifications, profiles and job requirements. Updated qualifications table and documented process for further usage of career development. Worked with load process for OM objects and PA data. Performed assessment and made recommendations to maintain data integrity and future expanded use of HCM.

San Jose, Ca, Us

Project objective was to implement HR SAP and the ACS Proprietary Portal to support the outsourcing contract for HR Services between ACS and Hess. SAP modules include OM, PA, US Payroll with key interfaces to recruiting applications Taleo and DePloy, ACS Total Benefits Outsourcing, Authoria, Org Publisher, two other instances of FI SAP, and numerous in-house applications and external vendor applications. Global Requirements gathering for 18 countries for global OM/PA and US Payroll. Process included identification of key business processes, Portal and SAP gap identification and analysis, and future state process mapping. On time signature of Business Requirements Documents was attained. Set up SharePoint securityfor Document Management through the various phases of the project. Worked with developer to set up workflows and approvals on requirements and specification documents. Responsible for the gathering of details required from workshops, individually and small team meetings to finalize SAP configuration plans.Served as HCM functional expert for RICEF and workflow sessions. Provided basic training sessions to client on SAP functionality needed to support the outsourcing arrangement. Produced Detailed Design Documents for assigned areas including Enterprise Structure, New Hire/Rehire and Onboarding, Transfers (including Expatriate Handling), Employee Data Change ESS/MSS, LOA, and Separation. Lead team with 2 other SAP analysts. Point of contact for end client and outsourcing organization assuring end to end processes were being handled from Portal, to SAP and other ancillary back end systems through outsourced services. Created WFA project plan to align with 6 other project teams. Configured Sandbox client. Served as liaison for regional coordinators for Southeast Asia, EMEA and the Americas. Coordinated with Finance to develop HR organization relationship with existing FI structures

Project was to fulfill FDA commitment for a validated training system. Efficiencies were realized including movement from paper/pen training to online, integration with active directory, integration to Outlook notifications, improved reporting, one point of entry, and a consolidated list of active/inactive learners. Guided internal team through requirements gathering, generation of Blueprint document and Requirements document. Responsible for MS Project Plans, leading global presentations, leading client education sessions and providing documentation on specific LSO functionality. Lead external team of consultants responsible for configuration of PA, OM, PD, LSO, MSS, Portal Development for EP7.0 and BASIS. Configured LSO 6.0.3 maintaining object types, infotypes and relationships; setting up custom Delivery Methods; Identified data migration steps needed to pull existing data from multiple sources using LSMW tools to load data in SAP. Set up Course Program and Curriculum to allow the client to include multiple complex documents and procedures to generate learner qualifications per document and overall qualifications using qualification blocks for the completion of training on groups of documents. Lead design session on Portal functionality and theme assuring functionality allowed for course completion and eSignature functionality with custom interface to DMS system. Performed impact analysis of changes for HR moving from a minimally maintained 4.7 system to fully maintained ECC 6.0 expanding to cover all employee and non employee groups, more robust actions and maintenance of OM to support position management and headcount control. Configured PA and OM actions defining those that would be maintained manually along with other PP03 actions that would be called upon by a custom program to identify documents needing new training in DMS and in turn automate the set up of a qualification group, a qualification and a static web based course type.

Tokyo, Jp

Worked with the Training Organization and Information Technology to upgrade SAP LSO from 2.0 to 6.0. Oriented Training Team to new functionality available and made the organization overall more aware of SAP capabilities. Reviewed Blueprint and made recommendations for change. Worked with IT on role out of application. Performed integration and end user testing.

Project Manager for a team of HR consultants and employees on one of the largest private sector SAP HR implementations. Responsible for developing and updating MS Project Plans in coordination with an internal Lotus Notes assignment database used to drive milestone completion and metrics reporting. Extensive knowledge of LSO functionality and experience as a Functional Analyst for Blueprint of LSO and Personnel Development. Coordinated creation of Global Course Catalog and processes around creation of new courses and changes to courses including qualifications imparted, critical business certifications, curriculum and blended learning. Configuration of Time Schedules, Course locations, Resources, and Costs. Designed career development plan to replace current manual process by incorporating SAP education and experience infotypes, development plans, and OM relationships to indicate key tracking against job groups. Coordinated custom interfaces including Finance since FI SAP was not in place. Identified standard notifications to be used for LSO. Responsible for the implementation of the Global Qualifications CatalogCoordinated with Portal team to assure necessary LSO views were created. Participated in definition of necessary work flows for LSO and identification of roles needed for HCM role out.

London, Gb

Managed a team responsible for the development and maintenance of global HR systems including SAP HCM. Provided leadership to multiple cross functional teams. Served as HR SAP expert to all functions within HR. Responsible for integration of HR processes, employee records and system implementation of all acquisitions following a practice that gets all employees on SAP on the first day the acquisition is finalized. Lead projects for enhancements to HR systems including SAP HCM, benefits, training, succession planning and compensation. Managed change in SAP operating model from decentralized organization maintenance to centralized processing. Implemented new actions, directed configuration and performed testing to assure correct performance to support all global HR operations. Managed benefits projects for stock programs, 401K and RSA plans, health/welfare and insurances. Implemented Employee Self Service (ESS), global corporate directory and improved reporting capability for end users. Developed Security Plan for SAP HR and management access of all global users. Responsible for troubleshooting and support of time entry and payroll issues. Maintain worldwide organization structure including global job table. Designed and implemented senior management reporting which generated HR metrics on headcount, benefits, compensation, and learning. Responsible for integration for all acquisitions following a practice that gets all employees on systems for the first day the acquisition was effective. Defined the timeline and managed multiyear integration programs for all employee services resulting from mergers/acquisitions

Developed business case to move from the existing HR system to SAP HR. Remapped process flows to gain efficiencies, improve data integrity and realize cost savings by going to one point of entry. Responsible for building the organization structure for US Cellular and directing the organization build for the parent corporation and two other subsidiaries accounting for over 10,000 employees. Managed employee lifecycle project that successfully shortened entry cycle time and improved data integrity. Lead team implementing On-Line HR forms. Led Focal Point Appraisal project changing the process and tools to move to a common review date. Launched the initiative for business units to work jointly towards common HR systems and tools. Served as representative on Steering Committee to determine future direction of HR Systems for all corporate business units. Participated on implementation of the Learning Management System. Implemented corporate wide management reporting. Led improvement effort on employee expense reporting system. Resolved many operating inefficiencies through improved process and system solutions. Participated in technical upgrade of SAP performing design and testing of PA, OM, PD, Benefits and Payroll. Worked with parent company and three of the subsidiaries to perform gap analysis and process re-engineering to drive towards best practice implementation of SAP. Directed ABAP staff in creating upload programs and tested to assure historical data was correctly captured as part of the SAP implementation. Managed a team responsible for the maintenance of HR Systems and input of HR transactions. As configuration volume grew post Go-live, took on configuration responsibilities. Responsibilities included HR process redesign, planning, configuration, testing and data conversion to improve upon and expand the use of the PA module. Trained end users on SAP and guided curriculum development.

Bachelor Of Science (Bs), Small Business Administration/Management

Performance Management, Goal Management, Employee Profile