Will Taylor Email & Phone Number

Global Manufacturer - HRIS Lead - BAU, WD Phase 2, M&A and Benefits OE.Banking - HRIS Lead - WD Phase 2 and M&A, Change Management, CommunicationsGlobal Manufacturer - Compensation Structure redesign and HRIS vendor assessment

San Francisco, California, Us

•Led a global team of Workday developers, BSAs and integrations specialists in developing an HRIT governance model, assess technical debt, deploy new WD modules, and support BAU in an AGILE fashion.•Collaborated with People OPs, Fin Ops, and Comp&Ben functions (NORTAM, EMEA and AIPAC) to identify and deliver enhancements, stand up new vendors and systems integrations.•Supported M&A activities and multiple new legal entity (country) setups globally.•Project Management, vendor contract reviews, vendor management, and global compliance (SOx, ACA, EEO and country-specific regulation global support)

Dublin 2, Ie

•Workday HCM implementations, M&A, Project Management•Total Rewards SME consulting•Global team management•Benefits, Core HCM and Advanced Compensation work streams•Process optimization and realization •HR transformation powered by technology

Chicago, Il, Us

HR Operations• Develop, implement and lead a new HR Operations function• Front-line employee and manager support• Support HR BPs and COEs – creating process flows, and managing ongoing operational, administrative and maintenance tasksCompensation COE• Compensation strategy• Market analysis and job pricing• Annual merit and bonus cycles • Job reviewsHRIS• Vendor management of HR Systems• Integrations and maintenance• Systems review and evaluating new vendor partners• HRIS (including Payroll and Benefits), ATS and Performance systemsReporting and Analytics COE• Develop and deliver meaningful HR metrics to senior leadership• Utilize metrics and analysis to attract, retain and engage talent• Support D&I objectives• Reporting for regulatory compliance - AAP, EEO, BLS

Chicago, Illinois, Us

•Responsible for hiring, coaching and managing a team of HR consultants, specialists and supervisors supporting 25k North American employees regarding policies, full life cycle HR and Payroll processing, leaves administration, unemployment and data maintenance•Developing and driving a process improvement strategy aligned with global business objectives•Key role in implementing a new HRIS SaaS solution (Workday) and new CRM/Workflow tool•Responsible for federal and local legal HR and Payroll compliance; as well as SOX, internally•Point of contact and SME for US HR business partners•Developing, maintaining and analyzing KPIs and metrics

New York, Ny, Us

•Responsible for the day-to-day client relationship management of Health and Benefits administration outsourcing for large market employers•A book of business worth over $4.5M annually•Lead a team of 8 analysts serving four large market clients•Maintain strong partnerships with HR and Benefits executives at clients; and four dozen vendor-partners on behalf of clients•Through development and deployment of a remediation plan, turned an important client ($1.2M) from “red” to “green” while managing overtime, removing a backlog of several hundred escalations, updating outdated plan provisions, delivering a successful open enrollment and reducing ongoing FTE headcount by 50%•Coordination between internal business partners, client contacts and vendors •Played a significant role in the sales process for a new client and the implementation activities since kick-off; and delivered a successful, on time, "platinum" go-live•Successfully managed the deconversion of a long time, dual line client

Kenosha, Wisconsin, Us

•Developed, implemented and managed an in-house Benefit Operations COE•Delivered high-touch service to 8,000 Snap-on employees and retirees based on the principles of world class service and passionate customer care•EEOC, SOX, ERISA and Section 125 compliance•Managed day-to-day relationships with vendors and consultants, contract negotiations and three RFPs•Supported Compensation with job evaluations, job description creation and review, prepare market surveys, conduct annual merit and bonus cycles.•SPD rewrites for H&W, DB and DC plans•Collaboration with internal finance department, external actuaries and auditors on financial accounting, valuation of Health and Welfare benefits and compliance audits (including VEBA)•Health and Welfare data analysis •Crafted benefits communications which were accessible to active and retired populations•Fully in-sourced and administered COBRA and Retiree Medical while realizing a greater than 50% reduction in fees•Reviewed, simplified and synchronized benefits and related HR processes and policies