Senior Enterprise HCM Consultant Sample Resume Format in Word Free Download

Sample Template Example of Beautiful Excellent Professional Curriculum Vitae / Resume / CV Format with Career Objective, Job Description, Skills & Work Experience for Freshers & Experienced in Word / Doc / Pdf Free Download

Stewart Beaty	412 Boynton Beach waterbury, sn  50120 stewart.b444 610-735-2011 355-115-5511
Job Title                Senior Enterprise HCM Consultant (Certified) – Project Lead\Manager Certificates of Completion from University of Louisville – Fundamentals of Project Management and Project Management Practical Application Summary ·         PROJECT MANAGEMENT – In my most recent engagement, I have been tasked with managing the implementation of Talent Acquisition Management and Candidate Gateway.  My duties as the Project Manager are to create and manage the project plan, manage, lead and guide the project team, identify areas at risk, determine if additional resources are needed, and ensure that the project stays on track. ·         FUNCTIONAL LEAD CONSULTANT – For the past 16 years I have worked with the Oracle/PeopleSoft HCM product on project teams leading clients in the design, building, and delivery of software solutions.  During that time I have managed projects conception through the complete software development life cycle (SDLC), including sales, proposals, bidding, scope definition, requirements gathering, resourcing, planning, development, testing, documentation, training and delivery while interacting with clients nationwide throughout the United States.  I also work with the project management team to establish and monitor project tasks and milestones, liaise with the quality assurance team to assist with the planning and execution of the testing phase and assist with facilitating communications and training needs in the use of HR processes and systems. ·         EXPERIENCED HCM CONSULTANT (functional and Technical) – For over 26 years I have worked in an information systems environment.  I began my career as a programmer/analyst and was hired by PeopleSoft Incorporated in 1995 as a technical resource consultant implementing the Oracle/PeopleSoft HCM product.  I expanded my knowledge and expertise to learn the product from a functional perspective throughout my 16 years of working with the HCM product.  In having both technical and functional knowledge of the product has allowed me to better assist customers in acting as liaison between functional and technical teams in proposing changes to processes and systems to meet the business needs.  This includes developing functional requirements that include problem definition, situation analysis and process mapping, identifying solution alternatives and recommendations, and facilitating test management plans. ·         SENIOR BUSINESS ANALYST – As a Senior Business Analyst, I provide business analysis and consulting support for HR business lines and/or other external groups to create detailed business requirement documents, business process flows, test scenario’s, test cases, and ensure that functional and technical design is meeting the documented business requirements. ·         BENEFITS/BENEFITS ADMINISTRATION CONSULTANT – I have been the lead consultant on numerous full life cycle projects for the implementation of Base Benefits, Benefits Administration, COBRA Administration, Benefits Billing, Retro Deductions, Open Enrollment and eBenefits of Oracle/Peoplesoft HCM versions 4.0 to 9.1.  I have experience in implementing Benefits Administration for 4,500 to 100,000 employees and utilizing multiple job functionality on  several implementations.  I have worked directly for PeopleSoft and Oracle for over 10 years where my area of expertise was Benefits/Benefits Administration for which I was the product consulting lead for several years. ·         TALENT ACQUISITION MANAGEMENT/CANDIDATE GATEWAY CONSULTANT – I have been the lead consultant on numerous projects for the implementation of Talent Acquisition Management/Candidate Gateway.  My duties and responsibilities include:  Gathering and documenting Business Requirements, Creating Business Requirement Documents, and training team members on the product.  On my current project I am assisting the clients Project Manager who is new to her position with managing the project.  I am also leading and guiding the Business group, and HRIS group on the functionality of the TAM module. ·         COMMITMENT ACCOUNTING/ENCUMBRANCES RESOURCE – I’ve lead the efforts of an Enhanced Fiscal Initiatives project.  I worked with project team to examine current business processes, gather requirements and present a proposal in how the university can better align positions in their budget system with positions in the HR system and ensure that funding actually exists prior to hiring an employee.  This process included Business Process re-engineering.  The proposal that we as a team came up with would be presented to upper management. ·         COMPENSATION CONSULTANT – I have been the lead consultant in the efforts of examining and prototyping the Base Compensation, and Manager Self Service Compensation modules for customers.  Customers typically do not have a good understanding of how the module works and whether it would be beneficial for their purposes in managing budgets and providing increases.  I provide customers with a solid understanding of the Base Compensation and Group Build process and how it all plays into the Manager Self Service eCompensation module. EDUCATION Human Resource Management, Bachelor of Arts           August 1990 – June 1993 Minor in Psychology Notre Dame College of Ohio, South Euclid, Ohio Computer Programming,                                                           1988 - 1989 Cuyahoga Community College, Cleveland, OH Completed  Computer Programming courses I - V PROJECT EXPERIENCE Independent HCM Consultant                                                      February 2006 - Current S. A. Yelder, Incorporated,  Cleveland, OH Below is a listing of the projects that I have worked on as an Independent Consultant. Project Manager/Lead HCM Consultant                                    May  2011 – November 2011 University of Akron,  Akron, OH Project Manager for the implementation of TAM/CG 9.0.  My duties and responsibilities includes:  Create Project Plan, Manage Project Plan, provide guidance and knowledge of TAM functionality to the Business Group, and HRIS.  Identify when additional resources were needed to ensure that project stays on track.  Provided guidance to the team in the setup of Talent Acquisition Management and Candidate Gateway.  Created Test Plan, Coordinated testing and Prototype sessions. Lead HCM Consultant                                                                    February 2011 –May2011 Antelope Valley Hospital,  Lancaster, California Compensation and TAM/CG lead for the initial implementation of Oracle/PeopleSoft HCM 9.1.  Lead consultant responsible for leading the gathering requirement sessions for Talent Acquisition Management, Candidate Gateway, Base Compensation, Market Pay, Labor Administration, Wage Progression, Salary Step increases, eCompensation, and eCompensation Manager Desktop.  Responsibilities include documenting requirements, creating future state business process flows and complete configuration workbooks. Lead HCM Consultant                                                                   November  2010 – February 2011 Kerzner International Resorts, Paradise Island, Bahamas Customer is live with HCM 9.0 in Dubai and Corporate Headquarters in Fort Lauderdale.  Customer plans to go live with HCM 9.0 implementation of HR, Benefits Administration, Global Payroll, Absence Management, and TAM/CG for the Bahamas Atlantis Resort in June 2011.  They needed a Functional Consultant for short term assignment with expertise and knowledge of HR, TAM, Leave Accrual Processing and Benefits Administration to come in and analyze the current setup and provide guidance in the unit testing and integration testing of the modules taking into consideration the other entities that are already live with HR, Base Benefits and TAM.  The Atlantis Resort is converting from JDE and will be the first to implement Benefits Administration with the Global Payroll module.  In realizing that Oracle Corporation does not provide support for Benefits Administration when implemented with Global Payroll, it is my responsibility to validate current Benefits configuration, validate conversion of benefits data, and to work with the Global Payroll team and Technical support to ensure that Benefit deductions will calculate properly for deduction from Employees paycheck. HCM Consultant/Project Manager/Lead                             May 2010 – November 2010 EZ CORPORATION, Austin, TX Responsible for Managing the implementation of PeopleSoft version 9.1 for Benefits Administration, Position Management, and Talent Acquisition Management/Candidate Gateway.   Duties and responsibilities include working with Business Owners and IT group to determine an appropriate timeline for implementation, gathering the requirements, creating Business Requirement Documents (BRD), creating functional and technical design documents, assisting with configuration of system, Creating Test Plan, Test Scripts, Assist with Training Documents, along with assisting with project management to ensure that the project stays on track. HCM Consultant/Business Analyst                                          March 2010 – May 2010 United States Coast Guard Academy, New London, CT Coast Guard is looking to implement a new academic software and needed to have all current business processes documented in order to make a decision as to which software would be the best solution.  The Corporate Headquarters of the Academy currently utilize some of the PeopleSoft HR functionality but wanted me to assess whether the PeopleSoft Campus Solution software would be a feasible software solution for the Academy to move to.  Responsibilities and duties included gathering the requirements for the ACADIS legacy system and meeting with the Academic business groups to gain an understanding of the current business processes that ACADIS support and the interfaces to and from internal and/or external systems.   Documented all current business processes and created the AS-IS business process flows.  HCM Consultant/Business Analyst                                          February 2009 – June 2010 Kaiser Permanente, Walnut Creek, California Oracle/PeopleSoft HCM 8.9 Work with Benefits Practice to gather the requirements for the creation of business requirement documents (BRD) for multiple Benefits Administration projects within Oracle/PeopleSoft HCM 8.9.  I also work with the Design Team and Information Technology Teams to ensure that business requirements are understood and that the requirements are being met.  I work with the System Integration Team (SIT) and User Acceptance Team (UAT) to deliver comprehensible test scenarios, test scripts and testing plans.  My work also requires that I work closely with the Human Resource Service Center (HRSC) to update business process documents and to provide training and job aids. Lead HCM Consultant/Backfill Manager                                    July 2009 – February 2010 University of Louisville, Louisville, Kentucky  Oracle/PeopleSoft HCM upgrade 8.9 to 9.0 I was brought in to lead the consulting group in gathering requirements for the upgrade of the Oracle/PeopleSoft HCM product.  I also acted as the Backfill Manager for the HRIS team to assist with trouble shooting production issues and ensure that they were resolved in a timely manner.  The modules that I worked on were HR, Talent Acquisition Management (TAM), Candidate Gateway (CG), Benefit Administration, and Payroll.  Responsibilities included: ·         Act as liaison between project team, HRIS team, IT team, and Business Group end users ·         Act as Backfill Manager for HRIS Team in resolving day to day production issues and problems ·         Document requirements for eVerify process ·         Assist with providing a solution for simplifying the I-9 process ·         Documented Requirements for implementation of Compensation and eCompensation ·         Participated in Fit Gap analysis for the upgrade to 9.0 ·         Helped with the review of customizations ·         Assist with documentation of current Business Processes for the 9.0 upgrade ·         Provided Prototype of Compensation and eCompensation ·         Assisted with Year-End Payroll processing ·         Assisted with Payroll W2 processing and interface to third party for web access ·         Provide guidance and assistance in the configuration of the PeopleSoft 9.0 HCM applications ·         Identify areas of change and/or improvement for Position Management process ·         Work with team in creating testing procedures and steps ·         Provide ongoing guidance and training to the upgrade project team and users ·         Provided the TAM team with information on the delivered Oracle/PeopleSoft archiving process ·         Created SQR program to assist with UofL’s True Up process Lead HCM Commitment Accounting Resource – Oracle/PeopleSoft HCM 9.0 I was challenged with providing a solution for the Enhanced Fiscal Initiatives project.  The University wanted a solution to better align positions within their current custom budget system to the HCM HR product.  They also wanted to ensure that prior to creating a new budgeted position that they not only had the proper funding source but that there is actual dollars tied to the funding source in order to reduce the amount of expense transfers needed.  Expense Transfers accounted for about 80% of Payroll’s time.  My duties and responsibilities included: ·         Provide a recommendation on the definition of a Position for UofL ·         Gathering of requirements ·         Examination of reporting process ·         Identifying and interviewing key Unit Business Managers (UBM) to gain an understanding of current reconciliation process and receive their buy in to a change in process ·         Identify reconciliation tools currently being used throughout the University ·         Set up Commitment Accounting (Department Budget Table, Actual Distribution, Retro Distribution) ·         Examine current Fringe Benefit process and make recommendations for a flat percent for all departments ·         Prototyped Commitment Accounting ·         Examined the use of Positions and Multiple Jobs for Supplemental Pay – this would eliminate the use of Additional Pay.  Additional Pay is currently not included in IPEDS reporting and it should be. ·         Examined the effect that Retro Distribution has on Encumbrances ·         Examined how Encumbrances roll up from Employee/Position Level to Department Level ·         Provide user document that provides step by step process for entering and managing encumbering in HCM 9.0.  ·         Work with Training and Development team to develop materials necessary for training ·        Participated in the development, implementation and testing of encumbering in HCM 9.0 (including development of test scenarios and desired outcomes) to meet business requirements for encumbering of position budgets. Lead HCM Upgrade Consultant                                      February 2008 – November 2008 The Acushnet Company, Fairhaven, Massachusetts Oracle/PeopleSoft HCM upgrade from 8.3 to 9.0 I was the sole functional consultant to lead a team of 5.  There was no direct upgrade path from 8.3 to 9.0 so the customer actually did a re-implementation of the HCM 9.0 product.  I documented all current As-Is business processes for HR, Talent Acquisition, Benefits Administration, FMLA, and Head Count Reporting, Payroll and Payroll Interface.   In upgrading to 9.0 the customer also wanted to implement Position Management.  My responsibilities included: §  Documentation of all current As-Is business processes for customers current PeopleSoft 8.3 HCM environment §  Performance of Joint Application Development (JAD) sessions to outline Customers PeopleSoft 9.0 HCM future state environment §  Documentation of all future state PeopleSoft business processes for the PeopleSoft 9.0 HCM environment §  Lead customers gap analysis sessions to identify and document where the delivered PeopleSoft 9.0 HCM functionality does not meet the requirements of customers business §  Document functional and technical specifications for gap areas that will require customization in the PeopleSoft 9.0 HCM environment §  Provide guidance and assistance in the configuration of the PeopleSoft 9.0 HCM applications identified for implementation §  Documentation of all PeopleSoft 9.0 application  configuration §  Provide training as needed to customers PeopleSoft 9.0 project team §  Provide detailed expertise in specific PeopleSoft HCM 9.0 application areas, including Core Human Resources, Candidate Gateway, Talent Acquisition Manager, Benefits, and Payroll §  Analysis of Payroll Interface for automation of Payroll interface to ADP §  Provide functional demonstrations of PeopleSoft 9.0 HCM applications as needed Lead Business Analyst/Testing Coordinator                          June 2007 – January 2008 National City Bank, Cleveland, Ohio Oracle/PeopleSoft HCM 8.9 The customers benefit enrollment process was actually administered by Hewitt and Associates.  Beginning with Open Enrollment 2008 the customer was introducing web enrollment for all employees along with a new plan offering of Health Spending Accounts (HSA).  I assisted with the roll out of Open Enrollment for 2008.  I created and managed the test plan through UAT testing and SIT testing.  My Duties and Responsibilities included: §  Gathered Requirements for Open Enrollment 2008 §  Gathered Requirements for implementing HSA Benefit Plan §  Coordinated Testing with Payroll Group and Benefits §  Worked with Developers to ensure that they were working towards requirements §  Worked with Vendors to ensure that they were working towards the requirements §  Documented requirements in the IBM RMM database §  Create use Cases for business requirements §  Created technical specifications for the loading of Life Insurance plans for employees that made new enrollments and/or changes via Hartford Insurance website.  Customer outsourced the enrollment process for life insurance to The Hartford Group for Open Enrollment and once the enrollments were received they had to map the data to the PeopleSoft tables for loading. ·         Leading the customer’s Benefit’s business group and technical staff in the functional specifications and technical development of vendor interfaces for Medical, FSA, and COBRA ·         Coordination of meetings with vendors and business group in clarifying vendor interface requirements ·         Writing the functional specifications, reviewing the technical specifications ·         Coordination of module testing, vendor testing, and sign off’s from the business group and the vendors Backfill Consultant                                                                           December 2006 and                                                                                                                     March 2007 – June 2007 The Westfield Group, Westfield, Ohio Oracle HCM 8.9 I assisted the customer with the examination and troubleshooting of the eCompensation module as well as the Talent Acquisition Management module.  Assisted with the cleanup of benefit enrollments for Open Enrollment 2007.  Also worked with technical team to create an interface file to send to vendor for Life enrollments.  This involved providing a solution to identify employees that should be added to vendor file.  From March 2007 to June 2007 I was brought in to examine current Position Management functionality and provide documentation to enhance Organizational Chart Reporting.  I communicated with the vendor of Org Plus and tested the integration of Oracle/PeopleSoft with the Org Plus product.  I also provided customer with documentation on eCompensation Other duties and responsibilities included: ·         Assisted with troubleshooting the eCompensation process ·         Assisted with troubleshooting the TAM process.  Customer used third party software for recruiting but interfaced the data from the third party system to the Oracle/PeopleSoft Talent Acquisition Management module for tracking and hiring. ·         Created technical specifications for the loading of Life Insurance plans for employees that made new enrollments and/or changes via Hartford Insurance website.  Customer outsourced the enrollment process for life insurance to The Hartford Group for Open Enrollment and once the enrollments were received they had to map the data to the PeopleSoft tables for loading. ·         Leading the customer’s Benefit’s business group and technical staff in the functional specifications and technical development of vendor interfaces for Medical, FSA, and COBRA ·         Coordination of meetings with vendors and business group in clarifying vendor interface requirements ·         Writing the functional specifications, reviewing the technical specifications ·         Reviewed and documented As-Is functionality for Position Management ·         Downloaded the Org Plus product to test product for use of creating Organizational Charts ·         Communicated with vendor on customers behalf ·         Coordination of module testing, vendor testing, and sign off’s from the business group and the vendors Lead HCM Fit/Gap Consultant                                                        January 2007 – March 2007 Colonial Pipeline,  Alpharetta, Georgia Oracle/PeopleSoft HCM upgrade version 8.8 to 9.0 I was brought in to conduct an Upgrade strategy workshop.  During this workshop I explained the new functionality for Oracle/PeopleSoft HCM 9.0 for the HR, Benefits, and Payroll modules.  With the upgrade the customer also wanted to implement the Talent Acquisition Management module and Candidate Gateway.  My duties and responsibilities included: ·         Examination of customer’s current business processes from the creation of a Job Requisition to the hiring of an applicant.  Customer currently uses some of the 8.8 functionality but is not using all of the functionality. Much of what they do is still a manual process, Susie will guide and train user’s on current functionality while defining requirements for the re-implementation of TAM 8.9. ·         Gather requirements of the functional business groups and ensure that development work are working towards those requirements ·         Gather requirement for implementing workflow ·         Minor modifications of pages, records, menus for eRecruit 8.8 using Application Designer ·         Assisting with the re-engineering of current business processes to ensure that turnaround time for the posting of a Job Opening/Requisition occurs within hours instead of days/weeks. ·         Conducted workshops to: o   Explain the differences between customer’s current version HCM 8.8 and HCM 8.9 for Core HR, Base Benefits, and Payroll.  A workshop was conducted separately for each module.  o   Explain the Person Model ·         Provided an overview of the Talent Acquisition Management/Candidate Gateway module. ·         Create a requirements document for the Upgrade and a separate on e for TAM ·         Assisted with the creation of a high level project plan for the upgrade ·         Assisted with the creation of high level project plan for TAM ·         Met with HR leadership to close the planning phase of the project by explaining the requirements documentation, project plan, and the potential risks that they may face. Lead HCM Consultant                                                              February  2006 – December 2006 Hilton Hotels,  Beverly Hills, California Oracle/PeopleSoft HCM upgrade version 8.8 to 8.9 Customer was upgrading the HCM product from 8.8 to 8.9.  Along with the upgrade they also wanted to implement Position Management.  I was brought in to lead this initiative and guide the team of 8 through every phase of the project.  The project went live in August of 2006 with great success.  The implementation of Position Management was a pre-requisite for implementing Talent Acquisition Management and Candidate Gateway.  My duties and responsibilities included: ·         Create and manage Project Plan ·         Team Lead for a team of 10 in implementing Position Management for 65,000 employees.  ·         Review of  Workforce Admin 8.8,  8.9  setup of Job Code (in determining the consolidation of  job codes), Department, Company, Location, Business Unit ·         Establishment of Action/Reason codes for Position Management ·         Determined strategy for conversion of Position Management data ·         Examined current interfaces to determine necessary changes that may be needed ·         Examined current business processes to determine if changes were needed ·         Creation of Test Scripts for functionality testing of customizations and Position Management module. ·         Testing of all active Action/Reason codes within Workforce Administration ·         Providing Best Practice Solutions ·         Leading team members through system design and testing Principal Consultant                                                                    March 2005 – February 2006 Oracle Corporation,  Redwood, California PeopleSoft HRMS version 3.1 to PeopleSoft HCM 9.0 Transitioned to employment with Oracle Corporation when Oracle acquired PeopleSoft Incorporated as a Principal Consultant within the Oracle ERP Consulting Practice.  In my role as a Principal Consultant I continued to be a major individual and team contributor in leading customers through the implementation and/or upgrade of the HCM product.   I also held the position of Benefits Lead for the Oracle Consulting Practice.  My duties and responsibilities varies with each customer and have included: ·         Team Lead for the implementation and upgrade of the HCM product ·         Team Lead for Benefits group in the implementation of Open Enrollment and other Benefit requirements ·         Team Lead for the implementation of Benefits Administration, Open Enrollment, eBenefits ·         Team Lead for the implementation of Talent Acquisition Management and Position Management ·         Assisted customers with the setup and implementation of Payroll, and Payroll Interface ·         Providing Best Practice Solutions for the implementation of complex business solutions ·         Analyzing customers current business process and providing streamline solutions for more efficiency ·         Liaison between functional and technical analysts Process Specialist                                                                         September 1995 – March 2005 PeopleSoft Incorporated,  Westchester, Illinois PeopleSoft HRMS version 3.1 to PeopleSoft HCM 9.0 In my role as a Certified PeopleSoft Consultant, I have been a major individual and team contributor in the implementation and/or upgrade of the PeopleSoft HCM product for a number of PeopleSoft’s customers within various industries for which employee population has ranged from 8,000 to 300,000.  I began my career with PeopleSoft as a technical resource and was quickly able to transition to a functional consultant role.  My duties and responsibilities have varied from company to company and have included: ·         Leading and conducting fit/gap sessions, ·         Scope client’s business requirements ·         Provide alternative solutions for the resolution of gaps and evaluate the level of effort ·         Participate and lead IPW (Implementation and Planning Workshop), and Assessment Workshops ·         Preparation of functional design documentation ·         Assist with the technical development of SQR programs ·         Assist with technical specifications for the conversion of data and interfacing to third party vendors and internal systems ·         Leading team members through system design and testing ·         Define configuration requirements ·         Utilization of PeopleSoft COMPASS methodology for the implementation of HCM modules		Skills Oracle/PeopleSoft HCM -  Versions 3.1 to 9.1 ·         HR ·         Position Management ·         Manager Self Service ·         TAM/CG ·         Payroll ·         Payroll Interface ·         ePay ·         Base Benefits ·         Benefits Administration ·         Open Enrollment ·         eBenefits ·         Pension Administration ·         Compensation ·         eCompensation ·         Commitment Accounting ·         COBRA Administration ·         Retro Benefit Deductions Industries: ·         Higher Education ·         Healthcare ·         Retail ·         Finance ·         Insurance ·         Manufacturing ·         Banking ·         Staffing Databases: ·         Oracle ·         SQL Server ·         DB2 ·         Sybase Operating Systems: ·         Unix ·         Windows 7 ·         Vista ·         SharePoint ·         TSO/TMF ·         Microsoft Project Server Programming Languages: ·         COBOL ·         SQL ·         SQR ·         PeopleCode Additional Skills: ·         RUP – Rational Unified Process ·         Fit/Gap Analysis ·         Project Planning ·         Upgrade Strategy Workshops ·         Interface Development ·         Data Conversion ·         Testing ·         Requirements Gathering ·         Functional Design ·         Knowledge Transfer ·         Sarbanes-Oxley ·         IBM’s RMM (Requirements Management Methodology) ·         Open Enrollment Professional Training ·         Introduction to Human Resources ·         Introduction to Benefits ·         Advanced Benefits ·         Introduction to Payroll ·         Payroll Interface ·         Benefits Administration ·         PeopleTools I ·         PeopleTools II ·         PeopleSoft Security ·         Recruit Workforce ·         Talent Acquisition Management/ Candidate Gateway ·         Compensation ·         Training Administration ·         PeopleCode ·         Intro to SQL ·         Intro to Unix ·         CEBS Benefits ·         COBOL Development ·         Consulting Workshop ·         Project Management Certifications PeopleSoft Certified for Oracle/PeopleSoft HCM software and tools Project Management Certified

Download Resume Format