• Responsible for managing the experience of the entire project lifecycle, and delivering key projects within agreed schedules, budgets and cost objectives.
• Coordinate internal resources and third parties/vendors for the flawless execution of projects.
• Ensure that all projects are delivered on-time, within scope and within budget.
• Assist in the definition of project scope and objectives, involving all relevant stakeholders and ensuring technical feasibility.
• Ensure resource availability and allocation.
• Develop a detailed project plan to monitor and track progress.
• Manage changes to the project scope, project schedule and project costs using appropriate verification techniques.
• Measure project performance using appropriate tools and techniques.
• Report and escalate to management as needed.
• Manage the relationship with the client and all stakeholders.
• Perform risk management to minimize project risks.
• Establish and maintain relationships with third parties/vendors.
• Create and maintain comprehensive project documentation.
• Meet with clients to take detailed ordering briefs and clarify specific requirements of each project.
• Delegate project tasks based on junior staff members' individual strengths, skill sets and experience levels.
• Track project performance, specifically to analyze the successful completion of short and long-term goals.
• Meet budgetary objectives and make adjustments to project constraints based on financial analysis.
• Develop comprehensive project plans to be shared with clients as well as other staff members.
• Use and continually develop leadership skills.
• Attend conferences and training as required to maintain proficiency.
• Perform other related duties as assigned.
• Develop spreadsheets, diagrams and process maps to document needs.

• Plans and directs the strategic and tactical functions of the Human Resources department. Focused on the entire employee lifecycle from recruitment to retirement to support our organizational growth.
• Provides vision, leadership, planning, project coordination and management for the development of a cost-effective department while concurrently facilitating efficient operations to meet current and future business needs within the HR organization.
• Successfully moved 500+ employee organization from PEO to HRIS system.
• Reduced turnover from 40% to 10% by improving employee training, communication and benefits.
• Implemented organization wide onboarding training.
• Ensures continuity and successful delivery of functional services to users throughout the organization.
• Analyzes and directs all function-related activities within the scope of the HRIS.
• Fosters and maintains positive relationships with HR constituents and customer base; serves as an interface between internal/external customers and functional team members to ensure effective definition of and delivery of HRIS/payroll applications.
• Provides overall prioritization of work assignments and management of functional team resources and their activities.
• Promotes proactive approaches using the company's HRIS to solve business needs/problems, while also enhancing the understanding and acceptance of the HRIS capabilities.
• Builds and maintains a strong functional team through effective recruiting, training, coaching, team building and succession planning.
• Establishes procedures to ensure all internal customers are assisted appropriately and in a timely manner.
• Participates in the preparation of staff development plans for each functional associate.
• Assesses the skills and skill levels necessary to achieve work objectives.
• Maintains awareness of vendor plans and the potential impact of those plans on current and future functionality.
• Annually reviews and makes recommendations to executive management for improvement of the organization's policies, procedures and practices on personnel matters.
• Maintains knowledge of industry trends and employment legislation and ensures organization's compliance.
• Maintains responsibility for organization compliance with federal, state and local legislation pertaining to all personnel matters.
• Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed.
• Assists executive management in the annual review, preparation and administration of the organization's wage and salary program.
• Coordinates or conducts exit interviews to determine reasons behind separations.
• Consults with legal counsel as appropriate, or as directed by the CEO, on personnel matters.
• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters.
• Recommends, evaluates and participates in staff development for the organization.
• Develops and maintains a human resource information system that meets the organization's personnel information needs.
• Supervises the staff of the human resource department.
• Participates on committees and special projects and seeks additional responsibilities.

• Responsible for strategic project management of transforming our Human Capital Management client support model from a call center to high touch account management client relationship organization. Focused on performance leadership, client retention and satisfaction, business operations and cost management, associate performance management and business transformation of service delivery organization and functions.
• Coordinates a seamless integrated service delivery approach by all ADP departments serving clients.
• By building and maintaining relationships with internal partners to foster trust, commitment, accountability and results.
• Provides coaching, mentorship and guides associate career development.
• Implements the necessary procedures and changes to comply with corporate policy and regulations relating to organization and associate role changes.
• Organized and facilitated the move of Major Account client service to a new client relationship management tool and telephony system.
• Analyzed, created and report on team statistics, operational metrics and trends.
• Prepare, facilitate and conduct weekly, monthly, and quarterly review session with leadership to review performance metrics, trending and project updates.
• Created and rolled out data audits between Order to Cash (OTC), Autopay, and Siebel to ensure client and Account Manager data matched.
• Participated in Year End planning and execution.
• Lead daily activities of the team to ensure that all work is completed according to scheduled deadlines with attention to quality standards, priorities and overall goals.
• Enhanced understanding and implementation of Business Units strategic goals.
• Oversee the use of standard process workflows by team.
• Function as a consultant and business partner to other groups within ADP to collaborate in establishing best practices.
• Train and mentor team members and identify development needs across the team, working leadership to coordinate additional training as needed.
• Track various productivity and performance standards to ensure that established levels are achieved, especially during critical activity periods.
• Serve as an acting backup to the Vice President, providing leadership, guidance and direction to team members in the absence of the Vice President.
• NPS for FY'18 is currently a 17, which is 15 point improvement over this time in FY'17

• Organized, lead, designed and implemented system monitoring initiatives working with matrixed and non-matrixed across business unit team in an effort to improve the product and processes in implementing and client support in order to improve client loyalty.
• Took the concept of a HCM/ACA Center of Excellence (COE) to a fully operational center built around accountability, collaboration and inclusiveness. Including talent development along the way. 3 members of my team as part of the emerging leaders program.
• Major Accounts experienced tremendous success in our Benefits and ACA as a result. The COE optimized the Benefits and ACA opportunity through effective realigning of associates, hiring contract associates and leveraging many Project Support resources to deliver on these results.
• HR/Benefits: $134.2m on a plan of $116.9m. Exceeded by $17.3m
• ACA: $73.4m actual on a plan of $48.2m. Exceeded by $25.2m
• Associate Engagement Survey score is 4.06 and 79% favorable. The COE score was above the 75% industry benchmark. As a comparable, the MAS score was a 3.89 and 70% favorable. My manager team score of 4.75 with a 95% favorable rating is higher/lower than the COE and MAS average score.
• NPS for FY'17 was 3.88 which is 15.86 improvement over FY16 (-11.86)
• This growth and improvement was due to the collaboration with product teams to gather, analyze, assess and report on client behavior and usage present to management & executives on development opportunities, initiatives, and status updates. Resulting in a 2% rejection rate of forms in 2017as compared to 15% prior year.
• Evaluate associates on performance and complete annual performance appraisals.
• Work in collaboration with associate to establish Individual Development Plans.
• Develop and administer corrective action and performance improvement plans.
• Oversight of Workforce Management to include scheduling, and succession planning

• Manages and coordinates regional Business Engineering Solutions (BES), and corporate projects around, which includes planning, organizing and controlling activities relating to HCM product/process management. Acts as a liaison between development, client, implementation, client service, and sales. Identifies drives and executes process improvements and systems. Establishes objectives and communicates all facets of the project to the Human Capital Management Organization.
• Acts as client-oriented User Champion by organize client usability on-site meeting, presenting to clients in bi-annual sessions on product.
• Provides proactive impact and integration analysis of product by participating with SCRUM team through the AGILE process, which allows for a more effective process rollout management of release activity and related training for all products utilized by the Human Capital Management organization
• Serves as a technical resource/content expert to sales and implementation on all matters related to the functionality of all Major Account Services products within the domain of benefits, recruitment, performance and compensation management. Works with sales and implementation on the development of product positioning, demo design, training courses, etc. to ensure that Business Unit objectives are achieved
• Identification, analysis, design, documentation & communication of business processes and process improvements including process requirements for compliance.
• Consultation/collaboration with multiple business partners & BES to represent the needs of Human Capital Management in the design and support of partner processes.
• Coordination of process/execution for internal and external communications.
• Identifies/analyzes and develops project plans and required resources with corporate project team, aligned regions/associates and performs tactical activities.
• Ensures success of all rollouts through thorough testing of applications and systems to ensure zero client impact and system uptime.
• Manage projects from beginning to end and is responsible for team performance and measuring results.
• Monitors and reports on the status of assigned projects including identifying actual or potential issues which may delay final results or deliverables.
• Acts as a resource on operational/business critical issues and communicates/escalates to the appropriate regional/business unit.
• Maintains a general knowledge of applicable products, regional operating systems and procedures by participating in focus groups, product committees and business conferences.
• Acts as a liaison between Operations, Service and Implementation, developing regional best practices and smooth and seamless inter-departmental process and procedures.

Managed the daily activities of multiple implementation processes and focuses on ensuring installations are accomplished in an effective and timely manner. Managed the project planning, product support, client management, and status reporting for the successful implementation of Human Resource and Benefit Solution products:

Top performing Implementer in Fiscal Year 2009, 2010 and 2011

Provided project planning, management, and status updates to clients and manager

Followed ADP implementation methodology and best practices while disseminating them in a manner the client will understand

Conducted analysis of client requirements, than tailors the implementation process to meet the client's needs

Consulted with client to create functional design of system. Works with client to configure systems and coordinate training.

Managed data conversion process, data validation, and system testing

Supported clients during initial live period and transition to the service organization

Responsible for the overall success of the project and satisfaction of the client

Continually exceeds productivity goals while also exceeding the company average on quality surveys scores.

Mentored team members in multiple areas of the implementation processes. Presents best practices and ADP methodology to my team on integration, HR Profile, data scrubbing, data mapping, data conversion, conversion failures, MS Excel, MS Access, auto file load, importing errors.

Subject Matter Expert: Workforce Now 2.0, Workforce Now 1.0, Product Integration, Groove, Portal ROC