Maryam R. Yusuf, MBA, PHR, CCP

**** * **** ***** ****:

405-***-****

Tulsa, OK 74133

ablwa7@r.postjobfree.com

Work Experience:

Saint Francis Health System, Oklahoma

Human Resource Information Systems Consultant - SAP

December 2005 to Present

. Primary liaison between HR and IS on SAP related issues. Analyze,

design and maintain Human Resources Information System, in accordance

with requirements of Human Resources Management and applicable IS

policies.

. Maintain current documentation and procedures for all HR system

applications and HRIS processes.

. Analyze, support and maintain all existing HR systems applications.

Conduct analysis of system requirements, operational needs, impact on

HR business processes and implementation costs for existing system

applications and new technology based on automated solutions.

. HR Super user of the SAP module. Consult on SAP data management and

business process re-engineering, system changes.

. Primary lead on yearly HR related processes e.g. Annual Salary

Increases, Market Adjustments, Bonuses and configuration of ESS for

Benefits Open Enrollment process.

. Company wide report and query generation to meet business needs via

SQ01 and Ad Hoc Query tools.

. Independently review, analyze, document and report on current business

and system statistical data and provide detailed analysis..

. Research, develop, define and coordinate testing and implementation

for new or enhanced technology based solutions to optimize HR business

processes.

. HR Project Manager on n SAP upgrade from 4.6c to 6.0 ERP - blueprint,

testing, end user training, business transformation and business

process re-engineering. Support year end Hot Packs and patches -

coordination of all testing and post patch issues

. Make recommendation on systems and procedures in accordance with

project scope and agreed upon requirements.

. Assist internal and external customers with pre and post

implementation analysis to determine effectiveness of systems

solutions in meeting customer needs.

. Assign activities to HR personnel and follow up to ensure timely

execution of projects and tasks. Prepare and maintain project plans

and timelines, manage, support and track all related issues. Assist

with determining project scope, and provide detailed hardware and

software requirements.

. Maintain effective working relations with IT counterparts and

internal/external customers. Work simultaneously on multiple projects

in a rapidly changing environment. Work as a team member in all

developmental and implementation efforts.

. Control user access to SAP-HRIS system.

. Project Manager on the Onboarding module for PM enhancing the new hire

Onboarding experience via electronic communication and forms. Generate

all reporting for Executive committee from Position Manager.

. Project Manager on selection and implementation of Position Manager (a

specialized healthcare applicant tracking system). Assisted with

building interfaces from SAP to feed jobs over to PM on a nightly

basis. Trained 12 recruiters and 200+ hiring managers on using this

new system to optimize HR business processes.

. Work closely with Internet team to develop applications/solutions to

facilitate HR related data collection from the Intranet.

. Present and justify proposals for system modifications, enhancement

and new technology solutions to upper management.

. Support, maintain and develop new or existing HR systems applications,

including but not limited to, managing system security, installing

upgrades/enhancements, functional and integration testing, development

and applicable programming.

. Analyze and evaluate current systems and procedures, both manual and

automated, often with little or no previous experience with the

application or process and recommend system design, workflow or

modifications to optimize HR systems and processes.

. Super User on CATS - manager +250 time keepers as well as +100 clocks

system wide to ensure employees can clock in correctly. Train all new

timekeepers, supervisors and managers on maintain, approve and report

generation in CATS.

. Areas of exposure: Configuration of PA, PD, Time Management, Benefits,

Compensation, ESS, MSS, CATS, Adhoc Reporting, Org Management,

NetWeaver, BW and ABAP.

WilTel Communications, Oklahoma

HR Analyst

January 2005 to December 2005

. Design and implement compensation programs and policies for base pay,

incentive compensation across business units.

. Conduct compensation analysis across business units. Conduct,

participate in and/or interpret market research and compensation

surveys to evaluate and report on company' competitive position in the

market place.

. Evaluate the effectiveness of compensation programs balancing cost-

effectiveness and ability to attract and retain talent.

. Process annual incentive bonuses for sales and non sales employees as

well as annual merit increases.

. Make recommendations to maintain or corrective competitive market

position and comply with all applicable regulations with regard to

wage and hour laws.

. Audit job descriptions for content and prepare job descriptions re

responsibilities, activities, duties and requirements.

. Review request for new or revised classifications to determine

appropriate course of action.

. Review proposed salary adjustments for conformance to established

guidelines, policies and practices and geographical differences.

. Recommend corrective or alternative actions to resolve compensation

related issues.

. Formulate recommendations regarding development for company salary

structure, job revisions and organizational structures.

. Conduct periodic FLSA audits to ensure compliance with Department of

Labor. Prepare special studies and surveys.

. Reporting surveys such as Mercer, Radford, Watson Wyatt, Salary.com,

ERI, THOBE, Hewitt, Chips & Clark, Bucks Consultants.

. Make recommendations on issues such as bonus structure or sales

compensation analysis.

. Conduct yearly Executive compensation review, search for potential

matches in surveys and peer review. Make appropriate recommendations

on variable and base compensation for the forth coming year. Analyze

any possible trends.

. Conduct yearly Sales compensation review for both Network and Fiber

entities. Analyze potential matches and make recommendations on

appropriate mix of base and variable compensation based on the sales

roles.

. Participate in professional compensation associations to share and

report on industry best practices, and to evaluate new and emerging

compensation practices.

IBM United States, Oklahoma

PeopleSoft HR Specialist

September 2004 - December 2004

Provide technical support to over 3 large companies including General

Motors related to PeopleSoft HR module.

. Answer questions via phone or email regarding technical

functionalities e.g. Password resets for PeopleSoft and Citrix,

resolving backfeed issues in VIP and PRISM for PeopleSoft and Cognos

reporting, deletion of ids from PeopleSoft, panel errors, new user PS

access requests, development request and shadowing users to identify

and resolve problems.

. Disseminate information to application developers in order to make

sufficient changes to the system.

. Understand and provide guidance on HR business processes as they

relate to PeopleSoft usage.

. Assist with reporting issues such as tables and fields structure in

order to simulate the correct output on reports.

. Provide high level of customer service for Tier 1 and Tier 2

. Provide training to new recruits, backup for SAP.

The University of Oklahoma Health Sciences Center, Oklahoma

Human Resources Information Systems Manager

January 2004 - July 2004

. Management and coordination of appointments, source changes,

promotions, reclassifications, pay increases, special pays, transfers,

leave of absence, retirements, terminations, ETRs all data entry to

meet payroll deadlines. Ensure integrity and security of all HR data

through the design and enforcement of procedures and standards.

Ensures employee data is correct during the budget cycle. Determines

if paperwork needs approval from Regents, Graduate College, etc

. Responsible for the maintenance of all personnel records for the

Health Sciences Center. Manages the process of transferring employee

files from paper to imaging documents. Responsible for verifying all

domestic I-9s for new hires. Approving eligibility of work status and

coordinating corrections on I-9s with departments and colleges.

. Communicates and assists Payroll, Benefits, and Budget offices, the

Provost's Office, all Colleges, and departments to develop the data

required to operate the Human Resources Management System. Responsible

for developing the Regents Agenda regarding personnel actions related

to staff.

. Responsible for the Human Resources Administer Workforce information

system that links directly to payroll data requirements. Reviews the

input, and researches and responds to issues. Develop and maintain

the documentation process for implementation procedures to ensure

adequate system documentation. Oversees updates, upgrades and

maintenance of HRIS through extensive testing and coordination with

Employment, Benefits, and Payroll.

. Ensures all data input procedures are followed. Checks for

information to support the Decision to Hire, Source Changes,

Promotions, Reclassifications, Pay Increases, Special Pays, and other

centralized data. Ensure integrity and security of all HR data through

the design and enforcement of procedures and standards.

. Researches the needs of all areas involved in the current paperwork

process. Responsible for developing, analyzing, recommending and

implementing changes and improvements in work processes within HR such

as new appointments, reappointment, promotion, demotion, transfer,

termination, and data change process. Assists in the development of a

paperless Human Resources Information System.

. Identify and fulfill reporting needs of the organization in the most

efficient manner possible, including identifying key metrics or

organizational business drivers to support management decision-making

and accountability. Provide standardized reports to colleges and

departments on a monthly basis as well as ad hoc reporting. Provide

semi monthly report to OESC.

. Attend budget meetings, identify budget formulation enhancements and

modifications and submit functional specifications to IT. Set up new

HR departments and terminating outdated ones for the next fiscal year.

Manage the processing of grants changes and run reports in order to

ensure that accurate data is transferred to the new budget.

. Supervises Employee Records staff. Responsible for hiring, firing,

training, conducting performance management and evaluation,

disciplining, delegating tasks, overseeing work, and professional

development. Anticipates staffing needs by analyzing workflow,

strengths of employees, etc.

. Attend seminars, presentations, training sessions to keep up with

changes in Higher Education, People Soft and Labor Laws and

Regulations.

Oklahoma City University, Oklahoma

August 2002 to January 2004

Senior Benefits & Employment Coordinator

March 2003 - January 2004

. Draft job advertisements and position announcements for national,

local, regional print and web publications. Provide administrative

support, communicate and coordinate with departments on all aspects of

the hiring process. Ensure completion of all required hiring

paperwork.

. Respond to, process, screen, forward, file applications; maintain job

files, as required by law; establish electronic files and retrieval

processes for documents; forward qualified applicants to department

administrator; collect, retain required job records from search

administrator; provide support services to administrative search

committees, preparing applicant qualification comparison grids,

applicant notebooks etc.

. Maintain the Human Resources job web site - Format incoming job

descriptions into HTML language and university format; post positions

in HR website and external websites (Chronicle of Higher Education,

HigherEdJobs.com, etc.); maintain all application forms on the

website.

. Maintain the internal HR website and automate forms as needed.

. Administer Tap Dance software to test computer application skills of

finalists for support positions. Maintain all job descriptions and

Position Analysis Questioner files.

. Load benefit data for incoming employees into the HRIS System, provide

administrative support re: liability accounts: compare benefit payroll

report to bill, make corrections, as needed pay bill, reconcile

accounts, make accurate and timely input to benefit screens, as

required by plan and individual changes. Complete verification of

employment for outside sources; verify Tuition Remission eligibility.

. Conducting new employee policy orientations; respond to employee

policy questions, explain, and interpret of forward policy questions,

as appropriate. Schedule exit interviews, process termination

paperwork for employees leaving OCU. Update Staff and Faculty

distribution Lists on Outlook regarding hires and terminations; notify

departments of hires and terminations.

. Assist with the planning and preparation of Human Resources workshop

materials, documents, contracts, and 12 campus-wide special events.

Prepare data reports, correspondence, documents and forms.

. Oversee departmental purchases and record keeping. Prepare monthly

budget reports by sub codes. Ensure that purchases are charged to the

correct account. Oversee the yearly advertising budget for faculty and

staff.

. Input and draw down HR and payroll data to create routine and special

reports through FOCUS extraction to Access. Review output reports,

analyze and edit reports and resolve issues as required.

. Provide training, development and expertise in HR software

applications. Automate HR processes/forms. Provide automation and

basic hardware support for HR and other university staff. Interpret

routine policy questions on faculty and staff.

Committee Member: Acquisition of New HRIS System

November 2003 - January 2004

. Attended several presentations e.g. KRONS, CAMS, Great Plains.

. Identified the needs and requirements of the new system.

. Identified and verified data that will need to be transferred to the

new system from the existing system.

. Reviewed applicant tracking and data reporting techniques and

facilities each new system offers.

. Coordinated meeting and luncheons with vendors.

Human Resources Generalist

August 2002 - February 2003

. Coordinate department representatives and employees regarding

employment procedures and requirements.

. Post job descriptions on the Human Resources web page.

. Accurately input employee data in HRIS system; collect and maintain

appropriate information.

. Maintain the HR department budget records and provided Director with

monthly updates on budget expenditures and balances.

. Assist with the planning and preparation of Human Resource workshop

materials and documents, such as contracts, special events

announcement etc.

Lab Admin/Help Desk Support, Campus Technology Services

January 2000 - June 2000

. Mange and maintain public access labs

. Monitor Network Servers, Workstations and Printers

. Hardware/Software troubleshooting

. User end software application support to students.

Technical Expertise:

. HRIS: People Soft 8.8, Reflections 10.0 for Unix, SCT, SAP ERP 2005,

R/3, SAP 4.6c, 5.0, 6.0, CATS (Cross Application Time Sheets)

. Microsoft Windows Platform: Windows 9X, NT4, 2000 Workstation & XP Pro

. Microsoft Office Suite 97, 2000 and Office XP: Access, Excel,

PowerPoint & Word

. Web Development: MS Font Page 2000, 2002, Dream weaver MX

. Technical Drawing Tools: MS Visio 200 and Net Draw Plus

. Database Development: MS Access 97, 2000, 2002, SQL 6 & Crystal

Reports 7.0

. Network Operating Systems: NT4 Server & Windows 2000

. Project Management: MS Project 2000 and 2002

. Desktop Publishing: MS Publisher 2000 and 2002

. Programming Language: Visual Basic 6.0

. Acrobat 5.0: Reader, Writer & Web Publisher

. Policies and Procedures

. Customer Support Application: Clarify

. Accounting/Finance Application: SAP/BP

. Email: Microsoft Outlook, Lotus Notes

. Platforms: Metaframe, Citrix, Fuego

. Org Publisher

. Applicant Tracking System: Position Manager integrated with SAP,

implemented Onboarding module, Resume Parsing, integrated Background

checking and Applicant Testing

Training Sessions:

. Custom Report Design Collaboration (Seminars on Command)

. PeopleSoft 7.5: Introduction to Workflow (Seminars on Command)

. Using PeopleSoft Global HRMS - Administer Workforce (Skills on

Command)

. Workplace Violence, Oklahoma University Health Sciences Center, May

2004

. Conducting Performance Reviews, Oklahoma City University, May 2003

. Customer Service, IBM, September 2004

. SAP HR Conference, Las Vegas, 2006

. SAP HR Conference, Orlando, 2008

. HealthCareSource User Conference, 2008

. HealthCareSource User Conference, 2009, presenter 'Improving the

Hiring Process at Saint Francis'

Education:

Human Resources Information Management Professional (PHRI)

Anticipated 2010

International Human Resources Information Management

Project Management Professional (PMP)

Anticipated 2010

Project Management Institute - currently taking classes

Certified Compensation Professional (CCP)

Sept 2006

World at Work

Human Resources Professional (PHR)

May 2003

Society of Human Resources Management

Master of Business Administration, Information Technology

May 2002

Oklahoma City University, OK

Bachelor of Science, General Business

May 2000

Oklahoma City University, OK

Honors and Awards:

National Awards: Delta Mu Delta - National Honorary Business Association

2002, All American Scholar Collegiate Award 2002, National College of

Business Merit Award 2002, Bill Gates Millennium Scholar

Oklahoma City University, Oklahoma City, OK: President's Award Fall 1999,

Vice President's Award Spring 2000, and Graduate School of Business Honors

2002

Humber College, Toronto, Canada: Honor Student Award 1997 & 1998

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