Project Manager Human Resource

Lucinda Lombardelli

** ****** *****

Moonachie, NJ 07074

201-***-**** Mobile

************@*******.***

STRENGTHS:

Project Management, Business Case development, Process Improvement, HR data administration, HR

Strategic Initiatives, Compensation Administration, Benefits Administration, Payroll Integration,

Disability Administration, Learning Administration, Time and Attendance Solutions

PeopleSoft, SQL, Crystal Reports, ReportSmith, Microsoft Office Suite (Word, Excel, PowerPoint,

Access), Microsoft Project

PROFESSIONAL EXPERIENCE:

Lucinda Marie LLC

dba Edible Arrangements

October 2006 to Present

Owner/Sole Proprietor

Responsible for all aspects of business operations from the initial design and build of the store to

budgeting, inventory, staffing, advertising, business networking, day to day operations, community

involvement, maintenance and any event and/or situation occurring in the store.

Affiliated Computer Services (ACS)

(Formerly Mellon HR Solutions, PricewaterhouseCoopers, Unifi Network)

Aug. 1999 to October 2006

Project Manager

• Business Development efforts for selling our Service Delivery Model, including responding to

potential clients request for proposal, proposal preparation, sales presentations, development of

return on investment, project cost estimate, project plan and timeline and comparative business

case current model to future model.

• Responsible for the development of the Outsourcing Service Delivery Model for HR and Payroll

and Compensation .

• Defined product and business requirements for building a HR outsourcing service offering using

PeopleSoft as the application base and Workscape as the web front end for Employee and Manager

Self-Service. ADP for Payroll and Authoria for Compensation Administration.

• Business requirements included service definition for transactional process flows, benchmarks

and performance standards, business rules, inputs and outputs, workflow, PeopleSoft

requirements, self-service capabilities, roles and responsibilities, compliance, customer service,

process integration points, documentation, training, fulfillment and the definition of required

interfaces, reports and customizations.

Accomplishments include the following:

• Implementation Project Manager for a global upgrade of PeopleSoft 8.8. Client is a large financial

services firm with 85,000 employees in 58 countries. Implementation budgeted for $1.6M with 76

internal and off-shore resources.

• Implementation Project Manager for a global outsourcing engagement for a large financial services

firm. Services provided were HRIS data administration, Compensation administration, Employee

Relations, Severance processing, Leave of Absence Administration, Electronic Personnel File and

Report Administration.

• Project Lead for implementation of a call center, case management and administration teams to

support a PeopleSoft HR and Payroll application for a multinational company with 50,000 US

employees.

• Managed the staffing, help text development, process flows, standard operating procedures,

escalation process, issue resolution, scope requirements, pricing, communications, fulfillment and

client.

• Six Sigma Green Belt for minimizing defects in our testing process.

• Resource manager for Strategic Human Resource Outsourcing implementations.

KPMG March 1998 to Aug. 1999

Manager

Responsible for and involved in a wide range of consulting assignments covering functional and IS

strategies for Human Resources, Benefits and Payroll, organizational alignment, diagnostic

assessments, vendor evaluation and selection, implementation, system strategies, Service Delivery

Models and business process reengineering. Additional responsibilities include business

development, recruiting and mentoring of new associates, proposal development, client relations and

work-plan development.

Accomplishments include the following:

• Project Leader on a multi-site implementation of Kronos Time Attendance system for a large

cement company. Managed functional and technical team members consisting of client and

vendor resources.

• Responsible for project scope, hardware purchasing, functional and technical specifications,

budget, training, rollout, ongoing support and problem resolution.

• Participated as a functional Payroll lead for the implementation of a Financial/Human Resources

shared services center for leading floor manufacturer. Developed process flows, scripts, frequently

asked questions and testing strategy. Performed end to end testing, including parallel testing

during the implementation of SAP Human Resource and Payroll.

• Payroll vendor evaluation and selection for a food company. This included developing client

business requirements, request for proposal, interviewing references, pricing start-up and ongoing

costs and solution recommendations to the client.

SOFTWARE PLUS

Feb. 1997 to March 1998

Product Manager

Track trends in Human Resource and Payroll management practices. Gather product requirement

input from the market, clients, Software Plus Consultants, sales representatives and government

regulation. Identify features and functions of competitive products that could or should be included

in our product. Develop and oversee the completion of strategic and tactical product plans.

Communicate product specifications to the development organization. Communicate product

information to the client base and to the marketing and sales organizations. Establish relationships

with key users, industry analysts and subject matter experts that can assist in evaluating the product

vision and strategy.

Accomplishments include the following:

• Led the product development efforts for a "new to market" client server Human Resource and

Payroll application. Developed project plans and system specifications for system upgrades and

new functionality.

• Acted as client liaison for system enhancements identifying common needs within organizations

and evaluating these needs against industry best practices and potential revenue opportunities.

• Participated in the development of the system documentation for content, delivery and

scheduling.

• Managed, with the implementation team, client specific project plans. Led implementation team

monthly status meetings and participated in external client status meetings.

• Overall responsibility for training internal staff on application.

• Established partnership with COGNOS to develop core reports and data dictionary to sell with

existing client server application. Develop project plan, training materials, client communication,

sales and support materials and orchestrated rollout to existing customers.

THE APPLICATION GROUP

Feb. 1996 to Feb. 1997

Senior Consultant

Consulted in the areas of business requirements definition, process documentation, analysis, and

mapping, and transition planning to improve workflow through the reduction of hand offs and

implementation of appropriate process automation tools. Developed and conducted outcome-based

sessions with client representatives that encouraged participants to develop solutions that they own

and support. Served on teams responsible for the organization of systems review, RFP and vendor

selection processes. Recommended system enhancements and reconfigurations through pre-

implementation business modeling.

Developed a Human Resources, Benefits and Payroll Service Delivery Model for a large energy

company. Project included reorganizing the client's existing corporate structure to ensure strategic

reporting, developing interfaces to outsource Payroll and defined contribution plans, reengineering

current processes to improve turnaround time and lessen paper flow within the organization and the

implementation of CSS HRizon Human Resource and benefits administration. Project also included

the alignment of new technology with the organizations 360 performance review process.

LIZ CLAIBORNE, INC. Nov. 1983 to Feb. 1996

Director of Human Resource Systems

Managed and assured accuracy of all systems and databases in the Human Resource department.

Designed, developed, tested, documented and implemented new and modified Human Resource and

Payroll applications. Conducted workflow analysis and needs assessments for the HR department and

the impact on other areas both internally and externally. Evaluated and recommended vendor

packages for departmental needs. Managed record retention for all Human Resource files and

documents. Served on the strategic planning committee, which mapped out the vision for the Human

Resource department. Developed HR modules including 401K administration, SERP administration,

salary management, planning process, deferred income, applicant tracking and workers

compensation. Responsible for all the government reporting. Served on the process reengineering

committee that eliminated redundant and unnecessary activities.

Participated on the development and implementation of a distributed process model for 180 retail

stores. Project included the development of a manager desktop application for data entry, database

design, workflow analysis, corporate data collection methodology, documentation, training and

rollout.

Implemented an on-line salary administration and budgeting process for 8,000 employees within 22

divisions. Using Hewitt Corporation's Comp+, developed a process to deliver annual salary and bonus

worksheets in an executable file to each division head. The project included database audit of proper

job and grade assignment for each employee, properly assigning market value to jobs, thresholds to

prevent exceeding budget policy and market value and distribution, collection and automation of

information to update payroll records.

Participated in the evaluation, selection and implementation process of an Interactive Voice Response

system (IVR). The evaluation and selection project compared in-house and outsourced options and

resulted in the selection of an in-house option utilizing Edify's voice response. Initial implementation

efforts focused on on-going and open enrollment benefit processing. A later implementation effort of

employment verification eliminated 20,000 annual phone calls and paper wage requests.

Developed an in-house disability application. The disability process had been previously outsourced

resulting in overpayment of salaried employees. Project included analysis of current disability process

and return on investment for bringing the process in-house. The application eliminated third party

check writing, overpayments to employees and provided information allowing analysis of disability

claims and trends.

EDUCATION:

Bachelor of Arts, Music Education, Jersey City State University

Fairleigh Dickinson University, Completed 15 credits postgraduate credits

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