Management Human Resources

Karen Saveski **** S **th Street

Mesa, AZ *****

Home Phone 480-***-****

Email ***************@***.***

SUMMARY

Eleven years of experience in system planning, development, and implementation of HR databases. Responsible

for system security, maintenance, and training end users. Interface between internal and external customers.

Generate all HRIS reports. Analyze system for process improvements and strategic alignment with company

goals.

Manage company’s compensation program by developing, implementing, and monitoring improvements to

compensation program or practices; reviewing and approving pay increases; participating in wage surveys;

evaluating positions for internal equity and external competitiveness. Maintain compliance with all government

regulations.

KEY ACCOMPLISHMENTS

• Successfully developed, implemented, and maintained HRIS systems across multiple states.

• Successfully mapped and improved process flow of data within HR; between internal departments and

external vendors.

• Successfully developed, implemented and maintained on-line enrollment system for benefits open

enrollment and life changes.

• Ensured legal compliance of all job descriptions and positions regarding the new FLSA legislation that was

released in August 2004

• Successfully completed OFCCP audit in December 1998; 100% legal compliance resulting in no fines or

legal action.

PROFESSIONAL EXPERIENCE

Business Analyst September 2008 –

December 2008

U.S. Airways, Tempe, AZ (4-month contract position)

• Analyze business (HR) processes to determine areas for improvement.

• Design, develop and implement solutions to areas for improvement.

• Develop and coordinate complex integrated schedules, networks, resource plans and forecasts for Oracle

implementation.

• Gather critical information from business owner, IT and vendor, negotiate and resolve all issues relative to the

Oracle implementation and reporting processes.

• Assess the effectiveness of the IT Oracle implementation process and recommend/implement

improvements as necessary.

• Educate the various functional areas within IT, HR, Payroll, and various business owners.

• Translate technical offerings into functional-level features for non-technical audiences (specifically,

Business Owners, HR and Payroll)

Compensation & HRIS Analyst January 2007 – March 2008

McKesson Specialty, Scottsdale, AZ

• Consult with managers and employees on Compensation related issues including construction/review of job

descriptions, job leveling, equity reviews, department structures, pay changes, etc. Ensure adherence to

legal and McKesson guidelines.

• Develop, maintain and run all data analyses necessary to build HR Metrics Dashboard each month. This

includes extracting data from multiple sources, compiling it and formatting it for upload into the Dashboard

Software. Responsible for trend analysis and summary of findings.

• Project manage special HR related initiatives.

• Manage PeopleSoft employment database. Includes running audit queries and ensuring data is updated in a

timely and accurate manner to reflect changes in employment status.

• Serve as Department Maintenance and Enhancement Proposal Evaluation Committee team representative

for the business unit with the HRIS group. Evaluate and approve MMI requests submitted by managers.

• Manage various HR programs such as annual review, MIP program, data collection, submission of

compensation survey materials, benefits open enrollment, MMI enhancements, etc for several business units.

• Prepare and deliver educational materials for managers on the utilization of HR tools and technology.

• Serve as business unit representative on Compensation Steering Committee.

Compensation Analyst October 2005 – January 2007

Apollo Group Inc., Phoenix, AZ

• Develop job descriptions; determine job classifications; recommend pay grades based upon market data

and internal equity.

• Maintain competitiveness of pay ranges by participating in annual salary surveys; conduct impact analyses

and recommend changes based on findings

• Maintain compliance by analyzing compensation policies in relation to government wage and hour

regulations.

• Evaluate salaried, hourly, middle, and top management positions for internal/external equity. Lead job

evaluation committee meetings.

• Administer variable pay compensation programs and the research, program analysis and proposal of

various programs that impact the organizational recruitment and retention efforts.

• Design and model base pay programs and make recommendations to senior management of changes,

additions, or enhancement to programs.

• Assists in the design and administration of the performance appraisal and salary administration programs.

This includes reviewing the tools to increase effectiveness and align performance management strategies

with organizational goals. Review and audit changes in wages and salaries for conformance to policy or

trends within the organization.

Compensation & HRIS Analyst Aug 2001 – June 2005

Vital Processing Services, Tempe, AZ

• Developed job descriptions; determine job classifications; recommend pay grades based upon market data

and internal equity.

• Administer merit review process; maintain competitiveness of pay ranges by participating in annual salary

surveys; conduct impact analyses and recommend changes based on findings.

• Maintain compliance by analyzing compensation policies in relation to government wage and hour

regulations.

• Identify Human Resource department requirements by studying functions, conducting business needs

analysis, conferring with management and users; analyzing requirements; developing software systems.

• Maintain user tables; improve existing programs by reviewing objectives and specifications; evaluating

system potential, studying procedures, practices and problems; evaluating and recommending proposed

changes

• Ensure accuracy of data by implementing department process improvements. Prepare reports by collecting,

analyzing and summarizing information. Reports such as 5500,410b, compensation, benefits, annual benefit

statements, and headcount data.

• Developed, implemented, and maintained electronic eligibility files for benefit carriers; verified and funded

pension and profit sharing plans; administered executive deferred compensation plans.

• Collaborate with Information Technology department by arranging/continuing contacts, resolving concerns.

Coordinate with IT and end users regarding system maintenance, upgrades, and error messages.

HR Database/Systems Administrator 1995 – Aug 2001

Comtech EFData, Tempe, AZ

• Responsible for the administration of the HR database, Perspective/ADP. Responsibility includes making

sure all data is current and accurately transferred to payroll. Responsible for system upgrades, system

maintenance and security. Analyze system for process improvements, process flow, and creation of forms.

Responsible for all reporting requirements. Interface between, HR, IT, and Payroll. Train and support HR

department.

• Payroll back up – perform payroll duties as needed (ADP – Payroll for Windows)

• Transportation Coordinator – Implement and enforce proactive alternative methods of transportation per

county and environmental guidelines

• HR Intranet editor – Responsible for creating and updating HR Intranet page. Maintain job postings,

company newsletter, and other employee information.

• Benefits Administration – assist employees with benefit issues. Send cobra notification to termed employees,

maintain benefit tables in HR database, and pay monthly bills.

• Experience with workers comp, employee relations, and the recruitment of contract employees.

• Affirmative Action Plan. Maintain EEO-1 report, Vets 100, and I-9 verification. Completed OFCCP audit in

December 1998.

• Member of two task teams working to consolidate payroll at one location and to implement corporate wide

HR database to be fully functional.

• Responsible for all monthly, weekly, and daily reporting requirements.

EDUCATION

University of Phoenix

Master’s in Management, Human Resource Management, Pending

Bachelor of Science, Computer Information Systems, October 2001

Human Resources Certificate Program, May 2000

Certifications

PHR Certification, December 1999

CCP Certification, November 2005

COMPUTER SKILLS

HR Perspective/ADP (HR Database) Word Access

ADP Payroll for Windows Excel Org Plus

Best Imperative (Web enabled HR Database) Microsoft Outlook Fringe Facts Benefits

AbraSuite (HR Database) Internet Explorer Statements

ReportSmith Report Writer Crystal Report Writer ADP EV3

Watson Wyatt/Rewards PeopleSoft Xcelsius

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