SUMMARY

Oracle Global Human Resources Cloud ***7 Certified Implementation Specialist

Experience in HCM Cloud, Time and Labor, Absence Management, Taleo Recruiting, Talent Management.

EBS - Over 15 years of functional expertise in implementing Human Capital Management suite for Oracle Applications (Oracle HR, Payroll, Benefits, Self – Service HR, iRecruitment, OTL, Talent Management, Oracle Learning Management Oracle Advanced Benefits and Compensation Workbench).

Experience has also included Architecture, Design, configuration and development of Custom HR application.

Clients have encompassed a wide variety of industries including – Donaldson (Engineering), Pearson (Publishing and Education), Best Buy (Retail), Aimco (Property Management), Genpact (KPO), FL Smidth (Engineering), Exl Service (BPO).

Expertise encompasses a solid record of achievement in Oracle’s Human Resources modules, Project Management/Work Plan, Implementation, Development, Training and Plan administration, Identification of Key business issues and Critical Technical and business Success Factors for complex implementations.

Analyzed, designed and developed successful software solutions for numerous large and diverse projects.

Designed custom solutions, worked in coordination with developers in transforming design to a solution.

A strong communicator and an organized manager with strict work ethic and ability to work

Independently in a fast-paced high visibility environment

Successfully managed and implemented Oracle Apps for a client that had 3 failed attempts of

Implementation earlier

Powerful speaker with excellent presentation skills.

Good Knowledge on AIM and OUM methodologies.

AREAS OF EXPERTISE

Oracle HCM Cloud – Configuring Enterprise architecture components – Enterprise definition, Business unit, legal entity, jobs, positions, position hierarchy, grades, grade steps and ladders, department etc. Configuring Employment models, area of responsibility, Checklist, reference data sets etc.

Role Based Access Control – Create custom roles, security profiles, assigning and managing roles/role inheritance.

Oracle Cloud Talent Management - Configuring organization goals, eligibility criteria, competencies, performance setup/notifications, questionnaires, succession plans etc.

Taleo Recruiting – User management, permissions. Configuring and managing requisitions, approvals, prescreening models, competencies. Configuring and enabling ACE candidate feature using competencies in requisitions. Managing candidate lifecycle – application, evaluation, offer management and onboarding.

BI Publisher Reports – Creating complex SQL based BI publisher reports to meet the business requirements.

PBL and HDL – Using Payroll Batch Loader and HCM Data Loader to upload data to HCM Cloud.

Oracle EBS - Configuring Oracle R12 and 11i HR, Talent Management, OTL (Time & Labor), Self Service HR, OLM (Learning management), Advanced Benefits, Compensation Workbench and I-recruitment modules.

Oracle 11i to Oracle release R12 Upgrade experience

Projects involved 12 implementations and 4 upgrades.

Requirements gathering, Analysis, Design, and hands on Configuration skills.

Process design, business process optimization, Re-engineering, and Change Management expertise.

Project Assessment, Scoping, Presentations, Decision and Impact Analysis Expertise.

Functional and Technical skills and Knowledge in implementing Oracle 12, 11i HRMS suite for Retail, Property Management, KPO, Engineering and BPO Industries.

Presentations, CRP’s and End User Training

Gap Analysis, Solution Design, Functional and Technical Expertise.

CORE FUNCTIONAL SKILLS

End to End implementations – Strong hold in Root cause analysis, Requirements Gathering and Documentation, Conference Room Pilots (CRP), Training Design and Delivery, Change Management and Knowledge Management.

Fusion Core HR - Workforce Deployment and Lifecycle, Enterprise and Workforce Structures, Understanding of Roles and Role provisioning, Employee Maintenance and Customization (Personalization).

Fusion Performance & Talent Management - Profile Management, Goals Management, Performance Management, Managing Questionnaires, Succession Planning and Talent Review.

Taleo Recruiting – Requisition Management, Sourcing and Job Posting, Prescreening, Candidate Selection Workflow, Offer Management.

BI Publisher – Creating reports and data models using SQL.

EBS Core HR – Business Group and Key Flex field definition, Job Design, Positions, Grades, Grade Steps, People Group, Appraisals (Talent Management), Costing, Assignment setup, Salary Management, Elements, Element links, Fast Formula, Special Information types (SITs), Extra Information types (EITs), Absences and Accruals, Fast Formulas, Salary Basis and Payroll, Organization Design, Position Hierarchy and Custom Reports.

EBS Oracle Advance Benefits (OAB) – Eligibility, Rates, Coverage and Life Event Design, Total Compensation Statements, and Annual Enrollment setup and best practices for efficient execution.

EBS Oracle Learning Management (OLM) – Competency design, Training Centers, Training, Training Curriculum, Training Agenda and Schedules, Learning Certifications/Paths, Enrollments and Attendance Records management, online training enrollments, Linking competency with Learning Path completion, managing and defining RBAC for users.

EBS Compensation Workbench (CWB) – Performance based awards setup, Compensation plan setup, CWB Worksheets, Dynamic Columns, Custom Employee statements, User Management, Pre and post processes for compensation workbench cycle.

EBS Self Service HR (SSHR) and Manager Self Service (MSS) – Self Service functions configuration, Supervisor approvals, Framework Personalization, Employee Self-Service, Manager Self-Service and Benefits Self Service Rollouts.

EBS Talent Management/ Performance Management: Set up competencies, performance ratings, E360 appraisal, Goals and Objective settings, Appraisals and reviews and their integration with Compensation workbench and OLM.

EBS Oracle Time & Labor (OTL) - Accrual setup, Timecard setup, Contractor timecards, Holiday Calendars, Setup of OTL assignment and moving the time from OTL to Element entries. Capturing time against a project, Applying leave, single timecard approval, mass approval, viewing history and Timekeeper responsibility.

EBS Payroll – Payroll definition including element creation, element entry set ups, Accrued PTO Payout, Leave Sellback/Rollback and payroll batch job configuration

EBS Approvals Management Engine (AME) – Approvals setup for supervisor/position hierarchy or custom approval methodologies. Set up of AME rules for HRMS, SSHR.

SYSTEM EXPERIENCE

Techno-Functional Knowledge: Oracle HRMS R11i/R12, Global HR, Oracle Advance Benefits

R12, Compensation Workbench R11i/R12, Self Service HR

R11i / R12, Oracle Time & Labor R11i, Manager Self Service

R11i, iRecruitment R11i, Approvals Management Engine R11i,

Oracle System Administration R11i, Oracle HR Data Security

using RBAC

Techno-Functional Knowledge: Core HR, Oracle Learning Management, Oracle Time and Labor,

Oracle Alerts R11i, Oracle Learning Management and Forms

Personalization

Development Tools / Languages: Quest TOAD, Data Loader.

General Tools: Sharepoint, Oracle Metalink and SR Process, Kintana, MS

Word, MS Excel (expert), MS Powerpoint, MS Visio, Data

Loader.

Industry Association: BPO, KPO, Property Management, Publishing and Engineering.

CERTIFICATIONS

Oracle Certified Associate - 1 – (SQL)

Oracle Global Human Resources Cloud 2017 Certified Implementation Specialist

EDUCATION

Masters in Computer Applications (Punjabi University India)

PROJECT EXPERIENCE

Employer: Global Applications Solution

Client: TCF Bank Feb 2020– Till Date

Project: Oracle HCM Cloud Support

Role: Oracle HRMS Business Analyst

Responsibilities:

Create Test scripts (Smoke Testing, Unit and system testing) for the various modules.

Scope includes – Cloud HCM, Time and Labor, Absence Management and Taleo Recruiting System.

Provide support for ongoing production issues.

Part of Core HCM team responsible for the delivery of HR enhancements.

Expertise in loading data from 3rd party vendors to cloud HCM using HDL and PBL.

Responsible for raising and follow up on Oracle SRs.

OTBI development - Create data model and reports using complex SQL for data and reporting needs.

Optimize current report and fixing bugs using sql.

Client: NMDP, Be The Match Jul 2018 – Jan 2020

Project: Oracle HCM Cloud Optimization Project

Role: Oracle HRMS Business Analyst

Responsibilities:

Analyze and document the current state of the HCM Cloud system.

Scope includes – Cloud HCM, Talent Management, Compensation, RBAC, Absence Management and Taleo Recruiting system.

Deliverables include – Design document and Gap-Fit Analysis document.

Create Test scripts (Smoke Testing, Unit and system testing) for the various modules.

Suggest recommendations for the current state and define a roadmap for the rollout to – Mexico and Brazil.

Provide support for ongoing production issues.

Part of Core HCM team responsible for the delivery of HR enhancements.

Implemented Absence management module and its integration with Oracle Time and Labor.

Worked on the Benefits module decoupling project (On Oracle HCM Cloud).

Responsible for providing demographic file to Benefits vendor.

Expertise in loading data from 3rd party vendors to cloud HCM using HDL and PBL.

Responsible for raising and follow up on Oracle SRs.

OTBI development - Create data model and reports using SQL for data and reporting needs.

Environment: SAS, 19A

Client: Best Buy, Richfield, Minnesota Sep 2017– Jun 2018

Project: Oracle HR Projects Implementation

Role: Oracle HRMS Business Analyst

Responsibilities:

Key member of a core team responsible for implementing HR related projects.

Participate in the effort estimation of a work stream/project.

Understanding and analyzing the impact on existing RICEFs (if any).

Responsible for understanding/gathering requirements from the business and converting them into a corporate standard artifact.

Creating the design documents with relevant process maps (using Visio).

Providing an understanding to the development and QA team on the design document.

Providing guidance to the development team during the build phase of the project.

Working in tandem with the QA team during the testing phase of the project.

Environment: Oracle R12.2.6 (Database 12C)

Client: Best Buy, Richfield, Minnesota Nov 2016– Aug 2017

Project: Oracle HRMS R12.2.6 upgrade from 12.1.3 (Core HR, MSS & Payroll)

Role: Oracle HRMS Business Analyst

Responsibilities:

Analysis of the existing RICEF components.

Providing solution and workaround for issues arising out of upgrade analysis.

Assisting the technical team on the RICEF impact and testing.

Planning and preparation of Payroll Execution Test plan.

Performing end to end parallel testing for Payroll Execution.

Creating Test scripts and test logs.

Providing initial report to the business on the impact of change and remediation.

Periodic reporting of project status by publishing WSRs to the customer and the IT stakeholder.

Guiding the Technical team for any effort required for changes in the technical components.

Providing feature analysis report on R12.2.6 the business.

EIS reports testing and debugging.

Environment: Oracle 12.1.3(Database 11G) to R12.2.6 (Database 12C)

Client: Donaldson, Bloomington, Minnesota Jul 2016– Nov 2016

Project: Oracle HR - ADP integration

Role: Oracle HRMS Business Analyst

Responsibilities:

Donaldson’s HRMS and Payroll is on Oracle 11.5.10. With Oracle notifying Donaldson of its end of support for Payroll on 11i, Donaldson chose to outsource its Payroll to ADP effective 1/1/2017. Oracle HR (11i) will continue to host the foundation HR data for Donaldson.

Responsible for designing the interface between Oracle HR and ADP for HR foundation and benefits data.

AS-IS study and planning on the deliverables.

Responsible for understanding and gathering the requirements.

Designing the interfaces along with the development team.

Translating the information into design documents (MD50).

Client: HERTZ (IT Partner – IBM) May 2016– Jun 2016

Project: Oracle Cloud Core HCM Implementation/Presales Activities

Role: Oracle HRMS Business Analyst

Responsibilities:

Responsible for conducting interviews with Business stakeholders on Core HR Work structure.

Documenting the requirements resulting out of the interviews.

Assisting the IBM Delivery Manager with the responses to client queries.

Responsible for creating presentation and supporting documents on HCM cloud modules and functionalities.

Client: NA Mar 2016– Apr 2016

Project: Training on Oracle Fusion HCM

Role: NA

Curriculum:

Core HR and Functional Setup Manager

oFunctional Setup manager activities.

oBasic Enterprise Structure.

oWorkforce Structures.

oBasic Payroll Setup and Salary configuration.

oUnderstanding Roles in Fusion.

oWorkforce Profiles.

oHCM Employee maintenance.

oCustomization & Personalization.

oHCM Data security for Application users.

oSetup for Derived Factors and Eligibility Profiles.

Talent & Performance Management

oGoal Management.

oConfigure Lookups, Profile Types and Rating Models.

oConfiguring Goals and Questionnaires.

oManage Performance roles.

oManage Performance Process flows.

oConfigure Performance Template Sections.

oPerformance Template.

oConfigure and Manage notifications.

oEnabling Succession Planning and Talent Review for Managers.

Client: Pearson, Bloomington, Minnesota Jul 2015– Jan 2016

Project: Oracle Time and Labor Migration

Role: Oracle HRMS Business Analyst/Project Manager

Responsibilities:

Pearson follows 2 instance strategies for their HRMS and Financials management. They are implementing HR Fusion on their HR instance and wish to retain Oracle Time and labor. For this reason, they want to migrate OTL from ERP to HR instance and later scrap the ERP instance as part of the Co-existence strategy.

Business Analyst role –

oCreation of BR 100 document on OTL setups.

oDefining cleanup strategy.

oMigrate OTL setups from one instance to other (HR to ERP)

oResolve issues resulting from various testing cycles.

oAssisting the business team with test scripts and user based testing.

Project Manager role –

oResponsible for tracking and reporting – Weekly Status Review, Steering committee review.

oKeeping track of issues and regular reporting via weekly meetings.

oCreation of Communication plan, risk/issue tracker and contingency plan.

oCreation of Cutover plan and instance strategy.

oDriving discussions with the Fusion team on HR data transfer.

Client: Best Buy, Richfield, Minnesota Jul 2014– Jul 2015

Project: Services OTL HR Impact Project and PTO Analysis Project

Role: Oracle HRMS Functional Consultant

Responsibilities:

Services OTL Project -

oAS-IS study and planning on the impact of Services OTL implementation on HRMS.

oProposing optimum approach for converting the existing Contingent Worker population to appropriate person types.

oProposing and implementing a cleanup strategy for the current Contingent Worker population.

oCreating Web ADI using seeded APIs and custom packages for conversion.

oCreating Responsibilities for managing Contingent Worker population.

oAssisting the technical team on the RICEF impact and testing.

oImpact Analysis of the existing RICEF components.

oCreating Functional Designs for the impacted RICEFs.

oCreating Test scenarios/Test scripts for the impacted RICEFs.

PTO Analysis Project

oAS IS study of the current PTO policies of Best Buy.

oPlanning and Analysis - Mapping of the requirement using the best approach possible – Oracle Absence Management, Oracle Advanced Benefits.

oConducting POC on the solution using Oracle Advanced Benefits – from Life Event trigger to PTO Drop using OAB structures.

oConducting POC using Oracle Core HR Absence Management and its integration with Oracle Advanced Benefits.

Environment: R12.1.3

Client: Best Buy, Richfield, Minnesota Nov 2013– June 2014

Project: R12 upgrade and MSS Implementation

Role: Oracle HRMS Functional Consultant

Responsibilities:

Understanding and documentation of existing HR Structure.

Analysis of the existing RICEF components.

Providing solution and workaround for issues arising out of upgrade analysis.

Assisting the technical team on the RICEF impact and testing.

Performing end to end parallel testing, Creating Test scripts and test logs.

Providing initial report to the business on the impact of change and remediation.

Periodic reporting of project status by publishing WSRs to the customer and the IT stakeholder.

Guiding the Technical team for any effort required for changes in the technical components.

Spearheading the development and UAT for the project.

Suggesting process improvement and best practice for the business as usual activities.

Assisting the support team in resolving key pain issues.

Providing report on new features of MSS w.r.t R12 to the business.

Introduction and implementation of Approval Management Engine in Best Buy.

Introduction and presenting solution as per Oracle Best Practice.

Introducing User Hooks in Best Buy.

Showcasing optimum solution by assisting the business in presenting comparison between User Hooks and OAF customization.

Single handedly implemented MSS in Best Buy with minimum customization.

Achieving most of the requirements via AME and self-service personalization.

Environment: Oracle 11.5.10 to 12.1.3 – Core HR. Implementing MSS

Client: AIMCO, Greenville, South Carolina (IT Partner - Cognizant) Jul 2013– Nov 2013

Project: Oracle Advanced Benefits – Open Enrollment, Process Improvement and Upgrade Project planning from 11.5.10 to R12.1.3

Role: Functional Consultant

Responsibilities:

Understanding and documentation of existing Benefit Structure.

Adding new plans and making changes to the configuration as per the 2014 Open Enrollment requirement.

Implementation of custom solution for certain business requirement.

Demonstrating the solution using Microsoft Visio and Microsoft PPT for the POC.

Assisting the technical team in the development of new interfaces for the newly identified Insurance Carrier.

Periodic reporting of project status by publishing WSRs to the customer and the IT stakeholder.

Guiding the Technical team for any effort required for changes in the technical components

Spearheading the development and UAT for the project.

Suggesting process improvement and best practice for the business as usual activities.

Assisting the support team in resolving key pain issues.

Suggesting new approaches for digitization of exiting process as part of process improvement.

Participating the discussions for upgrade and assisting in formulating a strategy.

Environment: Oracle 11.5.10 – Core HR, SSHR, OAB and upgrade from 11.5.10 to R12.1.3

Client: Genpact, Philippines Apr 2012 – Jun 2013

Project: Global rollout for Philippines Business Group for i-Recruitment, OLM, MSS & CWB.

Role: Functional Consultant

Responsibilities:

Scope Self Service HR (SSHR), Manager Self Service (MSS) and Compensation workbench

(CWB) modules as part of Global Rollout deployment scope.

Custom solution for introducing Recruiter GUI for capturing the interview details and integration with 3rd party tools for score capturing.

Configuration of SSHR, MSS, OLM, i-Recruitment and CWB modules for

Philippines.

Facilitate training and test sessions with users.

Created MD50 documents for RICE components required for HR Philippines.

Develop and delivers AIM deliverables.

Lead the Test strategy development team and schedules System Integration test (3 cycles), and UAT testing sessions (2 cycles), including test script development and reporting.

Establishes procedures to support post go live activities and Issue resolution (War Room set up).

Environment: Oracle 11.5.10.2 RUP3 – HRMS, Manager Self Service, Employee Self Service,

OLM, i-Recruitment and CWB

Client: Genpact, India Jan 2012 – Mar 2012

Project: Gateway & Build (Quality initiative) - Mapping the existing process with certain

amount of customization on the existing implemented modules of HRMS (MSS, OLM, i-

Recruitment)

Role: Functional Consultant

Responsibilities:

Process for Building a strong workforce for Genpact with minimal cost. Involves i-Recruitment, learning management and MSS.

Worked as a Functional Consultant to construct end to end design of the Gateway and Build

Process.

Single handedly designed the entire process of Gateway and Build and showcased the same by following an extensive exercise of creating Visio diagrams.

Responsible for educating and assisting the Technical team in converting the design.

Unit and Integration testing for the entire concept of Gateway & Build.

Spearhead the post production Issue resolution team supporting HRMS, MSS, OLM and i-

Recruitment business and technical issues.

Develop and delivers End User Training for HRMS.

Responsible for definition and development of ‘To be’ Business processes in accordance with AIM methodology.

Define Role to Responsibility mapping and develops Individual Training Plan (ITP) for users at HR groups. Performs change management duties for business entities.

Lead the Test strategy development team and schedules CRP, Parallel and UAT testing sessions, including test script development and reporting.

Facilitate Design and delivery of Change communication material, and lead Technical Training of development team

Coordinates the users and technical teams during acceptance testing for conversions, extensions, reports and interface (RICE) components.

Environment: Oracle 11i 11.5.10.2 Family Pack K RUP 3 – HRMS, Manager Self Service,

MSS, OLM, i-Recruitment

Client: FL Smidth, India Nov 2010 – Nov 2011

Project: Provide support to OTL, SSHR & MSS for China Business Group.

Role: Principle Consultant

Responsibilities :

Document BR-10 business process documentation based on current business practices and

system design.

Lead requirements sessions for HRMS, OTL and Self-service HR modules.

Provide support to the China business group users on a day-to-day basis.

Environment: Oracle R12.1.2 – Core HR, Manager Self Service, Employee Self Service, OTL

Employer: Wipro

Client: Genpact, India Aug 2009 – Sep 2010

Project: Implementation Custom solution for i-Recruitment system for India.

Role: Functional Consultant

Responsibilities:

Genpact India Hiring Solution:

oThe project includes digitization of hiring process for Band 4 and 5 populations.

oThorough Requirement study with inputs for improving the hiring process.

oCreation of OAF page to develop a Recruiter Interface.

oExtensive exercise of creating Process Maps using Visio.

oA user-friendly custom page to capture the lifetime of a candidate till the Offer stage.

oDesign the steps for SELECT to OFFER process.

oValidate Background Verification and Service Agreement process.

oPublishing Weekly Status Reviews on a regular basis.

oDeveloped User Procedure documents, unit test and integration scripts and resolved system issue.

oDevelop and deliver the project documents as per the AIM Methodology

oAssisting the team on the design of the requirement.

oConduct CRP and Resolve issues encountered.

oDesign closure and Gap Analysis

Environment: Oracle 11i 11.5.10.2 Family Pack K RUP 3, i-Recruitment system,

Employer: Wipro

Client: Genpact - SAB Miller May 2009 – Jul 2009

Project: Rollout of Core HR, MSS, SSHR and CWB for South Africa Business Group

Role: HCM Module Lead

Responsibilities:

Rollout of Core HR, MSS and CWB.

Data Migration to capture information against ‘RACE’ for people information. (As per

localization requirement).

Defines Responsibility Matrix in accordance with existing Security framework for the new

Business Group.

Develops and executes extensive test cases for HRMS, Self Service HR and fixes the

known issues before the install.

Environment: Oracle HRMS 11.5.10.2

Employer: Wipro Infotech

Client: Genpact India Mar 2009 - May 2009

Project: Implementation of a Custom solution for Service Agreement

Role: Functional Lead

Responsibilities:

Service Agreement:

Spearhead the Business Requirements team for the client.

Impact Analysis and Reporting based on requirements and proposes optimal solution.

Business process and SOW –

oBusiness requires its employees to sign Service Agreement whenever they are going for an international travel, for specific trainings on OLM and when an employee is subjected to a transfer to a specific cost code

oImpose restriction on OLM for enrollments to specific trainings. Prompting the user to sign Service Agreement before enrollment.

oDesigned an auto enrollment program to enroll the employees once the service agreement is signed.

oImposing restriction on Manager Self Service Responsibilities to ensure that a cost code

movement is not done without a prior Service Agreement.

oProviding access to the HR team to Service Agreement Letter.

oSending filtered data to the Travel Quest (3rd party application) for issuing tickets regarding International travel.

oBusiness had not been able to keep a check on such cases. This project had saved Business close to INR. 100 Million.

Liaison between the Business Team and the Core Configuration group. Operational issues

that may require enhancements or fixes.

Deliver documents as per AIM format (BP080, BR100, TE040, etc.

Conduct CRP and Resolve issues encountered.

Design closure and Gap Analysis

Deliver all the project relevant documents as per AIM format (RD050, BP080, BR100, TE040

etc.)

Environment: Oracle Apps 11.5.10 – Core HR, MSS and SSHR

Employer: Wipro

Client: Genpact, India Feb 2007 – Apr 2009

Project: Global Support on Oracle HRMS11i 11.5.10 Modules – Core HR, OLM, SSHR & MSS

Role: Functional Lead

Responsibilities:

Track lead for providing global support on Core HR, OLM, SSHR & MSS

Responsible for managing and tracking Incident tickets.

Delegating and execution of Change requests.

Assisting the Technical team with issue resolution and developments.

Spearheading requirements gathering and acting as a bridge between the business and the development team.

Responsible for preparation and reporting WSRs and Monthly reports.

Employer: Wipro

Client: Genpact, India Sep 2006 – Jan 2007

Project: Upgrade of Oracle Learning Management System from I to J family pack

Role: Functional Consultant

Responsibilities:

Upgrade the OLM system to J pack and fix all bugs.

Explore and document the new features offered by J pack.

Responsible for setting up the RBAC Role Based Access Control in OLMS

Design workshops and documentation of business processes using Oracle AIM (Application

Implementation Methodology) templates such as RD50, BP80, MD70, BR100.

Defining the Upgrade strategy from the current version to OLM J Family pack

Identifying the key custom components that would be impacted from the upgrade and defining strategy against the same.

Environment: Oracle HRMS 11.5.10.2

Employer: EXL Service.com, India Mar 2006– Aug 2006

Project: Implementation of hiring module (Core Rec) and Internal Job Posting Project

Role: HR Functional Consultant

Responsibilities:

Creating responsibilities and security profiles based on geography and LOB.

Creating SITs to capture the Requisition and vacancy details.

Concurrent program for transferring the data to base tables for Requisition and Vacancy.

Intimation Alerts to business heads.

Reports for Headcount reporting based on requisition and Vacancy.

Design workshops and documentation of business processes using Oracle AIM (Application

Implementation Methodology) templates such as RD50, BP80, MD70, BR100.

Capturing the IJP requirement from HR team.

Creating responsibilities and security profiles for the module.

Creating IJP module by making use of SITs and EITs.

Creating Alerts for IJP reminders.

Creating Reports for Master reports.

User Training, Design workshops and documentation of business processes using Oracle AIM

(Application Implementation Methodology) templates such as RD50, BP80, MD70, BR100.

Environment: Oracle Apps 11i

Employer: EXL Service.com, India Dec 2004 – Mar 2006

Project: Global Support on Oracle HRMS11i 11.5.8 Modules – Core HR

Role: HR Functional Consultant

Responsibilities:

Providing support to the various Line HR Manager on a day to day basis.

Set-up of new security profiles according to Job Levels and HR organizations.

Scheduling the profiles using Listgen through system administrator responsibility.

User acceptance testing both Test/Prod Instance

Training of Users on the new security profiles.

Documentation of all security profiles and preparation of matrix showing the access rights of all responsibilities.

Providing support to global customers on Core HR.

Environment: Oracle Apps 11i, Quest Toad, WebEx

REFERENCES

Available upon request

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