HRIS / Project Manager

DENNIS P. BURKE

** ***** **** ***** • Spring, Texas 77381

832-***-**** • admwus@r.postjobfree.com

BUSINESS MANAGEMENT

Confident, highly energized, and effective manager with strong interpersonal skills. Detail-oriented professional with proven success in planning, implementing, and supporting corporate strategic plans in a multitude of complex industries. Practical experience instilling strategies that improve organizational relationships, cultural alignment, stakeholder management and leadership sponsorship to invoke organizational change. Known for strong client focus, high level of enthusiasm for effectuating business success, systemic thinking, and strong relationship building, demonstrating a positive personal and professional image. Consistently recognized and recruited by executive level management to improve organizational effectiveness and efficiency through leadership that aligns business processes and HR infrastructure to realize cost savings, accelerate performance, and sustain strategic flexibility. Areas of expertise include:

Advanced Analysis Techniques • Budget Analysis • Effective Communicator • Payroll, Tax, Compensation and Benefits Planning • Employee Relations and Retention

Process Review and Continuous Improvement • Team Training and Development

SOX/SAS 70 Compliance • Developing and Administering SLA’s • Head of Committee

TECHNICAL PROFICIENCY

Ceridian Dayforce HCM • PeopleSoft / Oracle (ERP) • Seagate Crystal Reporting (SQL)

Ceridian Source 500 / HPW / TimePro • Quest Advanced Query Tool • R&R Report Writing

Enterprise eTime (v6.0) • Kronos eTime (v6.3) • Benefit Solver • Microsoft Office Suite/SharePoint ADP EV4/EV5/Vantage (HCM) • ADPR • SAP (Business Objects) • Agile Methodologies

PROFESSIONAL EXPERIENCE

NexTier Completion Solutions, Houston, Texas • 2018-present

Worldwide leader providing well support and completion oilfield services and technologies, onshore well construction and intervention driven to enhance production and profitability, operating with 2.2 billion USD in annual revenues and in support of over 8,000 employees.

SR Payroll & Project Manager (System Implementations): Manager over eight direct reports and cross functional teams operating out of a corporate shared services environment in support of 8,000+ employees based out of the US and Canada. Collaborating with external consultants and internal team resources (cross-functional teams) to develop and implement HCM platforms with an end state of the life cycle defined by full-scale system integration(s).

●Project Lead over the Ceridian Dayforce HCM implementation in which the full population of 8,000+ employee records were transitioned over to a single source system of record completed January 1st, 2021 with a 0% error rate on data integrity and resulted in a 35% reduction for monthly operating costs.

●Liaison between the corporate team resources, Human Resource Directors/District Managers, and consultants with the shared objective set to close out a company-wide HR Transformation Project and transition to an end-to-end support model for an upcoming merger set for July 2020.

●Reduced cost for the corporate HR budget by 30% and increased system/work-flow efficiencies by 50% with the implementation of the SAP (Workforce Solutions) Time & Attendance system linked with full integration (API – Web Services) to the SAP Success Factors (Employee Central) platform.

DENNIS P. BURKE • Page 1 • admwus@r.postjobfree.com

●Automated 80% of the complex pay calculation by designing the new time system to generate gross pay and retro-based pay in real time in order to satisfy or exceed rules for complex State driven compliance requirements and internal compensation plan/job costing requirements.

●Led project to build out a new company wide Vacation/Sick policy which led to fully automating all rules for the policy in the new time system and allowed for tracking on seven separate banks driven by separate complex rules to ensure the benefit’s plan remains in full compliance.

CEVA FREIGHT, LLC., Houston, Texas • 2016-2018

Dynamic global logistics supply chain company, operating in both freight management and contract logistics with 7 billion USD in revenues and over 56,000 employees operating from 160 countries.

HRIS Manager (Data/System Analytics)/IT Project Manager: Managed six direct reports in a corporate shared services environment in support of 9,000+ employees based in the US, Canada, Mexico and Puerto Rico. Responsible for direct oversight over complex projects ranging from new system releases/upgrades, designing interface exchanges in coordination with company vendors, automation of monthly reporting (headcounts/turnover, labor costing, general labor metrics) and streamlined procedures which crossed over various business functions (HR/HRIS, Compensation, Benefits & Finance/Payroll).

●HRIS team subject matter expert acted as the liaison between the corporate HRIS/Finance team resources & the field Human Resource Directors/General Managers, set with the core objective to ensure real-time mass employee data changes on labor metrics directly driving labor costing is running at an accuracy rate of 100%, therefore allowing for Executive Management to report on trends and focus on addressing budgetary constraints in real-time.

●Oversaw software developers’ progress on application configuration and applied principles of agile methodologies to keep the Ceridian Dayforce HCM project on track.

●Business function owner over the critical HRIS team objective set to reconcile & automate the loading of all employee records into Dayforce in support of HR, Compensation & Benefits regarding the annual merit & benefits open enrollment processes, monthly employee job mass transfer events, ‘new’ or ‘changes to existing’ contractual agreements driving base pay rate changes, and re-allocation of labor metrics. By way of this new system automation, the team slashed the average error rates for data integrity on these processes from 3% to ‘less than 1%’ and cut the ‘end-to-end’ processing time by 50%.

●Reduced employee workloads 70% by way of complex automation utilizing a single-source database (Ceridian Dayforce HCM) in direct support of streamlining core HR, HRIS, Compensation, Benefits & Payroll functions servicing ‘Union and Non-Union’ Non-Exempt & Exempt staff operating out of all fifty states, Puerto Rico and Canada.

●Project Manager & HRIS subject matter expert over the Ceridian Dayforce HCM system implementation transitioning all 9,000+ employees over a two-stage approach and set against an aggressive 10-month timeline. For the first stage of the transition into the new system, there was one pay group which went live in May of 2017 and at an overall success rate of 99%, with the remaining thirteen pay groups going live in September of 2017 and at an overall success rate of 97% and a net neutral effect on the project budget. For the second stage of the project which went live in March of 2018 (3 months ahead of schedule), 7,000+ non-exempt employee sets were transitioned over to a weekly pay frequency & 2,000+ exempt employee sets transitioned from a bi-weekly pay frequency over to a semi-monthly pay frequency at an overall success rate of 99%.

●Built out new robust ad hoc custom reports in the Dayforce system of record with the core responsibility set by corporate and the field ops Executive team(s) to provide real-time metrics to guarantee KPI’s as defined in contractual requirements are met or exceeded on a monthly basis & in which all projects are currently operating 15% under budget.

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●Trained team members in employing agile and scrum practices setup to improve workflows.

●Automated the data validation process flow for aligning the Global Headquarters core HR system of record (C-People – ‘SAP platform’) with the Americas corporate HR/Payroll system of record (Ceridian Dayforce HCM) which is now run on a predefined schedule based on the payroll run frequencies and through this automation the reporting of metrics elevated to a validity of 99.5% on quarterly reviews and downstream processes for Payroll/Finance have now sustained a ‘less than 1%’ error rate for all weekly and semi-monthly payroll runs.

TOSHIBA INTERNATIONAL CORPORATION, Houston, Texas • 2013-2016

Dynamic international company based in technological innovation and excellence.

HRIS/Payroll Manager: HRIS (Project Lead) and Payroll Manager (over eight direct reports) on a shared services team, which implemented the ADP Vantage (HCM) platform from start to finish of the project life cycle that ran under budget and completed ahead of schedule. Liaison between our clients and third-party vendors with aggressive technical objectives set against three-month automation life-cycles to further enhance the Vantage Time module and Vantage - Job and Compensation table configuration which resulted in full system automation. Managed end to end payroll and HRIS administration for a growing and diverse employee set with a count of well over 6,000 which included Canadian and Japanese expatriate employee set(s) of 200 plus. Continuous training on ADP Vantage/EV5 and ADPR (reporting tool) with the objective set to have all division(s) automated at 95% by August 2016.

●Reduced employee workloads 50% through ADP EV5/Vantage (HCM)/Virtual Edge and Vantage Time system automation of employee accruals, bonus imports, tax/job/compensation table setup and retro payments.

●UAT (regression/parallel payroll run(s)/general ledger) was completed with a 1% error rate at the point of the Vantage HCM project ‘go-live’ date and in full compliance of all applicable Federal/State and Local statutes/guidelines.

●Documented complex business requirements utilized for the ADP Vantage (HCM) system configuration template (rules matrix) and in support of developing the process flow mappings/desktop training guides, which in turn decreased the learning curve for managers by 50%.

●Developed interfaces (mapped specifications) for ADP Vantage in coordination with the ADP Technical Support team and the various vendor contacts (T Rowe Price, Optum Bank & TALX (Equifax) which resulted in 100% automation of both inbound and outbound files.

●Coordinated with the HR (Benefits) team on automation and gap analysis objectives set to bridge the known gaps in processes between the new hire on-boarding process and the first processing run of the new hire in the payroll system which led to an increase in system automation of 30%.

●HRIS (Project Lead) on streamlining the commission pay plans to ensure pay accuracy and eliminate 60% of the manual steps in the process flows by way of new table setup in a matrix format.

●Project Manager with oversight responsibilities on the ADP eTime (v.7.0) implementation with the objective set to fully automate time and labor tasks at 100% for two major Canadian divisions operating out of four provinces coming under the Toshiba International Corporation headquarters.

●Liaison between Deloitte tax team’s and Toshiba corporate HRIS, Payroll, Tax and Legal teams with the core responsibility set to ensure accurate and timely expatriate administration which included providing and evaluating gross-up calculations, automating HR and Payroll reports to run on a predefined schedule, year-round wage and tax data, and hypo-tax estimates.

DENNIS P. BURKE • Page 3 • admwus@r.postjobfree.com

ENI PETROLEUM, INC., Houston, Texas • 2011-2013

Dynamic Oil and Gas company spanning over 70 countries.

Global Payroll / Compensation & Benefits Manager: Managed three direct reports, overseeing end-to-end accounting, payroll, and tax reconciliations for multi-state and international semi-monthly payrolls consisting of over 600 exempt, non-exempt, and highly compensated employees. Coordinated and collaborated with Corporate Tax and HR teams on various components of the expatriate payroll, benefits and tax processing, including a complex year-end true-up process on the expatriate’s local and foreign wage income/taxation. Developed, recommended and implemented new and/or modified employee benefit policies to align with the Health Care Reform Act, and manages the administration of those plans. Best practices developed through process flow analysis, reports/surveys highlighting business trends and routine consultation with external resources. Continuous training on compliance, corporate strategic objectives, Payroll/HRIS systems and company policies.

●Led a project initiative in conjunction with the Accounting team and SAP technical team to fully automate the Payroll, Tax & General Ledger data flow by way of setting up interface exchanges between the Ceridian and SAP platforms and then provided on-going operational support of those systems/interfaces.

●Reduced employee workloads by 50% through automation of employee accruals, bonus imports, deduction imports, wire transfers for invoices, and enhanced payroll/time card interfaces.

●Committee head for the 401K administration between Schwab and Eni the team enhanced compliance tasks, developed quarterly/year-end planners, and setup project logs/formal documentation of meeting minutes which reduced errors overall by 25%.

●Produced payroll and benefit departmental metrics for end-to-end processing with a trend in accuracy running between 98-100% & in direct support of the SLA standards as set by both the Corporate and Global executive committees.

●Implementation of Kronos (v6.3) built to streamline and automate timekeeping processes, gain system efficiencies/security, allow for real time webinar training and enhanced reporting capabilities in support of compliance objectives.

●Full-scale analysis of benefit & payroll data completed on a semi-monthly basis by way of an automated data compare generated across all systems of record which in turn isolated recurring errors at 100% visibility and allowed for root cause analysis on those errors to avoid the same scenario going forward.

●Created complex ad hoc reports in both the Ceridian and Kronos platforms, which were utilized by the team to crosscheck time card data against payroll data to ensure pre-defined thresholds, were within tolerance therefore ensuring payroll check accuracy.

●Coordinated with stakeholders, internal users and business to gather feedback on HR processes and the system to be used for continuous improvement efforts. Stayed abreast of the latest HR technologies to serve as subject matter expert for the HR team.

HEWITT ASSOCIATES, INC., The Woodlands, Texas • 2005-2011

Large, multinational human resources outsourcing and consulting firm.

Payroll / Team Manager: Led seven direct reports and an off-site team of twenty, managing end-to-end bi-weekly payroll processing for over 17,500 Baylor HealthCare employees. Provided operational

support including the creation of internal / external audits, standard operating procedures, and management of specific work tasks in support of payroll team.

Led HRIS and Payroll implementations on several systems in addition to implementing time tracking for 3 major Baylor HealthCare hospitals using PeopleSoft, ADP Enterprise (v4.0), and Kronos eTime (v6.0).

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●Increased team efficiencies by 20% over 5-year period through partnering with executives on developing lean business practices. Additionally, decreased operational costs for Baylor HealthCare, Inc. by 15% over this same period, driving cross training between departments.

●Team Lead on the management oversight committee ensuring Rockwell Automation’s W-2 mapping and wage/tax data coming out of SAP was 100% in compliance with the client’s expectations.

●Created scheduled payroll and tax reporting by utilizing PeopleSoft and ADP (EV4) SQL query tools which enhanced the quarterly reconciliations of wage/tax data and allowed for real time data analysis at month end.

●Utilized Six Sigma continuous improvement skill sets to optimize system process flows and add value to the payroll reporting structure cutting out ten labor hours for the team each month.

●Enhanced 401K administrations between Schwab and ADP by acting as the Project Lead in coordination with the HRIS and Benefit team(s).

●Reduced employee workloads by 50% through new year-end benefits data import process.

●Trained off-site payroll support teams on year end (year-round) processes and federal/state/local payroll tax regulations.

EDUCATION

Master of Science - Business Administration

Central Michigan University, Mount Pleasant, Michigan

Bachelor of Arts - Human Resource Management

Michigan State University, Eli Broad School of Business, East Lansing, Michigan

Diploma - Accounting & General Studies

Stevenson High School, Sterling Heights, Michigan

PROFESSIONAL DEVELOPMENT

Society for Human Resource Management (Tenured Member) • Kronos eTime (v6.3) •

Report Smith Training • SAP (On-Site Technical Training) • Oracle and PeopleSoft •

Six Sigma (Black Belt) • APA (Annual Meetings) • Certified Payroll Professional (CPP) •

PMI/PMP Certification • Ceridian Dayforce (HCM) / HPW / Source 500 & Time Pro •

ADP Enterprise v4.0/5.0 & Vantage (HCM) • ADP Enterprise - eTIme (v6.0)

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