Himadri Bhardwaj

**** *** ******* ****, ********* MI 48036

416-***-**** adzhji@r.postjobfree.com

PROFILE

An experienced HR Professional with a focus on HR Systems, Employee Relations, Recruitment & Staff Development. Having a unique blend of technical acumen and interpersonal skills, I can move between providing technical assistance, using advanced Excel functionality, and offering counsel to staff and management regarding employee relations. I am a proactive, detail-oriented individual with excellent communication skills always looking for opportunities to continue my personal and professional growth.

MAJOR ACHIEVEMENTS

Recipient of “Bulmash-Cullemore Post Graduate Human Resources Award” at George Brown College, 2007

Appreciation awards at KPMG Canada

Scholarship holder for being a University Topper, 2003-2005

Secured highest marks in the engineering program for three years consecutively

EDUCATION

Post Graduation Certificate in Human Resource Management, George Brown College, Sep 06-Aug 07

Focus: Project Management, Strategic Compensation in Canada, Labour Relations, Recruitment and Selection,

Occupational Health and Safety, Employment Laws (Employment Standard Act, Human Rights and etc.)

Bachelor of Technology, in Material Engineering, Punjab Technical University, India, Jun 01-Jul 05

Focus: Advanced Mathematics, Strength of Materials, Polymers, Study of ceramics, Solid Physics, Thermodynamics, Heat

Treatment

PROFESSIONAL EXPERIENCE

HR Operations Manager: Metrolinx, March 2021– to date

• Manages the HR Services Centre of Expertise (COE) that provides the central point of intake/access of all HR queries, monitoring the overall HR Service response to issues related to the administration of benefits, pension, compensation, training/development and employee life-cycle events along with advice/interpretation of policies, procedures and collective agreements ensuring unit staff provide accurate, timely, and efficient HR support to all internal client groups (from employee to executive level) and external groups (retirees)

• Oversees the resolution of complex escalated inquiries and resolves issues with considerable client and stakeholder consultation

• Develops and continuously improves HR Service deliverables using LEAN management techniques ensuring alignment with operational needs, based on consultation with HR Centres of Excellence (CoEs), HR Business Partners and/or industry best practices research

• Manages the development and implementation of new and improved processes and procedures while ensuring appropriate change management principles are utilized to provide a seamless transition and positive customer experience

• Monitors the quality of transactional employee record processing, to ensure compliance with policies and audit procedures resulting in timely and accurate processing of HR data and pay records

• Oversees the management of the HR Service Centre quality through the review of metrics and adherence to performance standards to ensure high quality, timely service to clients and accurate transactional processing.

• Develops and implements a two-tier model of employee inquiry-resolution model within the HR Services Centre that ensures complex case resolution requiring limited referral to the HRBP function or COEs

• Provides direction and guidance to the Supervisor, HR Services on performance metrics for the HR Service Centre

• Develops and implements new processes, systems and/or technology, or recommends improvements to enhance and improve service delivery

• Oversees system enhancements and report development and generation that is critical to the functioning of HR Services; acts as an expert on HR-related processes and how they are transacted in our HR systems

• Provides advice and guidance to other HR COEs through the facilitation of HR program launches through communication roll-out, responding to front-line inquiries, identification of gaps and collaborating with other HR program owners (Org Development and Learning, Total Rewards, Wellness and HR Business Partners) to share feedback and support mitigation strategies, as required

• Creates and implements an integrated HR communications strategy to ensure consistent and coordinated communications are provided to employee groups

• Develops and oversees the COE review of MyHR intranet site. Ensures the development of fundamental HR intranet usage standards and follow-up outreach with content owners to make sure information is kept relevant and up-to-date and communication channel is used as needed to reinforce key messages and changes to all employees in order to provide just-in-time HR knowledge resources to the organization

• Leads collection and interpretation of statistical employee inquiry and service usage data to assess trends, volume, concerns, frequently asked questions, etc. in order to identify opportunities for HR policy clarification or future amendments as well as any additional required training to staff and managers

• Manages the HR Case Management system and develops metrics and key performance indicators (KPIs) to support and demonstrate the return on investment of incremental and ongoing improvements within the HR Services Operation; monitors and reviews measures to analyze trends and forecast issues that may arise, utilizing results to anticipate new requirements and/or process changes.

• Manages changes required in the case management system design, performance indicators and overall functionality and integration; oversees the specification development, testing and implementation of changes

• Working in conjunction with the Senior HR leadership to support the adoption of HR Self Service technology and support implementation and final end-user testing of systems from the lenses of the customer (i.e. employees, people leaders, etc.)

HR Technology Senior Specialist: Metrolinx, August 2019– Feb 2021

• To test & deploy new HRIS (Oracle HCM) module functionalities and work with other HR teams to review efficiencies and changes

• Reviewing, identifying & testing quarterly system upgrades prior to live system implementation

• Assessing system impacts arising from policy changes and contract negotiations & determining required changes to existing system structures

• Identifying problems within the HR Application and assisting IT with the documentation required for logging Technical Assistance Required (TAR) to Oracle when system bugs are discovered

• To provide second-level functional/technical troubleshooting and support of business applications

• Identifying and preparing changes to HR work-flow processes and procedures arising from the implementation of the HR Oracle System (PMP Module)

• Develops and produces all customized HR reports to for internal or external distribution in support of HR and internal client needs

• Create HR procedures, user manual and training for HR Oracle business users and internal clients

• Works with all HR staff for data and process clarification and supports technical HR internal training programs

• Liaise with IT staff supporting HRMS application to troubleshoot and conduct systems development activities

• Works with external vendors (i.e. Oracle) to obtain information required to resolve issues

• Analyze existing HR, HRMS and reporting processes and identify potential modifications for continuous system and process improvements

• To provide technical as well as functional expertise & support for all HR systems and applications in cross-departmental teams

Business Lead, Benefits: Metrolinx, December 2016 –July 2019

• Was responsible for the design and implementation of the Compensation & Benefits module in Oracle HCM

• Created ad-hoc OTBI reports satisfying internal HR needs relating to conversion activities

• Acquired and analyzed benefits data to resolve data inaccuracies and identify opportunities for cost-improvement strategies

• Led User Acceptance Testing (UAT) for Core HR, Compensation & Benefits modules

• Designed and developed of Compensation & Benefits module, which revolutionized employee's access to their benefits, report generation and data reconciliation

• Trained business personnel and team members on Benefits

• Acted as a functional analyst for the overall HRMS GAP design

• Analyzed and designed change processes in the new HRIS system

• Created rules to administer benefits & reporting within the benefit & payroll modules

• Helped in mapping and documenting all data fields interfaced between HRIS & Manulife system

• Led the benefits interface design & testing with Manulife

• Acted as a liaison between IT, testing, HR team and vendor partners (Manulife) to assess business needs

• Provided on-site implementation support and real-time fixes of the converted data

• Was responsible for HR data validation and creating queries supporting data conversion processes.

• Helped in developing HR test plans and monitored system testing to assure that the system design met the business needs

HRMS Analyst: Metrolinx, June 2016 – November 2016

• Maintained and administered HRIS System (Oracle EBS) to maintain data integrity

• Analyzed HRIS requirements and recommended changes or upgrades to an existing system to support the full range of human resources programs and services

• Developed and produced all customized HR reports for internal or external distribution to support HR and internal client needs

• Helped in Developing HR procedures, user manuals and training for HR Oracle business users and internal clients

• Worked with IT staff to support HRMS application for any trouble-shooting and conducted system development activities

• Assisted internal teams with report development/resolving data discrepancies

• Worked with external vendors (Manulife) to obtain information required to resolve issues

• Analyzed existing HRMS transaction procedures and reporting processes to identify potential modifications for system and process improvements

• Contributed to corporate policy when involved in the negotiation of collective agreements and when making policies and procedures recommendations relating to employee data capture, and dissemination

• Provided training to all HR staff on the HR Oracle functionality and administers / trouble shoots day to day activities

Compensation & Benefits Analyst: Aecon Group Inc., November 2014 – May 2016

• Acted as a lead in the integration, testing and implementation of Compensation & Benefits SAP service packs

• Prepared strategic analysis and reports to business leaders and senior management during pay planning to enable informed decision making and approval of annual increases and bonuses within determined budget parameters

• Administered compensation programs such as annual salary increase process, short term incentive plans (profit sharing) and long term incentive plans (company shares and stock plans)

• Conducted job evaluation on new or current jobs with an external vendor to provide compensation recommendations in alignment with our compensation philosophy

• Maintained pay grades and classes (STIP rating) by evaluating job descriptions

• Conducted in-depth analysis to provide recommendations to HR management for improving compensation programs such as pay for performance

• Created reports using Business Intelligence tools during the annual compensation planning project to enable summary analyses at various organizational levels

• Liaised with external vendors for any discrepancies or data inaccuracies related to Benefits & Savings Plan interfaces

• Generated and administered total compensation statements annually

• Analyzed, reviewed, recommended, and obtained approval for changes to compensation and benefits programs

• Assisted in development of policies and procedures to support the compensation and benefits function

• Organized, completed and submitted compensation market data surveys to a variety of vendors, allowing access to market data, which was further analyzed and provided to our business leaders to support and develop our pay strategies

• Helped with communication of compensation and benefits information to employees

• Prepared and maintained the compensation and benefits training manuals and templates

Payroll Business Analyst – Subject Matter Expert (SME): SAP, Aecon Group Inc., November 2013 – October 2014

• To define the HR/Payroll business requirements needed to transition from current in-house system to SAP

• Propose innovative and integrated solutions of Human Capital Management (HCM) module with other modules such as finance, Project Systems, Customer Relational Management, etc.

• Assist built the org structure i.e. OMPA and Personnel Administration codes in SAP for hourly and salaried employees

• To assist in designing compensation models in SAP-HCM module for pay structures and Job evaluations

• To configure pay grades and classes as well as evaluating job descriptions and titles

• To work with consultants to build in the compensation models in HCM-SAP to align with the current business practices

• To conduct current Job evaluations to structure and incorporate in Organizational Management in SAP

• To configure Health plans (Medical and Dental), Insurance plans (Life, LTD, STD, AD&D) and Savings plan (DCPP, RRSP, ESPP) in HCM -SAP for union and non-union employees

• Help built a functional Benefit interface via SAP with third parties such as Sun Life Insurance and Great West Life

• To identify business improvement opportunities in current HR & Payroll processes to enhance efficiency

• Work with key business users to design, configure and modify SAP- HCM module to meet business requirements

• Perform requirements analysis to develop models, prioritize, organize, validate, and verify requirements

• Designing and developing time systems: Cross Application Time System (CATS), Employee Self Serve (ESS), and Manager Self Serve (MSS)

• To define and test processes to ensure the timely and accurate flow of CATS (time data) to other modules

• To coordinate and drive end user testing for SAP-HR and Payroll (HCM) users

• To develop and review training documentation for end users to serve as reference material

• To develop and design HR/Payroll reports for monthly remittances in compliance with legislation and collective agreements

• To audit and validate HR /Payroll data for all Human Capital Management (HCM) functionalities before moving into the production/live environment using ETL (Extract-Translate-Load) in excel 210

HR/Payroll Analyst – Aecon Group Inc., September 2008 –October 2013

• To set-up new union and non-union rates and benefits in the HR/Payroll system

• To maintain rates and benefits of multiple agreements with multiple trades in the in-house HR/Payroll system

• To analyze union collective agreements and maintain system data related to rates and HR/Payroll burdens

• To administer in-house Benefits programs and liaise with third parties (Sun life Insurance and Great West Life)

• Prepared monthly union reports for multiple collective agreements for various provinces

• Conducted HRIS data variances as well as extracting and providing the data through Microsoft Query

• Analyzed union and legislative agreements for rates and Job descriptions in order to codify and maintain in the system

• To produce HR/Payroll analytical reports as requested from Business Objects and directly from AS400 database

• Analyzed raw data on discrepancies using excel functions such as Macros, Pivots, Look-ups, Data validation and etc.

• To conduct General Ledger Analysis through Business Object and providing data to internal stakeholders as requested

• To conduct market research by analyzing compensation surveys from third parties as required

• To conduct quality assurance on data being processed by payroll and HR

• To administer benefit plans for unionized employees and salaried staff

• To extract, maintain and prepare monthly billings to ensure correct premiums are deducted and sent timely

• To reconcile the self-insured plans such as STD, EAP, Life and etc. monthly

HR Reporting Administrator (contract) – KPMG Canada, September 2007 –August 2008

• To generate routine standard and ad-hoc reports through PeopleSoft (PS)

• To set-up various tables/ to ensure required functionality and reporting needs of the clients

• To issue/maintain codes for Salary Plans, Salary Grades, Job Codes, Product and Department Codes

• To create and propose incentive plans based on the market surveys

• To conduct analysis and reporting the internal and external statistics survey

• To test standard and ad hoc PS Queries in a test environment to create efficiencies and for production

• To upload data from time entry systems (TimeNX) into PeopleSoft

• To liaise between Payroll and time entry systems (TimeNX) to ensure the data flow

• To maintain PeopleSoft and audit checks to ensure that data is accurate

• Develop and maintain training materials and conduct end user training sessions

• To create and amend queries using PeopleSoft query tool

• To identify trends – monthly and/or quarterly for routinely reports (Turnover, Performance Management and other HR

related information)

• To process and maintain all HR and Benefits transactions

• To maintain and administer pension and RRSP database

• To Monitor HR helpline to resolve routine issues as well as non-issues of limited complexity

To research requests to ensure accuracy in transactional processing required

• To verify transactions that have been approved by an authorized source are in accordance with firm policy

• To assist in Dialogue Country Administration (Yearly Objective setting online tool) requests

Human Resources/Payroll Assistant (co-op) – Goodwill Industries of Toronto, June 2007 –August 2007

• To Manage the timely and accurate processing of payroll

• To work with ADP, the payroll service agency to ensure timely payment of wages

• To ensure the company’s compliance with all Provincial and Federal payroll related legislation

• To produce all routine payroll reports – Union, Pension, Garnishee –Balance the deductions to the payroll- register

• To check all overtime hours on the timesheets and payments made to employees are in accordance with the union

agreement

• To answer employees and government Agencies queries

• To cross check payroll before final transmission to ADP to ensure there are no errors

• To work with ADP to ensure that all payroll changes are done timely – set up of new payroll earnings and deduction codes

• To update and maintain staff records including, attendance, vacation, sick days, WSIB, and Maternity

• To enter new employees and update existing employee’s information in HR partner for the purpose of tracking

information

• Accidents follow-up – including customer accidents as well as employees

• WSIB claims Management and Return to Work (RTW) - Form 7

• WSIB accident statistics and hazard analysis

Volunteer - South Asian Business Festival, Mississauga, September 2006

• Organized the event

• Demonstrated customer oriented, leadership and interpersonal skills

REFERENCES WILL BE FURNISHED UPON REQUEST

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