Davinder Kaur

• Providing functional support to end-users on SAP HCM processes, including payroll and benefits such as HR/Payroll – CLC and Support Packages, Enhancements/Optimizations, ESS/MSS, and Time and Attendance (SAP ECC)
• Thoroughly handling payroll system comprising wage types, processing time data, payments and deductions, schemas, functions, calculation rules, internal tables, cumulating, storage, and deductions.
• Providing technical guidance and assistance in troubleshooting various aspects of the HRIS systems architecture.
• Ensuring regular communication and documentation for all corrective measures taken for QA testing before changes migrating to a new system.
• Working as bridge and functional support of business applications in multiple environments (Dev, Test, Production, and others)
• Managing OM/PA - enterprise structure, organizational structure, creating org. units, positions, cost center assignments, planned compensations, personnel data, maintaining master data, OM Info types.
• Managing multiple projects simultaneously under tight deadlines without compromising quality.
• Created user manuals, training material, and end-user support documentation for SAP HCM implementation projects.
• Designed workflow rules for employee self-service transactions using Workflow Builder.
• Implementing interfaces between third-party vendors providing payroll services and other external systems.
• Conducted and documented Root Cause Analysis of production system failures to minimize future failures and optimize operations.
• Managing day-to-day activities related to SAP HCM implementations and rollouts.

• Developed and implemented recruitment strategies to attract qualified candidates.
• Created job postings, tracked applicants and maintained applicant database.
• Organized orientation sessions for new hires and provided them with onboarding information.
• Developed compensation packages that are competitive yet cost effective for the organization.
• Investigated employee relations matters through interviews with involved parties to ensure a fair resolution.
• Resolved conflicts between different departments or personnel using sound judgment to maintain a harmonious work environment.
• Evaluated current HR processes and recommended changes when necessary to improve efficiency.
• Handled sensitive employee and company information with highest level of confidentiality and discretion.
• Recruited new employees and built relationships, driving visibility.
• Directed HR programs, policies and processes to improve operational efficiency.
• Managed full-cycle human resource operational activities to maximize HR employee performance.
• Supported top talent identification processes by interviewing candidates and executing onboarding, orientation and benefits processes.
• Managed the payroll process, including salary administration and benefits programs.
• Performed complex analysis of employee data to identify trends in attrition, turnover, compensation and other areas.
• Participated in budgeting exercises by providing input on cost savings measures related to staffing levels or salaries.
• Leveraged internal HR databases to organize and maintain personnel records, enter employee data and update previous data.
• Aligned HR policies with federal and local regulations.

• Assisted the CEO with administrative tasks such as scheduling, travel arrangements, and expense reports.
• Organized meetings and conference calls for the CEO and ensured all necessary materials were prepared in advance.
• Coordinated executive communications, including taking calls, responding to emails, and interfacing with clients.
• Developed presentations for board meetings and other key stakeholders.
• Managed special projects as assigned by the CEO promptly.
• Managed and tracked expenses to meet company budget requirements.
• Coordinated meetings and work schedules for staff teams and executives.
• Handled complete HR vertical comprising the responsibilities such as:

Recruitment- Shortlisted resumes from job portals, conducted interviews, managed negotiations and released offers for different profiles like OS, MS, BDM (IT Sales) and smartphone, campus recruitments.

Inductions- Prepared induction calendar, organized, coordinated & conducted induction program including a general presentation on organization policies.

Training- Identified training needs, designed training modules, prepared training calendars, measured the effectiveness of training imparted, and identified training gaps.

Employee Engagement – Handled Fun activities on & off the floor, reward & recognition programs, and get-together.

Employee Grievances- Maintained confidentiality in day-to-day employee grievances, taking up disciplinary proceedings & resolving them, employee satisfaction surveys.

Performance Management- Conducted monthly reviews through KRA, annual appraisal meetings, and attrition rate analysis.

Exit Meetings – Coordinated post resignation formalities and Exit Interviews.