Summary
Overview
Work History
Education
Skills
Professional Development Certifications
Certification
Websites
Timeline
Generic
Tammy Beatty

Tammy Beatty

North Augusta,ON

Summary

Resource Manager with strong collaboration skills, an upbeat, positive attitude, and a willingness to problem solve in an ever-changing environment. Supporting partners and project managers with resourcing issues that may impact scheduled deadlines or budget. More than 20 years of effective Human Resources experience as well as client/customer service experience. Focus on high value activities such as project coordination and staffing, database administration, reporting and data analysis, policy review and implementation, guidance to leadership team, employee counseling, training, community relations and recruiting/staffing. Expertise in: Reporting and Analytics Excel (Advanced user) Relationship Management Process Design/Management Client/Customer Support Conflict Resolution

Overview

26
26
years of professional experience
1
1
Certification

Work History

Resource Manager

PWC Canada
03.2020 - 04.2024
  • Staffing
  • Manage and review project pipeline to staff projects and ensure that all roles are supported for a successful Workday implementation
  • Taking into account resource availability, certifications and previous experience
  • Daily review of our active projects and modeling for future planned projects (in our pipeline) to identify risks, conflicts, resources over capacity etc
  • Planning resources to ensure we are staffing with experienced resources while still taking into account our project budget and consideration of engagement margins
  • My goal is to ensure that we meet the needs of the business and provide support our clients
  • Identifying resources who are underutilized and offering suggestions on where we may be able to use them (could include additional certifications or training, supporting business development etc)
  • Manage offshore resources, responsible for staffing and growing our offshore support teams in India and Shanghai.
  • Monitor certifications, make recommendations for future hires to support planned project work.
  • Share planned project hours with the offshore teams, act as liaison between Offshore and our project managers and squad leads
  • Regular meetings with leads to review performance feedback, training, utilization and forecast for offshore resources.
  • Create and manage all documentation required for our risk process to be completed between PWC India/Shanghai and PWC Canada.
  • Staffing resources between PWC Canada and PWC US
  • Model staffing plan to ensure we can share the resource and it will not impact our Canadian projects
  • Prepare Internal work agreements to staff our resources on US projects assuring bill rate will provide us with an acceptable engagement margin
  • Review and approve hours billed and invoiced to the US.
  • Manage our resources who on board and off board from US engagements
  • Manage conflicts between Canada and US projects when resources are booked to multiple projects.
  • Reporting and Analytics
  • Prepare and deliver business reports to the Partners and Team leads on a weekly basis (and ad hoc as required).
  • A full review of billable hours, utilization for each resource, actuals vs forecasted hours for projects.
  • Make recommendations for staffing adjustments between the certifications based on a full analysis of future planned projects
  • Other regular reports include daily maintenance of the Work Force Plan, weekly reports generated and posted for resources to help self-forecast as well as additional reports for the Project Managers to review and adjust project plans
  • Since adding these additional reports, I was able to reduce the variance between forecasted and actual billable hrs from 10-20% down to 2-4%
  • Weekly reminders to team to submit regular timesheets to ensure that our clients were billed more accurately and in a timely fashion.

Manager, HCM & Data Conversion Specialist & Lead

12.2014 - 03.2020
  • Leading Projects
  • Data conversions lead to the clients, leading meetings and planning for end to end data conversion (scope, project timelines, resources and process improvements).
  • Manage project resources.
  • Ensuring that our resources are trained and familiar with the project timelines, tasks assigned
  • Identifying training opportunities such as how to handle conflict, data validation and reporting back to clients, investigating errors etc.
  • Support clients
  • While collecting data to review and prepare for data loading into the new Workday environment
  • Through regular meetings and using templates designed and modified by the data conversion team, I support our clients in collecting and understanding their data
  • Educating them on WD best practice
  • Ongoing support after going live with Workday.
  • Project tracking
  • To identify what projects are currently active, where our resources are required, tracking progress, identifying peak times and preparing/planning to bring in additional resources, escalating when necessary.
  • Learning and development.
  • Re-Training is required approx
  • Every 6 months for Workday to keep our HCM & LDP certifications
  • Additional On Demand training completed for Manager role.
  • Day to day data conversion task include:
  • Construction of the Client Organization
  • Once data has been collected and cleansed, review the data and build the Supervisory Structure, Management Layers and then Employee data
  • Ensure that we have buy in from the client prior to loading.
  • Tenant Build
  • Moving configuration data from one tenant to the new tenant via iLoads.
  • Prepare and load WD iLoad templates for mass data loads
  • This can include many different iLoad and EIB templates depending on the structure and the amount of data being converted for each project
  • This will also depend on scope, such as HCM, Payroll, Benefits, Recruiting etc.
  • Data Validation
  • This is done both before and after data loading to ensure the accuracy of the data
  • It is done first with the data files provided by the client
  • Then done again once the data is loaded into the new WD tenant
  • Meetings are scheduled to review findings with the client.

Manager, North America & Latin America HR Service Centers

Alcatel-Lucent
06.2007 - 09.2014
  • Responsible for managing the North American Human Resources Service Center in support of HR programs in areas such as benefits, stock, mobility, recruiting, employment verification, employee relations etc.
  • Manager
  • I managed a team of 12+ employees
  • My team was responsible for responding to approx 100 calls and 150 emails a day
  • We supported over 21,000 active employees and over 165,000 retirees and former employees
  • Through regular weekly team meetings and One on One meetings with my staff, I encouraged on going learning and development
  • My goal was to always provide the best customer service in a one call resolution
  • I was responsible for staffing, performance management, day to day operations of the HR Service Center and staff.
  • HR Program/Project Roll Out
  • Worked closely with all areas of HR and IT to ensure that I had input into HR Programs that would be delivered to our employees
  • I ensured that my staff was trained and knowledgeable enough to handle inquiries and offer administrative assistance when required (preparing termination/salary increase letters, merging spreadsheets etc)
  • HR Operations Support
  • My team was responsible for supporting various HR programs for all North America and on some occasions, on a Global level
  • We supported all US involuntary terminations, and we owned the process for all Canadian Involuntary terminations
  • We support NSA (National Security Agreement) on a global level so that ALU remained compliant for all US Government contracts
  • We managed and supported all new hire on-boarding, background checks, Day One orientation and new hire entry for benefits
  • We also supported SAP Org Management globally, initiating international mobility assignments, travel letters for visitors to Canada and all employees travelling for ALU business
  • We continued to grow the service roll and added more responsibilities on a regular basis.
  • Employee Relations/Conflict Resolution
  • I took care of all escalations
  • When employees called and were unhappy about service they received from my staff or outside HR Vendors or if they didn’t agree with an HR program or policy, they would contact me directly
  • I made every effort to resolve the issue in a timely manner and ensure that the employee was always treated with empathy and respect.

HR SYSTEMS / SUPPORT

Alcatel Lucent
11.2000 - 06.2007
  • Responsible for support of HR database and automated tools, technical support to Compensation related projects, write and deliver training on automated tools, reporting, analysis & project coordination.
  • HRIS Prime
  • Act liaison between HR and IT for all systems, security/access, and automated tools
  • Work with the business to write requirements documents to present to IT for technical specs
  • Test all new tools or programs to ensure that they align with business requirements.
  • Technical Support for Compensation Initiatives
  • Work closely with the Compensation group to develop automated tools or spreadsheets to aid in the Compensation programs such as Performance Management, Salary Planning, Stock Grants etc
  • Act as technical support lead to the HR advisors and their support staff during the project
  • Write and deliver training that supports the tools or automated spreadsheets that have been designed for each program
  • Provide summary reporting at the end of each program to present to Senior Management Teams for final approval.
  • Project Coordination
  • Responsible for coordinating roll out of all company-initiated projects such as salary planning, AWA recommendations, policy communication and roll out etc
  • Ensuring all primes are involved, listing tasks, and assigning duties, ensuring timelines are respected and met, communication to HR group and employees, postmortem to review what was successful and what can be changed.
  • Budget Review and Management
  • Responsible for managing and approval of budgets within SAP
  • Regular review, reporting and forecasting for finance.
  • Monthly Reporting
  • Pull regular monthly reports such as head count, attrition, and financial reports.
  • Adhoc Reporting
  • Responsible for all adhoc reporting from terminations and span & layer reports to reward programs and vacation allotment.
  • HR Metrics
  • Review current system, processes, and data integrity
  • Make recommendations for system updates, new processes and recommendations for future reporting and analysis.
  • Policies and Process Management
  • Tasked with re-vamping out of date internal policies and process documents to ensure that they are in line with legislative requirements as well as ensuring that the company information is current and in line for external audits such as TL9000.

HUMAN RESOURCES CO-ORDINATOR/ RECRUITER

Canada Trust (TD Canada Trust)
08.1998 - 11.2000
  • Responsible for supporting 51 branches in the Eastern Canada Region
  • Established and maintained effective relationships that supported branch management in aligning people plans with business strategies
  • Focused on client needs by actively supporting the retail branches.
  • Recruitment
  • Primary contact for outside recruiting initiatives with the Regional Municipality of Ottawa Carleton.
  • Delivered orientation and assessed potential candidates, made recommendations for “Pre-employment training”, taught “Banking Basics” as part of the pre-employment curriculum, reviewed progress and made recommendations for interviews.
  • Manage Temporary pool
  • Staffed and organized training for employees in temp pool, monitored successes and concerns, wrote, and delivered performance reviews, year end review ratings and salary increases.
  • Development
  • Created, facilitated and lead workshops applicable to new Customer Service Officer hires.
  • Developed a training plan to ensure that qualified Customer Service Officer candidates received required training prior to commencing employment in the branch environment.

Education

HCM - Workday

Workday

Skills

  • Reporting and Analytics
  • Excel (Advanced user)
  • Relationship Management
  • Process Design/Management
  • Client/Customer Support
  • Conflict Resolution
  • Strong analytical thinking
  • Professional Demeanor
  • Attention to Detail
  • Excellent Communication
  • Statistical forecasting
  • Workforce Management
  • Resource Planning
  • Data Analysis

Professional Development Certifications

  • Workday Certified Lifecycle Deployment Process (2015)
  • Workday Certified HCM (2014)

Certification

  • Workday Certified in HCM & Launch (specialized in Data Conversion)

Websites

Timeline

Resource Manager

PWC Canada
03.2020 - 04.2024

Manager, HCM & Data Conversion Specialist & Lead

12.2014 - 03.2020

Manager, North America & Latin America HR Service Centers

Alcatel-Lucent
06.2007 - 09.2014

HR SYSTEMS / SUPPORT

Alcatel Lucent
11.2000 - 06.2007

HUMAN RESOURCES CO-ORDINATOR/ RECRUITER

Canada Trust (TD Canada Trust)
08.1998 - 11.2000

HCM - Workday

Workday

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