ADP

• Managed the Violence Free Workplace Program by ensuring compliance with applicable laws, conducted corporate investigation, and recommended appropriate corrective and disciplinary action

• Audited benefit records to ensure accuracy and escalated issues to obtain root cause to prevent issues in the future and extended support to ADP HR Business Partners, Executives, Managers, and Associates

• Granted technical application support to the clients for The Associate Portal Application, Benefits Administration, Time & Labor Management System, Performance/Talent Management Systems, HRIS Systems, and Payroll Systems (EeTime, StARS, Enterprise EV5, OBA, iReports, and AutoPay)

• Processed transactions such as escheatment letters, notice of banking changes, W2 requests, modifications to department code set-ups, associate data, compensation corrections, and address changes for terminated associates

• Facilitated HR Orientation Conference calls to orient new associates to ADP’s benefits, policies, and procedures

• Utilized critical thinking and prior knowledge to research and resolve a broad range of HR, Compensation, Payroll issues, and benefits implementation projects

• Issued benefits in the event of an ADP Employee death and served as the point of contact for deceased employee family members

Special Project

The project was regarding company policies within the HR Communities.

Purpose: how to handle policy questions when an associate calls the Shared Services Resource Center. The HR Business Partner and I felt there was an opportunity to test to see if there needed to be clarification across the Shared Services team members and the HRBP community as it pertained to:

• How the process worked

• Did the process work as it was intended

• Expectations from the Shared Services of the HRBP Community

• Expectations from HRBP Community of the Shared Services

We thought it was important because:

There were some policies that were black and white and others that operate in the gray

Perhaps there were opportunity to refine (or create) any documentation that existed to guide everyone

The Shared Services and the HRBP community needed to discuss this topic more (how this type of situation was handled) because we thought at some macro level the Shared Services team should handle certain questions (and in some cases the HRBP needed to step in if there were nuances at the Business Unit level).

Initially, we thought it would have been helpful to:

• Develop scoping statement

• Identify what questions we would ask

• Identify a sample size of US Based Shared Services members and HRBPs to speak with

• Conduct our informal “survey or interviews”

Reported back to Sr. Leadership with our findings and made recommendations for next steps.