Gopinatha Rao Y H by xiagong0815


									                                 Nisha Bedekar
       Mobile: 09970172674 / 09422522674 ~ E-Mail:

                              EXPERIENCE SUMMARY

 A competent professional with around 15 years of domain experience(Subject Matter
  Expert) 4 yrs of experience in Oracle/People soft and 1 yr in project Management
 Experience in implementations, production support.
 A skilled communicator with strong interpersonal & relationship management skill.
 Exposure in Oracle AIM’s Documentation and Agile Project Management Methodology.
 Possess in depth understanding of HR business processes such as

      Recruitment
      Resource Management
      Induction
      Training
      PMS
      HR operations
      Workflows

 Key focus on Peoplesoft HCM (Workforce Administration).

      Defining the Human Resources Business Process
      Setting Up Core Foundation Tables Related to Installation Settings and Companies,
       Business Units and TableSet Sharing, Establishments, Locations, and Departments,
       Compensation, Jobs and Pay Groups
      Single point of contact for modifying roles and permission lists
      Performing a complete employee life cycle in core HR module (Hire to Termination)
      Maintaining Person and Job Data
      Setting up approval workflows for the process like promotion and termination.

 Peoplesoft Administer Training

      Course Creation
      Course Session Creation
      Request Training
      Enrolment
      Approval
      Group Enrolment
      Feedback, workflow

 Structured knowledge of Peoplesoft Global Payroll

      Defining Common Characteristics of Elements
      Defining the Organizational Structure
      Defining Accumulators
      Defining Major Elements – Earnings and Deductions
      Creating Supporting Element Overrides
      Managing Iterative Processing
      Creating Segmentation
      Processing Payee Level Overrides
      Defining the Processing Structure
      Setting Up Calendars
      Creating Banking Information
      Establishing Payee Data
      Completing the Payroll Process
      Creating Banking Information
      Running the Payroll Process
      Viewing Payroll Results
      Processing Retroactive Pay
            Processing Off-Cycle Payrolls
            Describing Supporting Elements
            Processing Off-Cycle Payrolls
            Controlling Results
            Using ePay
            Using Additional Supporting Elements
            Reconciling Payments

                                 PROFESSIONAL CERTIFICATIONS
    People soft HCM (Workforce Administration and Global Payroll) from Oracle University in
    Valid passport. Worked in UK for 3 months on company work visa in Feb 2010.
    Masters Degree in Personnel Management from University of Pune
    Diploma in Computer Management from University of Pune
    Bachelor of Science from University of Pune

                                           TECHNICAL SUMMARY

                               TOOLS              EXPERIENCE
                         Peoplesoft 8.0 &             4 yrs.
                         9.0 (HCM)
                         MS Office Suite,          10-12 yrs.
                         Microsoft Visio              4 yrs.
                         Micorsoft Project            2 yrs.

                                             WORK HISTORY

        Duration                          Organization                      Designation
    Jan 2008 till date                    Tech Mahindra                 Functional Consultant
    June 2005 – Dec              Fujitsu Consulting India Limited      Senior Systems Executive
     Jan 1996 – June        TCE Consulting Engineers Limited (A Tata         HR Officer
          2005                            Enterprise)

                                            WORK EXPERIENCE

Current Employment:

        January 2008 till date - Tech Mahindra Limited, Pune.
         As Functional Consultant/ PMO Manager


     1. Project Management : Currently working as PMO Manager(Non-Delivery)
        September 2009- till date (Worked Onsite for 3 months for the same)

        Reporting: Independent Portfolio reporting to Group Head

        Client Interaction : For Purchase Orders, invoice status, payment related queries and
         effort management of the team members for the entire account.
        Key Responsibilities:
        Resource Management & MIS
          Monitoring and managing Resource movement and utilization in the entire account
            including onsite assignment allocation of resource, rotation policy, additional
            resource requirement etc
          Monitoring and follow up with other Project Managers for submission of Resource
            Utilization (Time sheet) in the system and subsequent revenue estimation, optimum
            resource utilization, preparing and maintaining revenue data etc.
          Preparing various Resource/ Revenue related reports for senior management
          Follow up with PM/GHs for various SFIA Audit CV and other BT related specific
          Monitoring and managing quotes, RUS, Post RUS activities, onsite movement, Non
            billability, Resource movement and utilization for BT04 & BT04A
          Taking care of adhoc requests from senior management.

    2. Project: PS9 HR-Fin Implementation (Jan2008 – September 2009)- HCM
       Functional Consultant(Subject Matter Expert)

Key Responsibilities:

       Handled complete implementation of Version 8.0 and 9.0 (Currently in use). The role
        entailed a complete cycle starting from requirement gathering to implementation.
       Played a key role in data gathering, gap analysis, data management, UAT, user training,
        preparing user training material.

Modules: HCM, Self Service and Training
Team Size: 15

Implementation Strategy Used : Agile Methodology

Roll out Geographies: India, Europe, UK, US and Australia

Pre Go Live Activities:

       Meeting with users for requirement gathering and analysis of the same.
       Mapping requirements with system features (Fit Gap Analysis)
       Customization, work around, business process reengineering/ realignment of the
        functionalities not available.
       Preparations of functional specs and system requirement specification documents (Key
        Data Structure).
       Work closely with Corporate MIS team, technical team for implementation.
       Functional User Acceptance testing by preparing test scripts
       Functional training to end users at all locations.
       Data Validation and clean up exercise.
       Mapping customizations done in Version 8.0 to the new functionalities of Version 9.0

Post Go Live Activities:

       Maintenance of setup tables, Training new users, security management (user access),
        workflow management.
       Dedicated global helpdesk for handling user queries.
       Prepare training materials.
       Continues monitoring of the data to ensure data integrity.
       Enhancing the functionalities and meeting new requirement.
       Create Change Request/Bug Reports.
       Interact with Internal and External auditors.
   Handling of restructuring within the organization and the implications on the HR

Previous Employment

       Jun’05-Dec’07 with Fujistu Consulting (I) Ltd. (CMM Level 5 Company), Pune
        as Sr. Systems Executive – Oracle/ Peoplesoft Application Support

Job Role

   Single Point of Contact for HR Replies for all business proposals.
   Interface between the implementation team and end user.
   Periodic Creation of HR Dashboard.
   Client interaction: Serving as Single Point of Contact / interface for supporting Client.
   Understand the existing HR processes such as

         -    Recruitment
         -    Joining Process (On boarding of Employee/ Contract/ Subcontract), Conversion of
              Contract to Permanent
          - Training
          - Transfers
          - Promotions
          - Performance Appraisal
          - HR Data Validations
        and assist them in redefining and finalizing the same without affecting the processes so
        as to fit in the product.

   Responsible for getting Sign off for the requirements
   Maintaining MIS for all phases and reporting project progress to the client/ senior
   Post implementation user training to clients :
   For better understanding of Oracle/ Peoplesoft functionality in HR processes Handling, by
    the user I was involved in

    -        End to end testing for the modules such as Workforce Administration, Administer
             training, Customized Reports and Portal
    -        Preparing simplified user guides.
    -        Preparing recordings of trainings.
    -        Preparing test scenarios and test cases.
    -        Assisting the user in UAT

   Assisting users in defining the HR business process, configuration decisions and training
   Responsible for testing of the functionalities as per the business process at offshore sites
    for several projects.
   Configuring, testing, and implementing configurable components of People soft modules.
   Working on Requirement Documents/ Test Scripts.

Production Support

   Providing customer support for the HCM and Training module.
   Work with People soft Support to resolve Service Requests.
   Maintaining and document customizations / extensions.
   Designing, developing & reviewing Oracle Training Documents.
Key Projects:

Mastec is a leading specialty contractor for communications companies, utilities and
governments throughout the United States and Canada. MasTec designs, builds, installs,
maintains and upgrades infrastructure that is the backbone of the nation’s economy –
telephone, high-speed Internet, electric, water, sewer and natural gas – as well as provides
installation and maintenance services for satellite and cable television services.

Module Name: Core HR, Self Service, Training
Duration: 2005-2009
Team Size: 15

Sasco Support
SASCO is the largest privately held electrical and data contractor in the United States (ENR),
with 7 offices on the West Coast extending from Southern California to the
Module Name: Core HR, Self Service, Training
Duration: 2005-2008
Team Size: 12

Alagaran Construction Company
Alagaran is a real estate company in Kuwait which is into construction business from last 15
years. Algaran is in the process of implementing HRMS Suite with HRMS, Payroll, SSHR and
IRecruitment as there core modules.
Module Name: Core HR, Self Service, Training
Duration: 2005-2007
Team Size: 10

      Jan’96-Jun’05 with TCE Consulting Engineers Limited (A TATA Enterprise), Pune as HR
       Officer - HR Management

Job Role

    Proactive member of the Core Team for ISO Implementation.
    Responsible for maintaining the HR MIS on monthly & weekly basis.
    Executing the entire process of Performance Appraisal System
    Managing HR activity for more than 200 Site Engineers.
    Identifying post appraisal training needs & organizing training programmes as per the
     training schedule.
    Coordinating for manpower planning, recruitment, induction, exit interviews & ensuring
     cultural mind set.
    Developing/ implementing new recruitment/selection policies as per staffing projections.
    Handling salary negotiations, payroll system and administration.
    Functional Owner of ‘E-care’ an in-house system for Employee Grievance management.

HR Functions Handled

    Conceptualising and implementing policies, systems & procedures for HR operations and
    Devising organisational structure; streamlining job roles & descriptions.
    Overseeing the retention of employees through effective strategies to achieve reduction
     in attrition.
    Devising various organisational developmental initiatives for improving performance and
     level-wise development across the organization.
    Facilitating and conducting of counselling on problems to enable personnel to exhibit high
     level of performance.
   Managing the complete recruitment life cycle for sourcing the best talent from diverse
   Identifying manpower requirements through skills identification and mapping for
    articulating the skills requirements and gap analysis.
   Analysing training needs across levels through mapping of skills required for particular
    positions and analysis of the existing level of competencies of individuals’ vis-à-vis the
   Improving appraisal processes including career progressions and succession plans.
   Establishing of the framework for performance counselling and achieving congruence in
    identifying individual career paths in organisational plans.


   Functioned as an active part of entire HR Management System of the company.
   Suggested extension of maternity leave and sexual harassment policy.

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