Apurba Nath

• Handled customer questions and concerns in a timely and professional manner, provided impeccable service to clients, spread enthusiasm and positive word of mouth across the community.
• Reduced errors in payroll processing by integrating the HRIS system with third-party payroll providers.
• Streamlined HR processes by implementing an effective HRIS system, resulting in increased efficiency and reduced manual tasks.
• Developed and maintained detailed documentation of HRIS processes, ensuring accurate knowledge transfer during staff transitions or onboarding new team members.
• Collaborated with IT department for system upgrades, ensuring seamless integration of new features and functionalities.

• Post Go-live Support
• Employee Central payroll Strat up planning and stakeholder meetings
• Half-yearly Delta Employee Central enhancements
• Handling Integration and Intelligence services
• Handling daily calls with customer for status update and user stories
• Major enhancement-Job relationship portlets and bank UI
• Worked on foundation objects,MDF,UI creation,position management,employee data,workflows and benefits
• Hypercare support incident issue handled in Talent modules like PMGM,Succession,Compensation and SCDP
• Time off module design and configuration
• Integration Center -SF API Management
• Integration 3rd party with SMS interview Tool and Talent Pulse
• SAP SuccessFactors Time Tracking
• Clock in-out
• Setting up single record approval
• Night shift bandwidth
• Holiday related Pay
• Adding cost center allowance
• Additional holiday categories to generate different premium
• Auto detection of late comer

Time off Implementation

Work schedule

Basic setup of time off

Time accounts

Termination , hire and accrual rules for time accounts

time account snapshots

Setting up alerts and notifications

calender run -PEP,Interim and accruals

Handing a team of 5 consultant on cut over and E2E/UAT/Regression testing

• Helping to transform whole HR operations in Cloud.SAP employee central Support For 5 Markets after implemented to support and Rollout for EC and TO for 13 Markets
• Support for Data migration from SAP HR to Success Factor
• Post Go-Live Support for 5 Markets
• Workshop ,workbook preparation and Configuration for 13 Markets
• End to End integration Testing and preparing UAT documents
• Follow up with all third party systems like Megasoft payroll and Taleo recruitment
• Mapping workbook for HCI and SAP infotypes /field level
• Training to present SAP EVO HCM employees and support
• Total end to end Data Migration activity

Time sheets Implementation-

New UI - mobile feature

Time sheet quick approval card

Setting up dynamic breaks

Setting up schedule breaks

Creating admissibility rule

Creating custom fields for time sheet

Time collectors

Time valuation

Setting up email notification

1)Support Project for Bruckers USA

2)Implementation for SAF Holland Canada and US

Handing a team of 7 consultant for delivery,testing and migration.

Contribution:

• Implemented Position management

• Configured FO, GO and, Customs objects

• Configured business rules, messages, alerts as per the requirements.

• Configured Payment information UI with all banks

• Configured time types and time account types for absences and attendances.

• Configured Global assignment for home and host country

• Implemented Document Generation Module
• Enabling Concurrent Employment
• Configure Dependent Management
• Picklist Management
• SAP Incident raise to Follow up with Client

EC payroll:-

• Simplify payroll processes: When evaluating this goal, it is also a good time for payroll departments to take a fresh look at service delivery and optimizing resources.
• Simplify payroll policies: This should be done only where possible and changes should only be made that do not affect regulatory requirements. Not considering the regulatory requirements at the outset has often caused complex payroll rules issues on other projects of this type.
• Evaluate and standardize the wage type and pay components catalogues: By doing this, it makes it easier to complete the data entry to data posting processes.
• Simplify integrations as well as identifying consolidation opportunities: When doing this, make sure you include upstream as well as downstream interfaces.
• Leverage the Employee Central–core HR implementation to simplify the HR administrative processes that typically go together with payroll. Some examples include:
• Termination actions and final payments from payroll
• Workflow approvals for pay changes and impact on payroll
• Retroactive data changes in Employee Central

SuccesFactors Employee Central, Performance Management, Compensation Implementations.
Full cycle implementation of SAP R/3 HR (OM, PA, PY, TM) Modules starting from project preparation to go live and then support.

Third party tools maintenance and integration: EPCX, iRecuit, LDAP and Gin database with two different SAP HCM systems for local and international.

Roles:

Track the tickets in HP ALM for the partner consultant firm and review

Remedy follow up for issue regarding data and configurations

Conducting Knowledge transfer sessions

Contribution:

• Configured employee central data models Corporate, CSC, Succession, CSS, Workflow, Event derivation

• Implemented Position management with position code auto generation and auto populate key attributes in Job information.

• Configured FO, GO ,Customs objects and BCUI

• Configured business rules, messages, alerts as per the requirements.

• Configured Holiday calendar, holidays, work schedules, Time type profile.

• Configured time types and time account types for absences and attendances.

• Configured LOA with long term and short term disability in time off as per the requirement.

• Configured Hire, Termination, Accruals and PEP as per the client’s requirements.

• Worked on Worked on Integration between Success factors EC and SAP HCM with middle ware Hana Cloud Integration (HCI)

• Configured key mapping tables for replication between SAP employee central and SAP ERP.

Clients : Bank of New York

Roles: End to End implementation from client Employee central session,resource gathering ,project delivery to testing

· Workbook preparation with client requirement

· GAP and scope analyzing for requirement and find out the way around solutions

· Configuration in Provisioning with Data model uploads and company setting enabling

· Role base permission design by local and country specific requirement

· Picklist upload –CSV and MDF picklist and mapping

· Object creation by team-foundation and MDF

· Designing homepage and employee portlets-live profile

· Workflow and Business rule configuration

· Design the business configuration as per client need with all enable/disable the fields/elements

· Delivery and testing to end user

· Handover with user/admin manual

Major Assignments

Performance Management, Goal Management, LMS and Compensation with Employee Profile

· Workbook preparation

· Manage templates for PM/GM

· Route map configuration

· Configure Email notification

· Form template settings

· Launch form for Mid year Evaluation

· Compensation Form and templates as per the client requirement

· LMS configuration in plateau system-Creation of Item,Assessment profile,catalog,curricula and online launching course/exams

· Map job codes and import UDF for employee files master data

Employee Central

· Gathering Requirements (As per the questionnaire provided by SF).

· Preparing Configuration work books.

· Preparing Security matrix for RBP Configuration.

· Maintaining Employee Master Data in EC.

· Maintain Data Models, Configure the system as per business needs.

· Configuring the Country-Specific Corporate and Succession Data Models

· Importing all picklist through picklist management

· Creating Foundation Objects

· Configuring Propagation Rules and Workflow Derivation Rules

· Setting Up Role Based Permissions

· Importing Employee Data

· HRIS Sync and Creating Reports

Personnel Administration ,Positive Time Management & INDIAN Payroll

• Created Enterprise and Personal structure.
• Maintained HR Master data.
• Remuneration structure: Created Pay scale types and Pay scale areas. Defined Employee Subgroup Grouping for PCR and CAP. Assigned Pay Scale type and Pay Scale Area to Personnel Area and Personnel Sub-Area.
• Created a pay scale table consisting of grouping of employee subgroup for Collective Agreement Provision, Pay Scale Groups, Pay Scale Levels, Start Date, End Date and Amounts.
• Wage type structure: Created customer-specific wage types to be used for employees in Basic Pay infotype. Check the permissibility of wage types for Basic Pay Infotype.
• Created payroll areas using period parameter and date modifier. Generated payroll periods for required time frame.
• Assigned control record to each payroll accounting area. The earliest retroactive accounting period was decided based on the client’s go live date.
• Created process models for payroll to define the sequence in which processing steps are performed during the payroll.
• Maintained Payroll Infotypes: 0008, 0009,0011,0014,0015.
• Defined tax companies, tax types and Employer identification numbers.
• Customized Personnel calculation rule in payroll run for calculations.
• Defined new Cost Groupings to allocate employees to different groupings in order to assign relevant costs to them in each plan in which they are enrolled.
• Gained experience in loading of legacy data along with data conversions using LSMW and data clean up.
• Customized the PCE classes and PCR as per the requirement of the client on personnel area, employee group etc.,

Organization management:

· Created and maintained the organizational structure objects like, organizational unit, jobs, and positions.

· Involved in integration with the personnel administration by using the RHINTE00 and other reports.

· Involved in setting up integration with cost accounting and integration for cost distribution.

· Configured the necessary steps to calculate the planning quota

• Customizing the account assignment for cost center at department level

Time management:

· Created work schedules, period work schedules, daily work schedules, and monthly work schedules rules and planned working time.

· Defined the leave quotas based on employee group and employee subgroup by using the info type 2006 (Absence Quota).

· Maintained the time evaluation schema TM04 for generating holiday hours depending on the work schedule.

Recruitment work:-

• Searching the right (SAP) candidates from a reliable source
• Taking interview of the students lining them for final recruitment
• Issuing offer letter ,appointment letter, providing salary along with the salary slips
• Taking report from various employees regarding their assigned work and expenses.
• Regularly updating the database for future reference
• Preparing Documents as desired by the top management
• Arranging various corporate meetings and reporting to the higher authority.
• Looking after the house keeping activities.