What is SAP HR

SAP HR

SAP HR (Human Resource) Module is also named HCM. It is one of many modules of SAP System which also include FI/CO, SD,MM,PP,CRM and others. It provides solution service for human resource management in the enterprise. SAP HR Module also can be divided to some sub-modules like SAP System.
The sub-modules are Organizational Management (OM); Personal Administration (PA); Time Mangement (TM); Payroll (PY); Personal Development(PD); Performance Management (PM); Enterprise Learning (EL,TrainningManagment); E-Recruitment(Recruitment Management). Several SAP HR projects also use SAP Portal and Business Warehouse (BW) to improve the function of SAP HR system and Basis.
The sub modules: OM/PA/PT/PY are the four basic modules of SAP HR. OM include department,position,job,task,work center of a company. OM is very basic and all of other sub-modules depend on OM.
                                      
PA module, which is core of SAP HR system, is to manage all of the information of employee what user want to record. It is based on the OM module and support PT,PY and other modules.SAP HR Consultants must make sure the data of PA modules is exactly correct before project go live-up.

TM module is used to schedule work time for every different employee, know if the employee is late today or absent from work, whether to permit employee’s leave application and so on. Time management records employee’s every action of work and calculates the result of absence which are provided to Payroll module so that the payment to the employee can be decided.Payroll module is the most important one in SAP HR System. It is the key of success for a SAP HR project.

Thus, SAP HR module enables companies to effectively manage information about the people in their organization. It is integrated with other SAP modules and external systems. From the Organization Management perspective, companies can model a business hierarchy, the relationships of employees to various business units and the reporting structure among employees.

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INTRODUCTION TO SAP HR

SAP HR is a software application that enables administrators to manage data about their human resource effectively. It was developed by a German software corporation known as SAP AG that makes enterprise software to manage business operations.
The SAP Human Capital Management module helps companies reap certain benefits, such as recruiting and retaining key talent, improving decision making and reducing risk. HR functional SAP software that provides businesses with help in a number of key areas related to human resource management is suitable for large multinational corporations.

SAP Human Resources (HR) Components or Sub-Components

• Personnel ManagementOrganizational Management
  1. - Personnel Administration
  2. - Recruitment
  3. - Organization Structure
  4. - Compensation Management
  5. - Personnel Development
• Travel Management
• Time Management
• Payroll

The Human Resources Information System is a reporting tool integrated with SAP HR that lets you request reports from inside Structural Graphics (which is a graphic representation of your organization with all departments, positions and employees). It is designed in such a way that reports from different components, such as Payroll, Benefits, Time Management etc. can be run from one screen without having to switch to a number of different applications for the data needed.
It provides with a broad range of functions that enable you to perform standard reporting from all Human Resource areas. In addition, allows to define own reports quickly and efficiently. The Human Resources Information System consists of the HIS and Ad Hoc Query components. Each of these components includes functions that meet specific reporting requirements by giving first priority to swift report access (HIS) or detailed reporting (Ad Hoc Query).

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SAP HR CONSULTANT JOB PROFILE

The Human Resources module (SAP HR) consists of all master data, system configuration, and transactions to complete the Hire to Retire (or, as some say, Fire) process and helps in effective management of human resource data.

Introduction to SAP HR

SAP HR is a software application that enables administrators to manage data about their human resource effectively. The SAP HR/Payroll Analyst will be responsible for working with various Payroll, HR and Financial users to develop and maintain HR processes and procedures in order to support the HR and Payroll functions.

Roles and Responsibilities

SAP HR is a software application that enables administrators to manage data about their human resource effectively. The SAP HR/Payroll Analyst will be responsible for working with various Payroll, HR and Financial users to develop and maintain HR processes and procedures in order to support the HR and Payroll functions.

Career Opportunities

SAP HR configuration jobs pay the highest. SAP HCM is one of the hottest areas in SAP consulting, but the skills you need to succeed in SAP HR are also changing.
Given SAP's grasp on the market for high-end ERP installations, the slice of this market for certified SAP professionals will continue to grow, according to SAP.

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SAP HR CONSULTANT ROLES

The SAP HR/Payroll Analyst will be responsible for working with various Payroll, HR and Financial users to develop and maintain HR processes and procedures in order to support the HR and Payroll functions.

Tasks

• The SAP HR/Payroll Analyst will be charged with being an integral part and/or leading the implementation and testing for system enhancements, interfaces, and reports to meet users specifications.
• Works closely with the business to define their reporting and maintain reporting requirements as they are defined and rolled out for use.
• The SAP HR/Payroll Analyst will also be responsible for providing ongoing production support to the existing user base as required.
• Will perform other duties and special projects as assigned.
• Travel for this position is expected to be minimal (10%).

Required Skills

• Strong communication (written and verbal), organizational and interpersonal skills.
• Ability to interface with individuals at all levels of the organization to understand requestor’s needs and to take raw information to develop reports and presentations.
• Ability to prioritize, problem solve, take initiative, maintain confidentiality of sensitive personnel information.
• Proven ability to remain flexible in the face of change and changing priorities.
• Analytical and independent thinking skills.
• Functional expert using SAP HRIS; particularly table level and past hands on configuration in SAP.
• Understanding of ABAP Coding.

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SAP HR CONSULTANT CAREER

A typical or mid-level SAP HR consultant works with business and IT users at a client organization to understand the client’s HR programs and business processes and develop specifications.

Minimum Qualifications

• Bachelor’s degree in human resources, information technology or business management is needed.
• Experience in an SAP 4.6C environment, HR Systems and/or in a SAP HR Payroll Analyst role using external payroll systems like Ceridian and ADP.
• Proficiency with Microsoft Office Suite, including Word, Excel, PowerPoint, Access, Outlook as well as the Internet; experience with SAP HR and payroll system is required.

Job Outlook

SAP HR configuration jobs pay the highest. SAP HCM is one of the hottest areas in SAP consulting, but the skills you need to succeed in SAP HR are also changing.
Given SAP’s grasp on the market for high-end ERP installations, the slice of this market for certified SAP professionals will continue to grow.  Although Foote Partners’ research indicates that some SAP consultants can earn high-paying jobs without certification, targeted technical training and project management experience helped the industry’s top earners avoid salary erosion through the economic downturn.
According to government research packages for many SAP consultants in the early stages of their careers are similar to those of computer support specialists who often earn between $33,000 and $55,000 per year.
SAP consultants with specialized certifications and industry experience play a variety of roles including project planning, deployment, and analysis. Based on an employer’s industry and location, these jobs often pay between $58,000 and $96,000 annually.

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Sap (HR And HCM) Easy Questions

 

• 1. What are Dynamic Actions? Give few examples ?
  Dynamic actions when triggered by the system. They are result of some personnel action.  If changes are made (personnel action) to the personnel data of an info type, then has an effect on the data of a second info type, the system automatically displays the info type.  One of the main purposes of the dynamic action (of the system) is to have a consistent and coherent data.  These actions are started automatically by the system, unlike the Personnel actions which you start by yourself.  The best example is when an action is carried out like hiring; it needs to populate a set of info types. In the initial entry of details in info type 0000 is personnel action. Then the system automatically displays next info types- which are result of dynamic action.
  
• 2.What is the difference between Indian and US Payroll? Does each of them have their own ITs and the taxation differs ?
  Yes, since the Benefits which are more important in US.  In US unemployment tax will come. Garnishments will come, Residence taxation, Work tax and others.
  
• 3. What is the role of an administrator in PA ?
  The role of an administrator is to restrict access to Personnel administration based on PA/PSA. Administrator can come across for Personnel administration, Time management, and Payroll in sap. Each administrator is responsible for each individual activity. We can get the name of the administrator in the pay slip so the employee for any clarification we can meet the responsible administrator (accessed through payslip).
  
• 4. What are the parts of the screen ?
  The parts in the screen are:
  1. Search Area: Clicking on search button will prompt you to enter ID in search area and thus the name will be displayed in selection area.
  2. Selection Area: Clicking on it, the details are displayed in Work Area.
  
• 5. What is Recruitment Cycle ?
  Its is the complete process of  recruitment right from identifying the vacancies displaying the same, notifying them, inviting the applicants, screening the applicants, interviewing them, selecting them, and recruiting them and appointing them(giving an organizational position in the organization all theses processes constitute the recruitment cycles.
  
• 6. What is an Organizational Management ?
  Organizational Management is a plan and reporting structure of a company. OM is helpful to depict the organizational plan and reporting structures of a company, whereas organizational plan is a blue print. The relationship in OM is two way i.e. Top to Bottom and Bottom to Top.
   
• 7. Which is the transaction to create Custom Infotype ?
  PM01 is the transaction to create Custom Infotype.
  
• 8. How can Organization plan be created ?
  The organizational plan can be created through different modules. They are: Organizing & Staffing
  

  • Simple Maintenance
  • Expert Mode
  • Graphical Structure.
  •  
• 9. What is meant by authorization ?
  Authorizations are the transactions given to the end users or the developers for only some areas to work, info types, transaction codes, org units and others depending on the requirement of the client or the developing enterprise.
  
• 10. What is IT 41 used for? How to default IT 41 ?
  Date Specifications (Info type 0041).  The following information is recorded in the Date Specifications info type (0041). The Date type specifies the type of information.  A concrete Date type (specified by the user) is used in a series of reports, for example to evaluate an entry date that cannot be derived from the organizational assignment history but which is stored in the Date Specifications info type (0041).   This info type can be used in payroll as well as for the leave program.  The standard system contains twelve combinations of Date type and Date. If the requirement is more than twelve date specifications for an employee at the same time, then the time constraint 3 is used.
  
• 11. What is ERP?
  Enterprise resource planning (ERP) is business integrate software that allows an organization to integrates multiple applications/functions such as Human resourses, Finance,operation, manufacturing, sales, production, Supply chain Management, and marketing.
  
• 12. Name the three administrators? How do you default these in IT0001 ?
  The three administrators are :
  1.Personnel Administrator
  2.Payroll Administrator
  3.Time Administrator
  
• 13. What are the different software packets available in market ?
  Few of the top /old ERPS’s are Baan,JD Edwards EnterpriseOne from Oracle,Maximo from IBM,Microsoft Dynamics,PeopleSoft from Oracle,mySAP from SAP,Ramco ERP from Ramco Systems.
  
• 14. What are the different modules of SAP ?
  SAP Modules are classified into 4 types
  

  1. SAP Functional Modules
  2. SAP Technical Modules
  3. SAP New Dimensional Modules /SAP New Modules
  4. SAP IS - Industries specific modules.
  5.  
• 15. What is the full form of SPRO ?
   SPRO stands for SAP Project Reference Object
  
• 16. What are the different type of projects ?
  There are 7 types of SAP HR projects
  1. SAP Implementation Project.
  2. SAP Support Project.
  3. SAP Roll-Out Project.
  4. SAP Enhancement Project.
  5. SAP Upgradation Project.
  6. SAP Migration Project.
  7.SAP Acquisition/Merger Project.
  
• 17. What are Roles And Responsibilities Of Sap Hr Consultants ?
  Legacy Process Understanding.
   Functional consultant is likely to get knowledge about the current business process in the company, design of  current business flows. Prepare AS IS document & To-Be document.
  Identifying the Gaps and Solution Design
  GAP analysis & Solution Design
  Testing
  Prepare test scripts for testing & test. Type of  testing are Unit Testing, regression testing, integration testing, Product Integration Testing etc.
  
• 18. What are the Importance of Infotypes in SAP Hr ?
  Infotypes are used  to store all relevant Hr data of employees in an organization.
  It is represented by a  ‘4’ digit number.Eg:0000,2001,1002 etc.
  Infotype is a collection of logical or business related characteristics of an object. Infotypes are also called information types to enter rational related information for an employee
  For eg  Personnel data (0002) infotype  have fields like title,first name, middle , last name,birth date, language etc
  
• 19. What are the Important infotypes in SAP Personnel Administration ?
  Important Personnel Administration Infotypes are
  0000     Actions
  0001     Organizational Assignment
  0002     Personal Data
  0003     Payroll Status
  0005     Leave Entitlement
  0006     Addresses
  0007     Planned Working Time
  0008     Basic Pay
  0009     Bank Details
  0007     Planned Working Time
  0008     Basic Pay
  0009     Bank Details0014     Recur. Payments/Deds.
  0015     Additional Payments
  
• 20. What is Dynamic Action ?
  Dynamic Action feature is make available in SAP HR to  perform automatically by the system based on certain conditions.
  
• 21. What are the Important T Codes in SAP Personnel Administration ?
  PA10 - Personnel file
  PA20 - Display HR Master Data
  PA30 - Maintain HR Master Data
  PA40 - Personnel Action
  PA41 - Change Hiring Data
  PA42 - Fast Data Entry for Events
  PRMD - Maintain HR Master Data
  
• 22. How to delete Personnel records/HR Records ?
  Use transaction code  PU00 to delete records.
  RPUDELPN is report/program to delete the personnel numbers in bulk.All infotypes can be deleted  of a personnel number.
  
• 23. How to lock the personnel number for generating payroll ?
  By checking check box “personal number locked “in info type IT0003.
  
• 24. What is Concurrent employment ?
  Concurrent employment allows one Person to hold more than one position in under a single company code.
  Conditions for Concurrent Employment are (i)An person has several personnel assignments with the same organizational unit at the same time (ii) employee’s data is managed in the same SAP R/3 system for all personnel assignments.
  Example :
  Kimberly Mathew is a “Consultant” holds to two positions (i) SAP HR consultant & (ii) SAP FICO consultant at the same time under same organizational unit “SAP consulting –North America”.He works Mon-Fri ,9.00-13.00hrs as a SAP HR consultant & Mon-Fri ,14.00-17.30 hrs as a SAP FICO consultant.

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Sap (HR And HCM) Hard Questions

Sap (HR And HCM) Hard Questions

• 1. What are the different type of Wage Types? What are the characteristics of wages?
  Types of wage types
  1) Primary wage type
  2) Secondary/Technical wage type
  3)Customer specific wage type
  Wage type characteristics:
  1) Amount
  2) Number
  3)Rate
  
• 2. What is time management status ?
  Time Management status is the link between time management and payroll .The feature for  time management status is  TMSTA.
  Time Management status  field is available in infotype 0007 .
  Values for the Time Management status are
        0 - No time evaluation
        1 - Time evaluation of actual times
        2 - PDC time evaluation
        7 - Time evaluation without payroll integration
        8 - External services
        9 - Time evaluation of planned times
  
• 3. Structures in SAP Human Resources/HCM ?
  There are three types of Human Resource structure
  1.Enterprise Structure
  2.Personnel Structure
  3.Organizational Structure
  
• 4. Integration between Personnel Administration & OM ?
  Integration between PA and OM  is required to get default for job,position,org unit cost center etc in IT0001. Position is the integration between OM & PA.
  Configuration Step:
  IMG--> PA--> OM--> Basic settings --> integration-->set up integration with PA
  Table for OM - PA integration is T77S0
  In the above table set the integration switch PLOGI ORGA to X
  If this is set to "X" - the integration is turned "on"
  If this is a blank  - the integration is turned "off".
  
• 5. Reports in PA & OM Integration/Integration tools ?
  1.RHINTE00 - To transfer data from PA to OM
  2.RHINTE10 - To transfer OM data to PA tables
  3.RHINTE20  - To determine whether the data relevant for integration is available in both PA and OM
  4.RHINTE30 -To update IT0001 (org assignment)
  
• 6. Integration between Personnel Administration & PD(Personnel Planning and Development) ?
  Integration between PA and PD is set by turn on switch the  PLOGI ORGA with an X  in T77S0 table.
  Report RHINTE10 set up  PA & PD integration . This program allows you to create object types in Personnel Administration which have already set up in Personnel Planning and Development.
  
• 7. Integration between Personnel Administration & Time Management ?
  Infotype 0007 (Planned working time) is the integration between PA & Time Management. For PA & Time integration we need to maintain Infotype 0007.
  This integration is also based on PA and PSA grouping and EG and ESG grouping.
  
• 8. Integration between Personnel Administration & Payroll ?
  Integration between PA & Payroll through below info types.
  

  • Recurring Payments/Deductions (0014)
  • Additional Payments (0015)
  • Cost Distribution (0027)
  •  
• 9. Integration between Personnel Administration & Recruitment ?
  Integration between Personnel Administration & Recruitment can set up using the following two features
  Benefits
  

  1. Transfer employee data to the applicant database(feature PRELR)
  2. Transfer applicant data to the employee database((feature PAPLI and feature PRELI)
  3.  
• 10. What are plan versions used for ?
  Plan versions are  used in OM to create  scenarios in which you can create organizational plans. The current plan version should be "01", as set in PLOGI PLOGI.
  2. What are the basic object types?
  The five basic building block object types in OM are SPOCK.
  

  • S - Position
  • P - Person
  • O - Organization Unit
  • C - Job
  • K - Cost Centre
  •  
• 11. What is the difference between a job and a position ?
  Job is not concrete, it is is generic.(Eg: Manager, Assistant Manager,Consultant).
  Positions are related to persons .Position is concrete and specific which are occupied by Persons. (Eg: Manager –Finance , Consultant – SAP HR).
  
• 12. What are the different methods to customize Organizational structure of an organization ?
  hree methods  to customize Organizational structure of an organization. 
  1.Simple Maintenance 
  SAP Easy Access -> SAP Menu -> Organizational Management-> Expert Mode -> Simple      Maintenance -> PPOC_OLD C reate
  2.Expert Mode  / Detailed Maintenance
  3. Organization and Staffing
  SAP Easy Access > SAP Menu > Organizational Management> Organizational Plan >
  Organization   and staffing > PPOCE
  
• 13. Which infotype maintain relationships between objects ?
  Infotype 1001 defines the relationships between different OM objects.
  
• 14. What is an evaluation path ?
  An evaluation path describes a chain of relationships that exists between individual organizational objects in the organizational plan.
  You can maintain evaluation paths on img -> Personnel Management ->Organisation Management-> Basic Settings-> Maintain Evaluation Paths .
  
• 15. Integration between Organizational Management and Recruitment ?
  This integration allows to manage company vacancies & positions.
  Integration to Recruitment is switched through table T775S0
  PLOGI PLOGI 01
  PLOGI PRELI   99999999
  PPVAC             PPVAC      1
  
• 16. Integration between Recruitment and Personnel Development

  This integration manage qualifications in recruitment
  The integration to Personnel Administration is switched in T775S0 table
  PLOGI         QUALI          1 A032 Q
  

• 17. What are the various objects in an organizational plan ?
  1. Tasks
  2. Job
  3. Position
  4. Organizational unit
  5. Cost Center etc
  
• 18. How does any company use an organizational plan ?
  The company organization structure and reporting structure is represented through the organization plan. The active plan version is the current plan version and the other plan versions are considered as various planning stages.Used for manpower planning. Normally plan version"01" is always made the active plan version.
  
• 19. How do you integrate OM and PA? If integration is active what happens when a position is entered in IT 0000.? What else does the system default? Can these values be changed? What is this called ?
  Integration of OM and PA is possible through the integration switch setting in table T770S which is PLOGI ORGA 1. If the integration is active and the position is entered in IT0000 during a hiring action , than in IT0001 the following are automatically defaulted
  Percentage
  Job Key
  Org. Unit.
  These values are greyed out and cannot be changed. This is called account assignment.
  
• 20. Are cost center assignments hierarchical? Where do you assign these in OM ?
  Cost center assignments are hierarchical. You assign these in the account assignment for OM objects. If your org unit in the lower hierarchy does not have a cost center assignment , than it will be assigned the cost center of the upper hierarchical org unit till one is found. For a position, if the cost center is not assigned, it will be assigned the cost center of the org unit to which the position belongs and if not found here, than it will be assigned the cost centre of the upper hierarchical org unit till one is found. These assignments can be overridden by the cost distribution (IT 0027).
  
• 21. What are attributes of objects? Is vacancy a common attribute for all objects ?
  Attributes of an object are the properties of the object by which it is described. The OM objects have some common attributes like Description, Relationship, Account Assignment , Work Schedule etc and some unique attributes like Vacancy assignment which is only for the OM object position.
  
• 22. What are the other additional organizational assignments ?
  The other additional organizational assignments are assigning the employee to administrators in org assignment infotype 0001.
  
• 23. Name the three administrators? How do you default these in IT0001 ?
  The three administrators are
  1.Personnel Administrator
  2.Payroll Administrator
  3.Time Administrator
  
• 24. What is organizational key? How many characters does it constitute? How can it be defined? What is it mainly used for ?
  An Organization key is a 14 character code that could be formed by the combination of parts/whole of certain field values in the org assignment infotype (0001) eg employee group, subgroup, personnel area, sub area, org unit etc. It is used for authorizations.
  
• 25. What are employee attributes and how are they classified ?
  The employee attributes are all the information pertaining to that employee. They are typically classified according to the HR structures to which the employee belongs such as organization structure, pay structure, and are stored in form of well defined and related information called infotypes.

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How to get SAP HR Certification?

List of available certifications:

Two levels of certification for are available. The first being 'Associate' level, which means the candidate is qualified to apply his skills practically but under the experts' guidance in a project environment. The contents of the exam are based on a course material. The second is 'Professional' level and is based on real world SAP experience. The contents of this exam are not based on any course material but on project experience. 

Associate level:

SAP Certified Application Associate - HCM Payroll with SAP ERP 6.0 EhP5 - This certification tests the candidate for proven skills and fundamental knowledge in the area of SAP HCM Payroll.
https://training.sap.com/shop/certification/c_hcmpay_65-sap-certified-application-associate---hcm-payroll-with-sap-erp-60-ehp5-g/ 

SAP Certified Application Associate - Human Capital Management with SAP ERP 6.0 EHP5 - This certification tests the candidate for proven skills and fundamental knowledge in the area of the SAP Human Capital Management.
https://training.sap.com/shop/certification/c_thr12_65-sap-certified-application-associate---human-capital-management-with-sap-erp-60-ehp5-g/ 

SAP Certified Application Associate – Human Capital Management with SAP ERP 6.0 EhP6 -  This certification tests the candidate for proven skills and fundamental knowledge in the area of the SAP Human Capital Management.
https://training.sap.com/shop/certification/c_thr12_66-sap-certified-application-associate--human-capital-management-with-sap-erp-60-ehp6-g/certification-details/ 

Professional level:
SAP Certified Application Professional - HCM Talent Management with SAP ERP 6.0 EHP4 - This certification tests the candidate for an advanced project experience within this consultant profile and can implement this knowledge practically in projects under guidance of an experienced consultant.
https://training.sap.com/shop/certification/p_hcmtm_64-sap-certified-application-professional---hcm-talent-management-with-sap-erp-60-ehp4-g/ 

SAP Certified Application Professional - HCM Workforce Process Management with SAP ERP 6.0 EHP4
https://training.sap.com/shop/course/p_hcmwpm_64-sap-certified-application-professional---hcm-workforce-process-management-with-sap-erp-60-ehp4-classroom-064-g-en/

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SAP HR Resume with 3 years

Name : XYZ                                                                                                  E-mail ID: ABC@gmail.com
Phone No. : xxxxxxxxxxxxx                                                               Current Job: SAP HR Consultant

 

SAP HR Knowledge

3.5 yrs of SAP-HR experience in consulting, implementing and configuration.    
Worked in Full life cycle implementation, up gradation Project.  
Implemented projects on SAP R/3 server under ASAP Methodology using ASAP Phases. 
Designed the Enterprise Structure, Personnel Structure and Organizational structure and mapping them into SAP.  
Specialization in Personnel Administration Master Data (PA30) using Assignment Feature.  
Configured various master data screens, action menus. 
Framing actions for Applicant Actions and handling Applicant Master Data.  
Worked Extensively on Configuration of Planned Working time (0007)  
Strong implementation experience in HR PA, PD, OM, PY, CM TM.  
Expertise in Time Evaluation Process and its handling for different employee sub groups and created customer reports for the end users

Technical Skills   

ERP: - SAP R/3 4.7 E  
Operating Systems: - Windows 98/ NT/2000  
Languages :  VC++, VJ++, Foxpro, Oracle 8.

Work Experience

1)      Zupiter Technologies                                                  
 Jun 2004 –Feb. 2005
Designation: Hr executive
Job profile: Design, plan & implement HR policies & procedures.
In charge of recruitment, salary & staff benefits, Performance evaluation. Determine & enforce government regulations. Supervise team of HR Executives , Expertise in performing entire recruitment lifecycle including strategy planning, candidates sourcing, screening, Validation of CV, arranging interviews, salary negotiations, Employee relationship management, supervising the admin department. Active screening & recruitment of staff. Co-ordinate recruitment ads. Taking care of recruitment process, Joining formalities, Complete Staff Data Base  maintenance,payroll  Processing with regard to labour laws, Monitoring PF, ESI, PT, etc. Taking Care of Co-ordinating different activities for the Employees, Taking care of Performance Appraisal, General admin related work.

2)      Zupiter Technologies                                                      
Mar 2005 – Jan. 2006
Designation : Hr Assistant
Job profile:  Creation of MIS.
Responsible for accommodation settlement for service engineers and sales executive, maintaining candidate and client database.               
Experience Summary Sap Hr

3)      Calypso Technologies  
Client - Cap Gemini - Mumbai                                                   
Feb 2006 - till date                                                                                               
Designation: Sap Hr Functional Consultant
Job profile:   Implemented Projects under ASAP Methodology.  
Being a team member, worked on creating organizational units, jobs and positions of the company. Responsible for the analysis Work Flow like New Hire, Leave of Absence LOA, Termination, Retirement with pay.  Carrying out the applicant actions and transferring of Applicant Data to Master Data (PA30). Configuration of Personnel Administration module including setting of action types. Created Qualification Catalog for noting down employee’s skills, qualification and future preference for the job. Developed different Appraisal Methods as per client specification in Personnel Development. Customization of Training and using cost event management implications. Trained End user’s on Functionality of Training & Event Sub module like booking candidates, scheduling employee’s attendance. Currently working on conceptualization and configuration of Time Management using Info type 0007. Worked extensively on generation of Daily work schedule on yearly basis using daily work schedule rule, periodic work schedule and work schedule rules.    Designed work schedule for different shifts as per client requirement
 

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SAP HR Payroll Consultant Resume

Name : XYZ                                                                                                  E-mail ID: ABC@gmail.com
Phone No. : xxxxxxxxxxxxx                                                               Current Job: SAP HR Payroll Consultant

 

Career Objective

Seeking a challenging position as a Senior SAP HR Payroll Consultant to develop an effective ERP system that will help the organization in maintaining and processing employee payroll records accurately.

Summary of Skills

• Possess extensive knowledge of functional consulting and business processing
• In-depth knowledge of three full life-cycle roll outs of SAP HR
• Possess excellent knowledge of all phases in SDLC & business process re-engineering
• Ability to communicate fluently and effectively
• Goal-oriented and multi-tasking person

Technical Skills

• Proficient in software like SAP R/3 4.7, SAP Solution Manager 4.0, MS Office and ECC 5/6.0
• Familiar with operating systems like Windows NT 4.X, Windows 95/98/2000/XP and Unix
• Extensive knowledge of programming Languages like C++, C, SQL and Java
• Knowledge of Databases like MS Access, Oracle and FoxPro

Professional Experience

SAP HR Payroll Consultant
ABC Global Software Solutions, Boca Raton, FL
2011 - present

• Delivering HR process and deliverables in SAP HR Payroll Module
• Implementing, upgrading and extending existing SAP HR applications
• Configuring SAP payroll for different clients
• Assisting clients in planning implementation, selection, testing and fit analysis for payroll processing
• Providing post-implementation support of large-scale SAP HR application solutions
• Improving operational metrics, performance measurement and business case development
• Providing functional knowledge as well as managing client relationships
• Assisting clients in implementing HR payroll systems
• Delivering innovative ERP software to leading public and commercial organizations in 14 industries worldwide

SAP HR Payroll Consultant
TRITECH Software, Boca Raton, FL
2007 - 2011

• Handled the tasks of performing blueprinting workshops
• Managed designing and documenting SAP HR program specifications
• Developed and tested functional designs for prototypes and business solution components
• Monitored and supervised application development, testing and deploying activities
• Ensured that the standards of documentation are maintained
• Successfully generated SAP Users for defined ESS settings for different software modules
• Created test cases for HR integration and delivered technical documentation for end-users
• Worked closely with senior SAP HR payroll consultant to understand business processes and requirements

Education and Certification

Bachelor's Degree in Business Administration, Apple College, Boca Raton, FL - 2007
Certified SAP Consultant, ABC Institute, Boca Raton, FL - 2008

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Sap HR Abap Consultant Resume

Name : XYZ                                                                                                  E-mail ID: ABC@gmail.com
Phone No. : xxxxxxxxxxxxx                                                               Current Job: SAP ABAP Developer

 

OBJECTIVE

Seeking a challenging position as an Junior Consultant where I can contribute my skills and experience to a solid organization.

PROFILE

•             One year experience as an ABAP developer on SAP R/3 ECC 6.0
•             Bachelors Of Engineering (Information Technology)
•             Excellent Knowledge of ABAP and ABAP HR programing
•             Ability to code using PNP logical database for HR
•             Expertise in Data Dictionary objects and strong debugging skills
•             Possess extensive functional knowledge and business processes
•             Comprehensive problem solving abilities
•             Post implementation support experience
•             Goal-oriented and ability to handle multiple tasks
•             Quick learner, team facilitator and excellent interpersonal skill

TECHNICAL SKILLS

•             Proficient in software like SAP R/3 ECC 6.00, MS Office
•             Familiar with operating systems like Windows family and Mac
•             Knowledge of Database Packages like Oracle 10g, MySQL, SQL Server 2005 MS Access, Oracle
•             Extensive knowledge of programming Languages of C, C++, Java, Visual Basic, ASP.NET
•             Web Technologies: HTML, JavaScript, Servlet

WORK HISTORY

Torrent Power Ltd.                                                                                                          Aug 2011- July 2012
SAP ABAP Developer (Graduate Engineer Tr.)
Ahmadabad - INDIA

Torrent power Ltd is one of the leading utility companies in India with an employee count of 5700 moved
from the legacy system to SAP. A range of modules were implement as a part of the project named ‘Trigger:
Beginning of Change’.Torrent Power has a team of  40+ on site SAP ABAP developers and 20+ Consultants
making a team of  more than 60 people to support the SAP system.
 
Job Duties:
•      Developed reports for the HR department using ABAP and ABAP HR programming codes on SAP ECC 6.0
•        Developed ALV grid,ABAP interactive, Classical reports for end users
Reports such as: Monthly Absences sheet, Leave Balance register,ALV report for cost centre, Attendance reports for the number of Presence, Leaves such as PL, SL,CL of every employee  which could be filtered based on employee grouping )
•        Extensive experience emplementing Function Modules in ABAP programming
•        Designed and developed Smartforms:
Developed reports which included ALV reports as well as facility for the users to printing them paper
using Smart form which we developed
Reports such as FORM 12A which states the annual Provident fund returns, FORM C
•        Developed HCM Payroll reports by working closely with the Manager IT and End Users
•        Developed reports of HCM Time module understanding the needs of the time keepers who requires various
reports in order to maint the system
•        Konwledge of implmenting a BAPI
•         Debugged  and troubleshooted  programs for enhasments and to resolve issues
As an ABAP developer I had the responsability of debuggin the developed reports before sending it to
final production system.
Developed scenerios and planed test cases and tested them in quality system to assure that the requirement of the user are fulfilled and the report/program displays the expected output.
•          Implemented Function Modules and developed RFC
Developed RFC which fetches the data from SAP HR infotypes and makes it available in the SAP Employee portal
•       Prepared Technical & functional Documentation and ensured that standards of documentation are maintained
Wrote technical documentation, which include important codes of logics to make it easier for any future enhancements.
Made functional documentations which included the end user requirements and the table/infotype names from where the data would be available
•       Defined custom Z- Tables by Table Maintenance generator for end users
Defined Z table for the payroll register for the payroll administrator which would fetch the wage types
from the z-table and make use of them in the ABAP program
•       Developed cases for unit testing and delivered end-user documentation
As a part of testing strategy, made unit testing  of programs and prepared end user documentation so as to assist the easy use of developed reports
•       Coordinated with the functional consultants for developing reports
Involved in Meetings with the fictional consultants to discuss the how about of the reports under development or to be developed.
Coordinating with Consultant and end users to gather required information on developing of reports
•      Provided End user training for using developed reports
Actively involved in providing end user training on the how about of developed reports and providing the right way of using the programs/report which are recently developed
•     Gathering end user requirements for developing reports
Involved in activity of gathering the end user requirement which includes the probable design of report, information to be displayed and deciding the deadline for report.
•     Presented developed reports to department head
An active member of team of developers who were involved in giving presentations, providing feedback and updates on the new development which are done or under progress in SAP system to the Top level authorities which includes Director of Torrent Power
Rollout:  Positive Time Management.                                     March 2012 – April 2012
Surat , India

Assisted the successful Rollout from Negative Time Management to Positive Time management system at Torrent
Power SUGEN(A Saperate entity of Torrent Group).
•       Worked as an Developer assisting the rollout of the Time Module of SAP
      As a Developer working on site developed reports such as repots of daily attendance muster, absence
Report for time keeper Daily Punch IN and Punch OUT of employee
•     Designed and developed The payroll register for payroll administrator which assists the payroll administrator doing the monthly salary of emplyees
•       Developed cost center ALV report, monthly wages report
•       Developed report of leave balance register for time keeper
•  Also involved in the assisting the configurating of  Daily Work Schedules, Periodic Work Schedules and creating of yearly shifts for employees
•  Actively involved in reuirenment gathering from end users before the development of report/programs during the rollout.

EDUCATION

ELT (Business communication course)                                                    Sep 2012 – Nov 2012
Sheridan College, Brampton campus
Bachelors Of Engineering (Information Technology)                                        June 2007 – May 2011

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SAP HR Functional Consultant Resume

Name : XYZ                                                                                                  E-mail ID: ABC@gmail.com
Phone No. : xxxxxxxxxxxxx                                                               Current Job: SAP HR/ HCM Consultant

 

Career Objective

Being a committed team player, want to be a part of a renowned organization, to contribute towards the growth of the Organization, based on my expertise and to further my personal capabilities by learning from the new exposure within the structured framework of the organization.

 

Professional Summary

Having 4+ years with around 2+ years of experience in SAP HR Consultant in the SAP R/3 Implementation.

Actively involved in 2 Full-life cycle implementations AS-IS to the TO-BE phases of Full Life Cycle in the Business Process Work Flow that includes Blueprint Designing, Final Preparation, Pre-Go Live, Go Live and Support Phases in SAP.

Good understanding of Personnel Administration (PA),Organization Management(OM), Time Management (TM), Recruitment & Payroll (Indian) Processes

Very good analytical skills in terms of understanding business requirements and preparing solution documents to meet the requirements

Exceptional interpersonal & communication skills within the team.

Ability to motivate the associate team members and work with full co-ordination.

 

Technical Skills 

Operating Systems : Win98/NT/2000

ERP : SAP R/3

Languages : HTML,LATEX

Web Technologies : Ms-office, Acces.

AREA OF EXPERTISE: ERP - SAP HR ECC 4.7, ECC, 6.0 ECC

 

Work Experience

Project #1:

Client : Mhbbk

Environment : SAP R/3 6.0c Version

Duration : xxxxxxxxxxxxx

Role : SAP HR Functional Consultant

Project : SAP Implementation

RESPONSIBILITIES:

 Get associated on SAP Blueprint documentation preparation

 Collect master data, verify, rectify and build on SAP

 Prepare Business Scenarios, Test plan and Test data

 Conduct Comprehensive User Acceptance Test

 Provide results of Testing to consultants and get the system tuned

 Validate the business objectives are met by SAP system

 Plan and handle the change in the system

 Prepare for GO-LIVE and verify every function in SAP production system

Project #2:

Client : MARG LTD

Environment : SAP R/3 6.0c Version

Duration : Apr’08 to Feb’09

Role : SAP HR Functional Consultant

Project : SAP Implementation


Client Description: MARG Group of Companies involved in construction and development of IT parks, real estate development and Business Process Outsourcing for more than a decade. The group companies include major development and operation companies for development of specific projects. Engaged in diversified construction activities which include execution of civil works for power projects, roads, bridges, other infrastructure, institutional and industrial complexes and residential buildings catering to corporate sector. In recent years, Marg Limited has emerged as a developer of large Information Technology (IT) facilities / residential projects mainly in Chennai and surrounding areas.

Roles and Responsibilities:

Organization Management

 Configured the organization units, jobs, positions, and task catalog and work.

 Center as per the client requirement.

 Maintained the relationships among the objects.

 Maintained the number ranges for the organization units.

 Maintained the plan versions.



Personal Administration

 Configured Enterprise Structure, Personnel Structure and pay scale structure.

Configured number range intervals for personnel numbers and maintained feature NUMKR for default personnel numbers.

Defined Employee Attributes, Administrator Groups and Administrators.

Configured and maintained the Master Data as per the Client requirement.

Involved in creation of Info groups and Info type menus.


Time Management

 Configured the public holidays, holiday calendar and factory calendar according to client requirements.

 Configured the work schedules like Break, Daily, periodic work schedule and maintained work schedule rules according to client requirements.

 Worked on the Various Time Features..

 Configured attendance/absence types and time quotas.

 Counting rules and Deduction rules.

 Configured counting rule and deduction rule as per the client requirement.

 Worked on the schema for Positive time evaluation.

Payroll
 Defined the pay roll periods and pay dates for each pay roll area.

 Worked with the different payroll info-types.

 Defined employee subgroup and personnel sub area for the primary wage type and defined wage type permissibility for PS and ESG in basic pay.

 Created wage types for basic pay, additional payments, and recurring payments. Configured wage type characteristics.

 Configured and maintained the features such as ABKRS for defaulting payroll area, LGMST for defaulting wage types, TARIF for defaulting pay-scale data.

 Generate the payroll periods.

 Maintained the Processing classes, Cumulation classes and Evaluation classes.

 Tax Areas.

 Configured Symbolic Accounts and maintained the wage type mapping with Symbolic accounts.

 Maintained the wage types for the absence valuation.

 Worked on the Schema U000.


Recruitment

 Implementation, support and maintenance Recruitment module

 Configured various recruitment media and instruments.

 Configured required settings for Applicant actions and Data maintenance.

 Maintained and configured the Applicant master data.


Project #1:
Client : PMT Machines Limited

Environment : SAP R/3 4.7c Version

Duration : Mar’09 to till date

Role : SAP HR Functional Consultant

Project : SAP Implementation

Client Description: PMT Machines LTD, established in 1963 is to produce quality products for engineering and Automobile industry. It Manufactures CNC Turning machines, Hi-tech multi operational Grinding machines catering to the needs of its clients. The Project scope includes Implementation of FI, CO, MM, PP and SD Modules with R/3 4.7 version.


Roles and Responsibilities:

 Assisted the client during the full cycle implementation of PA, OM, ESS components of HR blue print phase. Collected requirements from business users.

 Worked with client during Business Blue print, Realization and Final preparation phase of SAP HR module implementation.

 Identified the use cases and transformed them into logical and technical views which could be looked at by the business and process analysts.

 Involved in various workshops with business users to identify and resolve process and functional gaps, and involved in programming inbound/outbound interfaces.

 Implemented Indian Payroll.

Organization Management

 Created organizational units, jobs, task and positions assigned the tasks to positions and integrated all of these into the enterprises organizational plan.

 Configured the matrix type for the organization and the working time to generate the work schedules for positions.

 Maintained the number ranges for organizational units.

 Assigned the various organizational units and positions to cost centres in FI.


Personal Administration

 Created Enterprise Structure by defining Personnel Areas, Personnel Sub areas

Created Personal structure by defining Employee Groups, Employee Subgroups and assigned Personnel Area to Company Code and employee subgroup to employee group respectively.

Configured PA module to enter the personal data of employees in relevant info types for country specific (India) info types.In Actions defined info groups, set up personnel actions.

Configured Structures in HR including Enterprise Structures (Personnel Areas, Personnel Sub-Areas) Personnel Structures (Employee Group, Employee sub-Group).

Defined Payroll areas and assigned relevant period parameter & set up feature ABKRS.

Defined Contractual & Corporate Agreements & set up feature CONTR

Created control record and set up retroactive accounting period.

Set Info group in accordance to the Specifications as per the requirement.


Payroll

 Created employee sub-groups for the collective agreement provision.

 Defined Created Pay scale structure consisting of Pay scale type, Pay scale area, Pay scale group, Pay scale levels.

 Created wage type catalogue and their characteristics.

 Define wage type permissibility of each personnel sub area and Employee sub groups.

 Created wage type and check wage type group for basic pay, additional payments, and recurring payments.

 Defined and maintained date and period modifiers to change payment dates as per requirement.

 Configured the wage types, which are required for the payroll processing

 Created wage types by copying appropriate model wage types.

 Defining Wage type Permissibility for each personnel sub area and employee subgroup in monthly addition, Recurring payments and Deductions & additional payments and Check Wage Type Characteristics.

 Defined pay scale area & pay scale type and feature TARIF.

 Defined pay scale changes.

 Define pay scale group, wage type model and allowance groupings.

 Defined valuation of base wage types.
 Defined pay scale structure, wage type structure for enterprise


Time Management

 Creation of Public Holiday Calendar and Assign it to Factory Calendar

 Grouping of Personnel Sub Areas for the Work Schedule and Daily Work Schedule

 Creation of daily work schedules and period work schedules

 Define Day types and special Days

 Define Work Schedule rules and Work schedules

 Define Time Data Recording and Administration

 Define Absence Catalogue and Absence Counting

 Creation of Attendance and Actual Working Time

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SAP HR/ HCM Consultant Resume

Name : XYZ                                                                                                  E-mail ID: ABC@gmail.com
Phone No. : xxxxxxxxxxxxx                                                               Current Job: SAP HR/ HCM Consultant

 

PERSONAL SUMMARY

A skilled SAP HR/ HCM Consultant with considerable experience of working on full lifecycle project implementations as well as supporting upgrades and integration projects. Possessing a successful track record of European wide roll outs, including 5 full lifecycle SAP HR and/or Payroll implementation projects. Able to use initiative to develop effective solutions to problems with and having a  active and dynamic approach to work and getting things done efficiently.

Looking for a unique opportunity to join a large and respected consultancy in a senior role, that also provides excellent project work and offers strong career advancement prospects.

CAREER HISTORY

IT Consultancy Firm
SAP HR CONSULTANT     -    May 2008 - Present
Acting as the lead SAP HCM Solution Architect for the SAP HR and/or Payroll area. Also responsible as part of a team for solution design, solution delivery, practise management and practise growth.

Duties:

• Giving support, advice and training to junior data analysts.
• In charge of reporting solutions.
• Helping to maximise the use of SAP within the business.
• Improving MI production processes.
• Defining potential improvements to processes and systems that can lead to enhancements.
• Defining security profiles.
• Assisting in the project management of IT HR application projects.
• Implementing Payroll solutions.
• UAT and Regression testing- completion and script writing.
• Advising colleagues on SAP HR/PY matters.
• Providing business consultancy within the HR business Process sector.
• Liaising with third part SAP technicians, stakeholders (both internally and externally).
• Responsible for the investigation and resolution of problems on a day-to-day basis.

PROFESSIONAL EXPERIENCE

SAP competencies:

• In depth understanding of SAP HR data processes and reporting .
• Experience in Workflow, XI.
• Ability to design and delivery HR data packs.
• Extensive experience in management of SAP HR IT application systems development and maintenance.
• Proven ability to deal with multiple shareholders.
• ABAP coding and configuration experience.
• Can configure Christmas/ Holiday bonus rules.
• Experience of SAP design and configuration.
• Strong cross-functional integration experience.
• Excellent understanding of data migration concepts.
• Superb CONFIG abilities.

Personal:

• Strong organizational, communication, and negotiation skills.
• Being flexible and patient when working in any challenging environment.
• Able to work in small teams.
• Good consulting skills.
• Prepared to work away from home.
• Having a strong work ethic.
• Customer focused.
• Willingness to raise to any challenge.
• Comfortable with travelling to various client sites across the UK and Europe.
• Have the ability to challenge and question existing processes.

KEY COMPETENCIES AND SKILLS

Payroll
Time Management
Performance Management
SAP HR Certification
German speaker
French speaker
ESS/MSS
Travel Management
Benefits Management
Solution Architecture
Solution Design
HR & Payroll Business Processes
Project Management
Team Leading

ACADEMIC QUALIFICATIONS

Evesham North University            2005 - 2008
BA (Hons)   Computer Science

Coventry South College               2003 - 2005
A levels:     Maths (C)   English (C)   Physics (B)

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SAP HR Resume Sample For Fresher

Name : XYZ                                                                                                  E-mail ID: ABC@gmail.com
Phone No. : xxxxxxxxxxxxx                                                               Current Job: SAP HR Consultant

 

Objective

To work with an organization that gives an opportunity to learn and grow & at the same time presents with a chance to contribute towards the organization growth.

Qualification

-M.B.A - HR from A Institute with A%
-B.com B Institute with B%
-H.S.C from GH Board with distinction
-S.S.C from GH Board with distinction

SAP Training & Certification

-SAP CERTIFIED APPLICATION ASSOCIATE – HUMAN CAPITAL MANAGEMENT
-WITH SAP ERP 6.0 EHP 4 ( SAP HCM/HR )

Technical Skills

-ERP SAP R/3
-Operating System :Windows XP, Windows Vista

Academic Project

Institute : ABC
Program : Master of Business Administration ( MBA )
Project : An Employees Training & Development with reference to XYZ
Duration : Two Months

SAP Skill Sets

Organization Management

-Object Types and Object Relationships
-Plan Version and Object ID Series
-Methods of Creating Organization Structure

Personnel Administration

Enterprise Structure

-Personnel Structure
-Features
-User Parameters
-Customization of Infogroup Menu
-HR Master Data Infotype Maintenance
-Customization of Actions
Time Management -
-Public Holidays
-Holiday Calendar and Factory Calendar
-Generating Work Schedule
-Day Types and Public Holiday Class

Payroll

-Payroll Organization
-Pay Scale Structure
-Creating Wage Type, Wage Type Characteristics
-Payroll Process Cycle

Achievements

-1st Prize in Dance Competition (Solo)
-2nd Prize in Dance Competition (Group)
-2nd Prize in Ad-Mad Show
-Inter college dance Competition
-Ad-Mad show from RUHU university

Personal Details

-Date of Birth: x/xx/xxxx
-Languages :English, Hindi, Marathi
-Hobbies : Dancing, Playing Cricket
-Address : Ufro, 78 plot, Wopi, XXXXX

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SAP HR/HCR Functional Consultant Resume

Name : XYZ                                                                                                  E-mail ID: ABC@gmail.com
Phone No. : xxxxxxxxxxxxx                                               Current Job: SAP HR/ HCR Functional Consultant

 

SUMMARY

Around 6 years of total working experience in implementation , maintenance and support of HCM/ ERP systems using SAP R/3 with specific functional experience in SAP HR/HCM module Core HR/HCM Payroll – Streamline and integrate essential workforce processes such as employee administration, organizational management, time management, benefits, payroll, and legal reporting. With SAP ERP HCM, you can standardize and consolidate all workforce-related processes and data onto a single platform, while ensuring adherence to local regulations and laws. The solution is built on a global platform customized for country-specific legal compliance and best practices. You can operate with local languages, currencies, best practices, and regulatory requirements in facilities around the world.

• Completed 3 full cycle implementation of SAP-HR/HCR module including business process analysis, conceptual design, blue printing, configuration, testing and production support
• Broad experience in functional configuration of PA, OM , PD, TM , Payroll , Benefits sub-modules of SAP HR/HCR with exclusive experience in TM, BN, PY & sub-modules
• Expertise in integration of various payroll sub-modules like PA-OM, TM-PY, BN-PY etc.
• Excellent understanding of all aspects of the Human Resources business process with experience in gathering and analyzing business requirements for conceptual design
• Good working knowledge of ASAP methodology and ESS/MSS configurations with experience in end-user training and documentation
• Strong functional background with excellent communication and interpersonal skills facilitate the communication of detailed technical information and providing technical assistance to customers, systems, and management and/or external sources.

TECHNICAL SKILLS

ERP: SAP R/3-HR/HCR Version 4.6B, 4.6C, 4.7, ECC 5.0, ECC 6.0
Platforms: Windows 95/98/XP, Windows NT, UNIX, Linux.
Databases: MS Access, SQL, Oracle 8i
EDUCATION:
High School: Confidential High School 
Confidential College: Associate of Science in Computer Info System 
Confidential Bachlor of Science in Computer Info System.

PROFESSIONAL EXPERIENCE

Confidential, Virginia April 2010-Till Date
SAP HR/HCR Functional Consultant: 
Personnel Administration (PA):

• Defined the Enterprise Structure, Personnel Structure and Pay Scale Structure for the enterprise and linked the Pay Scale and Enterprise Structures.
• Configured user parameters and the number range intervals for personnel numbers.
• Configured personal data.
• Customized the basic settings for Personnel Administration.
• Customized personnel actions and customized the reason for change in personnel actions.
• Hiring and Termination

Organization Management (OM):

• Created organizational units, jobs, task and positions assigned the tasks to positions and integrated all of these into the enterprises organizational plan.
• Configured the matrix type for the organization and the working time to generate the work schedules for positions.
• Maintained the number ranges for organizational units.
• Assigned the various organizational units and positions to cost centers in FI.
• Reporting structure, Matrix structure for positions.

Personnel Development (PD):

• Performed baseline and final configuration for the Personnel Development module.
• Provided technical and functional input to complete functional specifications.
• Created a Qualification catalogue to operate with the Organizational Structure.
• Assigned Qualifications to Positions and structured Qualifications to form career paths.
• Designed Qualifications Catalog, Performance Appraisals, Career and Succession Planning.
• Worked with tech team to review transports.
• Created Adhoc queries for own use and for customer requests.

Benefits:
Worked onBenefit Areas, Benefit Groups, Providers, Enrollments, Health Plans, Insurance Plans, Credit Plans, Eligibility, Termination, and Reports.

• Configured and maintained the Contribution plans for the employees
• Defined Evidence of Insurability conditions for health and Insurance plans.
• Lay down the Functional Specifications and Mappings for Interfaces to Providers. Tested and transported these interfaces to Production environment.
• Maintained the benefit administration process: enrollment, maintenance, and termination of participation using features BENGR, BSTAT, ELIGR, and TRMTY.

Confidential. Kingsport, TN Nov 08- Mar 2010

SAP HR/HCR

Environment: SAP R/3, Version 5.0

SAP HR/HCR Functional Consultant

• Responsible for guiding internal customer groups in configuring the HR modules Payroll, Personnel Administration and Travel Management.
• Delivered effective business solutions utilizing SAP that met and exceeded the expectations of the client.

Personnel Administration (PA):

• Defined the Enterprise Structure, Personnel Structure and Pay Scale Structure for the enterprise and linked the Pay Scale and Enterprise Structures.
• Configured user parameters and the number range intervals for personnel numbers.
• Configured personal data.
• Customized the basic settings for Personnel Administration.
• Customized personnel actions and the reason for change in personnel actions.
• Created dynamic actions.
• Hiring and Termination
• PA30
• PA40
• PA10
• PA20

Organization Management (OM):

• Maintained the number ranges for organizational units
• Created and configured the Org Structure and built all the valid relationships using transaction codes PPOCE and PPOME
• Involved in integration with the personnel administration by using the RHINTE00, RHINTE10, RHINTE30, RHINTE20 reports

Benefits:

• Defined benefit areas (BAREA), benefit providers and the basic setting for the plans.
• Configured infotypes to include dependents above a certain age to be a part of employee benefits.
• Developed inbound and outbound interfaces with benefits vendors.
• Defined the dependent coverage that is used in health plans.
• Defined different cost formulas and calculation rules for health plans and insurance plans.
• Developed AdHoc queries for different reporting needs of the client.
• Used SAP standard reports to compile the benefit data from payroll cluster for true up.

ESS:

• Involved in defining catalog and services for ESS and created SAP users for ESS.
• Configured and Customized the Scenarios, Life & Events in ESS.
• Worked in maintenance and customization of Table T77S0.

Confidential, Emeryville, CA. Jan06-Oct, 08 
SAP HR/HCR 
Environment: SAP R/3 Version 4.6 C
SAP HR/HCM Functional Consultant
Organizational Management:

• Created and maintained the organizational structure.
• Maintained the number ranges for organizational units.
• Customized the reporting structure, matrix structure for positions.
• Responsible for conceptual design, requirement analysis and detail design. Involved in configuration of Organizational Management.

Personnel Administration (PA):

• Defined the Enterprise Structure, Personnel Structure and Pay Scale Structure for the enterprise and linked the Pay Scale and Enterprise Structures.Configured user parameters and the number range intervals for personnel numbers.
• Configured personal data.
• Customized the basic settings for Personnel Administration.
• Customized personnel actions for different scenarios .

Benefits:

• Defined Benefit Area, Benefit Provider and Flexible Benefit Scheme.
• Configured Benefit Plan Status and Benefit Plan Types (Closed, Locked And Open) in Plan Attributes.
• Defined Employee Criteria Groups and Employee Contribution Groupings.
• Configured Dependant Coverage Options and Options for Health Plan.
• Worked with the features BAREA, BENGR, BSTAT and ELIGR.
• Defined Insurance Plan Data and Evidence of Insurability Conditions.
• Good working knowledge on Vesting rules and Employer Contribution Rules.
• .Configured First Program Groupings, Second Program Groupings and Eligibility Groupings.
• Worked with Termination Groupings, Variants and Rules.
• Configured Dependant and Beneficiary Eligibility Rules.

Confidential, OK. Jan 2005- Dec 2005
SAP HR Consultant. 
Version 4.6B
Organization Management (OM):

• Maintained the number ranges for organizational units
• Created and configured the Org Structure and built all the valid relationships using transaction codes PPOCE and PPOME
• Configured customer specific actions to create organizational objects
• Involved in integration with the personnel administration by using the RHINTE00, RHINTE10, RHINTE30, RHINTE20 reports

Personnel Administration (PA):

• Developed Enterprise structure to fit company needs including personnel area, personnel sub-area, employee group and employee sub-group.
• Configured and maintained the master data of the company using the transactions PA30 and PA40.
• Created personnel action and reasons for actions as per the enterprise requirement.
• Payroll:
• Configured the wage types, which are required for the payroll processing.
• Defined employee subgroup and personnel sub area for the primary wage types.
• Mapping of Wage types to GL code for posting to Accounting
• Allowance grouping & Wage Type model configured

Benefits Administration:
Maintained the benefit administration process: enrollment, maintenance, and termination of participation using features BENGR, BSTAT, ELIGR, and TRMTY.
Defined and maintained benefit areas, benefit providers, dependents and beneficiaries, benefits plan types and status. Defined Benefit Event Groups, Events and permitted changes for Events.
Defined health plan general data, dependant coverage options, flexible benefit plan general cost variant, dependant coverage options and cost rules.
Defined Insurance plan general data, flexible benefit plan general, attributes ,cost variant, coverage rules coverage rules ,cost rules and assigned insurance plan attributes
Defined contribution rules, vesting rules and investment options for saving plans
Administration and Maintenance of the COBRA and Flexible spending accounts
Set up and maintenance of the ESS in benefits administration.
Handled the integration with payroll.

Continue

SAP HR Consultant with 10 years

Name : XYZ                                                                                                  E-mail ID: ABC@gmail.com
Phone No. : xxxxxxxxxxxxx                                                      Current Job: SAP HR Consultant

 

Summary

* 7 years of experience delivering enterprise scale solutions in SAP HCM focused on Organizational Management (OM), Personal Administration (PA), Benefits (BN) & Time Management (TM).
* Overall 11+ years of global Human Resource operations & management experience.
* Participated in Two full life cycle SAP ECC 5.0 & 6.0 implementation and partial implementations of Time management, Benefits, OM & PA.
* Extensive experience in requirements gathering, analyzing client's requirement, configuration and implementations.
* Excellent knowledge of Business processes and administration.
* Capable of handling Multiple Projects, Training Schedule and Quality Analysis.
* Exposure to Full Life Cycle implementations including Blueprinting, conceptual design, configuration, and in depth realization of the project.
* Posses an excellent understanding of the Human Resources business process, comprising the life cycle of an employee including recruiting, hiring, employee maintenance, payroll and benefits.
* Ability to bridge the gap between Technical and Functional teams in IT / SAP HR Projects and have the ability to deliver from "AS IS" to "TO BE" state.
* Excellent Project Management Skills
* Knowledge of the software development life cycle from design through scoping, requirements gathering, analysis, development, testing, QA, user acceptance, deployment, maintenance/support, and change management.

Technical Skills

SAP Environment: 4.7, ECC 5.0, and ECC 6.0

Work Experience

SAP HR Consultant

US & Canada

June 2011 to Present
Benefits
• Responsible for Benefits modules for Goodyear US, Dunlop & Goodyear Canada implementation.
• Authored BPP's for Benefits Enrollments & Terminations.
• Defined benefit area for U.S & Canada, using feature BAREA and the basic settings for the plans.
• Designed Health Plans, Insurance Plans, COBRA and Flexible Spending Accounts (FSA).
• Defined Benefits providers and assigned to vendors.
• Defined the program groupings (BENGR and BSTAT), Employee eligibility grouping (ELIGR) for the benefit plans, the participation termination grouping for the employees (TRMTY).
• Configured default and automatic plans.
• Defined Cost Variants and Cost Rules for the various health plans and assigned health plan attributes.
• Defined Cost variants and Cost rules for the various insurance plans and assigned insurance plan attributes.
• Configured 401K savings plan general data and assigned insurance code to transfer participation data for plan to a provider.
• Defined and configured employee contribution variants and Rules for the savings plans.
• Configured FSA general data, Employee Contribution variants, rules, and Spending Account claim types.
• Lead for End-to-End testing, user training and defect closures.
• Interacting with vendors & benefit administrators to ensure accuracy of data flow.

Employer: Rampath Technologies Inc.,
Industry: Government
Client: US Department of Defense., Kuwait, Jordon & Iraq
ANHAM is a contracting company, it has been named the Prime Vendor for food and personal support products for all military and non-military U.S. Department of Defense personnel in Iraq, Kuwait and Jordan.
As the Prime Vendor, ANHAM has been awarded a 7 billion contract and will be responsible for accomplishing a logistical task of mammoth proportions. ANHAM will be the full-line food vendor for all food items and non-food personal support items for all military and other U.S. funded personnel throughout Iraq, Kuwait and Jordan.

SAP HR Consultant
October 2010 to May 2011
Project Management
• Planned and conducted the successful development of the business blueprinting and data collection phase for all the Modules in Human Resources resulting in the implementation of SAP HCM functionality.
• Authored BPP's for OM & PA modules.
• Configured the organizational structure, Benefits and Personnel Administration modules.
• Primary interaction with business unit leaders and users of Human Resource Administration, Payroll & Benefits, Financial Operations, and Transportation teams to provide the business with optimum organization structure and business processes.
• Reported gaps between business processes and SAP.
• Prepared deliverables.
• Significantly, clarified the reporting structure and defined departmental relationships of the organization.
Organizational Management
• Created organizational units, jobs, tasks and positions, assigned the tasks to positions and integrated all of these into the enterprises organizational plan.
• Assigned the various organizational units and positions to cost centers in FI.
• Configured the matrix type for the organization and the working time to generate the work schedules for positions.
• Configured rule values to avoid positions to be over-occupied by defining planned working times for organizational units, positions, and work centers.
• Involved in integration with the personnel administration
• Maintained the number ranges for organizational units.
Personnel Administration and Personnel Development
• Maintained Employee master data
• Customization Procedures and User Interface by modifying the Infotype groups and Infotype menus
• Customized Personal Actions as per the requirements of the company.
• Consulted with Basis and ABAPers for tasks related to authorization and reporting structure

Employer: Rampath Technologies Inc.,
Industry: Manufacturing

SAP HR Consultant

NJ

January 2010 to September 2010
NJ, USA
Johns Manville, a Berkshire Hathaway company, is a leading manufacturer and marketer of premium-quality building insulation, commercial roofing, roof insulation, and specialty products for commercial, industrial, and residential applications. In business since 1858, the Denver-based company has annual sales of approximately $2 billion and holds leadership positions in all of the key markets that it serves. JM employs approximately 6,500 people and operates 41 manufacturing facilities in North America, Europe and China.
Role: SAP HR Consultant
Environment: my SAP HR - ECC 6.0
Duration: Jan 2010 - Sep 2010
Personnel Administration and Personnel Development
• Maintained Employee master data
• Customization Procedures and User Interface by modifying the Infotype groups and Infotype menus
• Customized Personal Actions as per the requirements of the company.
• Consulted with Basis and ABAPers for tasks related to authorization and reporting structure
Organizational Management
• Created organizational units, jobs, tasks and positions, assigned the tasks to positions and integrated all of these into the enterprises organizational plan.
• Assigned the various organizational units and positions to cost centers in FI.
• Configured the matrix type for the organization and the working time to generate the work schedules for positions.
• Configured rule values to avoid positions to be over-occupied by defining planned working times for organizational units, positions, and work centers.
• Involved in integration with the personnel administration
• Maintained the number ranges for organizational units.
Testing
• Assisted the QA team by developing Test plans and Test Cases for Unit and Integration Testing.
• Facilitated testing of Personnel Administration, Organizational Management and Time Evaluation processes
• Provided production support to business users during the end phase of the project Training

Employer: Rampath Technologies Inc.,
Industry: Pharma

SAP HCM Consultant
January 2009 to December 2009
The world's largest research-based pharmaceutical company. Pfizer Inc discovers, develops, manufactures, and markets leading prescription medicine for humans and animals. It ranks number one in sales in the world. The company has annual sales of approximately $50 billion an year.
Role: SAP HCM Consultant
Project Description/Scope: PA, OM & Benefits Configuration
Environment: my SAP HR - Ver. 3.1H & 4.7
Duration: Jan2009 - Dec 2009 -12 Months
Personnel Administration and Personnel Development
• Maintained Employee master data
• Customization Procedures and User Interface by modifying the Infotype groups and Infotype menus
• Customized Personal Actions as per the requirements of the company.
Organizational Management
• Created and maintained the organizational structure.
• Involved in integration with the personnel administration by using the RHINTE00, RHINTE10, RHINTE30, RHINTE20 reports.
• Maintained the number ranges for organizational units.
• Defined and maintained the planned working times for the organizational unit, position and work center by using rule values and the Infotype 1011.
• Customized the account assignment for cost center at department level.
• Customized the reporting structure, matrix structure for positions.
Benefits
• Worked extensively with Enrollments comprising Open, Automatic, Default & Adjustments.
• Defined benefit area using feature BAREA and the basic settings for the plans.
• Designed Health Plans, Insurance Plans, COBRA and Flexible Spending Accounts (FSA).
• Defined Benefits providers and assigned to vendors.
• Defined the program groupings (BENGR and BSTAT), Employee eligibility grouping (ELIGR) for the benefit plans, the participation termination grouping for the employees (TRMTY).
Testing
• Assisted the QA team by developing Test plans and Test Cases for End-to-End Testing.
• Wrote end-user documentation, and coordinated training workshops for the users in the following modules: Personnel Administration, Organizational Management, and Time Management
• Provided knowledge transfer to the end-users via training.

Employer: Rampath Technologies Inc.,
Industry: Breweries
Client: Anheuser Busch, St. Louis, MO
Anheuser-Busch is the leading American brewer, holding a 48.9 percent share of U.S. beer sales to retailers. The company brews the world's largest-selling beers, Budweiser and Bud Light. Anheuser-Busch operates 12 breweries in the United States.
Role: SAP HCM Consultant
Project Description/Scope: PA & OM Configuration
Environment: my SAP HR - ECC 6.0

Personnel Administration

Personnel Sub

July 2008 to November 2008
• Created & configured the Enterprise Structure (Personnel Areas, Personnel Sub areas) and Personnel Structure (Employee Group, Employee Sub Group). Defined Payroll Areas and assigned relevant period parameters and date modifiers and set up feature ABKRS.
• Created Control Records and generated Payroll Periods. Configured various personnel actions like Hiring, Confirmation, Pre-separation, Separation, transfers etc.,
• Defined Info groups and Infotype menus.
• Maintained Infotype menus in the master data screens (PA30) as per the company's requirements.
• Configured Basic Settings for the Client such as Defining User Parameters defaults for Number Ranges.
• Customized personal data, family data and addresses to facilitate entry of Employee information
• Maintained employee Master Data using T-code PA30 and PA40.
• Maintained various subtypes for standard Info types
• Customized various PA Info types.
• Maintained Administrators and Administrator groups.
• Maintained internal & external number range (Feature NUMKR) allocation for employees.
Benefits
• Defined various Plans & Plan Types
• Assigned Plan Attributes for Health Plans, Insurance Plans & Savings Plans.
• Defined Attributes, Variants & Rules for Flexible Spending Accounts (FSA).
• Maintained Benefits Provider data.
• Maintained Benefits features such as BENGR, BSTAT
Organizational Management
• Created organizational units, jobs, tasks and positions, assigned the tasks to positions and integrated all of these into the enterprises organizational plan.
• Assigned the various organizational units and positions to cost centers in FI.
Configured the matrix type for the organization and the working time to generate the work schedules for positions.
• Configured rule values to avoid positions to be over-occupied by defining planned working times for organizational units, positions, and work centers.
• Involved in integration with the personnel administration
• Maintained the number ranges for organizational units.

Industry: Aviation
Company: Business Jets (BJETS), UK & SEA
BJETS is Asia's largest private aviation services company that offers world-class private jet travel. BJETS is backed by the Singapore based Briley Group. Briley Group is a privately held multinational company with holdings in the aviation, hospitality, business process outsourcing, and technology and service sectors, valued in excess of US$ 2 billion.

Head HR & SAP

SAP Internal Program

November 2007 to June 2008
- (TM, OM, PA, ESS/MSS)
Environment: my SAP HR - ECC 6.0
Duration: Nov 2007 - Jun 2008 - 8 Months

Organization Management
• Created organizational units, jobs, tasks and positions, assigned the tasks to positions and integrated all of these into the enterprises organizational plan.
• Configured the matrix structure for the organization and the working time to generate the work schedules for positions.
• Involved in integration with the personnel administration using RHINTE00, RHINTE10, RHINTE30, RHINTE20 reports.
• Maintained the number ranges for organizational units
Personnel Administration
• Maintained Permissibility of various wage types under different infotypes
• Configured settings for concurrent employment in the IMG to avoid collisions for withdrawn Personal assignments of the employee.
• Maintained Master Data using transactions PA30 and PA40 by performing various employee related Actions
• Configured the feature NUMKR for default number ranges for.
• Configured the features LGMST, TARIF and ABKRS to default the basic pay wage type, pay scale type and area, and payroll accounting area, respectively while creating the basic pay Infotype.
• Customized Actions, Infotype menus and Infotype groups.
Time Management
• Created and maintained work schedules (WS), period work schedules (PWS), daily work schedules (DWS), and monthly work schedules rules and planned working time (PWT).
• Worked on Time Recording- Substitutions, Absences, Absence Counting, Absence Quotas, Leave Entitlement, and Overtime
• Maintained Absence Types applicable to different employees groups.
• Maintained Absence Quotas for various Bargaining units based on EEG and ESG's
• Configured Automatic Accrual of Absence Quotas thru RPTQTA00.
• Defined Base Entitlement, Validity and Deduction Period, and Generation Rules.
ESS/MSS and Portal Implementation
• Conducted interactive business workshops to gather functional requirements for the implementation of different ESS/MSS business processes: Employee search functionality, Change own data, Dependent Information, Personal Data, Leave request and approval, Time entry and approval, Benefits participation overview, Change Personal data, Address change, Bank Information change, and Family member/Dependents update.
• Demonstrated different services available in the standard Employee Self-Services and Manager Self-Services Business packages to come up with the process design.

Industry: IT Infrastructure Services
Company: Locuz Enterprise Solutions Ltd, India
Locuz is a leading Systems Integrator and IT infrastructure solutions and services specialist company. Locuz IT Operations Centre (LITOC) focuses on remote delivery of IT Infrastructure Managed Services, NOC & SOC offering services to its India & offshore customers.

Manager

HR & ERP

November 2004 to October 2007
Project Description/Scope: Internal SAP HR Implementation (PA,OM,TM, PY)
Environment: mySAP HR - ECC 5.0
Duration: Nov 2004 - Oct 2007 - 3 Years

Responsibilities/Deliverables: • Conducted workshops and captured minutes on Organizational Management (OM), Personnel Administration (PA) modules.
• Helped to establish the business process model.
• Assisted in preparation of Business blueprint.
• Provided user training on different functionalities and screen navigations
• Successful testing and go-live signoff
• Configured functionality in SAP HR modules such as Personnel Administration and Organizational Management.
• Completion of intensive SAP training program of 240 hours including successful configuration and execution of simulated client situations and environment.
• Provided end-user training and detailed documentation on overview of SAP HCM modules navigation, and the business process.
• Document and presented findings on lessons learned from the implementations.
Industry: Computer Software

Head Quality Assurance & HR

WEB3M India Pvt. Ltd 

-

 

San Jose, CA

June 1999 to October 2004
US & India
WEB3M is a software development company with corporate headquarters in San Jose, USA and development centers in Australia, Greece and India. WEB3M develops software used in helping clients improve performance through the intelligent use of information technology.
Role: Head Quality Assurance & HR
Project Description/Scope: Internal ERP Design & Development (Non-SAP)
Duration: June 1999 - October 2004 - 5.4years

ERP Responsibilities / Deliverables: • Was instrumental in starting the HR department and introducing Human Resource practices in the organization, right from scratch.
• Successfully designed & monitored development of an In-House IS Portal
• Lead Project Management Activities for the project involving a team of 22 developers & QA.
• Trained 800+ staff and 100+ Managers to work with the Portal and in data input.
• Conducted various studies pertaining to development of new information systems to meet current and projected needs of the organization.
• Created help & navigation manuals for the portal.

 

Education

Masters in Human Resources in Commerce

Symbiosis 

 

Additional Information

Operating Systems: Windows 2000, XP, and Vista
Software: MS Office Suite
Web Technologies: HTML, Web Page Design.

 

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