SAP HCM Lead Consultant

Hello All,

Hope you are doing well!

One of our clients is looking for SAP Human Capital Management (HCM) Lead in Houston, TX. If you fulfil these requirements and are interested in this position, please send your most updated resume to the following e-mail address:

Job Title: SAP Human Capital Management (HCM) Lead

Location: Houston, TX Onsite from Day1

Duration: Long Term Contract

Job Description:

• HCM Lead (OM, PA, Payroll & Benefits) Consultant
• Must have strong hands on expertise in each sub module of SAP Human Capital Management preferably worked with a green field / brown field Public Sector Project

Detailed job description..

Human Capital Management (HCM)

HCM Sub-components

• Organization Management (OM)
• Personnel Administration (PA) and Grievances
• Time Management (TM)
• Payroll & Benefits (P&B)
• ESS/MSS
• Business Integration Builder (BIB) Integration with SuccessFactors modules.
• Document extraction from Onboarding 1.0. Examples are forms such as I9, signed forms etc.

Master Data

• Object creation (Organization unit (O), Position(S), Job(C), Person (P), cost center(K))
• Object Relationship (O-O, O-S, S-P, S-C, S-S, O-K/S-K)
• Master data creation for all related info types

Interface and Reports

• A total of 23 HR interfaces and 4 SuccessFactors interfaces.
• 39 Active Reports - needs to be migrated.

Integration

• Integration with SuccessFactors PMGM, LMS, Recruitment Onboarding.

Detailed Scope:

SAP Employee Self Services (ESS)

• Shall provide capability to display the Team Calendar and Employment history information.
• Provide employee absence quota balances and list the current year s public holidays.
• Provide the functionality of entering working times and allow booking time against WBS and work order. System must allow employees should be able to save the template and favorites for future booking(s) and list the eligible Work Breakdown Structure (WBS) assignments.
• Ability to view current year and previous year s leave utilization.
• Ability to view personal information such as permanent address, business address, Emergency contact addresses, badge numbers, family members and bank account information. Also allow to edit addresses and related persons.
• Ability to view benefit participation which includes Medical, Dental, Vision Plans, Life Insurance Plans, FSA plans and other plans offered by Metro.
• Provide the list of all benefit providers and the links for connecting to their web site.
• Ability to view the salary statement(s).
• Ability to view and manage W-4 information such as total credit for dependents, other income, additional withholding and filing status.
• Provide functionality to record new employees and store legal documents such as W2s, etc.
• Capability to hire & validate by unique tax id (EIN or SSN).
• Capability to support multiple users with multiple locations per organization.
• Capability to maintain security profiles for employees and link an employee to their manager.
• Ability to manage company s profile including deactivate invalid users. Metro Admin can override as needed.
• Capability to assign employees to financial grants.
• Capability to track race, gender identity, veteran status, disabilities, citizenship status, military status, ethnic origin, badge numbers, family members, birthdates, telephone numbers, privacy status, family member addresses, relationship to the employee emergency contacts. Citizenship status should also indicate any type of Work Visa identification information as well.
• Capability to store a variety of employee addresses and telephone numbers.
• Capability to store any equipment or credit cards issued by Metro to an employee.
• Capability to extract reports for data that are available.
• Capability to store employee bank account information with integration back to SAP.
• Capability to have multiple bank account types, e.g., payroll, procurement reimbursement, etc.
• Ability to upload/download attachments (e.g., Tax forms, etc.).
• Dashboard reporting capability ability to use standard reports and ability to build custom user reports.
• Toolset such as CPI to build advanced reports normally developed solely by developers.
• Capability to use digital signatures.
• Integration of Success Factors with SAP ECC 6.0 Human Resources using BTP- Integration Suite / CPI.
• Middleware configuration and setup to be provided.
• Ability to provide analytics and reports for management.
• Capability to provide the ability to create workforce alerts (e.g., e-mail reminders, reports
• The system shall provide audit trails throughout the entire application and data center infrastructure.
• The system shall provide the ability to lock the employee record during each week s payroll run.
• The system must remain in full compliance with the following regulations and guidelines: HIPAA (Healthcare Insurance Portability & Accountability Act), 21 CFR Part 11 on FDA Compliance, FMLA (Family Medical Leave Act), FLSA (Fair Labor Standards Act).
• Capability to display the Team Calendar and Employment history information.
• Provide employee absence quota balances and list the current year s public holidays.
• Provide the functionality of entering working times and allow booking time against WBS and work order. Employees should be able to save the template and favorites for future booking and list the eligible WBS assignments.
• Ability to view current year and previous year s leave utilization.
• Ability to view personal information such as permanent address, business address.
• Ability to view and manage W-4 information such as total credit for dependents, other income, additional withholding and filing status

SAP HCM Manager Self Services (MSS)

• Provide the functionality of enter working times on behalf of employees who are direct or indirect reports.
• Ability to view the Team calendar with time booking details
• Ability to view quota overview and leave utilization of all reporting employees.
• Ability to view detailed information of all reporting employees.
• Provide the functionality of approving times for direct or indirect report employees for previous week, current week, previous pay period and current pay period.
• Ability to view and manage substitution rules. Substitution is required to assign another employee to book and approve times on behalf of the manager.
• Support Metro s designed processes:
• Ability to enter surrogate bids on behalf of supplier in case of exception.
• Ability for METRO to see the registered candidates for openings at Metro.
• Ability to track costs for the recruitment process.
• Ability to track paperwork/documentation associated with the hiring process, requirements.

Organizational Management (OM)

• Capability to house Job Classifications and Salary Ranges.
• Capability to house Job Classifications with Hourly Scales for Union employment.
• Capability to support a Pay Grade level assignment.
• Capability to house Job Classifications for AAP, EEO and any other State or Federal legal reporting details.
• Capability to store on Job Classifications if a Job is Private or Non-Private for Safety classification.
• Capability to house Position Titles along with Personnel Administration details such as Company, Cost Center, Personnel Area and other demographic or location details.
• Capability to understand what Positions in the Organization are considered Vacant.
• Capability to share vacancies with Metro s Onboarding application.
• Capability to maintain some type of organizational structure and identify managers of employees for the groupings.
• Capability to perform organizational modeling of upcoming organizational redesigns with drag and drop capabilities.
• Ability to have email / pop up notifications on various dates as needed (insurance expiration, deadlines etc).
• Ability to assign HR representatives for select groupings of employees.
• Ability to define document retention to satisfy document management requirements.
• Capability for a manager to easily access and view all team members information concerning their direct reports.
• Capability to store Privacy status
• Provide the functionality of enter working times on behalf of employees who are direct or indirect reports.
• Ability to view the Team calendar with time booking details.
• Ability to view quota overview and leave utilization of all reporting employees.
• Ability to view detailed information of all reporting employees.
• Provide the functionality of approving times for direct or indirect report employees for previous week, current week, previous pay period and current pay period.
• Ability to view and manage substitution rules. Substitution is required to assign another employee to book and approve times on behalf of the manager.

Personnel Administration (PA)

• Ability to load historical contracts in the form of scanned documents into Employee Central for future reference.
• Capability for Union employees besides storing Annual Salary information assign Shift Differential details for unionized wage earners.
• Capability for managing Suspensions.
• Capability to authorize miscellaneous payments, off-cycle payments, and deductions on ECP or SAP through Employee Central.
• Capability to initiate a method of paying out the selling of accrued time as permitted by authorized process.
• Capability to perform workflow authorizations that could potentially remove ECF process found in today s flow of adding payments, increases, changes of Job.
• Capability to store Date Specifications that record or are updated should further events occur. (Original Hire Date, Current Hire Date, Adjusted Hire Date, Seniority Date, Pension Date, and Quota Admin Date).
• Capability to store all legal status designations such as Residence Tax Status, Unemployment State and Withholding Information, etc.
• Capability to store driver s license details including types of licenses.
• Capability to thoroughly manage all employees when they are involved in a Leave of Absence.
• Capability to track dates of return and multiple statuses required in an automated manner.
• Capability to E-Verify employment candidates if required by Human Resources requirements.

Grievances

• Ability track Articles or Rules that have been registered as observations.
• Ability to categorize as DAR or Grievance.
• Ability to assign a number to the incident in order to track any accumulations of events to a specific employee.
• Ability to capture the date the Grievance was registered with Labor Relations.
• Ability to store or easily retrieve the manager s name of the employee.
• Ability to assign a status to the Grievance.
• Ability to assign a specific step in the process of addressing the Grievance.
• Ability to categorize the Penalty assessed for the grievance.
• Ability to store a date the Grievance was closed.
• Ability to store the number of days of suspension incurred as a penalty.
• Ability to capture key details of an accident such as Date, Time and Location of the accident.
• Ability to capture the Violation Date of a grievance.
• Ability to assemble a report of grievances for management reporting.
• Ability to store documentation concerning a grievance with the details of a Grievance.

Recruiting / Onboarding

• Capability to integrate with SuccessFactors Performance Management module in all aspects of sharing data
• Capability to send back to Employee Central an annual performance rating.
• Story reporting: example (customize)

Benefits Requirements

• Support for Open Enrollment and connectivity to employees
• Efficiency of benefits administration by processing changes automatically based on data updates and passive events that impact eligibility.
• Capability to reach employees in a timely manner for opportunities that will affect an employee s coverages
• Capability to default plans for new employees that are general coverages, e.g., Life Insurance, AD&D plans
• Support may be required to help Metro determine what package of Benefits provisioning may need to be supplemented. (Example, should Metro consider a service such as found with the vendor, Benefit Focus.
• Capability to support all types of benefit coverages typical to a company.
• Capability to send reminders of the number of days allowed to register for benefits.

Learning Management:

• Capability to integrate with Success Factors LMS application in all aspects of sharing data and by extension lending support to any LMS functionality that needs to be exercised.
• Setup of Basis Components as it pertains to the implementation and integration of Success Factors and Learning Management System.

Performance Management:

• Capability to integrate with SuccessFactors Performance Management module in all aspects of sharing data
• Capability to send back to Employee Central an annual performance rating.

Thanks & Regards,

Shravan Palle