Paten - Peoplesoft - Kitchener, ON, Canada

P Paten

Kitchener, ON, Canada

Services

Peoplesoft

Summary:

Multifaceted, detail-oriented, and challenge-driven professional able to optimize organizational performance, delivering results and providing for efficiencies on re-engineering processes to managing/revamping HRMS divisions', controlling nationally scaled ERP systems, and full project management/implementation.

16+ years’ of extensive knowledge/hand-on experience in the Federal Government spanning on:

Change Management, Human resources (HR), Human resources Management Systems, Information Technology (IT) /Information Management (IM), Release Management, Project Management and Business Analysis

Focusing on multidisciplinary business needs, change, business and systems integration, enterprise intelligence, HR and HR IM/IT risk, risk transformation and enabling technologies, ERP packages like Oracle and other nationally scaled systems to make business work, supporting programs for organizations with 1000 to 40000+ employees.

Managed
- HRIS product (10 modules), the Cluster (33 departments) and division/team.
- GC HRMS Oracle PeopleSoft application (version 5 to 8.9+ 9.1 projects), the division/team, projects, HRMS, HR IM/IT bolt-ons/interfaces, reporting tools, the database administration, configurations, maintenance, development/customizations,

Provided analysis on 18+ PeopleSoft modules: Administer Workforce, Base Benefits, Benefits Administration, Complaints, Certifications and Competency Management, Employee Passport, Enterprise Learning, HR Planning, Health and Safety, Labour relations, Leave administration (Absence management (a bit), Pay Interface/Payroll, Position Management, Priority Management, Recruitment, Workforce Development, Security, Self-Service, Inspector Commodities(CFIA), PSC Clearances, Staffing Recourses, Workflow Admin, security/roles/structures, BI-Tools/data cubes/definitions/XML, extracts for SAP/Abacus, Nakisa, e-applications and SFT etc....

Resume is NOT fully posted - Contact me!
Paul
theboys@rogers.com - 613-741-1343

Work History

security personnel and legal counsel

Outcome

From May 2013

Reported incident and designated an incident response team (included the organization's privacy officer, in-house IT personnel, security personnel and legal counsel). Gathered and determined all factors; evaluated associated risks and coordinated all efforts on the deletion of breach data on servers/emails. Together, we developed an incident response and containment plan. Responded to privacy breach informing persons affected on measures taken. Advised Deputy Minister, Assistant Deputy Minister and senior management and developed Media/communication strategy and plan addressing union, employee and media requests for interviews with public relations including those from personnel, and HR Staffing. Involved the Privacy Commissioners Office of Canada throughout the process ensuring compliancy with Acts on privacy breaches, then developed/implemented measures to stop or limit future breaches including provided training to staff on sensibility in the provision of reports provided from raw data pulled from PeopleSoft. Closed - May 2013.

Outcome

From September 2013

Configured tables to implement legislative/collective bargaining changes. At same time set up of Pay File tables preparing for the Data transfer via Secure File Transfer to centralized pay units/moving to Miramichi - Sept 2013.

Project 8:
PeopleSoft Security module
Managed the implementation project for the Security Module / Piloted this project as/on new Multi-Company platform and also as Government-wide leads.
Outcome: Applied full life Cycle project managed (outline above and a-e, as applicable). Configured tables to implement legislative/collective bargaining changes. At same time set up of Pay File tables preparing for the Data transfer via Secure File Transfer to centralized pay units/moving to Miramichi - Sept 2013.

Project 9:
Auto-enrolment implementation
Full email clean up initiative for 8000+ employees in preparation for the implementation of the Auto-Enrolment tool. Implemented tool before going to DFO,
Implemented user auto-enrolment in PeopleSoft tool to replace the Service Provider account generation tool as it generated redundant steps/workflows and emails in granting PeopleSoft access/security for all partner Help desks'.
Outcome: Ensured systems worked. Identified discrepancies for fixes, including change management, testing and fix implementation - Closed

HR IM/IT and PeopleSoft

Windows 7 Upgrade: Compatibility testing for HR, HR IM/IT and PeopleSoft application
Issues occurred when DFO tried to adopt newer technology upgrading from Window XP to Windows 7. Multiple interface issues occurred and were resolved, later on
Outcome: Tested compatibility issues across all PeopleSoft modules, especially those with Workflow. Ensured systems worked. Identified discrepancies for fixes, including change management, testing and fix implementation - Closed

Project 14:
Centralized Report requests from HRMS/HR IM/IT tools/PeopleSoft
Receiving too many similar report requests from DFO personnel. Concluded that clients had NO authorization to access this confidential data.
Outcome: Therefor, I standardized national PeopleSoft reporting and processes for report requests. Built core queries/reports, a repository (Limited PS Query roles/access) to meet 80% of requests based on importance and frequencies. Met clients, developed and posted samples on web. Deflected accountability to data owners to pull and release data as required/needed.

Project 15:
PeopleSoft Disaster Recovery
Joint partnership Business Continuity/Disaster Recovery project - Identified past/potential impact resulting from disruptions for HRMS PeopleSoft.
Outcome: Developed business and technology continuity plans and technology, business continuity and disruption recovery strategies including crisis communications and planning strategies, backup, replication and redundancy strategies as required. Develop awareness, training, and communication programs with both internal staff and other stakeholders. Established coordination activities with internal and external stakeholders and actual vs potential dependencies. Developed and implement monitoring activities, readiness capacity and performance management.

Project 16:
Privacy Breach - PeopleSoft Query/data
Personal information was inadvertently disclosed.

National Manager PeopleSoft/HRMS solutions

DFO

July 2012 - April 2013

Managed National, HRMS Division, multiple HR IM/IT, HRMS and PeopleSoft applications and related projects/implementation thereof, impacting 13000+ employees.

Outcome

on business/systems issues. Implemented related business processes and tools within DFO to effectively help team and foster relationships with stakeholders, partners and/or a Service provider (Service level agreements and deliverables) within a multi-company platform Cluster Minimal configurations required to PeopleSoft as they had already been put in place months before on-boarding. - Completed late 2012.

Project 4:
Multiple PeopleSoft modules/functionalities and canned reports did not work
AAFC multi-company platform issues occurred, once DFO was on-board. These problems in addition to the NEW version caused substantial increase in client issues (12200), systems and reporting requests (4400) and calls to helpdesk and Business Analysis team to handle. Change management activities included gathering requirements, translation to technical specs, project approvals, testing, training and release management and implementation.
Outcome: Collaborated/provided functional, business analysis, technical expertise. Put pressures on Service provider and their management and gained consensus with partners to have these fixes asap. Completed - Multiple releases in a 4-6 month span - 40 issues fixed.

Project 5:
Implemented PeopleSoft Pay Interface module
Completed late 2012 - Now centralizing pay transactions in one system that interfaces with PWGSC.
Outcome: Ensured systems worked. Identified discrepancies for fixes, including change management, testing and fix implementation - Closed off project in February 2013 with post-mortem/lessons learned.

Project 6:
Pay and Benefits - Functions being centralized in Miramichi
Pay sections moving, will no longer be in department.
Outcome: Prepared/change management and set up of Pay data, pay files and transition stages. Updated related PeopleSoft pay tables and generated extraction from PeopleSoft and set up Secure File Transfer mechanism - Taking effect in September 2014.

Project 7:
PeopleSoft 8.9 to version 9.1 project....

Canadian Security Intelligence

Security Module review
Loss functionally from PeopleSoft version 8.3 non-existent in version 8.9. Resulting in multiple fixes to application and reports. Data clean-up required as conversion issues occurred prior to my arrival. XML interface also fixed to process clearances via Canadian Security Intelligence (CSI) and Royal Canadian Mounty Police (RCMP) reducing time 6 months to 6 seconds.
Outcome: Ensured systems worked. Identified discrepancies for fixes, including change management, testing and fix implementation - Closed

Project 11:
Auto-enrolment
Implemented user auto-enrolment in PeopleSoft tool to replace the Service Provider account generation tool as it generated redundant steps/workflows and emails in granting PeopleSoft access/security for all partner Help desks'.
Outcome: Ensured systems worked. Identified discrepancies for fixes, including change management, testing and fix implementation - Closed

Project 12:
Nakisa servers re-location and review of adopting new technologies for Organization management and charting tools
Nakisa tool was relocated to new servers. May join new Cluster for Org charting tools and provide funding for development. Direct bolt-on from data in PeopleSoft needing Data cubes code changes and created in Oracle.
Outcome: Ensured systems worked. Identified discrepancies for fixes, including change management, testing and fix implementation - Closed

Report Centralization

Implemented standardized national reports from PeopleSoft in preparation for BiTools and data cubes. Includes guidelines on pulling reports for Managers/Employees use.

Project 11:
Develop/Implement modules Tracking Inspectors + staffing recourse grievances in PeopleSoft +
Outcome: Developed/Implemented 2 bolt-on modules to PeopleSoft. #1 to Track Inspectors and their respective commodities and the #2 to Track staffing recourses and grievances;
Full Project/product management, development, gather requirements, including testing., training etc , through to implementation.

Project 12
Develop/Implement existing Health and Safety Module + customized tracking of medicals
Outcome: Developed a customization to track medical certifications for inspectors.
Full Project/product management, development, gather requirements, including testing and training etc , through to implementation.

National Manager, HRMS/PeopleSoft Business Analysis Team

Canadian Food Inspection Agency (CFIA)

From September 2009

Managed National, HRMS Division, multiple HR IM/IT, HRMS and PeopleSoft applications and related projects/implementation thereof, impacting 8000+ employees.

National Manger - HRMS/PeopleSoft

Public Safety (PS) Canada

May 2009 - September 2009

Managed National, HRMS Division, multiple HR IM/IT, HRMS and PeopleSoft applications and related projects/implementation thereof, impacting 1200+ employees.

VOLUNTEER / OTHER

Minister / Officiant

From February 2009

Performing Weddings, Funerals and Baptisms - On-going

Treasurer/Secretary

Condominium Corporation

From May 2009

Product Manager/Director and Senior Systems Analyst - HRMS/HRIS

Public Works & Government Services (PWGSC)

January 2007 - May 2009

Managed National, HRMS Division, multiple HR IM/IT, HRIS applications and related projects/implementation thereof, impacting 33 departments and up to 40000+ employees.

Managed the Cluster and the Program Centre, BoD and related committees.

NATIONAL MANAGER

HUMAN RESOURCES MANAGEMENT SYSTEMS / PeopleSoft

Serving up to 13200+ employees Managing Teams Up to 19 PeopleSoft Modules/Self-service tools Program support to 14 HR/Non-HR disciplines.

Project 1:
PeopleSoft - Quarterly release management.
Managed multiple projects related to system life cycle management, database administration, infrastructure and performance, full software - operations/maintenance and change management, business & technical process optimizations, development/design, customizations, upgrades/ legacy systems conversions, changes to configurations (table/interface), application enhancements, legislative/collective bargaining change application, application of fixes (640+), bundle and patches (12+) and various releases (18+), including the adoption of new/existing module functionality.
Outcome: Implemented changes above. On-going quarterly.

Project 2:
PeopleSoft Division/Systems - No expertise to handle new system, team and issues
My business, functional and technical expertise was required at DFO (with limited time and resources) to revamp and re-align HR, HRMS and HR IT projects/initiatives, as well as manage the HRMS division, address key infrastructure and seamlessly manage the business, systems and organizational change within the division, in addition to:

Environment: DFO (4th largest department in Federal Government) needed to upgrade from PeopleSoft version 8.3 to 8.9. As part of a Government-wide shared services initiative DFO also chose the on-boarding/transfer of their database onto the HRMS PeopleSoft version 8.9 multi-company platform hosted (7 departments) by Agriculture Canada (AAFC).

As DFO's platform was amalgamated onto AAFC's DFO HRMS management, technical, analysis and help desk team members had LEFT the department. Assumptions at management levels were made that all functions and in-house expertise related to HRMS and HR IM/IT were no longer needed, as the hosting department (AAFC) would take this on. Only the technical portion for the PeopleSoft application...

MANAGER

BUSINESS ANALYSIS TEAM

Serving up to 7300 employees Managing Teams Up to 19 PeopleSoft Modules/Self-service tools Program support to 15 HR/Non-HR disciplines.
CFIA also share, the same hosted/multi-company Enterprise Resource Planning (ERP) PeopleSoft HRMS / PeopleSoft HCM version 8.9 platform as Agriculture Canada (AAFC's).

IMPORTANT: Tasks for CFIA are identical/similar to all those identified above including the "SPECIALIZED AREAS OF EXPERTISE" outlined above a to e applies to the following projects:

Project 1:
PeopleSoft - Quarterly release management.
Managed multiple projects related to system life cycle management, database administration, infrastructure and performance, full software - operations/maintenance and change management, business & technical process optimizations, development/design, customizations, upgrades/ legacy systems conversions, changes to configurations (table/interface), application enhancements, legislative/collective bargaining change application, application of fixes (3850+), bundle and patches (18+) and various releases (50+), including the adoption of new/existing module functionality.
Outcome: Implemented changes above. On-going quarterly.

Project 2:
On-boarding to Multi-company platform: Phase I - HRBSP project.
Developed change management processes and implemented change.
Outcome: Collaborated/provided functional, business analysis, technical expertise and input on joint governance and management teams on business/systems issues. Implemented related business processes and tools within CFIA to effectively deal/build relationships with stakeholders, partners and/or a Service provider (Service level agreements and deliverables) within a PeopleSoft multi-company platform Cluster.
This project was one of the biggest projects where joint collaboration from both, CFIA and Agriculture (2 departments on same PeopleSoft system) was required as we piloted the HRBSP project setting the coarse, moving forward. The main goal was to work together to on...

MANAGER

HUMAN RESOURCES MANAGEMENT SYSTEMS

Serving up to 1500 employees Managing Teams Up to 12 PeopleSoft Modules/Self-service tools Program support to 11 HR/Non-HR disciplines.
Public Safety (PS) is on shared multi-company/hosted instance on Correctional Services (CORCAN's) platform. Activities where the same, however, the dealings were with a different service provider.

IMPORTANT: Tasks for PS are identical/similar to all those identified above including the "SPECIALIZED AREAS OF EXPERTISE" outlined above a to e applies to the following projects:

Project 1:
PeopleSoft - Quarterly release management.
Managed/controlled all aspects of the Multi-company HRMS PeopleSoft application version 8.3 / bolt-on tools/interfaces and HR IT/IM and related to joint/internal projects/initiatives. Oversaw, approved and ensured successful requirement, testing and implementation of joint CORCAN releases and change management activities.

Project 2:
PeopleSoft - Division and PeopleSoft Training
As the National HRMS Manager I mentored on helpdesk basics, business analysis fundamentals for day-to-day-operations on assessing and handling client issues and resolution. Approved the identified/best solutions to meet the business requirements and drove consensus at all levels of the organization. Also perform Senior ERP Business and Functional Analyst functions. Organized the division and re-aligned projects/initiatives

Project 3:
PeopleSoft - Apply Fixes and prep work to newer version.
Analyzed results for the Enterprise Resource Planning (ERP) PeopleSoft HRMS 8.3 and any preparations to newer version in a development or operational environment. I was also required to provide assistance with issues identification, elevation and management, identified solutions, led and facilitated solution design workshops and business requirement gathering meetings and specifications outputs, with multi-functional/multi-disciplinary participants. I'd assess the feasibility and implications of new business requirements and...

PRODUCT MANAGER

HUMAN RESOURCES INFORMATION SYSTEMS

2 months)
Serving up to 30000 employees Managing Teams up to 10 HRIS Modules/Self-service tools Program support to 10 HR/other disciplines + BoD
PWGSC developed the HRIS system/product used by 32 small Government Departments/Agencies - all separate instances. A Program Centre was created to handle the HRIS application, the HR IM/IT infrastructure and support for the product. Funding for the product and Program Center is provided by 32 small/medium size departments/agencies/crown corporations known as the HRIS Cluster with a Board of Directors in place and multiple Adhoc Committee filtering into it.

IMPORTANT: Tasks for PWGSCS are identical/similar to all those identified above including the "SPECIALIZED AREAS OF EXPERTISE" outlined above a to e applies to the following projects:

Project 1:
Spearheaded and deployed the OCHRO Employee Passport tool that worked with HRIS to transfer employee data from 1 department to the next - instead of 6 months it took 6 seconds from a VBA into a PeopleSoft application.

Project 2:
Stabilized HRIS products for eventual conversion to PeopleSoft GC HRMS version 8.3/8.9 - Managed the development/operational environment ensuring its compatibility/system conversion readiness.

Project 3:
Controlled all aspects of the Program Centre, the management thereof, the administration and operations, the division, team and task management for helpdesk, the Business Analysts and Tech Teams. Oversaw the provision of client and systems support and the HRIS product. Ensured client satisfaction on all fronts and that requirements were met, recorded/resolved.

Project 4:
Rebuilt the capacity of the HRIS Division, provided fundamental on business analysis, developed manuals and processes on dealing with clients issues including elevation from helpdesk to Business Analysts to Tech team for fixing. Developed tools for team.

Project 5:
Developed project documentation, training materials, business and systems requirements gathering and...

PRODUCT DIRECTOR

HUMAN RESOURCES INFORMATION SYSTEMS

1-3 months)

Senior ERP Business and Functional Analyst /Change Management Consultant/Functional Chief/Director

Department of Fisheries & Oceans

From May 2002

Ottawa ON - May 2002 - 2007
Senior ERP Business and Functional Analyst /Change Management Consultant/Functional Chief/Director
Serving up to 14800 employees Managing Teams Up to 10 PeopleSoft Modules and self-service tools Program support to 9 HR/other disciplines.
DFO had an in-house PeopleSoft HRMS application (version 5, 6.0, 7.5 and 8.3) with full helpdesk, functional and technical expertise managing the HRMS PeopleSoft application and bolt-on systems/interface in a development or operational environment.

IMPORTANT: Tasks for DFO are identical/similar to all those identified above including the "SPECIALIZED AREAS OF EXPERTISE" outlined above a to e applies to the following projects:
While at DFO I worked in 3 separate functions as noted above.

Spearheaded and deployed the OCHRO Employee Passport tool that worked with HRIS to transfer employee data from 1 department to the next - instead of 6 months it took 6 seconds from a VBA into a PeopleSoft application.

Project 1:
Managed the HRMS and PeopleSoft application (version 5, 6.0, 7.5) then functional team upgrade activities to version PeopleSoft 8.3. Provided support to clients, management, multiple business lines, help desk, peers and technical team members. Delivered on multiple projects/initiatives and rebuilt the capacity of the DFO HRMS Team, providing Business analysis and led/implemented change management initiatives to address 1000's of system and business changes and related issues over the years to do with HR and HR IT/IM, HRMS and PeopleSoft in order to meet client/management and reporting to Central Agency, TBS, OCHRO, CIOB needs. Key player providing Business analysis overseeing from A-Z the any development and all activities through to implementation of system changes, bundles, fixes and bug application, creation of bolt-on tools, and implementation of new/existing functionalities. Key projects are:

Project 2:
Implemented several PeopleSoft modules such as the Health and Safety,...

HR Consultant/HR Staffing Assistant/Policy & Pay/Benefits Advisor/Policy & Pay/Benefits Specialist

Department of National Defence

From October 1998

Ottawa ON - October 1998-2002
HR Consultant/HR Staffing Assistant/Policy & Pay/Benefits Advisor/Policy & Pay/Benefits Specialist
Serving up to 18000 civilian employees PeopleSoft super user - 8 Modules and self-service tools supporting 14 HR/other disciplines.
Working on the Corporate/Operational side of HR using SAP (FMAS) and the PeopleSoft application (version 5, 6.0, 7.5) as a Super User for everyday tasks in HR Staffing and Corporate Compensation.

Project 1:
Provided comprehensive, civilian HR service to meet the client and business needs, supported HR, HR Advisors with all aspects of the recruitment, pre-screening candidates through to managing the administration, hiring, labour relations and pay and benefits.
Acted as a key player in supporting and executing the Business Change Management (BCM) strategies in support of one or more ERP solution, by working with compensation managers/advisors across Canada on the collection of overpayment and monies due to the crown, garnishment of wages.
Ensured compliancy on several pay related items and the deployment/dissemination of modification to legislation, central agency TBS/OCHRO and PWGSC Personal Pay Input Manual updates, tools and communications.
Performed a key role in the Pay Equity project and dissemination of funds while clarifying/dealing with affected employees or internal staff to resolve and clarify issues, calculations or monies owed to individuals.

CONSULTANT / MANAGER - Temporary/Permanent employment placements/contracts management

Barbara Personnel Inc. & Dynamics Personnel agencies

From October 1992

Ottawa ON - October 1992-1998
CONSULTANT / MANAGER - Temporary/Permanent employment placements/contracts management
Serving up 80-120 employees on contract Marketing to 6800+ Government of Canada and Private sector clients - Ottawa-Gatineau region.
Working for a Temporary/Permanent employee placements in both public and private sector

Project 1
Managed the A to Z of permanent placement and temporary assignments of personnel on contracts for both companies outsourced to public or private sector. Includes the recruitment of personnel for contracts, personnel assessment, screening, staffing/hiring, administration and the terminations of multi-disciplinary employees varying in capacities, from Administrative, HR, IT, Pharmaceutical, Doctors and other professional. In charge of the assessment and fulfillment of contracts/business requirements, marketing, meetings, cold calling, and any labour and client relations building/contract and internal management. Managed 85+ employees and related vendors at all times, on contracts, located in various companies in the Ottawa region.


COMMUNICATIONS
Researched and synthesized information from various sources distilling and summarizing complex, multi-layered issues with tactical expertise, while providing opportunities, options, informational, business, functional, technical and/or advisory support to management;
Architected and negotiated agreements with clients and service providers in addition to preparing professional services contracts, briefings, standing offers, RFPs, MOUs, marketing and membership brochures, fee structures, Terms of Reference (ToRs), business cases and project/business plans;
Updated/Redesigned intranet navigation and appearance to the Government of Canada (GoC Common Look and Feel) and handled all HR, HRMS, HR IM/TI Web and Web Content.
Presented/Chaired multiple meetings (Clients, cluster, HR disciplines, systems)/committees and working groups;
Developed standardized communications/tools/plans,...

Qualifications & Certifications

Change Management Certification

ProSci Certified Consultant

Management/Labour

University of Athabasca

Business Systems & Desktop Publishing

Algonquin College

management

Program Centre

Business Solutions Project

Program Centre

Management

Harvard

Management, Project Management

Canadian Centre for Management Development

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