Venice V.

Wright

EXECUTIVE SUMMARY

 Ms. Wright has specialized in information technology, focusing her software life cycle expertise on
human resources, Payroll, Benefits and financial systems implementations and conversions.
 As a Functional SME and Business Process Re-engineering specialist, designed and created
modifications while overseeing projects implementations, creating and testing project deliverables
and documentations.
 Has served as, Project Manager and Senior Functional Analyst on multiple engagements.
Responsibilities included building and maintaining the project plan, working with project owners,
identifying user Functional requirements, developing Functional and technical specifications,
designing and crafting modifications, coaching internal project managers and teams in sound
implementation methodologies, designing and delivering documentation and training, and
creating detailed test plans, test scenarios and step-by-step test scripts. Strengths include 18
years of Peoplesoft hands-on Functional & Technical experience, Project Management, Lead Fit-
Gap Designer, Component Configuration, Test Lead (all phases), Functional to Technical Liaison,
Implementation Analyst and Data Conversion Specialist.

Role Summary
Strategic Architect Process Design Architect Process Designer
Change Integration Architect Cultural Change Designer Project Mentor/Manager
Project Office Architect Project Office Coordinator Project Office Administrator
Project Team Lead Functional Team Lead Engagement Manager
Functional Application Architect Functional Application Designer Functional Application Specialist
Documentation Architect Documentation Designer Documentation Specialist
Training Architect Training Designer Training Specialist
Testing Architect Testing Designer Testing Specialist
Data Analysis Application Integrator Upgrade Specialist

Process Summary
Peoplesoft Peoplesoft
Process Versions Process Versions
Workforce Administration 3.2-9.2 Global Workforce 3.2-9.1
Administration
Basic Benefits 3.2-9.2 Benefits Administration 4.0-9.2
North American Payroll 3.2-9.2 Global Payroll 7.5-9.2
Payroll Interface 7.7-9.2 Tax Reporting 7.5-9.2
Garnishment Processing 6.0-9.2 Off Cycle Check Processing 6.0-9.2
Contract Pay 8.8-9.2 Manage Leave Accrual 7.5-9.2
Year End Tax Processing 3.2-9.2 UPK Documenter/Trainer 8.9-9.2
Compensation Management 6.0-9.2 Position Management 6.0-9.2
Workforce Monitoring 5.0-9.2 Workflow 7.0-9.2
Recruiting 6.0-9.2 Enterprise Learning 6.0-9.2
Manager Desktop 8.3-9.2 Health & Safety 8.8-9.2
E-Pay 8.3-9.2 E-Profile 8.3-9.2
E-Benefits 8.0-9.2 E-Compensation 8.8-9.2
E-Performance 8.8-9.2 E-Recruiting 8.0-9.2
Higher Education 8.8-9.2 Government 8.8-9.0

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PROFESSIONAL EXPERIENCE

Tampa General Hospital – TGH

Sep 2019 – Present

Responsibilities:

 Engagement with Tampa General Hospital to perform Assessments and Review of Key
PeopleSoft 9.2 Business Processes.
 Assessments findings and recommendations for PeopleSoft – Core HR that encompassed;
 Security Roles – Configuration access, Talent Management, Certification, Education and
Licenses. Compare PeopleSoft Talent Management with Taleo.
 Manager Self- Services (MSS) and Employee Self-Services (ESS) functionality and Review
ePerformance, eCertiication, Succession Planning current state and recommendations.
 PeopleSoft 9.2 Demo Presentations for; Position Management, Benefits Administration and Time
& Labor processes not currently implemented at TGH
 Completed Deliverables Presentation to TGH Management Team November 2019.

Lamb Weston - LW
Aug 2019 – Sep 2019

Responsibilities:

 As the Workday Release 33 Testing Consultant, provided direction and defined Payroll business
processes and documentation for Workday Release 33. Presented to the Payroll Team Members,
WD 33 Release items applicable to Lamb Weston.
 Review functional specifications checklist and tasks with LW End-Users. Provide support with
executing end-to-end Payroll test scripts. Verified and documented test results for testing
scenarios to be moved to another Tenant for retesting. Update the Test Plan and SharePoint
site provide testing status. Supported Business Owner’s communication regarding changes for
deployment.

Texas Christian University – (TCU):

May 2019 – July 2019

Responsibilities:

 Joined the TCU PeopleSoft 9.2, HCM Optimization Project to provide strategic guidance to assist
with best practice core business process improvements. Provide a Multi-Phase effort to review
Customization New/Unused Feature Identification Process Current State Review and
Identification of Disconnects.
 A deep dive evaluation of disconnects and associated customizations, focus on identified
PeopleSoft “Key Areas” Talent, On-Boarding, HCM, Ben-Admin, Time & Labor, Payroll and
General Ledger interface and reporting.
 Exploration of new functionality that can be leveraged to improve current state business process.
Review areas of improvement for PUM/Continuous Delivery.
 Final Deliverable to include go-forward recommendations including Cost-Benefit analysis and
estimated phase 2 scope efforts.
 Plan and Mobilize, Current State, Review and Disconnect Analysis, Facilitate Demos and
Workshops, Review and Summarize findings for Future State recommendations and
implementation.

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University California, Irvine:

Sep 2018 – May 2019

Responsibilities:

 As the Payroll Functional Analyst at UCI my responsibilities encompassed defining test case
scenarios and delivery of multiple test cycles through UAT for PeopleSoft HCM 9.2.
 Designed detail Test Scripts for multiple business test scenarios for On-Boarding, Hire, Time &
Labor, Payroll Processing, Tax Filing, GL Accounting, and Payroll Vendor In-bound and
Outbound Interfaces, Bi-weekly and Monthly pay groups and Complex Union Agreements for
Facility, Staff, Students, and Medical Hospital resources.
 Prepared and Tested Retro Benefits, Deductions, Retro Pay, direct deposit, FLSA, 1042 NRA’s
Contract Pay, multiple jobs with primary pay group. Analyzed and tested custom and delivered
SQR’s (processes and reports).
 Provide multiple Bi-weekly and Monthly Earnings, Deductions and Taxes Analysis utilizing a
Payroll Comparison Tool. Review and analyzed Payroll Earnings configurations, FLSA 1042
NRA’s Contract Pay calculations for Payroll calculated
 Prepared and delivered PAY011 Payroll Error Messages analysis for test cycle results to update
employee errors before the next Payroll Calc.
 Validate payroll processing pay groups results for each test cycle and run compare reports
documenting and reporting discrepancies. Reviewed and tested 2018 9.2 Tax Update and record
and inform UCI Management Team of discrepancies, ready for re-test where necessary.
Coordinated and delivered UCI User Testing sessions, and prepared Training Manuals for Go-
Live cut-over.

Schnuck’s Markets, Inc.:

Feb 2017 – Aug 2018

Responsibilities:

Joined Schnuck’s Markets as the HCM/Payroll Lead Consultant to assist and define Change
Management, Strategic Vision Leadership through contract negotiations to replace HCM legacy systems.
Key Team Member on the Workday HCM, Compensation, Absence, Time Reporting, Recruiting and
Payroll configuration, implementation and conversion team for Corporate and 101 grocery stores located
in multiple Midwest states. Articulate project design and reviews with teams, providing professional
rapport with multi-functional internal and external groups to clarify and resolve outstanding issues.
Defined Schnuck’s Current State Business Processes: (This Task helped to define business requirements
for Vendor Selection) Preparation for Project Roll-out and Fit/Gap Analysis

Workday Project Related:

 Defined with Payroll Team Pay Components for Earnings, FLSA Rules and Deductions
 Defined and Assisted with SCHWAPS Business Processes Requirements
 Defined and Assisted with Union Business Processes Requirements
 Defined and Assisted with Wage Progression Requirements
 Prepared and delivered Payroll Test Scripts for Multiple Testing Phases
 Lead Testing and Documented Testing Results
 Lead and documented Data Validation for All Test Phases
 Defined Manual Data In-put into Workday Tenants for: Tax Elections & Withholding Orders
 Designed Tested and Delivered multiple EIB's for Data Loads for Garnishments, Earnings,
Deductions, Taxes and Direct Deposit Elections for multiple pay components
 Performed Payroll Calculations, Complete and Settlement Processes through Go-Live
 Delivered Vendor Integration requirements utilizing EIB, and Cloud Connectors
 Designed and Delivered Schnuck’s Payroll End-to-End Payroll Processing Procedures
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 Designed Mutilate Payroll (How-To-Do) Processing Step by Step Procedures

 Designed Training Manuals and Delivered Training to (6) Schnuck’s Payroll Teammates

Workday Go-Live: Project go-live July Q2- 2018

 Payroll Production Support Workday 30 Tennant

 EIB Loads to Production Tennant
 Payroll Validation and Audit Reports
 Payroll Calculation Processing, Payroll Complete and Settlement Processing
 Documentation for On-Demand and Off-Cycle Checks processing
 Continue Assistance with Payroll Team - Workday Understanding and Training where required

Fort Bend ISD, TX

Sep 2016 – Nov 2016

Joined FBISD perform assessments for PeopleSoft HCM, Ben Admin, Absence Management, Time &
Labor, N/A Payroll and Contract Pay broken business processes areas due to Client customizations.
Evaluated current business processes and delivered recommendations to improve On-boarding to Exit
processes. Complex Leaves and Absences processes being updated manually due to Contracts starting
late or ending early due to transfer of positions or exiting early; Earned Not Paid (ERN) Paid Not Earned
(PNE).

Decision made by FBISD to move off paying 7,500 Teachers and Administrative employees Contract Pay
Type (C) to the PS Delivered Hourly (NAHRLY) Freq. (H) and Salaried (NAANNL) (A) Freq. employee
pay types.

Responsibilities:

 Defined and updated in Test Instance; HCM Tables: Installation, Action Reasons, Salary Grades,
Job Codes and EE’s Job Data pages referencing Contract Pay. Added new effective dated row
for new budgeted contract year.
 Delivered and documented parallel testing Absences, Time & Labor and Payroll processes,
ensuring that the Gross to Net Pay for all FBISD Pay Groups matched using PeopleSoft delivered
functionality. Performed; (end-to-end) testing through Payroll Calc. and Payroll Confirmation.
Validate FBISD current payroll to Test System Payroll earnings, deductions, tax balances.
Successful processing procedures documented available for implementation.
 Defined, tested and delivered, Functional Business Process Improvement Specification to pay
annual Stipends currently being paid using PS Additional Pays. Process Re-Engineered
procedures, add Rate Codes for standard semimonthly Stipends to be placed on the Job Data
Compensation page.

Other Recommendations:

 Records Department to utilize PeopleSoft Manager Self Service and Employee Self Services for
Name and Address Changes, and ELM to manage requests for attending a college and achieving
a Degree, this information is currently being sent in by the employee’s to the Records Dept., who
perform manual data entry input PeopleSoft to maintain the requests and accomplishments.
 To the HCM Departments to re-design of HCM FBISD Personal Action Form (PAF), manual data
entry that should interface to PeopleSoft HCM Job Data does not always update accurately.
Recommended edits to the PAF to alert where there are inaccurate information on interface to
PeopleSoft Job Data.

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AC Transit, CA
Jan 2016 – Aug 2016

Responsibilities:

Phase I:

 Joined the AC Transit to provide support as the HCM PeopleSoft Payroll Lead Analyst, while the
Payroll Manger on leave of absence. Maintain all payroll processing responsibilities. PeopleSoft
T&L, checks and advice processing through General Ledger posting.
 Performed 2015 W-2 and assisted 1099 processing and documented procedures. Prepared and
delivered AC Transit Payroll Processing user desk procedure manuals to include, Balance
Adjustments year-end corrections and payroll analysis. Developed Training Manuals and deliver
Training for PeopleSoft Human Resource, Payroll, Benefit Administration and Time & Labor
components to six ACT Payroll Associates.
 Prepared and delivered ACT Upgrade v9.0 to v9.2 Test Scripts and Project Plan, for Human
Resources, Payroll, Benefits Admin and Time & Labor for up-coming upgrade. Provided Tax
Update Test Plans and trained End-Users on testing new tax FLSA calculations and tax
requirements.

Phase II

 Prepare and deliver AC Transit Human Resources user desk procedure manuals to include, the
hire, and all personnel job transaction procedures through termination, LOA and retirement
actions.
 Defined and outlined ACT Temporary Assignments current broken business process. Prepared
business case for Multiple Job delivered functionality to improve business processes and
regulatory reporting compliance.

Phase III

 Prepare and deliver AC Transit Benefit Administration department user desk procedure manuals
to include; Open Enrollment business processes, Manual Events Processing and Pension
Employee procedures.
 Define business process improvements, to seamlessly enhance terminated employees benefits
processes for final check and benefit reporting requirements.

United Airlines, TX
May 2014 – Dec 2015

Responsibilities:

Phase I:

 Joined the United Payroll Consolidation project as the HCM PeopleSoft Payroll Lead for multiple
business areas that included; Systems Integrations lead, System Testing lead and Year End
Project lead. Validation of a heavily customized system for inbound/outbound interfaces ensuring
that 42,000 Continental employees were incorporated into file received and files submitted to
multiple vendors. Responsibilities also included maintenance and update of configuration for
earnings, deductions and taxes tables to ensure integrity of data being consolidated with United
49,000 employees into PeopleSoft v9.0 HCM/Payroll system.
 Prepared, reviewed, delivered and sign-off on system test scripts for SIT, UAT and Parallel
testing phases for go-live and cut-over. Organized and reviewed testing cycles and output for

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multiple test phases.

Phase II:

 As the year end Project Lead, developed and maintained the 2014 Year End project plan.
Analyzed and performed testing for Tax Updates 14-A, 14-B, 14-C and 14D validate and test tax
changes where applicable. Defined and setup year end tables, run business processing for
GEAC and PS systems. Successfully produced timely and accurate 49,000 U.S. 2014 Form W-
2’s, Canadian T4’s and 10,000 International employee earnings statements and processed year
end reporting files. Documented and delivered defined year end processing documentation to
United.

Phase III:

 As Functional HCM/Payroll Tester for UAT and Parallel test phases for United PeopleSoft v.9.0 to
v.9.2 upgrade. Define custom business process areas being re-engineered with PS v.9.2
upgrade. Prepare SIT, UAT and Parallel test scripts for HCM, NA Payroll, Absence Management,
Payroll-to-GL and Tax Reporting test phases. Roll-out, organize and perform UAT and PAR
testing script cycles. A successful PeopleSoft v9.0 to v9.2 cut-over Nov 2015.

Transition Phase:

 For United year-end Project Lead, developed and maintained the 2015 Year End project plan.
Oversee and train company Analyst on all Year End Tasks to include, analyze and performed
testing for Tax Updates 15-A, 15-B, 15-C, 15-d and 15-E validate and test tax changes where
applicable. Defined and setup year end tables, run business processing for PeopleSoft v9.2
system. Assisted in producing timely and accurate 89,000 U.S. Form W-2’s, Canadian TA Forms
and 8,000 International employee earnings statements and processed year end reporting files.
Update, deliver, and defined year end processing documentation to United End Users.

Adecco, NY
May 2014 – May 2014

Responsibilities:

 Provide an extensive assessment of current state business processes and practices for Adecco,
currently operating on two separate PeopleSoft platforms 8.5 and 9.0 at multiple locations in
Melville, NY and Jacksonville, FL. Defined processes inefficiencies and defined opportunities, to
improve current business processes are summarized below.

Recruiting Modules:
Integration:
Recruitment Sources:
Relationship Management:
Reporting Requirements:
Screening:
Self-Services:
Screening, Recruiting, Data Transfer to HR, Job Posting, and Offers
Resume, EMAIL, Vendor, Assignments, Data Mapping
Auto Screens, Recruitment Contacts, Employee Eligibility Rules
Contact Method Type
PeopleSoft 8.9 and 9.0 multi-systems operations reporting needs
Levels, Interview Evaluation, Interview rating
System Workflow Rules, Workflow Configuration, Work Transactions

St. Petersburgh College, FL

Apr 2014 – May 2014

Responsibilities:

 As the HCM/Payroll Analyst, I was responsible for defining the transfer of Bi-weekly Employees to
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a Semimonthly pay frequency for the Administrative and Professional Staff (A&P). I setup a
custom Pay Frequency Table for fiscal year 2015, for twenty-five Semimonthly pay frequencies.
Setup 2014 and 2015 FY and CY Balance ID Tables, Payroll Calendar Tables the Pay Run ID
Tables.
 Coordinated with the Tech Team to design a Sequel statement used to insert the effective dated
rows for the A&P staff on their Job Data Payroll Page. In addition, define a Sequel statement to
stop the Medical and Dental insurances for the first FY 2015.
 Defined processes and tested future dated payrolls for July 01, 15, 31 to through check
processing reviewed by the Project Team members. Testing scenarios output was successful.
Provided testing documentation and project deliverable test plan for the fiscal year roll plan to the
College Project Manager.

Blue Cross Blue Shield, TN

Jan 2014 – Apr 2014

Responsibilities:

 Provide an assessment of PeopleSoft v. 9.1 with v 9.2 to streamline business processes within
the PeopleSoft application which could include the elimination of Bolt-on Processes and
Customizations currently in place. PS Product areas of consideration is critical in nature and,
accordingly, to report and focuses on areas for improvement includes HCM, Base Benefits,
Benefits Administration, Payroll for NA, Absence Management, Time and Labor, Security,
eBenefits, eCompensation Manager Desktop, eDevelopment, ePay, ePerformance, eProfile and
eProfile Manager desktop.
 Assessment requirements outline following:
 Better company-wide communication for on-boarding of employees, specifically Teleworkers.
Improve the Position “Reports To” process as it relates to ePerformance.
 Use of reminders prior to due dates for managers and better navigation.
 Develop a streamlined business process for Telecommuters that can be adopted by all necessary
departments within the organization. Review ESS and MSS Self Services setup and maintenance
requirements.
 Improve the Personnel Action Forms process by either improving upon what they currently have
or to create a total Bolt-On process that will encompass all forms needed within the PeopleSoft
HCM module utilizing the PeopleSoft architecture that is provided with Manager Self Service and
the AWE workflow process. There are inherent cost savings in allowing managers to initiate
transactions that will automatically update the PeopleSoft database.
 Analyze the usage of Talent Acquisition Management, Succession Planning, ELM and Candidate
Gateway in order to alleviate storing data within two separate applications.

University California
May 2013 – Dec 2013

Responsibilities:

 Joined UOC team PeopleSoft HCM v. 9.1 changed requirements to v. 9.2 as the Payroll
Functional Lead Analyst, with over 285k employees to be converted.
 Gathered requirements created design specifications for custom interface and applications for
custom time and attendance, parking and union dues.
 Tested and process, Retro Benefits and Deductions, Retro Pay, direct deposit, FLSA, 1042
NRA’s Contract Pay, multiple jobs with primary pay group.
 Analysed and tested custom and delivered SQR’s (processes and reports). Defined
specifications to retrofit v. 9.1 to 9.2 delivered processes, functional design specifications,
configurations, and documentation for offshore developers design.
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 Reviewed and tested PeopleSoft v. 9.1 and 9.2 Tax Updates, A, B, C and D updates.
 Designed functional test scripts, and lead UAT and SIT testing requirements.
 Payroll Leader and expert supporting the Conversion Team define and retrofit payroll objects on
data issues.
 Participated in fit gap sessions for Human Resource, Payroll, & Self-Service.
 Provide guidance for design considerations for extending HCM Commitment Accounting to
accommodate multiple expense and liability account mapping templates and details.

MedStar
Mar 2012 - May 2013

Responsibilities:

 Joined the MedStar team PeopleSoft HCM v. 9.1, Phase I as the HCM-Payroll Functional Lead
Analyst. Planned and delivered, client Business Processes, Industry Prints, conducted
workshops for Fit/Gap analysis and Business Processes Design and Re-Engineering
recommendations.
 Defined current state analysis for system configuration, and defined functional specifications for
critical business processes not supported by PeopleSoft 9.1, for DC Assessment Tax. System
Build for all content items, group build, templates for client approved configuration and design.
Maintained and updated configuration documentation.
 Develop system enhancement specifications to include, custom pay and deductions calculations,
unit test modifications and standard deliverables. Reviewed, tested and documented Oracles Tax
Updates.
 Conversion mapping from legacy system to PS, designed custom Excel to CI Loads, Inbound and
Outbound Interface mapping, design and testing.
 Delivered detailed Test Plans and test scenarios for, Unit Testing, System Integration, Parallel
Testing and User Acceptance Testing to include System Load, Test Script development, test
execution oversight and tracking test resolution and defects.
 Coordinate with the Finance Team, PeopleSoft App Messaging requirements, to process Payroll
to GL Interface and Account Payable liabilities payments. Define Payroll to GL Account Codes
Mapping and Account Groupings for Earnings, Deductions and Taxes to process GL PAYGL01
Payroll interface.
 Designed detail step-by-step Payroll Training Manuals to include system configuration, Payroll
Processing and Tax Reporting. Delivered PeopleSoft Training provided step-by-step Workshops
to all MedStar Payroll End-Users. Transition functional knowledge to MedStar Payroll Team

Ascension Health
Sep 2011 - Mar 2012

Responsibilities:

 Joined Ascension Health - Phase II implementation as the PeopleSoft 9.1 HCM Functional
Payroll Lead. Major responsibilities included; System Design, Configuration, Product, System
Integration and testing, UAT and Parallel Testing. Define Kronos pay rules in PS to be processed
in all testing phases. Performed testing for Kronos to PS Interfaces, also tested Custom inbound
interfaces into PS Paysheets. In addition tested; ACH, Positive Pay, General Ledger, and
Accounts Payable outbound interfaces.
 Established test scenarios for 2012 Benefit open enrolment working closely with the Benefits and
HR Teams. Established test scenarios for HR TALK outbound interface, Benefits Open
Enrollment test and re-test processes to ensure 2012 Benefits deductions are withheld.

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 Assisted Production Support Team, analyze, re-test and resolve issues and closed Production
System cases. Analysed converted employee’s tax issues to ensure accurate W-2 Reporting for
2011 conversion.

Ingersoll-Rand
May 2011 - Sep 2011

Responsibilities:

 Joined Ingersoll-Rand as the Peoplesoft HCM Functional Lead to provide Phase III Functional
support for their global manufacturing entity implementing, Peoplesoft 9.0 HCM to deploy multiple
foreign countries hourly and salaried employees. Gathered, and defined country specific
requirements, for Mexico and Chili. Provide Functional and technical design specification
documentations for China and Mexico.
 Configured eight Company standard elements for; Set ID, Business Units, Departments,
Locations, Establishment ID’s GL Pay Types, Salary Plans and Salary Grades for conversion
utilizing Component Interface. Develop queries in PS Query for the validation of employee
conversion records.
 Provide Payroll data mapping for Mexico and Chili employees paid on Peoplesoft Global Payroll.
Test development, system integration and prepared and provided test scripts for all testing
phases SIT, UAT and parallel testing.

(TNC) The Nature Conservancy

Jan 2011 - May 2011

Responsibilities:

 Joined TNC as the Lead Payroll and ePay upgrade consultant for Peoplesoft v8.9 to v9.1 to
deliver existing and review customized Functionality for HCM modules that includes; multiple
global countries paid in North American Payroll component.
 Prepared and presented fit/gap sessions that provided the client with the new updates for
Release 9.0 and 9.1 upgrade Functionality
 Assist End Users with new upgrade configuration of security setup and unit testing. Designed and
delivered technical and Functional test scripts for all test cycles that includes; Unit Testing,
System Testing, UAT and Parallel Testing cycles.
 Designed and delivered a detail parallel test plan to accommodate all Functional and technical
activities through upgrade cut-over plans.
 Define, assist and troubleshoot Functional users issues identified during system and unit testing
during technical object moves. Provide end-user training for new Functionality from v8.9 to v9.1.

West Corporation
May 2010 - Dec 2010

Responsibilities:

 Joined West Corp as the Functional/Tech Lead to Lead and trouble-shoot the Oracle- Peoplesoft
8.3 Core Upgrade to vs. 9.1, and TAM, T&L and NA Payroll components Project implementation
for Oracle–Peoplesoft 9.1. Design and managed the Project Plan for, HCM Core Upgrade from
vs. 8.3 – 9.1 and new installations for Peoplesoft North American Payroll that included 17
International countries being paid in USD with TAM and Time & Labor with West and Oracle PM.
Managed and maintained PS Payroll configuration tables, analyzed Fit\Gap Design requirements.
Review approved (FDD) Functional Designed Documents for West custom gap processes.

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 Re-engineered, designed and delivered recommendations for the best business practices to
Senior Management for approval for the following business area requirements:
 In-source Garnishment Processing, also Checks and Advice printing. Design West custom HCM
9.1 training manuals and delivered training to Payroll and T&L End Users. Training included, Core
HCM, Ben Admin, TAM T&L and N/A Payroll table maintenance, Payroll Processing, Reporting,
Tax Reporting and Year End Processing. Worked closely with ADP and West Tech Team to
coordinate and obtain ADP Payroll records required to prepare and analyze for data conversion
into Peoplesoft table structure.

Rimini Street, Inc.

Apr 2009 - May 2010

Responsibilities:

 Joined Rimini Street a; Senior Peoplesoft QA Engineer. Responsibilities encompass,

requirements tracking, documentation, Functional and technical analysis and design, QA test
plans for support of HCM product and legislative changes for over 150 clients base. Extensive
knowledge of multiple HCM and HRMS modules across PS releases (7.0 – 9.0), which include
proficiency with PeopleTools, PeopleCode, SQR, Application Engine and COBOL.
 Functional experience with North American, Canadian and Global Payroll business process
design and Payroll processing. A key Team Member with the implementation of regulatory and
tax updates affecting North American and Global Payroll.
 Analyze and resolve complex rules and elements in highly customized environments. Develop
Functional and technical documentation for all Rimini Street client deliverables.

Robert Half International (RHI)

Oct 2008 - Dec 2008

Responsibilities:

 As a Business Analysis, was assigned multiple tasks that include production support, yearend tax
updates, Benefits open enrolment plan and report changes, adding and testing new earnings
codes.
 Lead Analyst for verification of employment project to include employment and pay history
interfaces into TALX system.
 Review and made recommendations to modify multiple queries for job code change updates.
Updated, tested and migrate to production Peoplesoft NID tables for additional global countries
being added to the company.
 Was also assigned to the PS 8.0 - 9.0 Upgrade Team, retrofit old 8.9 custom changes into PS 9.0
delivered processes.
 Tested upgrades and delivered new process training documents, and trained end users on new
Functionality.

Accenture
Dec 2007 - Apr 2008

Responsibilities:

 At Accenture, was assigned to the Unilever multi-divisional company back office operations to
develop Peoplesoft Payroll training documentation and training activities for each process.
Delivered training to 50 End Users that transitioned Payroll processing activities from New Jersey
to San Antonio, TX.
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 Develop detail job aide procedures for balancing and approving Payroll processing for multiple
Global and North American companies.
 Designed queries, spreadsheets and checklists to enhance processes and balancing procedures.
Other responsibilities include assisted teams with parallel and mock Payrolls testing through go-
live.

Transocean
Feb 2007 - Nov 2007

Responsibilities:

 At Transocean, was assigned to deliver an enhanced compensation plan to include current Job
Codes alignment and implement Salary Grade and Steps incorporated with Rate Codes for
multiple payment type for offshore rig jobs using Peoplesoft 8.8. Streamline job codes for
Expatriate and Roving Commuters into salary grades and steps. Review, analysed and made
recommendations for the use of PS Variable Compensation component for complex
compensation plans that would enhance current business processes.
 Performed intensive data analysis, prepared detail designs documentation, tested and validated
setup for multiple countries moving to step processing. Worked with the Technical team and
delivered a systematic conversion for each country where job codes are streamlined for all
countries. Setup user acceptance testing and documented step-by-step user training
documentation for employee job code, salary grade and step changes.

Network Support Services (NSS)

Oct 2006 - Dec 2006

Responsibilities:

 At NSS Ms. Wright assignment to setup, test and produce 2006 W-2 and 1099 tax documents
and tax filings for 25,000 employees for multiple tax entities, states and localities on Peoplesoft
8.9.
 Ms. Wright setup tax filing parameters, ran year end processes, tested applied tax updates and
produced W2’s, 1099 forms and year end reports for multiple corporations.

University Texas Medical Branch

Apr 2006 - Sep 2006

Responsibilities:

 Joined UTMB as a HCM Functional expert to develop Peoplesoft 8.9 standard operating
procedures, (SOP) and documentation for PS delivered processes and UTMB custom processes.
Her involvement with Payroll end users included: Training Payroll, Accounts Payable and General
Ledger UTMB team members, User Acceptance Testing (UAT) and Parallel Testing through the
go live schedule.
 Developed documentation for business processes used to record in ‘On-Demand’ software and
HCM UPK that integrates step by step processes requirements with navigational details. Used
On-Demand documents to develop SOP for UAT and Parallel Testing deliverables for end-user
training and testing, and gained sign-off from each business area. Coordinated and conducted
client meetings to ensure that all requirements were met and functioning accurately within
Peoplesoft. Designed and tested step-by-step PS procedures for Payroll processing, tax
processing, and year-end processes for W-2 production.

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 Validation of all Payroll and Tax related configuration tables. Designed test schedules for testing
activities. Developed test plans for Unit, System, Integration/End-to-End and Parallel Testing
Phases. Developed Test Scenarios, Test Scripts and coordinated the testing activities with the
HR, Benefits and Payroll Admin areas. Was a primary liaison between the Technical staff and
Functional Users, Lead and trouble-shoot activities for incoming and outgoing interfaces, and also
custom reports. Worked closely with the technical team and created an accurate and easy to load
interface from the Kronos Time and Attendance system into Peoplesoft.
 Designed custom queries used for testing validation results, developed spreadsheets and
documented issues used for comparison purposes during the parallel testing phase.
 Worked closely with the Training team, to ensure that all Payroll Processing areas were
documented accurately, this allowed for a smooth transition Production Phase.

Palm Beach School District

Apr 2005 - Apr 2006

Responsibilities:

 Ms. Wright joined PBSD as the Lead Payroll consultant encompassed configuration and
conversion of a highly customized GEAC legacy Payroll system to Peoplesoft 8.9.HCM Payroll.
Using end-users 55 current processes developed PS processes and delivered documentation for
each client Payroll business process. Designed system test scripts for unit, system, and parallel
testing processes. Assisted with the design and testing for multiple customizations that could not
fit using the vanilla delivered product.
 Develop conversion mapping documents used for loading PS tables. Verified data loads on mock
and conversion data from GEAC to PS Payroll. Established security matrix for Payroll users,
developed training manuals and conducted end-user Payroll training. Established and maintained
the Payroll parallel test plan, and performed parallel testing for 25,000 active retired and
terminated employee records.
 Created a deliverable step by step PS Payroll processing that includes, PS Contract Pay, PS
Garnishment processing, PS Payroll processing through Payroll Confirmation, PS Time & Labor
load, PS Financial General Ledger feed, and PS Accounts Payable load.

Abilene School District

Jan 2005 - Apr 2005

Responsibilities:

 Joined the Abilene School District as the Benefits Administration consultant through go live on
Peoplesoft 8.8. She identified and established Benefit Program tables and multiple Benefit Plans
for medical, dental, life, supplemental, disability, 403B, 457, vacation and sick, sick leave bank
and flat rates. Set-up and used Component Interface to load multiple Benefit plan tables.
 Performed Snapshot and cleaned up the Benefit errors. Designed test scripts for unit, system and
parallel testing. Developed training manuals, and conducted Benefit end-user training sessions.

City McAllen
Nov 2004 - Dec 2004

Responsibilities:

 Preformed successful implementation and fit/gaps for the following Peoplesoft 8.8 components;
Recruitment, eRecruit, Manage Desktop, Health & Safety and Training .Set up supporting HR

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tables used in the Recruitment and eRecruit processing, Job Function, Job Families,
Competencies, Job Profile, Accomplishments, Memberships, Schools and Test Tables.
 Set up Products Related Recruiting pages for Offers, Q&A, Status, Recruitment, Posting,
Resume and Interview Templates. Designed Job Requisitions, Job Postings, Pages used by the
Manager Desktop Services for Screening, Routing, Interviewing and making Job Offers to
Applicants.
 Demonstrated and tested how Applicants apply for Job openings using the Applicant Home
Pages. Delivered documentation and procedures guides for components implemented above and
conducted End-User Training.

Mantech International
Apr 2004 - Jun 2004

Responsibilities:

 Assigned to the Mantech Team as the Payroll Project Manager, post go live of PS 8.8 upgrade.
Assisted Payroll users with new procedures and documentation for PS Components processing
issues which include; Time & Labor, Retro-Processing, Payroll Tax Updates and testing,
Garnishments, ePay requirements and finalized 2003 W2 tax filing.
 Worked with the G/L, AP and Payroll departments to update the garnishment specification table
with the vendor and G/L liability account numbers troubleshoot bi-weekly Payroll processing
issues, and review earnings, deductions and tax table setups. Developed processing procedures,
tested and documented the transition 1,500 employees to a bi-weekly Payroll process.
Maintained and updated the issues log.

Markel Corporation
Feb 2004 - Mar 2004

Responsibilities:

 Markel company aggressive project schedule involved preparing and delivering fit/gaps to
multiple US business location and one international location using web-ex. Peoplesoft 8.8
components developed and used for fit/gap sessions include, GBL Human Resources, Employee
Self Services, eBenefits, ePay, Global Payroll, N/A Payroll, Base Benefits, Time & Labor, UK
Absence Tracking, Salary Planning, Position Management, Performance Management,
Assignments and Transfers for US expatriates and UK inpatriate.
 Prepared HR Configurations documents used for the company data loading. Completed Business
Process Definition design documents and specifications for a vanilla system setup, and gained
client signoff for foundation, and other Setup HRMS Products related tables for multiple
Peoplesoft Components.

Global Santa Fe
May 2003 - Dec 2003

Responsibilities:

 Ms. Wright joined the Global Santa Fe Team, as the Global HR and Payroll Project Manager.
Conversion of the four major areas highlighted below: The Global conversions from HRS and
CINTRA Payroll legacy, United Kingdom HR systems, to Peoplesoft 8.3 Global and the Benefits
and Safety & Training legacy UK systems.

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 Maintained the HR/Payroll project plans, issues and status reports. Responsibilities also included
the planning and implementing of GSF new 2004 Benefits Programs for U.S. three-tire earnings
contribution structure for medical and dental plans.
 Setup new Benefit Programs for foreign and domestic Benefit plans, flat rates, calculation rules
and new deduction codes.
 Processed Payroll Calc’s, to test and ensure that the new Benefit deductions were being withheld
correctly before moving the new Benefit programs and plans into GSF production system.

Global Assignments:

 PS Global HR Performed, multiple iteration of data cleansing of the HRS system for on-shore and
off-shore personnel to ensure data integrity up-loads into PS. Performed Unit Testing of PS
Global HR 8.3 system to ensure performance and core Functionality. Performed data table loads,
wrote test scripts, and user training procedures that accounted for the successful conversion of all
UK employees.
 PS Base Benefits: Established a GBR Benefit Program Table for three UK Medical plans, set up
the flat rates codes. Set up six Life Insurance plans, one Disability plan. Performed Benefit data
loads activities, wrote test scripts and user procedure guide.
 PS Global Training Developed fit/gap analysis to replace HRS Safety Training package within the
PS Global Training module. Set up the Training Program Table, Course Table, Course Session,
Training Schools, Vendor Table and the Course Session Cost Table. Design a technical script for
a custom Hotel Page, which was tested to ensure proper Functionality with the Training pages.
Developed training scripts and training procedures guide. Conducted training for Safety &
Training end users in the UK and US.
 PS Global Payroll United Kingdom GBR Country extensions, developed test scripts and
performed the parallel testing processes. Analyze deduction, earnings and tax elements of pay in
PS Global Payroll with the UK CINTRA legacy system payments.

Northrop Grumman IT
May 2002 - Dec 2002

Responsibilities:

 Ms. Wright joined the NGIT team as the Peoplesoft 8.0 Global Assignment and Transfer Analyst
for the Military Personal and Pay Management Enterprise system for the DIMHRS 3.8 million
active Military members and 1.5 million Reserves. Ms. Wright prepared fit gap documents for,
Tracking Global Assignments for Temporary Duty Deployment and Transfer Assignment for
Permanent Duty. The associated tables include, Develop Workforce, Manage Competencies,
Manage Positions, Manage Self Service, Contracts, Security Clearance and Compensate
Employees. She provided recommendations to avoid custom changes that would affect
processing performance, identified gaps and customization requirements. Assisted in writing the
DIMHRS Personnel Pay system proposal that was consequently was awarded to the NGIT Team.
 Participated on the HR Connect, Internal Revenue Service project where she assisted end users
with the documentation and training of Peoplesoft 7.5 table maintenance, and maintained the
project plan.

Lowes
Feb 2002 - May 2002

Responsibilities:

 Ms. Wright responsibilities encompass the documentation of Lowes current business process on
MSA GEAC system and Peoplesoft 7.0 Human Resources. The upgrade project of Peoplesoft 7.0

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 Venice V. Wright

to 8.3 includes the implementation Peoplesoft 8.3 Payroll, Benefits Administration, Time and
Labor and eProfile and eCompensation for over 1000 locations with 120,000 employees in forty-
two states.
 Activities include fit gap sessions, prepared fit gap document for Payroll pages/tables to include,
Payroll processing, garnishments, salary plans, leave plans, leave accruals, Benefits plans, off-
cycles and adjustment processing, eApplication suite including ePay. Provide recommendations,
to avoid custom changes influencing processing performances. Updated the issues log with
sessions gaps identified and customization requested.
 Identified interfaces for Lowes multiple sales pay and commission pay and Time and Labor
systems into MSA. Identified data output requirements for the; general ledger, banking
institutions, federal, state, local governments, Benefit providers and other regulatory institutions.

Key Span Corporation

May 2001 - Nov 2001

Responsibilities:

 In this role Ms. Wright was responsible for Peoplesoft 7.0 to 7. 5 Consolidation for 7 Boston Gas
companies to KeySpan, New York on Peoplesoft 7.5. Gathered business requirements and
conducted fit gap analysis between NY and NE databases. Tasks also included, analysis of
earnings, deduction, and Benefit plans collisions reporting. Established new Benefit plans,
deductions and earnings categories and consolidated deductions and earnings where applicable.
Developed parallel test plans and documented test results. Review hours and amounts from
internal interface for the SmarTime time and attendance software for Boston’s 12 unions and non-
union employees. Converted; New York employees that resided on Peoplesoft 7.0 to 7.5
systems. Trained new team members on Peoplesoft that joined and assisted with the parallel
testing during Phase 2 testing.
 Designed PS queries, which identified pay groups to be converted from monthly and weekly pay
frequencies to Bi-weekly. Apprised management of the total cost that would be associated with
employee assistance, pay advance policy transition, etc.

Boeing
Oct 2000 - May 2001

Responsibilities:

 Ms. Wright joined Boeing as the Human Resources and Payroll Functional Project Team Leader.
Responsible for the conversion of 200,000 union and 85,000 non-union employees,
responsibilities also included training Boeing end-users on Peoplesoft Functionality, assisted with
Unit, Functional and parallel testing and the conversion. Assisted users with developing test
scripts for new and existing Functionality that would be applied in Peoplesoft 7.5, coordinated the
parallel testing phase, and provided management with test case analysis. Ms. Wright developed
queries to obtain data to be tested and provided processing results.
 Assigned to the Peoplesoft expatriate Payroll project team, in this role was responsible for testing
Peoplesoft Functionality for the Track Global Assignments panels, converting data to the
Home/Host, Assignment Data, Assignment Compensation, Relocation Payment Processing and
updated Expatriate Tax Calculation Panels.
 Performed Peoplesoft 8.1 fit-gap analysis for Boeing’s existing custom and delivered Functionality
processes for conversion of 285,000 employees.

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 Venice V. Wright

First Union
Dec 1999 - Oct 2000

Responsibilities:

 Ms. Wright’s contract with First Union was extended as Project Manager on special bank projects
relating to, systems upgrade, tax and Benefits reconciliation’s and implementations programs that
also included eCompensation, ePay and eBenefits. She prepared user-training materials and
conducted training for Tax Team members. Ms. Wright was assigned to First Union as the Project
Manager for the year-end project where she successfully fulfilled the processing of 125,000
thousand W2’s on Peoplesoft 8.1. Ms. Wright provided expertise and assistance in areas of
employee records and data that were involved in multiple acquisitions and bank mergers. Ms.
Wright reviewed and tested tax updates and trained end users on the Adjust Balance panels to
ensure accurate W-2 records.
 Ms. Wright also worked on the print program for Peoplesoft Form W2-C module, for high
processing volume for W2-C’s placed successfully into production for end users to update
employees’ that require a Form W2-C.

Niagara County
Aug 1999 - Dec 1999

Responsibilities:

 Ms. Wright was assigned to the Niagara County Public Sector Government project as the Project
Manager for Peoplesoft 7.5 implementation. Ms. Wright developed and maintained the Project
and Testing Plans. Ms. Wright also conducted a comprehensive Fit/Gap Analysis at Niagara, and
developed the requirement definition for the Benefits, Human Resources and Payroll
departments. Ms. Wright designed multiple Benefit Plans in the Base Benefit module for twelve
medical plans, ten deferred compensation plans, four retirement plans, two flexible spending
accounts and vacation and sick buy and sell accruals plans.
 Ms. Wright conducted end user training for the HR, PR and Benefits areas. Ms. Wright
coordinated and conducted the parallel testing processing, and assisted the users to resolve
Payroll-processing errors for the parallel testing phase, and completed the project on the
schedule go live date.

Nike, Inc.
Feb 1999 - May 1999

Responsibilities:

 Ms. Wright was assigned to the Nike European HR-Global team as the Peoplesoft 7.5 Functional
expert. In this role, Ms. Wright was responsible for ongoing country follow-up for the data element
requirements obtained from the following countries; United Kingdom, Belgium, Switzerland,
Austria, Ireland, Netherlands, France, Italy, Spain and Germany.
 Ms. Wright proposed a workable Setid and Business Unit Foundation Tables set-up strategy in
Peoplesoft. Based on country, Setid’s would allow control for how foundation data would be
shared among users of the system of a particular country(s). Based on Business Unit it allowed
the users to view data that applies specifically to userid and Operator ID, by linking Systems
Defaults that are unique or shared values throughout Nike’s organization to Business Units. Ms.
Wright was responsible for maintaining the project task log, issues list, and defining standards to
be used for foundation table’s set-up, table and data loading, and testing data.

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First Union
Nov 1998 - Feb 1999

Responsibilities:

 Ms. Wright was requested at First Union as the Project Manager for the year-end project where
she successfully fulfilled the processing of 82,000 thousand W2’s on Peoplesoft 6.11. Ms. Wright
provided expertise and assistance in areas of employee records and data that were involved in
multiple acquisitions and bank mergers being passed from the acquired banks legacy systems
into Peoplesoft. She reviewed conversion documents to ensure integrity of employee balances
were converted accurately, and made necessary adjustments to the Adjust Balance panels for
401k deductions and loan balances that were missed during data conversion.
 Ms. Wright also developed process maps and procedures for; Arrears processing, Off-cycle
check processing, Reversals, Adjustments and Garnishment processing in Peoplesoft 6.11 that
were not being utilized by First Union’s previous Peoplesoft version 4.0 package.

Whirlpool
Aug 1998 - Nov 1998

Responsibilities:

 Ms. Wright was assigned to Whirlpool, as the Peoplesoft Functional expert. In this role, Ms.
Wright organized and conducted fit analysis for Whirlpool’s current process and future process
maps for Benefits, Human Resources and Payroll, to ensure accurate fit of existing processes.
 She worked with Technical Analysts to perform data mapping, data load and testing of
Whirlpool’s IDMS Systems, Luas & Clark, M&D and Peoplesoft databases and data conversion.
Ms. Wright developed training manuals for Peoplesoft 7.0 and conducted training to the division
end users and super users. She interfaced with users to resolve processing issues.

Perdue Farms, Inc.

May 1998 - Aug 1998

Responsibilities:

 Ms. Wright was the assigned Project Manager for Peoplesoft 7.5 implementation to this poultry-
manufacturing organization. Ms. Wright served as the primary communicator for the Peoplesoft
Functional and Technical Consultants, maintained the consultant’s budget cost, developed and
maintained the Project Plans.
 Ms. Wright also conducted a comprehensive Fit Analysis at Perdue with Peoplesoft to determine
and review existing process flows. From the Fit Analysis Interactive Prototype Designs were
developed with the requirement definitions documented. Ms. Wright developed maintained and
prioritized Perdue’s business issues and reported the status to the Perdue’s Project Team and
Senior Management, to ensure development and execution of the project plans.
 She worked with key users to define and execute business scenarios, and worked with Technical
Analysis and Technical Consultants to perform data mapping of Perdue’s legacy system and
Peoplesoft database structures. In the Post Implementation phase, she developed the Parallel
Test Plan, which ensured the execution of the Parallel Testing and detail verification of data
integrity.

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Booz Allen - Hamilton, Inc.

Feb 1998 - May 1998

Responsibilities:

 Ms. Wright led the Peoplesoft 7.0 Payroll Interactive Design/PrototypingTM sessions for all
Payroll-processing levels for this major international consulting organization located in the United
States, England, Germany and France. Her responsibilities included, developing and executing
detailed tasks, defining and updating Payroll tables. She assisted with the specification for system
modifications, reporting and interfaces.
 Ms. Wright identified requirements for establishing the Peoplesoft Interface module with the
clients Managistic and Pay-Net-Plus Payroll systems. She outlined the critical tables which are
used by the HRMS Interface application and explained how their relationship effect other tables
involved in Peoplesoft Payroll Interface Import and Export process.

First Union
Jul 1997 - Feb 1998

Responsibilities:

 Ms. Wright assignment at First Union Bank as the Year-end Project Manager provided extensive
Payroll and year-end processing expertise to the First Union users in areas of Common Paying
Agents and Common Pay Masters tables’ setup and maintenance. Ms. Wright developed and
maintained the project plan, and kept the project team members focused and on target relating to
the Banks year-end issues and process.
 Ms. Wright previous assignment with First Union was in the Lead Payroll capacity to upgrade the
banks Peoplesoft HRMS version 4.1 to version 6.0. Ms. Wright provided expertise and assistance
with the Project Initiation and Requirements Definition, and led Interactive Design/PrototypingTM
and assisted with the implementation, which includes design, development and testing. During
the IDP sessions, Ms. Wright encouraged the First Union Team to evaluate 500 plus custom
modifications from their current system that could be addressed by the ‘vanilla’ system or through
process re-engineering. In addition, Ms. Wright demonstrated Workflow Business Process Maps
for Payroll processes for new hires and terminated employees. Ms. Wright explained the three
components of Workflow, the rules, the roles and the routing. Ms. Wright established a test
company where special conditions could be processed for Retro-Active Pay, Retro-Active
Benefits, Adjustment Processing, and Variable Compensation Modules, to provide a clear
understanding of Peoplesoft 6.5 Functionality.

Consolidated Stores
Apr 1996 - Jul 1997

Responsibilities:

 Ms. Wright led the Payroll implementation for this major retail organization.
 Her responsibilities included developing and executing detailed tasks, defining and completing all
Payroll system level tables update, assisting with the specification of system modifications,
reporting and interfaces.
 Ms. Wright led Interactive Design/PrototypingTM sessions for Payroll processing levels and
identified requirement specifications for processing enhancements.
 She was tasked with the merging of two companies from three existing Payroll systems, that
process Payroll in 50 states and Puerto Rico.

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 Venice V. Wright

 Ms. Wright also assisted with Consolidated Stores business process reengineering and
improvements, and researched and developed solutions to streamline the Payroll process using
Peoplesoft version 7.0 ‘vanilla’.

Weirton Steel
Jan 1996 - Apr 1996

Responsibilities:

 Ms. Wright served as the Lead Payroll Consultant, responsible for researching and addressing
design requirements with the Weirton Project Team, and documenting alternative solutions using
the SAR system. She conducted the Design Review Sessions for additional pay panels and
system interfaces for contract bonuses, profit sharing, and vacation supplemental. Ms. Wright
also conducted the sessions for 401(k) plans; earnings history and DB2 back-feed for hourly
employees; employee credit tables; off-cycles Payroll processing; paysheets; pay calculation; pay
confirm; SUB pay and multiple job’s for SUB pay; and taxes and year-end processing. In addition,
she prepared and presented an overview of Peoplesoft 6.0 to the Internal Audit Department in
order to familiarize them with the features available in the 6.0 releases and obtain their
acceptance of the systems.
 Many of Weirton’s personnel/compensation events resulted from union negotiated actions and
pay exceptions, which were integrated into the complex Payroll process. Ms. Wright contributed
to the delivered comprehensive requirements document, system prototype, and change
management database. Ms. Wright performed Peoplesoft HRMS V6.0 System Acceptance
Testing. She tested and verified that all Payroll panels delivered were working properly, and
documented field deficiencies on delivered panels stating problems and issues. Ms. Wright
processed and tested an on-cycle and off-cycle Payroll, and processed and ran all related Payroll
reports and registers. In addition, she tested all tax panels and verified employee balances.

Turner Broadcasting System

1995 - 1996

Responsibilities:

 Ms. Wright served as the Payroll Manager responsible for the processing of $19 million bi-weekly,
weekly, international, expatriate and foreign national Payrolls for 10,000 employees.
 Using the Peoplesoft 5.1 software package, she reorganized the Payroll processing to enhance
performance for production of Payroll check distribution.
 Ms. Wright defined processing time schedules to enhance deadlines for turnaround documents
submitted from the human resources and Benefits departments.
 She participated in human resources training programs to educate HR managers on new hire
paperwork, employee change forms, and the termination documents.
 Ms. Wright also developed and organized the year-end timeline and processing schedules. In
addition, she developed the department’s operating procedures and processing policies.

Butler International, Inc.

1993 - 1995

Responsibilities:

 As the Director of Accounting, Ms. Wright was responsible for the production of a $5 million
weekly and bi-weekly Payroll for 10,000 employees using the Geac (formerly Dun & Bradstreet)
HRM/Payroll software package.

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 Venice V. Wright

 She conducted joint application design sessions with employees and branch offices to define
future Workflow processes, and a need analysis for a Lawson Software package implementation
and conversion.
 Ms. Wright assisted with acquiring new hardware requirements for each processing and remote
location. She visited vendor sites and tested systems; and was responsible for identifying
systems modifications, interfaces, configuration parameters and security.
 Ms. Wright also assisted programmers with the data conversion and data mapping to read files
from the existing HR/Payroll system. She was responsible for developing, defining, and testing
the data for all Functional areas.
 In addition, Ms. Wright designed the implementation plan and coordinated user training.

Clark Refining and Marketing

1989 - 1993

Responsibilities:

 Ms. Wright served as the HR/Payroll Manager, and was the project team leader in the design and
installation of the Dun & Bradstreet HRM/Payroll System. She installed software updates aligned
with company programs.
 Ms. Wright implemented training and coaching techniques, which improved Payroll-processing
efficiencies through W-2 processing.
 Ms. Wright also served as the project manager for the implementation of ADP’s HR/Payroll CSS
System.
 She assisted with the data mapping and conversion and identified customization and system
maintenance specifications.
 Ms. Wright provided information to the programmers to assist with the completion of the technical
design phase.
 She also developed the Parallel Test plan and complete conversion plan.
 Ms. Wright was responsible for developing a statement of work and a multi-phase project plan,
tracking project costs, managing change control, and project scope.
 During this time, she also defined key HR/Payroll data structures; analyzed current business
processes, interface and reporting requirements.

TRAINING

Version: 4.0, 5.12, 6.12, 7.0, 7.5, 8.0, 8.4, 8.8, 8.9, 9.0, 9.1

 Human Resources
 Benefits Base
 Benefits Administration
 Salary Administration
 Regulatory Reporting
 Planning Compensations
 Payroll
 ePay
 Advance Payroll
 Year End
 HRMS Peoplesoft 8.0 Delta
 HMC Peoplesoft 8.3 & Global Payroll
 HMC Peoplesoft 8.3 Absence Tracking
 Certified PS Functional & Technical Consultant 2002 @ NGIT
 Query/Crystal Power Reporting

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 Venice V. Wright

SPECIALIZED PRODUCT TRAINING

 Ms. Wright has extensive product experience and formal training in applications from ADP,
Ceridian, Geac (formerly Dun & Bradstreet), Lawson and PeopleSoft

PROFESSIONAL AFFILIATIONS

 American Payroll Association

 American Management Association
 National Association of Women Business Owners

EDUCATION

 Lindenwood University - MBA Business Administration

 Lindenwood University - BA - Business Administration 1992
 Brixton College, London - BS - Accountancy 1972

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