Jimmy Quinn

Experience

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  Brown & Root

  Feb 1977 - Dec 1996

  Selected, implemented and administered PeopleSoft HRIS for North American operations replacing 25 year old in-house personnel/payroll system• Led the HR function design, build and implementation of PeopleSoft HRIS system in the U.S.• Provided consultation for design and implementation of PeopleSoft HRIS systems in B&R offices in Europe and the Far East. Conducted user training and management consulting in B&R offices in Singapore and Malaysia. • Managed system enhancements, interfaces and security, designed basic user training course and end user Help escalation process, and assisted super-users with complex reporting requirements.• Led the HR function for reengineering the Employee Life Cycle Project in conjunction with Arthur Andersen consultants.• Specified system security modifications to meet functional needs and comply with Internal Controls• Developed data conversion requirements and creation of custom PeopleSoft module for view of work history for 700,000 past employees. Show less Senior Compensation AnalystPrepared compensation analysis, job descriptions and mentored compensation analysts for the Corporate Compensation function.• Performed salary and availability surveys for skilled construction personnel in the Gulf Coast area.• Prepared job matches and salary surveys for technical and administrative positions for local and national compensation surveys.• Prepared ad hoc HRIS reports from HR system using Nomad 4th generation reporting software for HR and Corporate Operations Management.• LAN administrator for 250 user Novell network.Compensation Consultant / Administrator• Designed and administered highly structured classification and compensation plan for project and engineering employees on a $21 Billion nuclear power plant project.• Managed the benefits and employee records departments for the project.• Administered corporate and client mandated seniority system for demobilization of 3500+ employees to preclude protracted litigation.• Administered random-selection drug testing program to achieve 100% annual target volume.Human Resources Manager• Recruited, staffed and managed the HR activities for construction projects on Alaska’s North Slope.• Prepared Petroleum & Chemical project bid proposals for the division Business Development office.Human Resources Supervisor• Recruited, staffed and managed all HR, benefits and training activities for 3400+ employees in a marine offshore fabrication facility and aboard four sea-going heavy crane barges in the Gulf of Mexico. Show less

  • Sr HR Systems Analyst

    Jan 1990 - Dec 1996

  • HR Manager / Compensation Administrator

    Feb 1977 - Jan 1990
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  Halliburton / Kellogg Brown & Root

  Jan 1996 - Aug 2000

  Established the department and developed business segment specific workforce projections enabling a recruiting strategy for the first time for key roles in global business operations.• Conducted analysis of workforce trends and created data models and reports for near and medium term recruiting and development requirements to maintain sufficient source of personnel for key roles in a variety of business operations.• Configured and implemented Webhire resume tracking system for North American recruiters.• Led project for selection, configuration and implementation of Peopleclick web-based Applicant tracking and Recruiting system for Global Staffing and Recruiting.• Created new “look and feel” for company’s Intranet and Internet career pages. Led team in creating an innovative Internet recruiting strategy.• Developed functional requirements for development of a web-based Internal Job Posting system.• Coordinated the implementation of SAP HR system for Corporate Shared Services division and conversion of 1200+ employees.• Produced ad hoc HRIS reports for Global Staffing and Business Unit Directors from SAP, Webhire and other HR systems. Show less Implemented SAP as new global Human Resource Information System• Led the evaluation and selection of SAP HR as new HRIS system for global implementation.• Established functional specifications, processes, security roles and developed the global common design for HR functionality in SAP system configuration as part of a full SAP global implementation.• Prepared conversion mapping for transition of employee data from PeopleSoft HR system to SAP.• Led HR functions testing in rollout of SAP system.• Led the HR User Group for Houston chapter of the American SAP User Group. Consulted with SAP North American HR Manager on Compensation administration functions for future SAP development. Show less

  • Manager Workforce Planning

    Dec 1997 - Aug 2000

  • Business Analyst

    Jan 1996 - Dec 1997
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  The Methodist Hospital System

  Sept 2000 - Jan 2009

  Director HR Technology

  Provided strategic direction and managed development and implementation of information systems and processes for human resources, payroll and benefits across a multiple site academic hospital system.• Implemented Watson-Wyatt’s Reward 3 and Mercer’s e-Prism compensation modeling and analysis programs, CS Stars - an integrated disability reporting/risk management system, Pre-Visor - an employee and applicant skills assessment program, Kenexa/Webhire - a vendor-hosted Applicant Tracking and Recruiting system with interface to GEAC Payroll, and M.C. Strategies Learning Management System to increase HR operations efficiency. • Created and implemented an Intranet HR website with comprehensive HR, Benefits and Payroll information for employees as well as interactive applications for self-service transactions and program/class registrations. • Developed requirements definitions, Request for Proposals, and evaluated vendors for Enterprise Resource Program systems, HRIS, and Applicant Tracking/Recruiting systems• Led task force to reengineer process flow for talent acquisition and recruiting• Designed complex HR metrics reports, based on Saratoga Institute and University HealthSystem Consortium standards, enabling effective HR decision support for the first time. • Created and implemented an end user ad hoc reporting tool for the HR departments and trained 50+% of the HR staff to produce effective employee demographic reports.• Provided ad hoc reports, demographic data and external survey responses for the Human Resources, Hospital Operations, Internal Audit, Nursing Support and Public Relations/Marketing departments.• Implemented an out-sourced solution for background-checking, employment verification and primary source credentialing. Show less

• 

  Powell Industries, Inc (through Burnett Staffing Specialists)

  Jul 2010 - Apr 2011

  Compensation Consultant

  Provide first ever dedicated compensation direction and oversight for an international manufacturer of custom industrial electric switchgear and computer control systems.• Implemented first salary structure and pay grades for non-exempt job titles• Reviewed, edited and standardized all exempt and non-exempt job descriptions; created job description library for Human Resources and Operations Management• Conducted job analysis and market pricing for a broad range of job families and departments• Established new job families and pay ranges for merger of subsidiary software development division• Coordinated annual focal point merit process for salaried personnel• Coordinated and audited annual short term incentive program for savings of ~$200K Show less

• 

  San Jacinto College

  Oct 2012 - now

  Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and institution objectives; coordinates implementation and provides guidance to college employees. Creates reports to support and recommend ideas to aid senior leadership in large reorganizations, executive pay, and maintaining compliance with federal, state and local laws. Manages the assignment of salary grades for new positions and examines salary grades using internal equity and external market data from salary surveys and other sources. Provides advice to college leadership on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs. Servers as point of contact for major compensation projects involving outside vendors. Supervises the participation in, conducts and/or purchases exempt and nonexempt salary surveys to ensure college compensation objectives are achieved. Conducts high level and executive surveys of other colleges in compensation matters. Show less Evaluate new and existing positions by investigating and analyzing position duties and responsibilities to determine appropriate classification and salary levels; conduct desk audits as necessary. Support College leaders in developing job descriptions to accurately describe job content and ensure compliance with applicable laws. Provide examples when needed. Assist in developing and maintaining department policies and procedures by monitoring changes in federal, state, and local laws. Conducting and participate in salary surveys to determine the District's market relationship. Maintain on-line access to job descriptions and other compensation-related information. Maintain position control in Banner and HR systems. Responsible for year-end processing. Responsible for preparation, participation and analysis of salary studies as needed, including leading and/or participating in focus groups and training peer groups on position structure & analysis. Responsible for calculating annual compensation increases for employees as well as calculating new hire salaries. Responsible for running what-if analyses and budget scenarios for compensation changes. Show less

  • Compensation Manager

    Apr 2015 - now

  • Sr Compensation Analyst

    Oct 2012 - Apr 2015