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Michael G. Lofy
21 Years of Business ExperienceMichael Lofy is a Principal with
cm associates, inc. Mr. Lofy has 21 years of business experience encompassing project management, business process re-engineering for HR processes, systems planning, software selection, and system implementation.Mr. Lofy has focused his experience in the areas of Human Resources, Applicant Tracking, Recruitment, and Industrial Health and Safety Processes. He has worked with many HRIS vendor packages including PeopleSoft and ADP CSS HRizon. In addition, Mr. Lofy has participated in twenty PeopleSoft or HRizon implementations and has successfully managed the development of two computerized work measurement systems.
Package Software Integration Manager
Developed a service level agreement for a company being carved out from its parent company to ensure a consistent level of service for their PeopleSoft HRMS during the transition. Also, developed a fit/gap analysis showing the potential modifications required to support a major HR initiative within the company.
Managed the conversion of two recently acquired operating companies into an existing PeopleSoft HRMS system.
Developed the project plan and scope for a systems integration project involving Restrac, Interlynx, Seeker Software, and IMS-based legacy systems for a worldwide package distributor.
Managed the implementation of PeopleSoft HRMS for one operating company of a publishing conglomerate.
Managed the implementation of PeopleSoft HRMS and Financials for a local county government.
Managed the selection process for an HRMS vendor for a large communications and pipeline company of 15,000 employees.
Managed the implementation of a new Human Resource Information System (PeopleSoft) for a major Midwestern electric utility (5,000 employees), which included direct supervision for five management employees, project management, budget management, purchasing decisions, work direction, and day-to-day operation of the project.
Managed the HRIS design and selection process for a major Midwestern electric utility (5,000 employees), which included examining Human Resource processes, developing a conceptual design, developing the project proposal and selling it to upper management, leading a team to select a vendor for HRIS software, purchasing the hardware and software, leading a team to re-engineer the hiring process, coordinating task teams for the re-engineering of the payroll, employee information, and industrial health and safety processes.
One of three team members that re-engineered the recruiting, hiring, and pay rate change process for a Midwestern state government as part of their PeopleSoft implementation. Also developed test scripts r the user acceptance testing, managed the user acceptance testing, and developed the overall system test plan for the same implementation.
Consulted with the project team of a large hotel chain implementing ADP-CSS HRizon for over 80 sites. Assisted in the development of the scope and project plan.
Developed the project plan and managed the implementation of a turnkey ADP-CSS HRizon implementation for a start-up company of 750 employees.
Performed a project definition, defined the scope, developed a project plan and assisted in the cost benefit analysis for the implementation of PeopleSoft at a large fashion publishing company.
Performed a project definition, defined the scope, developed a project plan and provided high-level management for the project manager of an implementation of ADP-CSS for a family owned business of 45,000 employees.
Performed a project definition, defined the scope, developed a project plan and provided managed the implementation of ADP-CSS HRizon for a graphics design company of 3,000 employees.
Developed the project plan and modeling scripts for the conference room pilot of an ADP-CSS HRizon implementation for a growing building materials manufacturer.
Facilitated planning meetings with the project team implementing PeopleSoft at a nationwide construction materials company of 4,500 employees.
Managed a five-person team responsible for re-engineering seven of the fourteen HR processes defined by a major insurance company prior to the implementation of PeopleSoft.
Developed the project plan for the implementation of PeopleSoft in a major publishing and broadcasting company (45,000 employees) and provided high-level management for the project manager and project team.
Defined the scope, developed the project plan and managed the implementation of an ADP-CSS HRizon implementation for a name brand manufacturer of women’s apparel.
Defined the scope, developed the project plan and managed the implementation of an ADP-CSS HRizon implementation for new graphics design and printing company of 2,500 employees.
Designed, installed, and maintain a five station Local Area Network utilizing Ethernet Cat-5, star configuration, MS Windows 98 Second Edition peer-to-peer, and Internet Connection Sharing at a small Racine non-profit organization.
Designed and installed dial-up access of business computer from home for a small Racine business.
Developed and maintain web site for cm associates, inc.
Developed web site for IHRIM Midwest Chapter.
Developed, maintain web site and webmaster for Saint Joseph’s Parish.
Developed, maintain web site and webmaster for Saint Joseph’s School.
Consulting Operations and Management
Assisted in the start-up of an HRM systems practice specializing in PeopleSoft and ADP HRizon for a large nation-wide consulting firm, which included developing marketing materials, developing a tool kit, hiring and training over 20 consultants, managing accounts and managing the group.
Started and managed a PeopleSoft/HRizon consulting practice which included developing the business plan, developing marketing materials, developing a tool kit, hiring and training over 40 consultants, and managing the group.
Developed a methodology, which defines the scope of a project and provides a high-level project plan for the implementation of PeopleSoft and HRizon HRMS implementations. This is used in sizing the project team, defining training needs, defining resources, defining tasks, and obtaining management buy-in.
Developed implementation methodologies for PeopleSoft and HRizon HRMS implementations, including a detailed project plan and tools.
Developed methodology for requirements gathering and selection of HRMS vendors.
Developed HR business process re-engineering methodology and managed several HR business process re-engineering teams prior to implementation of a new HRMS. Assisted in developing methodology for HR business process re-engineering used with the implementation of PeopleSoft HRMS.
PeopleSoft® training: Intro to HR, Intro to Benefits, Recruitment, Position Management, PeopleTools I, PeopleTools II, PeopleCode, SQL/SQR, Application Security, Application Upgrade.
MS in Engineering Management from the Milwaukee School of Engineering.
BS in Engineering Technology from the University of Wisconsin-Parkside.
AAS in Industrial Engineering Technology from Gateway Technical Institute.
2000 HR Technology Exposition and Conference, Long Beach, CA, Implementing an HRMS, The Fundamentals.
1999 HR Technology Exposition and Conference, Chicago, IL, Implementing an HRMS, The Fundamentals.
1998 IHRIM Annual Spring Conference and Exposition, Nashville, TN, Three Tier Client Server for the Technically Challenged
1998 HR Technology Exposition and Conference, Philadelphia, PA, Implementing an HRMS, The Fundamentals.
1997 PEBA Conference, Philadelphia, PA, Implementing an HRMS, The Fundamentals
1997 SHRM State Conference, Oconomowoc, WI, Creating the Vision, No Longer a "Leap of Faith" (co-presented with Susan Marks, CEO, ProStaff)
1997 HRMS Expo, New York, NY, Implementing an HRMS, The Fundamentals.
1997 IHRIM Annual Spring Conference and Exposition, Seattle, WA, Client/Server, The Facts, The Myths, The Vision
1997 IHRIM Annual Spring Conference and Exposition, Seattle, WA, The 7 Habits of Highly Effective HRMS Project Teams (co-presented with Mr. Rick Fletcher)
1996 HRMS Expo, Dallas, TX, Implementing an HRMS, The Fundamentals
1995 HRSP Annual Spring Conference and Exposition, Reno, NV, Marketing You HRMS Project
1994 PeopleSoft Annual Users Conference, Vancouver, BC, Panel Discussion: Considerations When Upgrading Your System
1994 PeopleSoft Annual Users Conference, Vancouver, BC, Panel Discussion: Creative Modifications for Applicant Tracking and Recruitment
1993 Annual Joint IS Conference of A.G.A. and EEI, Atlanta, GA, Panel Discussion: Considerations When Implementing Client/Server HRM Systems
Human Resource Management News
, December 1, 1998, Kennedy Information LLC, Software Review: HRCompass, a Competency HR System.Human Resource Management News, November 15, 1998, Kennedy Information LLC, Software Review: HRConnect Self-Service Modules.
Human Resource Management News, November 1, 1998, Kennedy Information LLC, Product Review: Managers’ Recruiting Package Worth a Look.
Human Resource Management News, May 1, 1998, Kennedy Information LLC, How to Prepare for Software Implementation
Human Resource Management News, June 1, 1998, Kennedy Information LLC, New Technology Promises Time and Money Savings
Benefits & HR Advisor, Vol. 7, No. 3 Fall, 1997, Grant Thornton LLP, Chicago, IL, quoted in an article entitled Government HR Departments Make Most of Their Year 2000 Challenges
IHRIM.Link, November/December, 1997, International Association of Human Resource Information Management, Dallas, TX, Point/Counter Point, Is "Vanilla" Possible or Was It Ever?, "Point" part of the article
Current member of the Project Management Institute (PMI).Former member of International Association for Human Resource Information Management (IHRIM); former Chairperson of national Internet Advisory Committee, Treasurer of Midwest Chapter, and Vice-President of the Midwest Chapter.
Former member of International Association of Industrial Engineers (IIE); former Chapter President, Chapter Vice-President, Treasurer, Secretary, Chairman of Honors and Awards Committee.
At a $1.8 billion Midwest electric utility with 5,000 employees in two States implementing PeopleSoft HRMS 3.x (HR), he managed the one-year project including:
At an international insurance company with $16 billion in assets implementing PeopleSoft HRMS 4.0 (HR, Benefits, Payroll), he
At the State of Kansas implementing PeopleSoft 4.0 (HR, Base Benefits, Payroll), he
At a recently privatized global energy company of over 100 employees implementing PeopleSoft HRMS 4.0 (HR and Benefits) with an interface to Ceridian, he
At a major newspaper and magazine conglomerate with 15,000 employees in several States implementing PeopleSoft HRMS 5.0 (HR, Benefits, and Payroll), he
At a New York based publisher of sixteen magazine titles implementing PeopleSoft HRMS 5.0 (HR, Base Benefits and Payroll), he
At a $10 billion telecommunications company implementing PeopleSoft HRMS 6.0 (HR, Benefits and Payroll), he
At a Southeastern City government implementing PeopleSoft HRMS 5.0 (HR, Benefits and Payroll), he
At a diversified company encompassing dinnerware, radio communications and cable television implementing PeopleSoft HRMS 6.0 (HR, Base Benefits, and Payroll), he
At one division of a $1.7 billion producer, distributor, and seller of construction material and industrial chemicals implementing PeopleSoft HRMS 5.0 (HR, Benefits and Payroll), he
At a County government with 1,500 employees implementing PeopleSoft HRMS 6.0 Public Sector (HR, Benefits and Payroll) and Financials 6.0 Public Sector (AP, AR, Projects, FA, and Inventory), he
At one operating company of a $3.3 billion publisher with 22,000 employees implementing PeopleSoft HRMS 7.0 (HR, Benefits, and Payroll), he
At two recently acquired operating companies of a $100 billion diversified services, technology, and manufacturing company with 293,000 employees implementing PeopleSoft HRMS 7.5 (HR), he
developed the project scope
converted data from the acquired companies into PeopleSoft 7.5
trained HR personnel in the day-to-day operation of the system
developed custom reports.
For a major global
business unit generating $680 million in revenue that is engaged principally in
the production and marketing of distilled spirits, wines, coolers, beers and
mixers throughout more than 190 countries and territories, he:
developed a service level agreement to define the services required from the parent company to maintain the PeopleSoft HRMS 7.5 during a spin-off attempt
developed a fit/gap analysis estimating the modifications to the PeopleSoft HRMS 7.5 to support a major HR initiative.
At a prominent tradeshow and event marketing company, a subsidiary of a $2 billion S&P 400 mid cap corporation, he
At a privately held company with 45,000 employees in 50 states, implementing ADP’s CSS HRizon 6.0 product (HR, Base Benefits, and Payroll), he
At a $1.5 billion energy company implementing ADP’s CSS HRizon 6.0 (HR and Base Benefits), he
At a $2 billion diversified financial services holding company using ADP’s CSS version 2.1, he
At a privately held restaurant franchise of 40 restaurants implementing ADP’s CSS HRizon 6.0 in four states, he
At a hotel chain with over 240 hotels located in 36 states implementing ADP’s CSS HRizon 6.0 (HR and Base Benefits), he
At a $1.5 billion designer and marketer of women’s fashions implementing ADP’s CSS HRizon 6.0 (HR and Base Benefits), he
At a $1.6 billion leading manufacturer of premium insulation and building products implementing ADP’s CSS HRizon 7.0, he
At a recently privatized investigative services company of over 700 employees implementing ADP’s CSS HRizon 7.0 (HR and Base Benefits), he
At a major West Coast law firm implementing ADP’s CSS HRizon 7.0 (HR and Benefits), he
At a printing company recently spun-off from a major corporation implementing ADP’s CSS HRizon 7.0 (HR and Base Benefits), he
At one subsidiary of an $11 billion service provider with 70,000 employees in 500 locations, planning to customize of ADP’s CSS 2.1 product, he
At mid-sized graphics printing company implementing ADP’s CSS HRizon 7.0 (HR and Base Benefits), he
At a $350 million manufacturer of room air conditioners implementing ADP’s CSS HRizon 7.0 (HR and Base Benefits), he
At a regional supplier of groceries and produce employing 1,500 people implementing ADP’s CSS HRizon product (HR and Base Benefits), he
At a major international air cargo firm with over 100,000 employees world-wide integrating Restrac and Interlynx with leading web technology and legacy systems, he
At a privately held restaurant franchise corporation with employees in 32 States implementing Oracle HRMS, he
At a major hospital complex implementing Cyborg HRMS, he
At a $4.4 billion telecommunications and pipeline company selecting an HRMS and Financials package, he
At a Catholic Parish serving 1,500 families with a supporting staff of 25, he:
designed a peer-to-peer Local Area Network
purchased all hardware and software
installed all hardware on the LAN
configured all PCs and loaded software
developed several productivity oriented procedures for file sharing, e-mail access, internet access, and parish record keeping
designed, developed, and published a web site using HTML.
For a local chapter of an international human Resources professional organization, he
designed a web site
developed the web site using Microsoft Front Page
published and maintains the web site.
For a local event planning company, he
designed a web site
developed the web site using Microsoft Front Page
published and maintains the web site.
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