director of human resources resume example with 14+ years of experience

Jessica Claire
  • Montgomery Street, San Francisco, CA 94105 609 Johnson Ave., 49204, Tulsa, OK
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Driven and decisive [Job Title offering [Number]+ years of experience managing human resources teams to deliver compliance, personnel communication and workforce programs. Flexible and focused with expertise in recruitment and retention, mediation, staff training and development and complex problem resolution. Develops and implements HR strategies and initiatives aligned with overall business strategy.

  • Compensation and Benefits Administration
  • Cross Functional Collaboration
  • Employee Engagement Strategies
  • Human Capital Management
  • Human Resources Allocation
  • Human Resources Department Processes/Operations
  • Improving Organizational Standards
  • Labor Relations Coordination
  • Organizational Development
  • Payroll Management
  • Performance Evaluation/ Optimization
  • Problem-Solving
  • Recruiting Trends and Analysis
Director of Human Resources, 05/2022 to 11/2022
Institute For Systems BiologySeattle, WA,
  • Created and implemented highly effective and individualized human resource solutions for Deublin to guide the organization through acquisition and merger with Hoerbiger Corporation to ensure a one Hoerbiger mission, culture, and values.
  • Performed an HR audit to identifying issues and finding solutions to problems before they become unmanageable including but not limited to, compensation, benefits, payroll, disciplinary matters, disputes and investigations, performance and talent management, productivity, recognition, morale, and training and development.
  • Developed and lead key human capital and workforce planning initiatives that supported the business objectives, talent growth, talent development, succession planning and improved compensation and benefits structures to align with market conditions and budget demands.
  • Utilized global HR frameworks to drive core HR processes, projects, and initiatives within region.
  • Analyzed current organizational culture to develop systemic and scalable counter measures for sustainable change.
  • Established hiring and recruitment policies to drive transparent and fair hiring process for selecting candidates on basis of merit and relevance with job.
Human Resources Business Partner, 09/2021 to 05/2022
Schweitzer-Mauduit International, Inc.New Berlin, WI,
  • Served as link between management and employees by handling questions, interpreting, and administering policies and helping resolve work-related problems.
  • Identify learning and development needs, individual coaching needs and ensure learning and development programs and solutions are delivered in support of key areas that are barrier to success
  • Manage and resolve complex employee relation’s issues and conducting effective, thorough, and objective investigations
  • Analyzed workforce key performance indicators to achieve business objectives, coaching leadership on implementing corrective actions.
  • Oversaw staffing needs, performance reviews, talent calibrations, compensation reviews, staff development, training procedures, and coaching initiatives.
Regional Human Resources Manager, 12/2020 to 08/2021
Johnson MattheySan Diego, CA,
  • Within first 90 days took the De Pere manufacturing plant non- union, created a new employee handbook, upgraded total rewards, establish an employee engagement plan, moved away from using a temporary workforce which was up to 50% by conversations and direct hires
  • Partner with the plant leadership and executive leadership teams within client groups to drive talent management and performance management, mapping out succession planning, top grading, implementing monthly training cadence
  • Working through 27 OSHA violations, creating, updating, and providing resources to track, algin, and create corrective action within environment, health, and safety
  • Reduce direct & indirect labor hours, non-prime, unplanned down time, and back logged customer orders, while increasing manufacturing output
  • Created standard of work for all plant positions, updated all job descriptions, reclassified jobs based on duties
  • $699k cost saving in wages by transitioning from temp to hire practices to direct hire
Human Resources Business Partner, 07/2017 to 07/2019
Schweitzer-Mauduit International, Inc.Minneapolis, MN,
  • Designed and facilitated leadership training to minimize legal risk to the organization and further develop leadership skills
  • Constructed and conducted on-going training for the organization on key issues and trends such as remote team building, creating a high-performance culture, employee engagement, immigration, performance management, and managing difficult conversations
  • Created a compensation matrix to ensure top talent was retained and rewarded within a pay for performance structure resulting in reduced attrition from 56% to 32%, improved employee satisfaction, drove engagement, improved morale, and promoted company culture
  • Managing annual HR programs such as performance management, succession management, merit planning and global equity administration
  • Over saw monthly payroll, communicating all HR transactions including new hires, terminations, transfers, promotions, salary changes, commissions, bonuses, referrals, and personal updates
  • Expert with VISA, Green card, H1B, L Visas (L-1A And L-1B), E-2, T1N, J-1 and F employment sponsorship programs successfully placed 9 expatriate employees in a 3-month time frame
  • Developed, created, and executed first Internship and Mentoring Program for North America
  • Responsible for full life cycle recruitment process for North America, managing vendor relationships and creating diverse sourcing methods. Moved to inhouse recruitment model, saved $1.2M in recruitment fees and lowered the avg cost per hire from $20,000 down to $5,600
Sr. Talent Acquisition Specialist, 12/2014 to 06/2017
Amyx, Iinc.Fargo, ND,
  • Recruited STEM based roles in all disciplines for the Colleges of Engineering, Agricultural, Science, Technology, Aviation and Transportation, Discovery Park Research.
  • Developed weekly recruitment activity reports for management and department heads, participated in weekly/monthly recruitment calls with hiring managers, provided support to 224 departments; Recruited and filled 250-300 STEM positions per year, managed approximately 45 open requisitions at a given time
  • Proactively identify programs that can support future candidate streams, support candidate diversity, and reduce time-to-fill by improving areas such as sourcing channels, screening techniques, evaluation tools and referral programs
  • Utilize creative sourcing strategies and recruitment branding to identify, engage, and attract top talent and built talent pipeline according to core company values and recruitment roles
  • Planned and executed recruitment events to bring in area candidates; applied market knowledge and sourcing skills to engage with active and non-active applicants
Senior Human Resources Generalist, 04/2004 to 06/2010
AssistrxPhoenix, AZ,
  • Gathered trend data on compensation, benefits and other key metrics to inform the HR decision-making process.
  • Collaborated with department managers to develop morale-boosting strategies to increase satisfaction and reduce turnover.
  • Assisted candidates with application processes by answering questions about application, performing background checks, providing I-9 forms and handling drug screening paperwork.
  • Maintained records of payroll forms, leave notifications, employee files, benefits information and workers' compensation files.
  • Researched employee relations issues and conducted meetings with employees and supervisors.
  • Processed salary changes stemming from merit increases, promotions, bonuses and pay adjustments.
  • Facilitated talent acquisition, becoming instrumental in building and retaining high-caliber teams.
  • Served as subject matter expert for employment classification and compensation research, talent management and training strategies, providing leadership with advisement.
Human Resource Manager, 03/2002 to 04/2004
Lifetime BrandsOak Brook, IL,
  • Served as liaison between store and corporate headquarters, advising on all human resource issues
  • Advised management in appropriate resolution of employee relations issues
  • Prepared employee separation notices and related documentation; conducted exit interviews
  • Represented organization at personnel-related hearings and investigations.
  • Worked with management to create performance measurement, employee development and employee compensation strategies.
  • Investigated workplace issues with professionalism and sensitivity and detailed incidents in reports to senior executives.
Education and Training
Master of Science: Public Management and Leadership, Expected in 05/2012 to Indiana University - Bloomington,
Bachelor of Science: Business Administration, Human Resources, Expected in 12/2003 to Indiana University - Bloomington,

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Resume Overview

School Attended

  • Indiana University
  • Indiana University

Job Titles Held:

  • Director of Human Resources
  • Human Resources Business Partner
  • Regional Human Resources Manager
  • Human Resources Business Partner
  • Sr. Talent Acquisition Specialist
  • Senior Human Resources Generalist
  • Human Resource Manager


  • Master of Science
  • Bachelor of Science

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