hr business partner resume example with 10+ years of experience
JessicaClaire
Montgomery Street, San Francisco, CA94105609 Johnson Ave., 49204, Tulsa, OK Home: (555) 432-1000 - Cell: - resumesample@example.com - : - -
Professional Summary
Human Resources professional bringing 10+ years of demonstrated success establishing and optimizing structures for benefits, compensation and employee engagement. Talent in evaluating current strategies and making proactive improvements to capitalize on changing conditions and retain top talent. Values workforce development as overall corporate success strategy. Results-driven Human Resources Business Partner skillful in strategic planning, policy integration and performance improvements. Always pursuing ways to maximize efficiency, employee satisfaction and cost savings.
Skills
Optimizing performance
Managing employee relations
Improving compensation plans
Conducting employee surveys
Organizational Development
Recruitment
Workforce improvements
Integrating policies
Strategic planning
Work History
10/2019 to Current
Program ManagerLinquest Corporation – Alexandria, VA,
Identified HR training needs and conducted training for 100 employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity and within company to reach business goals.
Engaged employees and conducted exit interviews to gain complete sense of satisfaction and areas in need of improvement.
Collaborated with leadership to assess and improve policies across board
Analyzed and modified compensation and benefits policies to establish competitive programs and comply with legal requirements. Saving over $1million.
Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity and within company to reach business goals.
Investigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances and other sensitive issues and prepared position statements for EEOC.
Maintained confidential nature of all employee and company proprietary and privileged information used or observed in course of performing job duties.
Reviewed applicant qualifications and assisted management and recruiting with hiring needs and determining compensation and total package.
08/2015 to 10/2019
HR Business PartnerFedex Cross Border – Round Rock, TX,
Reviewed applicant qualifications and assisted management and recruiting with hiring needs and determining compensation and total package.
Promoted and enabled necessary changes to align operations with strategic plans.
Analyze and evaluate on a quantitative basis the effectiveness of agency run programs. to ensure resolve issues such as new hire probation cut-off, and deployment requirements. Successfully accommodated last minute requests from office organization and Senior Executive personnel, processing multiple permanent change of station (PCS) orders in a 24-hour period to meet the agency's mission. Effectively, collaborate with external and internal stakeholders to accomplish last minute changes.
Tracked HR program costs of over $1million, evaluated quality performance on the status of agency HR programs throughout the entire life cycle development. Established timelines, goals, and objectives for the upcoming fiscal year, tracked eligible and qualified applicants for billet placement, communicated weekly with the Chief Financial Officer (CFO) ensuring adequate billet funding.
Facilitated weekly team meetings reviewing HR Programs business rules, policies, and procedures. For example, teamed up with HR Policy individuals, analyzing and interpreting DIAI 1404.008 Foreign Area Tour of Duty instruction addressing concerns from leadership about officers requesting to remain in their overseas location beyond 7 years determining that such requests require justification based on mission requirements and approval from the agency’s Chief of Staff.
Reviewed Talent Management policies such as 1400.008 to ensure Merit System Principles were still applicable and adhered during the hiring manager selection process. Properly analyzed agency instruction to resolve issues such as new-hire cut-off and deployment dates which could affect the officer’s eligibility and placement for the agency's HR programs.
Collaborated with HR Staffing and Recruitment team to evaluate the agency's grade retention policy.
Collaborated with leadership to assess and improve policies across board.
Integrated talent management process to include detailed analysis of potential talent gaps and development of career plans to identify and retain current talent and attract outside talent to business.
Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity and within company to reach business goals.
Provided updates on HR policy changes to employees to satisfy compliance and state and federal laws.
Maintained confidential nature of all employee and company proprietary and privileged information used or observed in course of performing job duties.
Managed full cycle of recruiting, hiring and on boarding new employees.
Administered or changed benefits, health plans and retirement plans by request or during open enrollment periods.
Analyzed and modified compensation and benefits policies to establish competitive programs and comply with legal requirements.
Fostered cross-functional relationships to connect managers and employees and improve overall efficiency.
Educated employees on company policy and kept employee handbook current
Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity and within company to reach business goals.
02/2013 to 08/2015
Human Resources ManagerAirbus Helicopter – Mobile, AL,
Oversaw all HR needs for 4,500 employee operation across 45 locations
Resolved understaffing issues, disputes, employee terminations and disciplinary procedures
Planned, monitored and appraised employee work results by training managers to coach and discipline employees.
Reviewed applicant qualifications and assisted management and recruiting with hiring needs and determining compensation and total package
Devised hiring and recruitment policies for 500 employees.
As subject matter expert, research, analyze, and interpret the Joint Travel Regulations (JTR), and Department of State Standard Regulations (DSSR). Research administrative instruction policies in order to provide regulation and solutions to complex customer inquiries overseas and stateside. Provide recommendations to leadership, reviewing updated JTR and DSSR regulation in order to assist the agencies with determining the cost effectiveness of PCS entitlements saving the agency on average $50k.
Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for 1k military service members.
Liaised between multiple business divisions to improve communications
Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
07/2011 to 02/2013
Senior Human Resources AssistantAbb Ltd – Sugar Land, TX,
Serve as Senior HR Assistant in the Staffing and recruitment section within the Department of Navy Human Resource Center. Independently provide expert service to 11,000 customers within the nine external human resource offices (HRO)'s.
Routinely communicate with several administrative officers and managers to provide consultation and guidance for all recruitment, staffing, position management, and in-service placement related actions. Utilized USA Staffing talent acquisition system to generate over 100 vacancy announcements, crediting plans, job analyses, and certificate of eligible.
Performed full range examining functions using the USA Staffing talent acquisition program. Applied hiring flexibilities such as internal vacancies (Merit Promotion) and external vacancies (Delegated Examining) practices and procedures including category rating and priority grouping.
Determined applicant qualification using Veterans Recruitment Appointment (VRA) and the Veterans Employment Opportunity Act (VEOA). Utilized the Department of Navy’s Civilian Human Resource Manual (CHRM) in order to ensure skilled applicants selected, are from various lists such as the Missed Consideration List (MCL), Re-Promotion Priority List (RPL), and the Priority Placement Program List (PPP). Reviewed applications for ICTAP/CTAP.
Utilized web-based applications such as the Federal Personnel Payroll System (FPPS) performing pay setting functions, determining the legal nature of the action and authority to process the personnel action. Accessed the Defense Civilian Personnel Data System (DCPDS) to verify employment and access HR platforms like MyBiz.
Extremely proficient and organized in creating case files, issued certificates of eligible/referral lists, audited over 100 case and correspondence with applicants. Participated in the on boarding and EOD process by facilitating the new employee orientation on an at hoc basis.
Completed special projects such as developing Standardized Operating Procedures (SOP’s) on training material on HR policies and subjects to train/develop HR professionals.
Researched pertinent regulations and laws to determine correct appointing authorities, pay and salary, grade determinations, within-grade increases, and other personnel actions. Examined the Veterans Administration (VA) Title 38 and Title 5 Code of Regulations to ensure veteran recruitment compliance. Participate in the internal audit process to ensure that competitive and non-competitive actions comply with policy and correct any findings of non-compliance.
Conduct/collaborate to develop studies and analyses on HR related processes and procedures, assessing functionality and recommending improvements. Performed standardized fact-finding to analyze employee onboarding metrics for approximately 9000 applicants and presented results to the hiring manager.
Education
Expected in 05/2019 to to
Master of Arts: Human Resource Management Marymount University - Arlington, VA GPA:
Expected in 12/2007 to to
Bachelor of Arts: Workforce Education And Development Southern Illinois University Carbondale - Carbondale, IL GPA:
Expected in 08/2006 to to
Associate of Arts: General Studies Vincennes University - Vincennes, IN GPA:
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