LiveCareer-Resume

hrbp manager resume example with 20+ years of experience

Jessica Claire
Montgomery Street, San Francisco, CA 94105 609 Johnson Ave., 49204, Tulsa, OK
Home: (555) 432-1000 - Cell: - resumesample@example.com - - -
Summary

Human Resources Manager and Specialist who promotes a team-oriented and open-door environment that is conducive to a successful staff. Offering 15 years of experience and knowledge in training, orientation, performance management, planning, scheduling, organizing, and tracking process, ensuring the feasibility of the project and its objectives.

Highlights
  • Staffing and recruiting professional
  • Off-boarding
  • Interviewing expertise
  • Benefits


  • Employee relations
  • Manager coaching and training
  • Performance management strategies
  • Employment law knowledge


Accomplishments

Led the Staffing Planning Committee for [Number] years.


Created a rewards and incentive program that was cited as the driving force behind branch employee retention rate of [Number]%.

Experience
08/2013 to 07/2015
HRBP, Manager 1-800-Flowers.Com, Inc. , ,
  • HRBP Manager administers policies relating to all phases of human resources activity by performing the duties or providing coaching and counseling through the Leadership Team in the Distribution House.
  • Partner with Operations and the Floor Leadership in the application and interpretation of HR policies on personnel issues.
  • Passionate and results driven HR Practitioner; who produces quality work with proficiency in the following areas: Benefits, Compensation, Employee Relation, HRIS & Payroll Talent Acquisition.

Reviewed federal and state laws to confirm and enforce company compliance.

Conducted benefits administration for [Number] benefit-eligible employees.

Created and modified job descriptions within all departments.

Worked with senior-level management to create fair and consistent HR policies and procedures.

Worked with HR advisors and HR representatives on establishing consistent hiring practices.

Created and managed more than [Number] confidential personnel records.

Ran the bi-weekly payroll process.

Facilitated monthly meetings to develop strategies that would positively influence workplace relationships.

Processed all salary changes stemming from merit increases, promotions, bonuses and pay adjustments.


12/2005 to 05/2013
HR Business Partner Common Spirit , ,
  • I have collaborated with staff throughout the organization on initiatives covering a variety of human resources functions, including, but not limited to FMLA, employee relations, recruiting, employee engagement and policy interpretation.
  • I ensure alignment and support to each individual business unit's objectives.
  • I provide leadership, advice, and guidance to all levels of the business unit staff.
  • I have extensive experience building effective relationships across boundaries, influencing at all levels of the organization, employee relations management, workforce planning, and change management experience.
  • By managing the interviewing and hiring for all professional staffing levels at CNA, I supported the employment function of Human Resources.
  • I used several recruiting resources to track, report, and provide human capital metrics.
  • The HR metrics provided reports for quarterly meetings, board meetings, and workforce planning meetings.
  • I tracked candidates by using two different Applicant Tracking System (ATS), Brass Ring (ATS), and HR Smart (ATS).
  • Each system provided the capabilities to track and report candidate status for all business units.
  • I coordinated and provided relocation assistance to all newly hired Research Analysts, Middle, and Senior level Management.
  • I coordinated and attended off-site and on-site recruiting events not limited to but including career fairs, professional association fairs, on-site employer visits and university recruiting activities.
  • I provided comprehensive human resources support to assigned business units.
11/2002 to 01/1
Human Resources Specialist Dairy Farmers Of America Enosburg Falls, VT,
  • I used my Human Resources strategic abilities within the company as a productive partner by providing consistent and positive guidance on any issues or situations.
  • I executed company policies with the Home Office (Corporate Headquarters).
  • I implemented a high-quality human resources programs, practices and procedures for all levels of the organization.
  • I worked in conjunction with the Divisional/Field Director of HR to analyze turnover and hiring statistics.
  • I made recommendations on reducing turnover and enhancing the Family Member experience.
  • I provided support and partnership in recruiting efforts in assigned areas.
  • I assisted in the integration of complex business factors to build business capability, develop leaders, succession planning and business change efforts.
  • I was responsible for executing and meeting the HR budget yearly.
  • I monitored and executed an aggressive budget for the HR function in the division; ensured expenses were on target and made necessary adjustments based on P & L.
  • I was the regional trainer for the following two programs; Training for Intervention Procedures and ServSafe Food Protection Manager Program.
  • I taught these two programs once each month during the course of a year.
06/1993 to 10/2002
Area Director Air Evac Lifeteam Christiansburg, VA,
  • I provided senior-level leadership to Mid-Atlantic Division HR function: 5-member team (2-HR Managers, Staffing Specialist, and 2-Training Coordinators).
  • I reported directly to Divisional/Field Director of HR.
  • I was responsible for developing relationships with all of the operation functions within the division that consisted of 80 units within multiple states (Maryland, Virginia, Delaware, Pennsylvania, & West Virginia) - 5,000 to 7,000 employees in the division.
  • Change Management: I supported the team on various HR projects.
  • The HR initiatives helped to transition the organization into a high performance culture.
  • I worked on projects, which included research on Performance Management Best Practices and developing recommendations for annual performance appraisals.
  • I participated in bi-annual calibration meetings, which included the Operation Managers, Area Directors, Human Resources and the Regional Directors for the divisions.
  • I worked on several initiatives for the divisions to attract, develop, and retain women and minorities across the organization management teams.
  • The projects included new hire outreach, sponsorship programs, networking, mobility events, and management review panels on promotion and year-end performance appraisals.
  • Analytics: I conducted detail analysis on variables such as gender, demographic, and ethnicity on the monthly reports.
  • I have written executive summaries to compare and analyze trends.
  • I supported the Regional Manager, and HR Manager to consult and deliver effective human resources solutions to address employee and business needs.
  • I provided support and analysis to Operational teams for the following initiatives; performance management, succession planning ,employee relations, staffing, personnel policies, and insurances policies such as workers' compensation, unemployment compensation, long -term and short-term disability, health-care management, etc.
  • Business Acumens I managed large groups and departments ranging up to 120 employees with annual sales of up to 10 million dollars.
  • As a multi-unit Supervisor, I managed a region which consisted of four to eight business units.
  • I have displayed the ability to understand and negotiate contracts.
  • I have developed and maintained food, beer, wine, liquor, and labor cost programs.
  • I have planned and structured budgets and profit statements to meet the yearly budget.
  • In developing business and incentives to build sales, I enhanced my role as a leader in this area.
  • One of the many on-going areas of focus was to improve operations measured according to the divisional-targeted budget.
  • I planned and carried out direct marketing activities based on budget's sales.
  • One of my strongest assets is the ability to multitask in high-volume environment while always maintaining a sense of humor, calmness, and a professional interaction of all types of personalities and team members.
  • I have demonstrated the skills to lead a staff and positively influence employee behavior.
  • I am experienced with the ability to analyze business models and cost analysis for the best ROI.
  • I interviewed, hired, and developed multi-levels of Management.
Education
Expected in to to
Bachelors of Arts: Graphic Design
AMERICAN UNIVERSITY - WASHINGTON DC,
GPA:
Graphic Design
Expected in to to
: Professional Human Resource Management
ANNE ARUNDEL COMMUNITY COLLEGE - ,
GPA:
Professional Human Resource Management
Skills

Benefits, budgets, budget, developing business, bi, calibration, CNA, Change Management, coaching, negotiate contracts, cost analysis, counseling, direct marketing, employee relations, focus, hiring, Home Office, HRIS, Human Resources, HR, interpretation, Leadership, Director, managing, meetings, Office, networking, Payroll, performance appraisals, Performance Management, personnel, policies, profit, promotion, quality, recruiting, Research, sales, Staffing, statistics, strategic, structured, Supervisor, trainer, written, year-end

By clicking Customize This Resume, you agree to our Terms of Use and Privacy Policy

Your data is safe with us

Any information uploaded, such as a resume, or input by the user is owned solely by the user, not LiveCareer. For further information, please visit our Terms of Use.

Resume Overview

School Attended

  • AMERICAN UNIVERSITY
  • ANNE ARUNDEL COMMUNITY COLLEGE

Job Titles Held:

  • HRBP, Manager
  • HR Business Partner
  • Human Resources Specialist
  • Area Director

Degrees

  • Bachelors of Arts

By clicking Customize This Resume, you agree to our Terms of Use and Privacy Policy

*As seen in:As seen in: