My recent position was eliminated therefore I am looking for the right opportunity with the right company. I have experienced several position eliminations and would like to find a long term position where I can add value while challenging myself. I am extremely interested in the Human Resource Supervisor position currently available. I have been in human resources for over 13 years. I have worked in a multiple industries and have been a generalist my entire career. I am confident that I could exceed your expectations due to my education, previous experience and dedication to success. Most importantly, I view myself as a Strategic Business Partner, not just a Human Resource Professional. I have recently rewritten multiple policies and guidelines. I am proficient with performance management, training and development, safety, benefits administration, payroll, employee engagement, employee recognition, succession planning and coaching. I work well in fast paced environments and pride myself on quickly getting up to full speed. I am self motivated and willing to take on new challenges. Of particular interest: Performance management and coaching Employee and labor relations expert (in union and non-union environments) Recruitment expertise utilizing various recruiting forums Compensation management (benchmarking, job offers, annual merit increases and promotions) Training and development, including new hire orientation Supervision of HR staff Safety and OSHA experience I'd appreciate the opportunity to further discuss adding value to your company as I have done for my previous employers. I can be reached at 317-402-2196. Sincerely, Denise Diamond Denise Diamond A hands on Human Resource executive who leads by example, challenges conventional strategies, marrying innovation and creativity with solid business and Human Resource skills. A consummate team player who builds highly effective professional relationships and has the ability to effectively work with and communicate across multiple levels of the organization, including external business partners, clients and vendors. A solid background in supporting all aspects of a project scope, from developing high-level, strategic initiatives to working directly with team members on execution and implementation.
HR Leadership - Designed and managed local and corporate HR initiatives across the range of HR service areas to meet the needs of each key business partner and their respective business.
Proactively supported business initiatives by developing effective tools that maximized current employee skills while providing a challenging and rewarding work environment.
SAFEWAY FOOD & DRUG, Tempe, AZ 3/2005 - 3/2007 District Human Resource Advisor Provided a high standard of professional HR advice, guidance and support to managers in 16 grocery stores, covering a wide range of HR issues, including employee relations, investigations, organizational change, employment law, performance management, organizational development and contract interpretation.
Employee Relations - Partnered with management to identify, investigate, analyze and resolve employee relation issues using a systematic and solution-oriented approach.
Provided metrics, analysis and feedback on organizational, managerial and employee relations issues.
Diagnosed trends and proactively made improvements to minimize future ER issues.
Legal - Ensured compliance with legislation, including FMLA, EEOC, ADA, FLSA legislation, federal and state law.
Responded to any inquiries from said agencies.
Authored EEOC responses.
Grievance Resolution - Interfaced directly with Business Representatives (Local 99) and affected employees to resolve employee concerns in a timely manner.
Proactively negotiated with the Union to resolve grievances and prevent arbitration.
Conflict Management - Analyzed each situation independently to discover all necessary facts and made recommendations that resulted in win-win solution for all parties involved.
Coached and counseled all necessary parties to facilitate the best resolution possible.
THE HOME DEPOT, Indianapolis, IN 9/2002 - 1/2005 Human Resource Manager (moved to Arizona) Managed the human resource processes and initiatives that attracted, motivated and retained talented and diverse employees for the Eagle Creek store of the nation's largest home improvement retailer.
Talent Management - Managed the hiring process to ensure compliance with all applicable laws and policies, demonstrated commitment to inclusion, training and development.
Training and Development - Assessed training needs of employees; ensure adequate training programs that further developed high performing employees in preparation for advancement.
Performance Management - Drove the review process for consistency, fairness, timeliness and effective utilization of payroll to maximize store performance.
Employee Relations - Consulted and provided advice on employee relation matters and employee morale issues.
Worked with management and employees on a daily basis to prevent and solve employee problems, facilitated in-store resolutions.
Reviewed policy violations and recommended appropriate resolutions.
Community Relations - Built effective partnerships throughout the community that effectively drove the community relations program, assisted with disaster relief, affordable housing, at-risk youth and the environment while managing the district budget.
03/2012 to Current
Human Resource DirectorAAM - Tempe, AZ
Provide companywide leadership, strategic direction and execution of Human Resources initiatives that align with operational strategies and plans for a multi-state home owners association (HOA) management company.
Strategic Planning - Recommend new approaches, policies, and procedures that improve human resource efficiencies and services.
HR Consulting - Provide expert advice, counsel, and coaching enabling leaders to run their businesses efficiently.
Participate in escalated employee relations activities and investigations; make recommendations and implement solutions based on investigation outcomes.
HRIS & Payroll - Evaluated HRIS software against current and future needs and negotiated substantial cost decrease with current provider.
Benefits Management - Provide recommendations on ways to enhance benefits while managing Company costs.
Successfully added vision, short term disability and life insurance to health and welfare benefits.
Educated employees on features of a HDHP and HSA causing enrollment to in HDHP to increase 250%.
Wellness Initiatives - Developed comprehensive wellness program that includes insurance premiums incentives and ongoing employee engagement.
Resulted in little or no increase in health insurance premiums for three consecutive years (2012 - 2015).
Compensation - Developed a comprehensive compensation system that included base pay ranges, bonus structures and variable compensation.
Analyzed wage and salary reports to determine competitive rates based on industry and location.
10/2010 to 09/2011
Human Resource DirectorAFS TECHNOLOGIES - Phoenix, AZ
Managed all HR functions that supported a results oriented culture and emphasized continuous improvement, high performance and quality, for the leading provider of fully integrated ERP software solutions for the food processing and distribution industry.
Benefits Administration - Reduced company health care costs by proactively reviewing claims experience and sending tailored communication based on data.
401(k) Administration - Managed deconversion of five retirement plans.
Transferred assets into a diversified, safe harbor plan, saving the company in excess of 15k annually.
Mergers and Acquisitions - Managed human resource responsibilities for three acquisitions.
Performance Management - Established a companywide performance management system based on individual performance and company performance.
03/2010 to 10/2010
Regional Human Resource ManagerAPOLLO GROUP - Phoenix, AZ
Partnered with leaders to develop and drive value added HR services that optimized talent, supported organizational values and objectives and motivated and retained high-caliber employees for the leading provider of higher education programs for working adults.
Succession Planning - Partnered with management to structure, execute and lead succession planning, including the creation of professional development plans.
Leadership - Achieved results through the leadership of HR professionals and supported staff by effectively delegating responsibilities.
Training and Development - In collaboration with the Learning organization, assessed needs and facilitated the integration of learning and development initiatives, developed training materials as needed.
Customer Focus - Assessed internal resources that contributed to the development of best practices and enhanced the delivery of key programs and policies that supported strategic business goals.
04/2007 to 10/2009
Human Resource DirectorCROWN CASTLE USA - Chandler, AZ
Partnered with clients to execute HR initiatives that focused on enhancing organizational performance, developing a competent and engaged workforce, and building scalable organizational capabilities that directly impacted business results for the nation's largest wireless infrastructure company.
Organizational Effectiveness - Developed a thorough understanding of client business objectives and practices in order to provide effective coaching and consultation to managers and employees on individual and organizational issues.
HR Consulting - Played a central role in culture management that supported business strategies.
Planned and executed interventions to enable change to happen quickly and successfully.
Involved in implementation of HR practices.
Assisted in corporate strategic planning as a member of the Senior Management team.
Legal Compliance - Coordinate with managers across multiple sites to ensure consistent application and development of company policies, procedures and applicable employment laws.
Coach and develop managers to drive employee productivity.
Talent Acquisition - Attracted top telecommunications talent in competitive market while instituting recruitment best practices to enhance candidate experience and lessen average time to fill.
Increased employee count from 70 to 120.
09/2000 to 09/2002
Human Resource GeneralistHEARTLAND INDUSTRIES - Indianapolis, IN
Directed the human resource function for the Production Division of this $60M manufacturer and installer of backyard storage sheds with 500 employees across 34 states.
OSHA Compliance - Managed internal and external relationships to ensure OSHA compliance, successfully negotiated reduction in OSHA fines.
Risk Management - Reduced worker's compensation claims in the first year by 50%, from $110K to $55K.
Talent Acquisition - Partnered with divisional management to hedge hiring needs, recruited administrative and production employees, titles range from Technical Writer to Forklift Operator.
Tax Credit - Negotiated relationship with Keys to Work served as recruitment source and provided a 3% government tax credit.
Compensation and Benefits - Directed the design and management of competency-based and skill-based compensation plans utilizing pay-for-performance, gain sharing and individual or team incentives.
Cost Savings - Critiqued interoffice mailing procedures developed a consolidation strategy and negotiated third party relationship to save $30K annually in operation expense.
11/1998 to 09/2000
Human Resource GeneralistSCHMIDT ASSOCIATES - Indianapolis, IN
Coordinated and managed the development and implementation of recruiting, employment and compensation programs for this $30M architecture and engineering firm with 120 employees.
HR Operations - Led the company through a comprehensive reengineering and process improvement effort, including implementation of a corporate Intranet, which resulted in a $100K annual cost savings through improved quality and efficiencies.
Training and Development - Authored employee handbook and conducted training workshops including "Sexual Harassment", "How to Manage", and "Ergonomics".
Talent Acquisition - Partnered with executive management to identify skill set needs against market demands and developed a strategy to recruit niche architectural and engineering talent.
Benefits - Administered benefits and COBRA policies, procedures and plans, ensured compliance against legislative rules and regulations to minimize company liability.
MBAIndiana University - Kelley School of Business - Indianapolis, IN
BS: Industrial Organizational PsychologyPurdue University - Indianapolis, INIndustrial Organizational Psychology
Human Resource CertificatePurdue University - Indianapolis, IN
SHRM, Society for Human Resource Management MBTI, Meyers Briggs Certified DDI, Development Dimensions International Certified Emotional Intelligence (EQ) Certified - Essi Systems Participation in numerous Human Resource Conferences and Seminars, e.g., Employment Law, Change Management, Predictive Selection and Interviewing and OSHA Compliance
MBA BS : Industrial Organizational Psychology Human Resource Certificate SHRM, Society for Human Resource Management MBTI, Meyers Briggs Certified DDI, Development Dimensions International Certified Emotional Intelligence (EQ) Certified - Essi Systems Participation in numerous Human Resource Conferences and Seminars, e.g., Employment Law, Change Management, Predictive Selection and Interviewing and OSHA Compliance
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