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human resources business partner resume example with 16+ years of experience

Jessica Claire
  • , , 609 Johnson Ave., 49204, Tulsa, OK 100 Montgomery St. 10th Floor
  • Home: (555) 432-1000
  • Cell:
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Website, Portfolio, Profiles
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  • linkedin.com/in/sarah-Claire-b8609935
Professional Summary

Human Resources Business Partner Creative business-minded professional with 15 years of experience across a broad range of human resource functions in multiple business settings. Proven track record combining business acumen and servant leadership approach for open communication and team unity. Leadership qualities supporting adaptability in circumstances of change management, organizational initiatives, and effective operational performance metrics. Areas of expertise include: Talent Acquisition & Onboarding Engagement & Associate Relations Workers Compensation Management

Accomplishments
  • Ø Developed Workers Compensation Claims Management Procedure enhanced transparency between claimant, clinic, and adjustors with streamlined s claim process resulted in fewer opened claims, reduced open claim status, transparency between claimant, clinic, adjustors, strategic release to work options, Leave of Return-to-Work Program Absence and coordination of Leave of Absence and Fit for Duty program.
  • Ø Introduced Program to Rocklin Distribution Center to enhance companies Return to Work Program resulting in increased work assignments for injured workers, and reduce expenses associated with partial or total temporary disability expenses. National Risk and Safety Teams adopted programs across the county.
  • Ø Implemented Transportation Hiring Procedure for Pacific Region Transportation resulting in expedited hiring of Class A Drivers, including compliant Driver Qualification Files audit-ready in accordance with Federal Motor Carrier Safety Administration regulations and Department of Transportation guidelines.
  • Ø Implemented Transportation Hiring Procedure for Pacific Region Transportation resulting in expedited hiring of Class A Drivers, including compliant Driver Qualification Files audit-ready in accordance with Federal Motor Carrier Safety Administration regulations and Department of Transportation guidelines.
  • Ø Tasked with issuing WARN Act triggering 250+ employee being laid off via the influence Attorney General Office, assisted the Court Appointed Receiver with investigative matters, reporting, company memos, and WARN Act tasked assignments.

Skills
  • TECHNICAL SKILLS
  • Windows 10: Word, Excel, PowerPoint; HRIS Systems: PeopleSoft, Kronos Timekeeping, ADP Enterprise & Self-Service Portal, ADP e-Time Timekeeping, ADP Attendance Counts; Recruitment Systems: SilkRoad Red Carpet Recruitment, TALEO, Sterling Background Check System; Workers Compensation: Merlin, Origami, TPA S; Wiki: Operations, Transportation, Fleet Safety, Risk Safety SharePoint Sites, Intracompany Social Media Site; Office Systems: Deluxe Check System, I-9 Express
  • Improving Employee Engagement
  • Human Resources Best Practices
  • Company Leadership
  • Employee Feedback and Recognition
  • Onboarding, Training and Development
  • Operational Efficiency
  • Employee Performance Management
  • Compensation and Benefits Administration
Work History
Human Resources Business Partner, 10/2012 to 06/2021
Nfi IndustriesTechny, IL,
  • Support Distribution Center of 500+ Employees, assigned Client Group of 180+ Employees
  • Report to Human Resource Manager, Facility Safety Manager, General Manager, Regional Fleet Safety Director
  • Partner with local HR Colleges, Regional HR Director, and National HR to find solutions to common issues, leverage best practices, and ensure streamlined execution of policy and procedures or deliver a presentation on an assigned topic
  • Engage peer networks and champion core programs, in areas, such as Talent Acquisition & Onboarding, Total Rewards, Talent Development, Engagement, Recognition, Diversity & Inclusion, Philanthropy & Sustainability, Risk & Safety, Legal & Compliance
  • Successfully demonstrated high-quality teamwork, our HR department set an organizational record ranking 1st place on Annual Performance & Goal-Setting Metrics for 7 consecutive years
  • Improving Talent Acquisition with fewer open positions, including time-to-fill, resulted in a reduction in the Cost of Vacancy
  • Improved Operational Turnover resulted from improved warehouse turnover percentage, Improved Employee Engagement Survey, which resulted in beating our previous year’s participation
  • Best overall turnout for Philanthropy & Sustainability events with volunteer hours exceeding minimum expected
  • Successfully demonstrated initiative in building effective and lasting working relationships through transparency and servant leadership approach
  • Understanding and assessing the client group’s needs fostered trust and the opportunity to observe the roles of both employee and business leader, gain working knowledge governing transportation regulations, budget, and performance metrics expectations, and subsequently be able to troubleshoot and provide impartial guidance on for day-to-day operations
  • Managed all functions of Human Resources leverage best practices interpreting HR and Fleet Safety Policy and Procedures, as well as federal, state/province, and local laws
  • Execute National Benefits/Total Rewards such as campaign Wellness Incentives and facilitate Open Enrollment, present changes, and assist with associate enrollment
  • Subject matter expert in Workers Compensation & Leave Administration, Talent Acquisition & Onboarding for Driver population, and Engagement & Associate Relations
  • Streamlined procedures to ensure driver compliance and uniformity during Talent Acquisition & Onboarding, discuss policy and procedure updates and presented on assigned HR topics
  • Implemented Transportation Hiring Procedure for Pacific Region Transportation resulting in expedited hiring of Class A Drivers, including compliant Driver Qualification Files audit-ready in accordance with Federal Motor Carrier Safety Administration regulations and Department of Transportation guidelines
  • Talent Acquisition & Onboarding
  • Responsible for implementing the workforce talent agenda attracting the right people and driving enterprise productivity
  • Perform talent acquisition activities, including sourcing, interviewing, and candidate selection
  • Tracks key recruiting performance metrics
  • Conducts new hire orientation and ensures new associates are well informed of HR benefits, policies, and programs
  • Deliver training programs, as assigned
  • Implemented Warehouse to Driver Program resulting in employee growth and promotional opportunity and recruitment win with an increased candidate pool for difficult-to-fill Class A Drivers openings
  • Employee Relations & Engagement
  • Responsible for being a steward of the company culture
  • Ensures that associate questions are promptly and courteously resolved
  • Implements associate engagement events and activities
  • Addresses associate concerns with open communication techniques
  • Champion change management initiatives through adaptability and connectiveness
  • Captured organizational intranet- social media site and internal newsletter facility sponsored events, associate awards recognition, associate community involvement in philanthropy & sustainability events, safety & compliance milestones and awards, rallied associates to participate in Community Games events taking 2nd and 3rd place hosted a facility luncheon to recognize winners, assisted business leaders with local Driver Competition where driver associates took 1st, 2nd, 3rd place and treated to awards ceremony and dinner
  • During the annual rollout came in 3 days to spend overnight to ensure driver populations were engaged
  • Additionally, during regularly scheduled days I would split my time by occupying a vacant office on the Transportation side of the building
  • Drivers felt appreciated and I was able to engage in conversation prior to the end of the shift
  • Driver Appreciation week
  • A good employee engagement strategy includes assessing existing problems, working with employees on solutions, and then implementing changes to help foster employee satisfaction
  • Talent Development,
  • Recognition, Performance Management,
  • Sustainability and Philanthropy
  • Workers Compensation and Leave Administration
  • Demonstrate effective strategic advisement with business leaders, advised business leaders, streamlined Facility Workers Compensation procedure, administered Workers Compensation Program with liaison approach, partnered with Regional Risk Safety and Legal Team monthly to strategize action plan for potentially or litigated claims, facilitated Interactive Process and ADA Accommodations
  • Developed Workers Compensation Claims Management Procedure enhanced transparency between claimant, clinic, and adjustors with streamlined s claim process resulted in fewer opened claims, reduced open claim status, transparency between claimant, clinic, adjustors, strategic release to work options, Leave of Return-to-Work Program Absence and coordination of Leave of Absence and Fit for Duty program
  • Introduced Program to Rocklin Distribution Center to enhance companies Return to Work Program resulting in increased work assignments for injured workers, and reduce expenses associated with partial or total temporary disability expenses
  • National Risk and Safety Teams adopted programs across the county.
Human Resources Interim Administrator, 04/2011 to 08/2011
Plexus Corp.Appleton, WI,
  • Tasked with issuing WARN Act triggering 250+ employee being laid off via the influence Attorney General Office, assisted the Court Appointed Receiver with investigative matters, reporting, company memos, and WARN Act tasked assignments.
Human Resources Generalist, 06/2008 to 06/2011
RD, A Professional Tax CorporationCity, STATE,
  • Prevented annual loss of $32,000 after a formal investigation surrounding employee embezzlement
  • Identified the need for a Human Resources Consultant, created a proposal with cost savings associated with new broker firm, compliance concerns related to mismanagement of 5500, need for ERISA compliance attorney, and overall company culture revamp
  • Included top 3 consultants for consideration and granted final approval to move forward with consultant contract.
Human Resource Generalist, Human Resources Associate Generalist, Human Resources Representative II/Payroll Liaison, 01/2004 to 06/2008
Quest DiagnosticsCity, STATE,
  • (Promotion)
  • HRIS implementation and training, safety training sessions, such as attending mandatory legal and compliance webinars series including managing personal development following changes to company /region/facility/group strategy
  • Legal Conducted Interactive Webinars: Formal Investigation Process 4 sessions, ADA Accommodations, and Interactive Process, Sexual Harassment Workplace Harassment
  • Weekly Legal Updates: Workplace Violence, Mental Illness, Active Threat, Handling Arrest & Off Duty Conduct, Performance Improvement Plans, Shared Parental Leave, Medical Marijuana & Transgender Accommodation, Religious Accommodation Guidance & Form
Education
Bachelor of Science: Business Administration, Human Resources Management, Expected in to California State University - Sacramento,
GPA:
Delta Sigma Pi- Alumni
Affiliations
Member of Sacramento Human Resource Management since 2005 mentoring managers

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Resume Overview

School Attended

  • California State University

Job Titles Held:

  • Human Resources Business Partner
  • Human Resources Interim Administrator
  • Human Resources Generalist
  • Human Resource Generalist, Human Resources Associate Generalist, Human Resources Representative II/Payroll Liaison

Degrees

  • Bachelor of Science

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