Livecareer-Resume

Human Resources Business Partner Resume Example

Love this resume?

By clicking Build Your Own Now, you agree to our Terms of Use and Privacy Policy

Jessica Claire
Montgomery Street, San Francisco, CA 94105
Home: (555) 432-1000 - Cell: - resumesample@example.com - -
Links
  • linkedin.com/in/benjamin-rozzell-iv-mpa-6b2bb321
Professional Summary

A results-driven business partner who specializes in human resources skillful in strategic planning, policy integration, leadership development, and performance improvements. A proven track record of being a change agent and strategic partner in a Fortune 50 company, gained through advanced education and management experience. Ability to improve the effectiveness and efficiency of an organization’s work processes and mission through sound leadership and management practices.

Skills
  • Labor/ Employee Relations
  • Performance Management
  • Onboarding
  • Employee Engagement
  • Data Analysis
  • Talent Management
  • HR Policies
  • Talent Acquisition
  • Succession Planning
  • WorkForce Planning
  • Leadership Development
  • Strategic Thinking
  • Excellent Communication Skills
  • Planning Ability
  • Change Management
  • Microsoft Office Suite
  • Stakeholder Engagement
  • Project Implementation
Work History
11/2015 to Current
Human Resources Business Partner Cox Auto Inc Metairie, LA,
  • Responsible for supporting all HR / operational processes across 14 stores throughout Cleveland District (generating more than $400M in annual sales with over 1,500+ associates).
  • Strategic business partner to District Manager and district staff by supporting business initiatives through core functions of HR.
  • Works directly with location people leaders and staffing and scheduling administrators to assist them in carrying out their responsibilities on associate relation matters.
  • Managed 24 offiste HR associates and responsible for performance management and hiring of those associates.
  • Build high performing, diverse, and engaged teams through talent assessment, succession planning, and leadership development.
  • Coach people leaders on initiating appropriate conversations with associates regarding career goals and job performance (as part of overall recruitment and retention initiative) using company's Sync Up tool.
  • Forecast workforce management needs using staffing reports (Kronos, Staffing Planner, Workforce Management Dashboard), last year’s same week sales trends to leverage payroll and determine staffing needs each year.
  • Partnered with talent acquisition partner to Integrate 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
  • Work with store senior leadership to provide strategic workforce planning to address current and future needs through succession planning for key and hard to fill positions.
  • Successfully guided people leaders through Lowe’s HR Transformation to streamline HR functions to improve the associate experience through Workday and MyHR.
  • Partner with Associate Relations to investigate associate claims of misconduct, harassment, and EEOC claims when needed. Maintain and process all types of leave of absences, FMLA, personal, workers compensation, and ADA accommodations.
  • Promote positive employee relations and analyze data from Lowe’s Building Engagement Success Together (BEST) associate opinion survey
  • Increased this year’s BEST survey participation by 26% from last year by implementing townhall meetings and assigning sponsors at each location to drive awareness.
  • 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.
  • Coordinated quarterly management leadership experience training for new managers and high potential associates
10/2012 to 11/2015
Human Resources Manager Ardagh Group Ruston, LA,
  • Site human resources manager to 120 associates during non-peak and 140 during peak season.
  • Partnered with people leaders to increase engagement by creating action plans and communicating changes resulting in increased participation and AOS scores, resulting in #3 highest score in Cleveland district
  • Analyze current workforce management needs using staffing reports (Kronos, Staffing Planner, Workforce Management Dashboard), last year’s same week sales trends to leverage payroll and determine staffing needs each year.
  • Coached and counseled all managers regarding employee disciplinary actions from coaching to termination.
  • Partner with Associate Relations to investigate associate claims of misconduct, harassment, and EEOC claims when needed.
  • Maintain and process all types of leave of absences, FMLA, personal, workers compensation, and ADA accommodations.
  • Responsible for anticipating talent needs and addressing them through proactive and effective recruiting Job Fairs and social media.
  • Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
10/2006 to 07/2010
Group Supervisor State Of Minnesota Watertown, MN,
  • Planned and implemented daily activities and responsibilities of 25 team members.
  • Routinely evaluated and analyzed data from agency's management information systems to determine employee and office’s workload performance
  • Utilized problem solving and mediation strategies by partnering with senior leadership and employee / labor relations concerning employee conduct and performance issues
  • Provided technical assistance and ongoing training with staff and management concerning agency policy and procedures
  • Established and maintained strong professional relationship with staff via open and regular communication either in one-on-one or group meetings, conference calls, or through written memos.
  • Ensured proper recording keeping by routinely evaluating and analyzing data from Agency’s management information systems to determine employee and office’s workload performance.
  • Familiar with agency’s internal and federal hiring practices: interviewed and hired new employees.
  • Managed, prioritized, and assigned workload assignments to staff to achieve agency’s goals and mission.
  • Reviewed and evaluated service delivery, identified areas needing improvement and made recommendations to senior leadership team.
  • Regularly conducted performance reviews discussions with direct reports and evaluated their job performance and contribution.
06/2003 to 10/2006
Claims Representative C&S Wholesale Grocers Framingham, MA,
  • Evaluated accuracy and quality of data entered into agency management system.
  • Worked effectively in fast-moving work environment to process large volumes of retirement and disability claims.
  • Reviewed and analyzed suspicious and potentially fraudulent claims.
  • Established productive working relationships with public officials and Congressional staffers.
  • Trained other claims representative on proper handling and evaluation of claims reviews and new agency polices and procedures.
  • Organized, planned, and documented materials for retirement and disability claims.
Education
Expected in 02/2012
Master: Public Administration And Policy Analysis
Walden University - Minneapolis, MN
GPA:
Expected in
Bachelor of Arts: Political Science
BOWLING GREEN STATE UNIVERSITY - Bowling Green, OH,
GPA:

By clicking Build Your Own Now, you agree to our Terms of Use and Privacy Policy

Disclaimer
Resumes, and other information uploaded or provided by the user, are considered User Content governed by our Terms & Conditions. As such, it is not owned by us, and it is the user who retains ownership over such content.

How this resume score could be improved?

Many factors go into creating a strong resume. Here are a few tweaks that could improve the score of this resume:

82Good

Resume Strength

  • Formatting
  • Personalization
  • Strong Summary
  • Target Job

Resume Overview

School Attended
  • Walden University
  • BOWLING GREEN STATE UNIVERSITY
Job Titles Held:
  • Human Resources Business Partner
  • Human Resources Manager
  • Group Supervisor
  • Claims Representative
Degrees
  • Master
  • Bachelor of Arts