Human Resources Director Resume Example

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Seasoned, performance-driven and accomplished professional, offering extensive experience in managing all aspects of Human Resources including employee relations, benefits, leaves of absence, recruitment, retention, and training. Effective leader and team player with demonstrated ability in providing critical support in development and implementation of Human Resources strategies that achieve business results. Recognized as a people person with ability to cultivate positive relations with individuals of all levels and diverse backgrounds.
of Human Resources strategies that achieve business results. Recognized as a people person with ability to cultivate
Human Resources Director01/2011 to 03/2015Company NameCity, StateA 250-employee/independent contractors, for-profit residential treatment center for addiction with 3 facilities. Built the company's Human Resources Department infrastructure including its goals, objectives, and systems. Updated all HR policies, procedures, services, programs and operations. Oversaw all HR functions, including recruiting, hiring practices, compensation, benefits and leave administration, worker's compensation as well as payroll processing. Forged strong relationships with managers, providing guidance on employee issues, as well as coaching to develop management style. In July 2013, was promoted to Director position. Trained and supervised staff of 2. Led transformation of company perception of HR as a bureaucratic function to a value added service. Revised outdated policies and job descriptions, created first employee handbook and policy manual, revamped hiring practices and personnel files and put system in place to ensure ongoing compliance with federal/state laws and regulatory agencies. Within 5 months of hire, Company received Joint Commission (TJC) accreditation, with the HR section receiving a perfect score. HR Department consistently passed 4 surprise audits of personnel files by State Licensing Agency. Launched new hire onboarding process, compliance training and education for staff to meet TJC standards. Revamped the appraisal process to be competency driven, and link pay to performance. Rolled out employee self-appraisal to increase employee engagement. Overhauled benefit programs, introducing group health insurance plans and amending time off accrual, to be competitive to attract/retain talent. Spearheaded reduction of bloated administrative staff and change to scheduling practices, streamlining organizational effectiveness and saving $100k in annual payroll. Partnered with CFO to implement a new HRIS/Payroll System better suited to organization's needs, at a cost savings of $50k/year. Served as an employee advocate and resource for managers. Mediated conflicts. Investigated employee complaints, implementing corrective action and retraining as needed, significantly reducing employee grievances and litigation risk to company.
Human Resources Manager05/2010 to 09/2010Company NameCity, StateA 100-employee/volunteer, non-profit social services organization offering health clinics, social services case management, child development/youth centers, workforce center and low cost housing to Chinese immigrants. Solely responsible for operating Human Resources Department. Initiated HR practices and objectives. Conceptualized and implemented new hire and benefits orientation which helped new staff assimilate quicker into company culture, work at peak performance, and increased employee satisfaction. Worked closely with site managers to evaluate staffing needs and anticipate openings. Developed new resources for top talent acquisition, resulting in 2 key director positions being filled within 3 weeks. Compiled and analyzed industry salary survey data to design a compensation matrix. Assisted senior executives with comparison, negotiation, and selection of group health insurance package, resulting in an annual cost savings of 24%. Designed and facilitated a management training curriculum to increase leadership capability Revamped the annual review process to incorporate an employee self-appraisal and 360 evaluation to increase employee engagement and feedback.
Store Manager06/2007 to 04/2010Company NameCity, StateA 15-employee, women's specialty store location for a national catalog company; company closed in 2014. Managed store operations to drive sales, and promote exceptional customer service. Recruited, trained, and coached to retain top talent. Onboarded new hires in HRIS, maintained personnel files, and processed payroll. Networked in community, created store events, and crafted staff sales & product training, resulting in highest ytd increase in district. Voted by readers in local newspaper as "favorite women's specialty store".
Human Resources Manager11/1995 to 08/2006Company NameCity, StateA 500+ employee, retail branch store & corporate call center - mail/telephone order division for a Fortune 500 company. Company was acquired by Federated (Macy's) in Nov 2005. Responsible for full spectrum of HR programs, with emphasis on staffing, retention, training, performance management and employee relations in a fast-paced, competitive environment. Advised 8 senior managers and 25 department heads on performance management issues. Supervised staff of 2. Worked closely with hiring managers on forecasting workforce needs and improving retention, ranking in top 3 in region for lowest opening index and turnover. Facilitated new hire on-boarding for a smooth integration into company culture, achieving highest survey scores in region. Originated programs to proactively address specific business needs and development of staff. Store sales increased $17M within 2 years. Programs were adopted by Corporation. Effectively enforced compliance to Federal and State regulations. Successfully mediated grievances in-house resulting in only 1 DFEH/EEO complaint in 11 years, which was dismissed as unsubstantiated. Implemented change management principles for new corporate initiatives; commended by Macy's senior management for ability to maintain high staff morale during store closure.
Manager of Employee Relations08/1994 to 10/1995Company NameCity, StateConsultant to senior management in 45 sites over 4 states on employee issues, performance management, and interpretation of company policies. Acted as a neutral 3rd party to mediate escalated employee grievances. Guided branch HR Managers on conducting investigations into harassment and discrimination complaints. Worked closely with internal legal counsel researching federal and state agency inquiries.
Bachelor of Science: Business MarketingCal State UniversityCity, State, USSHRM Learning System Cal State University Long Beach, CA Bachelor of Science: Business Marketing Cal State University Long Beach, CA
Professional in Human Resources (PHR), Human Resources Certification Institute (HRCI) CSC
Society for Human Resources Management (SHRM)
Training, Hr, Human Resources, Sales, Employee Relations, Performance Management, Staffing, Change Management, Eeo, Equal Employment Opportunity, Forecasting, Integration, Integrator, Retail, Retail Marketing, Store Sales, Telephone, Increase, Hr Information System, Hris, Operations, Payroll, Appraisal, Benefits, Compensation, Employee Engagement, Audits, Automated Payroll, Coaching, Corrective Action, Its, Litigation, Onboarding, Payroll Processing, Recruiting, Scheduling, Customer Service, New Hires, Receptionist, Retail Sales, Discrimination, Legal Counsel, Benefits Administration, Human Resources Management, Leave Of Absence, Maintenance, Phr, Recruitment, Service Center, Team Player, Job Analysis, Salary Survey, Satisfaction, Social Services, Talent Acquisition, Marketing


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Resume Overview

School Attended

  • Cal State University

Job Titles Held:

  • Human Resources Director
  • Human Resources Manager
  • Store Manager
  • Manager of Employee Relations


  • Bachelor of Science : Business Marketing

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