Human Resources Director resume example

Projects including interim leadership support to bridge transitions and conducting thorough HR Audits to provide customized recommendations and solutions.

• Healthcare, 1300 Headcount, $106M) Partnered with leadership team on strategic planning and review of agency wide improvements.
• Successful leader of organizational development initiatives, especially in recruitment and retention efforts to improve candidate and staff experience.
• Provided leadership over workforce development training programs focusing on leadership and management skills.
• Strong record of managing projects and building HR systems that improve the caliber and efficiency of HR services.
• Value driven understanding of HR metrics and research methods, with a keen sensitivity to audience-centered communications to effectively convey the implications of statistical trends to management teams.
• KEY ACCOMPLISHMENTS
• Guided the development of a leadership training program (“Heroic Leadership Institute”) and a management development program focused on the development of technical skills, knowledge and abilities.
• Developed a Workforce Engagement program that included an internally developed annual engagement survey with a 75% participation level to cultivate an optimal work experience for staff and managers.
• Managed the implementation of a new HRIS system and successfully streamlined workflows for recruitment, onboarding, learning, and performance management.
• Negotiated Union contracts that balanced positive outcomes for all stakeholders such as establishing career progression opportunities, flexibile staff redeployment, balanced healthcare cost sharing and improved compensation.
• Designed avenues for staff participation through a voluntary program that focused on promoting wellness, engagement and safety.
• This initiative helped reduced healthcare cost by $2M and also helped improve the agency’s workers comp experience modification factor from 140% to 98%.
• Developed a an integrated user-friendly Workplace Policies and Procedures Manual and a New Manager’s Training Manual to improve communication and understanding of key expectations and shorten the learning curb for new managers.

• Healthcare, 400 Headcount, $35M) Successfully turned around an underdeveloped department to meet the new demands of a growing, heavily regulated organization.
• Managed a staff of five; handled internal investigations and DFEH communication responses.
• KEY ACCOMPLISHMENTS.
• Developed key strategic HR systems to improve levels of operational excellence and customer service.
• Designed and implemented a Pay-for-Performance initiative in conjunction with a web-based performance management tool that incorporated organizationally aligned objectives.
• Partnered with IT and Finance; played a lead role in identifying and implementing a new HRIS and applicant tracking system; moved the organization from paper to electronic benefit enrollment.
• Designed and delivered training to managers and end-users on an array of behavioral competencies.
• Identified optimal recruitment sources, decreased dependency on staffing firms, and negotiated improved contractual guarantees resulting in reduced recruitment costs.

• Green Industry, 400 Headcount, $10M
• Defined core job competencies; positively impacted hiring practices and workforce development programs.
• Developed and delivered managerial training programs; developed tools for performance evaluations and salary reviews.
• Advised senior managers and executives in the preparation of staff evaluations.
• Oversaw and improved payroll process, leave, benefit, and retirement administration.
• KEY ACCOMPLISHMENTS.
• Partnered with functional leaders to develop innovative ways to reduce the administrative burden of operational responsibilities as company expanded to four branches.
• Designed and conducted focus groups with subject matter experts to develop comprehensive business solutions and ensure stakeholder buy-in for organizational change initiatives.
• Improved partnerships between staff and managers by facilitating communication flow upward and downward.
• Provided mediation and conducted exit interviews to assess turnover trends and the effectiveness of retention efforts.
• Developed compensation and benefit strategies based on market research and exit interviews.
• Led Safety Program, engaged multiple stakeholders in mitigating workplace hazards, and developed proactive steps to maintaining the safety of people and property.
• Investigated workplace accidents and successfully contested two OSHA citations.

• Social Enterprise Non-Profit, 150 Headcount, $, ) Served on the leadership team; participated in managing organizational transition and resulting strategic planning processes due to the Executive Director’s succession.
• Supervised IT and office management staff.
• Developed an employee handbook incorporating input from key stakeholders and legal counsel.