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Human Resources Organization Development Consultant Resume Example

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Jessica Claire
  • Montgomery Street, San Francisco, CA 94105
  • Home: (555) 432-1000
  • Cell:
  • resumesample@example.com
Summary
Ten years of broad and specialized responsibility with emphasis to project planning and execution; effective communication with all organizational levels; relationship building with key stakeholders with a demonstrated record of delivering value added strategic programs. Expertise within multiple industries in the following areas: Change Management Company Communications Compensation and Benefits Employee Relations Mergers and Acquisitions Organizational Assessment Policies and Procedures Recruiting and Staffing Training and Development
Highlights
  • Guest services
  • Inventory control procedures
  • Merchandising expertise
  • Loss prevention
  • Cash register operations
  • Product promotions
Accomplishments
Experience
Human Resources/Organization Development Consultant, 01/2000 to 01/2002
Circle K Stores, Inc.Littleton, CO,
  • CUNA Mutual Group is a financial services provider to over 10,400 credit unions and their members worldwide.
  • Created in 1935, CUNA Mutual has 5000 employees with assets of more than $9.3 billion.
  • Responsible for human resources and organization development activities for Information Systems, Finance and Collateral Products business areas.
  • Implemented a change management plan for a large system integration that resulted in defining critical success factors, identifying growth opportunities, and improving morale.
  • Facilitated new employee orientation that increased company knowledge and employee satisfaction.
  • Coached managers and mediated employee dispute resolution, counseling, and discipline that decreased employee conflict and improved productivity.
  • Facilitated a Five-Factor Model of Personality assessment for a new team that resulted in identifying key personality factors that would impact the team's success.
  • The team utilized the assessment throughout their project and successfully decreased conflict, identified problem areas, and achieved the team's goals.
  • Conducted a series of team sessions with affected stakeholders regarding major changes within the business area.
  • Employees were more committed to the change as a result of these sessions and management support.
  • There was also an improvement in employee satisfaction and productivity.
  • Created and conducted a culture assessment survey and developed improvement plans that included linking plans to business objectives and measuring plan improvements.
  • The following year's survey and focus group sessions revealed an improvement of leadership skills, increase understanding of job requirements and required performance resulting in higher productivity and improved morale.
  • Recruiting for Information Systems Project Managers that resulted in completion of a major initiative.
Manager, 01/1999 to 01/2000
KohlerPortland, OR,
  • A startup company delivering Internet services to wireless devices; Saraide grew from three employees to 160 employees within one year.
  • InfoSpace, a public company with net revenues of $19 million and over 500 employees, acquired Saraide in year 2000.
  • Responsible for all general human resource activities in the United States and directed global compensation and benefit programs in the United States, Canada, United Kingdom, Netherlands, France, and Sweden.
  • Created and implemented human resource policies that were aligned with other internal programs and best practices that resulted in a reduction of the human resource budget while increasing quality.
  • Identified a plan during acquisitions regarding culture integration and human resource cost benefit analysis that were critical factors in meeting financial goals and increasing efficiencies.
  • Developed and launched a mentoring program to aid in company acclimation and guidance for development for new employees that increased new employee satisfaction and decreased costs.
  • Designed and implemented a performance management plan that included goal setting, 360 degree feedback and development planning that identified a pool of needed competencies.
  • Evaluated organization structure and position responsibility for downsizing and coordinated severance plans that resulted in achieving necessary cost savings and increasing efficiencies within the new structure.
  • Arranged and facilitated two-day employee retreat that, in addition to improving employee morale, dramatically increased company knowledge, identified improvement opportunities and actions plans.
  • Worked with the Chief Executive Officer to develop a global employee equity stock program and conducted equity stock training that increased retention and improved employee loyalty.
Supervisor, 01/1998 to 01/1999
RSM McGladrey, IncCity, STATE,
  • A leading consulting, accounting, and tax firm serving the needs of fast-growing mid-sized companies.
  • It is one of the 40 largest consulting firms assisting clients from more than 400 offices in 75 countries.
  • External consultant helping companies improve human resource practices by following a consulting process that included assessing client issues and needs, providing and implementing recommendations, and evaluating improvements.
  • Chosen as "Stellar Employee" for project management, quality of service, and excellent performance.
  • Worked with a team of consultants to develop a business plan for the Compensation Department of the Human Resources Group that resulted in a 50% growth and recognition of most profitable department.
  • Developed and implemented a market/equity-based compensation program for an organization that resulted in improved morale, decreased turnover, and better alignment with the organization's strategic plan.
  • Provided recommendations regarding the acquisition of a potential company through a cost benefit analysis by reviewing the company's processes, systems, and resources.
  • Conducted a diagnostic review of human resource practices and that resulted in the creation of an employee handbook, elimination of unnecessary programs, implementation of a performance management plan, and a change in the company's compensation program that better aligned with business objectives.
  • These changes were credited for increased communications, productivity and a decrease of employee costs.
Senior Compensation and Benefits Consultant, 01/1993 to 01/1998
Watson Wyatt & CompanyCity, STATE,
  • A $520 million international consulting firm with over 5,500 employees in more than 90 offices operating in 36 countries.
  • Watson Wyatt provides human resources consulting services to Fortune 500 companies.
  • Prepared and presented proposals to clients for compensation and benefits, communication, and organizational development consulting services.
  • In addition, created human resources programs for clients.
  • Organized sales and marketing efforts for REWARD, an Access-based salary administration system, by developing marketing material, conducting demonstrations, and providing user support that increased sales.
  • Analyzed market competitiveness assessments and developed new salary administration systems to control turnover, ensure pay equity, and recognize high performing contributors.
  • Responsible for the analysis of the executive compensation structures including cash, bonus and stock options by conducting market studies and compiling SEC reporting information.
  • Provided administration and performed compliance testing for 401(k) and profit sharing plans.
Education
Bachelor of Arts: Business Management and Human Resource Management, Expected in 1 1993
Loras College - Dubuque, Iowa
GPA: Graduated Magna Cum Laude GPA: 3.7/4.0
Business Management and Human Resource Management Graduated Magna Cum Laude GPA: 3.7/4.0 Numerous human resource and management programs, conferences and seminars, e.g., leadership development, change management, compensation, strategic planning, and acquisitions.
Skills
accounting, acquisitions, benefits, budget, business plan, change management, conferences, consultant, consulting, counseling, credit, client, clients, equity, fast, Finance, financial, focus, goal setting, human resource, Human Resources, Information Systems, Internet services, leadership skills, leadership development, marketing, market, mentoring, Access, organizational development, organization development, performance management, policies, processes, profit, project management, proposals, quality, Recruiting, reporting, sales, seminars, strategic, strategic planning, system integration, tax, user support, year 2000

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Resume Overview

School Attended
  • Loras College
Job Titles Held:
  • Human Resources/Organization Development Consultant
  • Manager
  • Supervisor
  • Senior Compensation and Benefits Consultant
Degrees
  • Bachelor of Arts

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