Human Resources Professional Resume Example

Human Resources professional, over 15 years' knowledge, experience, expertise, proficiency and leadership in directing, and managing Human Resources services and programs within diverse industries operating over multi-sites, multi-state and outside of Conus. Demonstrated knowledge, understanding and expertise of human resources principles, practices and methods to include recruitment, benefits, compensation, organizational development, labor relations, employee training and development, policy development and regulatory compliance, performance management, employee relations, and labor relations. Utilized leadership, expertise, experience and best practices to validate existing processes and build new processes to achieve success. Coordinated and assisted with building a high performance culture, setting strategic plans, achieving results, providing employee relations council and meeting HR related project deadlines. Demonstrated superb analytical, consultancy and organizational skills; highly developed interpersonal skills, excellent written and verbal communication skills; results-oriented and driven; self-starter and self-directed; team player; flexible and able to adapt to quickly changing work environment; ability to manage multiple issues concurrently; proven high level of dedication and commitment. Expertise/Competencies HR Planning and Strategy - supported and implemented strategic plans; partnered with business leaders to develop effective organizational structure that included clear roles and responsibilities, objectives and accountabilities, flexible bench strengths and vigorous training programs. Utilized metrics, audits, analysis, reporting, and planning tools to monitor the effectiveness of HR programs. Developed HR strategies, recommended initiatives, and lead projects to support the ongoing needs of the origination. Organization Development and Change Management - provided HR forecasting, strategic planning, and realignment; project management; organizational design and development; mergers and acquisitions; site start-ups and closures; performance management systems; succession plans; root cause analysis. Built productive relationships at all levels of the organization. Lead change management efforts extending to multiple locations by fostering an atmosphere for change and creating an environment embracing diversity. Function as the employee liaison to provide feedback to the leadership team, and actively sought opportunity to improve communications and increase employee engagement. Compliance and Risk Management - HR audits; policy development, documentation and dissemination; employee/organization climate surveys conflict resolution systems; employee relations; compliance with DOL, EEO, AAP, FLSA, FMLA, ADA, Federal, State, and Local Employment Laws and Compliance Programs.; discrimination investigation and resolution; recordkeeping requirements; managing a positive union contract-negotiations, arbitration, etc.; sustaining a union-free work environment; HRIS (Human Resource Information Systems); Health, Safety, and Workers Compensation; OSHA compliance; loss prevention and safety programs and policies; safety training and hazard/injury analysis; accident claim administration and loss control. Talent Management and Onboarding - assess current organization and identified training and development opportunities. Developed and delivered training designed to meet organizational objectives and strategic plan. Full-cycle recruitment/staffing/talent acquisition/retention; position classification; employee interview/assessment/indoctrination; competency identification; background and reference checks, validation, and drug testing; executive search. Developed and implemented recruiting activities to attract top talent and employee development programs to build bench strength for future talent needs. Established employee onboarding programs that facilitated new hire success to fully leverage talent and resources. Monitored operational policies and procedures for hiring; discipline and termination; exit interviews; measured performance and determined appropriate compensation. Oversaw payroll and benefits administration. Employee Relations and Performance Management - facilitated performance management process. Provided advice/guidance and counseled to both managers and employees to solve employee relations problems and assisted with coaching needs. Conducted stay and exit interviews as needed and recommended solutions that promoted positive employee relations. Designed and implemented programs to improve key areas of the Employee Opinion Survey. Compensation and Rewards: compensation and business plans alignment; job descriptions and analysis, position classification; salary structuring and administration; incentive pay plans; audit and compliance with FLSA Benefits Plans: plan design (health, 401K, pension, etc.); benefits administration systems; benefits providers' assessment and selection; cost containment strategies; compliance and outsourcing.