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Local Area Human Resources Manager Resume Example

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LH
LOCAL AREA HUMAN RESOURCES MANAGER
Summary

Highly-focused and ambitious Human Resources Professional bringing 11+ years management experience with extensive customer service, public relations and philanthropic background. Astute and proactive problem-solver possessing elevated business and operations acumen honed through progressive career history, diverse industries knowledge and accomplished education. Talented in key HR functions, spanning employee recuitment, training, development, and retention-promoting relationship building. Analytical problem-solver and practiced conflict manager with a persuasive communication style. Knowledgeable about acts, requirements and standards covering areas such as equal employment, worker's compensation and disability support.

Skills
  • Organizational Development
  • Human Resources Management
  • Staff Training & Mentorship
  • Employee Morale & Retention
  • Continuous Process Improvement
  • Onboarding Optimization
  • EEOC Compliance
  • Policies and Procedures Implementation
  • Cross-Functional Collaboration
  • ADP/Taleo/Kronos/Workday/Sap
Experience
09/2018 - CurrentLocal Area Human Resources ManagerCompany Name | City, State
  • Responsible for managing daily HR functions for 750+ employees in the Southwest and Midwest regions; built relationships and provided support to multi-level operations while ensuring customer satisfaction.
  • Developed a successful recruiting, orientation and onboarding process with a goal of reaching targeted KN headcount numbers timely and on a consistent basis.
  • Managed quarterly exempt & nonexempt round-tables and implement action plans on an as needed basis.
  • Decreased temp headcount to 10% or less in 2 out of 3 accounts that historically ran 50% or more for over a 2 year period.
  • Provide guidance to HR team regarding any Kronos, ADP, MSS or KN Benefit issues on a daily basis.
  • Conduct wage analysis as well as provide justification for any positions proven to show disparity in salaries across comparable industries and other KN sites within surveyed area.
  • Co-Chaired Cares Program, Women in Leadership and Diversity and Inclusion Programs to remain compliant with EEOC laws and expectations.
  • Decreased hotline calls from five to zero in less than 6 months while serving as Area Manager.
12/2016 - 09/2018Plant Human Resources ManagerCompany Name | City, State
  • Managed 420+ employees orchestrating organizational development through meaningful S.M.A.R.T (Specific, Measurable, Attainable, Relevant, and Time-Bound) goals while working to solve root causes and boost employee morale.
  • Developed climate surveys which identified issues with an aging facility and lack of climate control; leveraged findings to convince the Plant Manager to install AC during summer months which resulted in a significant boost in staff productivity and a decrease turnover rates.
  • Conducted research to maintain up-to-date knowledge of relevant legislation and regulations and promote compliance with requirements.
  • Established measures to promote diversity and drive equal access to opportunity and advancement.
06/2009 - 11/2016Human Resources Manager, Regional Systems HR ManagerCompany Name | City, State
  • Created, organized and implemented a new field operations structure that best aligned to the current and future business climate by adding four regional accounts to the book of business; promoted to Human Resources Manager after 2 years consistent business growth success.
  • Developed hiring and recruitment policies while managing 850+ FTE's, 8 direct reports, and 14 hospitals to drive transparent and fair hiring process for selecting candidates on basis of merit and relevance with job; promoted to Regional HR Manager for successfully streamlining the hiring process and enhancing talent acquisition initiatives.
  • Improved organizational development by organizing comprehensive new hire training and identifying workflow gaps to improve operational efficiency; reduced non-exempt onboarding and new hire training from 4+ weeks to 2 weeks.
  • Performed regular wage analysis to ensure employment compensation remained competitive within the food service industry; completed several studies and persuasive cases to increase the non-exempt pay multiple times during tenure.
  • Decreased audit finding infractions – (Joint Commission and Health Department Audits);
    created mock audits with checklists at random times and random locations to keep
    departments audit ready and compliant achieving zero infractions during tenure.
  • Established departmental performance goals by creating a 30, 60, and 90 day performance management process designed to identify areas of concern and highlight potential improvement strategies.
  • Transitioned company to First Advantage Background Checks which decreased the onboarding timeframe y 29%.
Education and Training
2007M.B.A: Human Resource
UNIVERSITY OF PHOENIX | City, State
2006B.B.A: Management
DELTA STATE UNIVERSITY | City, State
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Resume Overview

School Attended

  • UNIVERSITY OF PHOENIX
  • DELTA STATE UNIVERSITY

Job Titles Held:

  • Local Area Human Resources Manager
  • Plant Human Resources Manager
  • Human Resources Manager, Regional Systems HR Manager

Degrees

  • 2007 M.B.A : Human Resource
    2006 B.B.A : Management

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