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Regional Human Resources Manager Resume Example

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REGIONAL HUMAN RESOURCES MANAGER
Professional Summary

Results-driven Regional Human Resources Manager possessing highly effective leadership skills directed to achieving business objectives. Areas of expertise include [Area of expertise] and [Area of expertise]. Recognized for reducing employee turnover by [Number]% by [Duty] and [Duty]. Superb training and development, hiring and retention and employee relations talents.

Accomplishments
  • Supervised team of [Number] staff members.
  • Resolved product issue through consumer testing.
Skills

  • Labor negotiations

  • Succession planning

  • Company organization

  • Payroll coordination

  • Equal opportunities facilitation

  • Personnel recruitment

  • Workforce improvements

  • Candidate Sourcing

  • Pre-Employment Screening

  • Training development

  • Recruitment strategies

  • Microsoft Office proficiency

  • Multitasking abilities

  • Contract Negotiation

  • Team Building

  • Organizational Development

  • Recordkeeping

  • Talent management

  • Recruitment

  • Training and mentoring

  • Training programs

Work History
Regional Human Resources Manager07/2005 to Current
Company Name – City, State
  • Conducted annual salary surveys and developed, analyzed and updated company salary budget.
  • Liaised between multiple business divisions to improve communications.
  • Developed succession plans and promotion paths for all staff.
  • Monitored and handled all employee claims, including performance-based and harassment incidents.
  • Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for 1,116 new employees.
  • Collaborated with legal and compliance teams to review paperwork, obtain feedback and procure available information for new training processes.
  • Completed human resource operational requirements by scheduling and assigning employees.
  • Collaborated with entire human resource department to discuss new ways to recruit top talent.
  • Addressed employee conflicts with appropriate urgency, following all corporate procedures.
  • Planned, monitored and appraised employee work results by training managers to coach and discipline employees.
  • Created organizational filing systems for records, correspondence and 500.
  • Adhered to all federal and state guidelines and managed payroll and benefits for over 1,116 employees.
  • Collaborated with senior management and performed helpful tasks, including benefits analysis, corrective action planning and big-picture data capturing.
  • Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
  • Discovered and resolved complex employee issues that affected management and business decisions.
  • Provided guidance on policies and procedures to harmonize responses, provide appropriate investigation actions and reach resolution of grievances.
  • Managed 16 employees to reduce workflow stoppage and achieve on-time project completion.
  • Led and provided direction for human resources team of 16.
  • Forecasted expected personnel demands and developed forward-thinking approaches to achieve objectives.
  • Created and implemented forward-thinking initiatives to improve employee engagement.
  • Educated management on successful policy implementation and enforcement actions to prevent employee legal entanglements.
  • Organized and led 16-day staff orientation and training to promote collaboration.
  • Maintained company compliance with all local, state and federal laws, in addition to establishing organizational standards.
  • Followed programs closely to assess effectiveness and make proactive changes to meet changing demands.
Personnel Administrator06/2001 to 07/2005
Company Name – City, State
  • Developed succession plans and promotion paths for all staff.
  • Devised hiring and recruitment policies for 16,000-employee company.
  • Collaborated with legal and compliance teams to review paperwork, obtain feedback and procure available information for new training processes.
  • Updated affirmative action plan to comply with federal guidelines.
  • Briefed new hires on essential job information, such as company policies, employment benefits and job duties.
  • Streamlined complaint response management by providing guidance on policies and ensuring appropriate and accurate investigation processes.
  • Facilitated communication and coordination between employees and management.
  • Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
  • Managed random monthly drug testing for over [Number] employees.
  • Educated management on successful policy implementation and enforcement actions to prevent employee legal entanglements.
  • Automated office operations while managing client correspondence, record tracking and data communications.
  • Forecasted expected personnel demands and developed forward-thinking approaches to achieve objectives.
  • Worked as effective team member while contributing to local and regional HR projects.
  • Provided guidance on policies and procedures to harmonize responses, provide appropriate investigation actions and reach resolution of grievances.
Director of Social Services08/1993 to 04/2001
Company Name – City, State
  • Represented organization at regional meetings with state departments, associations and legislature.
  • Established preliminary and comprehensive assessment for social service needs of consumers.
  • Allocated fiscal allotments to meet goals efficiently.
  • Attended education opportunities and created in-service training alliances to meet mission of organization.
  • Collaborated with department managers to correct and improve services.
  • Communicated performance survey results to administrators formulating corrective action plan.
  • Managed social service development planners regarding contract development and budget.
  • Delegated authority and responsibility to department personnel.
  • Constructed short- and long-term planning to improve client programs.
  • Evaluated service note content for description representative of clients' response to specified services.
  • Secured housing, medical care and employment for clients by collaborating with various community agencies.
  • Counseled individuals and families regarding mental health, substance abuse, physical abuse and rehabilitation issues.
  • Developed treatments and casework programs for average of 105 patients per month.
  • Maintained regular contact with clients by calling and visiting clients' homes.
Director of Child Development03/1989 to 08/1993
Company Name – City, State
  • Stayed current on [Type] codes and [Type] guidelines to maintain compliant program operations in [State].
  • Strengthened community engagement strategies to boost program outreach across [Location].
  • Hired and mentored well-qualified job applicants for teaching and support staff roles, boosting program success in only [Timeframe].
  • Upheld sound financial principles to keep program operating within budget levels, maximizing resource utilization while minimizing costs.
  • Modernized instructional plans and educational approaches to enhance student learning.
  • Established and optimized program schedules to cover planned needs while capitalizing on opportunities to improve student learning.
  • Monitored students' progress and provided students and teachers with assistance in resolving problems.
  • Recruited, hired and evaluated primary and supplemental staff and recommended personnel actions for programs and services.
  • Reviewed and evaluated new and current programs to determine effectiveness and compliance with state, local, and federal regulations and recommended any necessary modifications.
  • Identified issues, analyzed information and provided solutions to problems.
  • Drove operational improvements which resulted in savings and improved profit margins.
  • Used critical thinking to break down problems, evaluate solutions and make decisions.
  • Exceeded goals through effective task prioritization and great work ethic.
  • Developed and maintained courteous and effective working relationships.
Education
GerontologyWestark Community College- City
Gerontology, Behavior Management, PsychologyColumbia University In The City Of New York- City, State
Associate of Applied Science: Child Development Certification Tyler Junior College- City
Associate of Science: PrerequisitesWestark Community College- City
Certifications
  • SHRM - Society for Human Resource Management certification
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Resume Overview

School Attended

  • Westark Community College
  • Columbia University In The City Of New York
  • Tyler Junior College

Job Titles Held:

  • Regional Human Resources Manager
  • Personnel Administrator
  • Director of Social Services
  • Director of Child Development

Degrees

  • Gerontology
    Gerontology, Behavior Management, Psychology
    Associate of Applied Science : Child Development Certification
    Associate of Science : Prerequisites

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