Relationship Manager Human Resources resume example

Director of all human resource functions within a multi-unit restaurant chain operating in New York City providing support for over 400 employees at all levels, including executive leadership.

• Conducted project to overhaul the payroll and HR administration at Blockheads. This resulted in contracting a new system provider that has the HR technology with a single database, end-to-end product providing solutions for Talent Acquisition, Time and Labor Management, Payroll, Talent Management, and HR Management, all in one application.
• Developed and maintained Human Resources protocols and requirements to ensure credibility, consistency, fairness, and compliance in meeting company Policies and Procedures, and are in accordance with state and federal laws.
• Created procedures for employee orientation and training.
• Managed the advertising for job postings. Developed and maintained relationships with recruiters and culinary schools and attend career fairs.
• Screened applicants for employment and arrange interviews with department heads. Ensured pre-employment policies and procedures are handled appropriately, including all reference checks and any other required tests for all new hires.
• Responsible for the employee performance appraisal and compensation documentation and process.
• Facilitated health care Open Enrollment for all eligible and new hires and implemented a new health care plan for the fiscal year 2015.
• Managed leaves of absence, including family, leave and ensure employee contributions.
• Prepared regular Human Resources audits to ensure compliance and identify any areas of potential liability.
• Initiated, coordinated, and participated in special project assignments related to the human resource function; documented all project activities, outcomes and collects recommendations for review.
• Act as a resource to all employees to discuss and resolve issues
• Analyzed, coordinated, executed, and assist in developing training programs for all employees and managers.
• Created and administered employee evaluation schedule and format.
• Monitored the Worker's Compensation process including preparing OSHA logs on a yearly basis as required by law
• Managed the Unemployment process: heavy administration and paperwork. Reconciling monthly charges.
• Followed programs closely to assess the effectiveness and make proactive changes to meet changing demands
• Followed programs closely to assess theeffectiveness and make proactive changes to meet changing demands

Human Resources Consulting Company focused on small and medium business. Develop Human Resources Strategic plans and organizational designs for companies. Provide Human Resources audits and develop recommendations for companies to achieve their business objectives.

• Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.
• Introduced company's first formal performance review program, creating a flexible and well-received tool that was later adopted company-wide.
• Revised job descriptions across all levels and 50+ categories. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.
• Established HR competencies, metrics, company wide metrics for monitoring and measuring regional and total company turnover, HR budget, litigation, and management terminations.
• Increased Diversity hiring representation from 38% to 56%; implemented a Minority Internship Program from 3 participants to 24.
• Created a collaborative process to drive cultural change and support the business model. Worked with key executives to develop value added pragmatic people solutions tailored to specific business requirements and objectives that align to overall corporate missions, values and strategies.

Human Resource Manager for the flagship store from 2004 until 2010. Promoted to HR Manager for the Huntington branch until 2013.

• Increased employee engagement score (59% to 70% favorable) by selective follow-up on key employee topics and implementing specific and realistic solutions with the support of senior management.
• Reduced overall store turnover in a three-year period from 32% to 10% by conducting needs assessment and revamping the orientation and onboarding program.
• Transformed HR from an administrative role to strategic business partner by closely aligning HR initiatives and goals to the overall organizational strategic goals by establishing business partnerships with senior management and key figures.
• Initiated and rolled out field recruitment, behavior-based interviewing, and skill matching pre-testing designed to appropriately place candidates in corresponding positions based on skill set, subsequently reducing employee OTH from 12% to less than 4% year over year since 2010.
• Streamlined worker's compensation premiums by $115,000+ in support work centers by designing across-function safety training programs.
• Developed a human resources department that played an active role in supporting a culture of high-performance teams (TQM) and encourage ownership among sales managers by establishing a creative work environment and eliminating waste and errors.
• Implemented an HR scorecard to hold the human resources department accountable to the business.
• Coached managers to properly apply policies and procedures in a union environment. Ensured corporate and regulatory compliance, including ADA, EEOC, workers compensation, and FMLA.