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senior human resource consultant resume example with 12+ years of experience

Jessica Claire
  • Montgomery Street, San Francisco, CA 94105 609 Johnson Ave., 49204, Tulsa, OK
  • H: (555) 432-1000
  • C:
  • resumesample@example.com
  • Date of Birth:
  • India:
  • :
  • single:
  • :
Summary

Strategic Human Resources leader with 20 years of evaluating corporate HR strategy and developing actionable solutions to meet business objectives and to improve overall work culture. Skilled in analyzing HR metrics to decipher pain points in employee development, progression and retention. Results-oriented business confidante to C-Suite leaders and HR Business Partners in a global, highly matrixed business as effective remote team member for ten years. Personable and committed with passion for empowering people to do their best work.

Skills
  • Diversity, Inclusion and Culture Strategies
  • Program Planning & Management
  • Talent Management/Employee Engagement
  • Change Management
  • Career Development/Succession Planning
  • HR Analytics
  • Collaboration and Listening
  • Consensus Creation
  • Sales Enablement
  • Highly Capable Remote Worker
Experience
Senior Human Resource Consultant, 08/2010 - 05/2020
Mayer Hoffman Mccann P.C. Naperville, IL,

Provide HR Consulting services to Accenture's Health & Public Service (H&PS) global IT industry group with $2B business and 10K employees. Key accountabilities include supporting business leaders in transforming the employee experience through specific focus on diversity, inclusion, and culture - driving solid business outcomes and making H&PS one of the most profitable business groups internally. Other consulting work for Accenture includes Compensation, Business Process Consulting and Employee Relations teams. Previously employed by Andersen Consulting from 1993 through 2000 as Senior Director, Midwest Region Human Resource division. Significant program work includes:.

  • Collaborate with C-Suite to define and implement talent strategies resulting in maintaining the highest percent of women at Accenture leadership level in consulting businesses as well as achieving sustained and consistently rising retention levels of all women, at all career levels in Health & Public Service business group.
  • H&PS amongst the first business groups to achieve headcount parity for women (an overall Accenture business goal).
  • Developed programs like Round Tables; over 50 groups met over 5 years, hosted by Managing Partners to foster deeper connection and to share career journeys to discuss the good, the bad and the ugly of work and life in safe spaces.
  • Analytics since inception of these type of programs track incremental consistent progress in greater ethnicity retention and promotion rates, realizing increased employee engagement scores year over year.
  • Cultivate business leaders as sponsors to support a succession program that grew hundreds of people at the Manager level and above through central and on the job training, skills building roles and opportunities to "pay it forward" by helping grow up and coming talent.
  • Devised and refined business accountability framework for management to leverage at over 50 client account sites, reaching 3000+ people; included diversity and inclusion leadership and team awareness training, engagement activities to continue to nudge D&I thinking into the course of daily work such that it's not a checked task but a natural part of the way we work (even clients asked how they could take advantage of this framework).
  • Challenged the status quo and filled a business gap by effectively partnering with multiple internal business group HR leaders to vet and forge new sourcing partners for diverse talent.
  • Created a skills-sharing program for all career levels in H&PS to address the 'gaps' in learning/career development on topics that sometimes are taboo but often critical for insights and career success.
  • Topics developed with subject matter expert leaders and presented on calls which were well attended and highly regarded as best in class learnings.
Director, 12/2007 - 12/2009
State Street Global Advisors Tucson, AZ,

Part of the Amscan family of companies since 1998, Anagram is the world's largest manufacturer of metallic balloons. Anagram markets products in over 110 countries; most sales are through distributor networks.

  • Newly created role, focused on business process development and program execution direct to retail channels in Mass, Drug and Dollar channels.
  • Oversee program details in 20,000 retail outlets in domestic states, utilizing over 2600 third party reps and internal business team to manage programs; increasing sales of Wal-Mart (key account) 12+% year over year (when sales at retailer in general were 1% overall) and decreased cost of labor by 20% (after conducting time and motion studies).
  • Mapped key system components to support front to back processing of a vendor managed program in stores with dashboard monitors to quickly prioritize exception processing needs immediately, saving company over $200,000 in package purchase or contract monitoring costs.
Vice President, 12/2003 - 12/2004
Retek, Inc City, STATE,

Retek was the leading worldwide provider of mission-critical software and services to the retail industry. Retek was positioning the business for acquisitions or sale and was acquired by Oracle in 2005.

  • Commanded successful management of all sales project lifecycle phases.
Education and Training
Bachelor of Business Administration: Business Management, Expected in
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University of Wisconsin - Whitewater,
GPA:
Status -
Completed Co-Active Coaching Course, and all advanced curriculum-coaching course work: , Expected in
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The Coaches Training Institute - San Rafael, CA
GPA:
Status -

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Resume Overview

School Attended

  • University of Wisconsin
  • The Coaches Training Institute

Job Titles Held:

  • Senior Human Resource Consultant
  • Director
  • Vice President

Degrees

  • Bachelor of Business Administration
  • Completed Co-Active Coaching Course, and all advanced curriculum-coaching course work

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