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Senior Human Resources Manager Resume Example

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SENIOR HUMAN RESOURCES MANAGER
Professional Summary

Oversee well-organized and efficient HR operations by balancing organizational targets with compliance and employee demands. Focused on maximizing resource utilization and enhancing performance with forward-thinking approaches. Solid background of improving collaboration and consensus across the areas within Marriott International to include, Global Design, Information Resources, Sales and Marketing, The Americas, Corporate Facilities and Finance.

Additional Expertise

Professional Summary

  • Performance driven, solutions-oriented Human Resources leader with a strong customer focus, rich employee relations experience, and a passion for partnering with the business and employees to maximize organizational results in the areas of Information Resources, Global Design, Global Operations, The Americas, Regional Offices, Corporate Facilities and Finance. Trusted collaborator with senior management for strategic HR planning to support and advance corporate goals.
  • Additional Expertise:
  • Employee Relations
  • Organizational Design & Effectiveness
  • Severance planning & implementation
  • Performance Management
  • Employee Engagement
  • Policy Design & Implementation
  • Mediations
  • Investigations
  • Labor & Employment Compliance
  • Training & Development
  • Business plans, Performance Management
  • Consulting, Policies
  • Consultation, Processes
  • Managing
  • Policy Development
  • Workforce improvements
  • Human resources management
  • Relationship development
  • Problem resolution
  • Process improvement
  • Supervision
  • Organizational Development
Work History
Senior Human Resources Manager, 04/2005 to 11/2019
Company Name – City, State
  • Provide day to day associate relations support to over 2000 employees located at Marriott International and the Regional Offices.
  • Advise and influence all levels of exempt and non-exempt employees to include Senior Executives on all aspects of employee relations, disciplinary action recommendations and organizational development.
  • Responsible for managing now fewer than 300 cases per year to include harassment, discrimination and disciplinary action cases and action planning •Lead highly sensitive employee relations and investigation activities to include fraud, business ethics, retaliation and possible workplace violence, while consulting with our labor law partners to avoid lawsuits and to mitigate risk to the company.
  • Support and, at times, facilitate business re-organizations such as process changes, business plans, compensation recommendations and organizational re-structure •Partner with the HR Generalists to facilitate the severance process during times of reorganization/restructuring and contingency.
  • Attend mediation's with in house and outside council to include EEO and discrimination cases.
  • Created a process to enable our Corporate facilities employees made up of approximately 75 people, where English is not their primary language, to be able to participate and complete the engagement survey.
  • Facilitate Engagement Survey breakout sessions with all businesses to assess and recommend changes for improvement based on low scores.
  • Was able to see a 7-10% increase in scores after the following survey •Responsible for the execution and maintenance of Executive Severance.
  • Managed the severance transition for 650 Starwood employees to Marriott International.
  • Created and delivered a new process to incorporate our compensation and benefits partners, as well as our staffing department for those associates who obtained a new position and did not need to go onto severance •Trained over 500 headquarters associates in the new Behavioral Interviewing Process to include entry level managers and our Senior Executives • Employee Relations representative, responsible for promoting a respectful and positive work environment; conduct internal investigations and collaborate with Legal to resolve complex employee relations issues, including complaints of discrimination, harassment, and retaliation, promoting consistency and mitigating risk.
  • Provide guidance and consultation to managers on performance management, disciplinary actions, workforce planning, policy interpretation, training, and leave accommodations in accordance with federal and state laws and company policies.
  • Conduct monthly meetings and brief executives on emerging trends in employee relations issues and drive culture change consistent with company's core values.
Senior Human Resources & Payroll Manager, 01/1997 to 01/2005
Company Name – City, State
  • Partner with leadership and people managers to meet and exceed business objectives by offering strategic HRsupport on complex issues for the Corporate Headquarters building and Regional Offices.
  • Created tailored training for business groups in the areas of payroll, disciplinary action, employee development and engagement.
  • Conducted department training in Global Design, Information Resources & Security on how to handle disciplinary action and manage associate issues.
  • Responsible for the increase of the employee engagement scores that scored below 50% from the prior year, by conduction action planning meetings with managers and employees.
  • Future scores increased 7-10% •Rolled out and trained 2000 associates at Corporate Headquarters in our Peer Review process •Developed monthly training sessions for 50 people to develop skills of others to help facilitate the payroll function.
  • As the primary Associate Relations Manager for our Headquarters building, Regional Office, and above property locations, I had bi- weekly meetings with the Sr.
  • Leaders to share with them trends that were occurring within their organization and provided solutions for improvements as well as ways to mitigate risk.
Human Resources Manager, 01/1996 to 01/1997
Company Name – City, State
  • Southeast Region •Provided Human Resources guidance to all Marriott Managed Hotels throughout the entire Southeast Region.
  • Ensured all policies and procedures were followed according to the standards that were defined in the handbook and standard operating procedures for each Marriott entity •Partnered with all levels within the Regional Organization to include the General Managers, Regional Vice Presidents, Human Resources Leaders and exempt and non-exempt employees to support all HR functions.
  • Partnered with our Legal team and Internal Investigations on theft, fraud, harassment/discrimination cases.
Human Resources Manager, 01/1993 to 01/1996
Company Name – City, State
  • Implemented first Human Resources department at this property for 400 employees •Created a recruiting process to include standardized processes, and a consistent approach for the management team •Responsible for the recruitment and hiring process of all hourly non-exempt and management positions.
  • Created an orientation process to include the participation of all members of the Executive Team for a positive onboarding experience for transfers and new hires.
  • Developed a file and I-9 process to ensure compliance.
  • Developed outreach program that incorporated 30 different organizations •Managed the Security department of 20 employees.
  • Responsible for the budget of the Human Resources and Security department.
  • Represented the Conference Center and all unemployment, EEO, union grievance and mediation procedures.
  • Responsible for all training, engagement activities, benefit fairs and disciplinary escalations •Collaborated with Executive Committee in all areas of HR; Managing issues, practices and policies relating to employee relations, labor relations, benefits, compensation, and training.
  • Provided interpretation, guidance and consultation to line managers and employees on human resources policies.
  • Developed and implemented an employee on-boarding program, employee recognition program and mentoring program to increase employee morale and reduce turnover.
Education
Bachelor of Arts: SociologyUniversity of Maryland - City
Master of Science: Organizational DevelopmentJohns Hopkins University - City, State
Certifications
  • SHRM Certified Professional (SHRM-PHR)
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Resume Overview

School Attended

  • University of Maryland
  • Johns Hopkins University

Job Titles Held:

  • Senior Human Resources Manager
  • Senior Human Resources & Payroll Manager
  • Human Resources Manager

Degrees

  • Bachelor of Arts : Sociology
    Master of Science : Organizational Development

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