Jessica Claire
  • Montgomery Street, San Francisco, CA 94105
  • Home: (555) 432-1000
  • Cell:
Professional Summary
Results-oriented Human Resources professional with broad experience in all areas of HR, including process improvement, performance management, creating business partnerships and benefits administration.  Strategic planner with strong communication skills and attention to detail.
  • In-depth knowledge of HR Compliance
  • Trained in FMLA/ADA/EEO/WC
  • Knowledgeable in all HR Systems
  • Employee recruitment
  • MS Office proficient
  • Compensation and benefits
  • New employee orientations
  • Termination procedures
  • FMLA comprehension
  • Team building
Work History
Senior Recruiter, 04/2014 to Current
Cognizant Technology SolutionsEdgewood, MD,
  • Perform full life cycle recruiting of professional and college engineering positions, and provide support for other functional areas, as needed, for the ATCOTS Program.
  • Manage a high volume of requisitions at all levels.
  • Use sourcing tools and techniques to identify candidates, such as online social networking, traditional networking, Boolean searches and referrals.
  • Drive the hiring process; actively engage with managers, provide ongoing status of requisitions, advise and influence managers throughout the hiring process, and close requisitions in a timely manner.
  • Use candidate relationship management skills to identify, assess, and maintain candidates.
  • Provide training to hiring managers on recruiting tools and processes.
  • Collaborate with hiring managers to evaluate position criteria, determine candidate requirements, and review advertising and sourcing options.
  • Ensure consistent application of Talent Acquisition processes and policies, and maintain accurate, auditable employment records.
  • Perform other Talent Acquisition and Human Resource-related duties as assigned or needed.
Human Resources Consultant, 10/2013 to 03/2014
DchFayette, AL,
  • Worked with the organization on the design, implementation, operational delivery and evaluation of human capital programs.
  • Applied functional expertise in the components of the human capital life cycle.
  • Applied knowledge and expertise in competency modeling, leadership development, recruiting and selection, resource management, human resources, rewards and measurement, workforce planning and/or process modeling.
  • Applied knowledge of government human resources policies and regulations including guidance on external hiring, workforce deployment/internal staffing, employee relations, compliance, compensation, benefits, employee programs, and human resources initiatives.
  • Responsible for various talent acquisition responsibilities, to include writing resource models and detailed job descriptions, ensuring an understanding of job duties, responsibilities and business requirements per OFCCP regulations; managed internal and external job postings, and candidate down selects.
  • Proficient with Taleo applicant tracking and records management system.
  • Identified opportunities for process optimizations, automation and technical systems configuration in HR business areas, and/or human capital strategy and organization service enhancements.
  • Served as task lead for projects by managing implementation, delivery and client relationships.
  • Participated in internal/external marketing/branding activities to include, client briefings, internal communications /education campaigns, relevant professional association briefings and industry awards.
  • Demonstrated the ability to build competencies in the areas of problem solving, assignment performance, and program delivery and organization strategy.
Senior Human Resources Generalist, 2012 to 08/2013
Vanasse Hangen BrustlinAlbany, NY,
  • Interpreted and responded to general employee inquiries regarding benefit and employment policies, escalating or referring specific issues to regional subject matter experts; administered various human resources plans and procedures for all company personnel.
  • Liaison between subsidiary organization management team and division human resources leadership.
  • Worked directly with regional resources to complete complex human resource functions on time and in accordance with corporate standards.
  • Ensured accurate, timely, proactive, and legally compliant administration of core human resources transactions.
  • Maintained compliance with federal and state regulations concerning employment.
  • Provided guidance on corporate procedures concerning baseline standards for human resources related processes, including termination, dissemination of information, privacy, benefits and on-boarding standards.
  • Lead research and data collection efforts for reduction-in-force actions and conduct related meetings with managers and affected staff members.
  • Developed and maintained affirmative action program; file EEO-1 report annually; maintain other records, reports, and logs to conform to EEO regulations.
  • Collaborated with talent acquisition team to determine strategies to strengthen hiring practices for candidates in protected diversity groups.
  • Confirmed compliance of all related activities to legal standards and organizational best practices.
  • Assisted with the evaluation of reports, decisions, and results of department in relation to established goals.
  • Coordinated, communicated and educated managers on the lifecycle performance development process.
  • Responded to legal requests for data collection (e.g., subpoenas and internal corporate legal requests).
  • Conducted new hire orientations and all other related on-boarding activities.
  • Responsible for all off-boarding activities, including exit interviews, final time reporting processes, and human resources system terminations/transfers of direct reports.
  • Handled employee relations and outplacement counseling.
  • Managed benefits transition activities and related employee education regarding plan changes, claim dispute processes, and resolution of complex coverage issues.
  • Performed benefits administration to include claims resolution, change reporting, approving invoices for payment, and communicating benefit information to employees regarding enrollments, FMLA, disability coverage and COBRA questions.
  • Completed verification for all new hires electronically, maintaining 100% I-9 compliance and enter data for new hires into payroll system.
  • Maintained Human Resource Information System records and compiled reports from database.
  • Organized and managed all mandatory training completions for company of over 150 employees.
  • Coordinated and implemented local and corporate-wide human resources initiatives and activities including, but not limited to
Human Resources Specialist, 10/2010 to 09/2011
EcumenHutchinson, MN,
  • Processed, verified, and maintained personnel related documentation for employee group of 150 persons.
  • Utilized reporting functions of HRIS system to create reports for daily and weekly HR functions; completed analysis of data and compiled detailed reports for the executive staff.
  • Responsible for various talent acquisition responsibilities to include
  • Audited workplace, employee and management policies and procedures.
  • Processed unemployment claims and acted as the company representative at unemployment hearings.
Organizational Management Consultant, 05/2004 to Current
IGNITE Church InternationalCity, STATE,
  • Responsible for consulting services in diagnosing, measuring and addressing organizational, team and leadership effectiveness issues for a non-profit organization.
  • Provide core services to the organization's senior leaders, including organizational diagnosis, leadership team coaching, strategy facilitation and organizational change consulting.
  • Partner with senior leaders to define the organizational frame that will enable achievement of strategic objectives, and develop and implement the roadmap to drive toward that desired structure.
  • Consult with functional leaders to understand performance and organizational issues, root causes, and concerns; gather, analyze and interpret leader's challenges to identify viable organizational intervention strategies.
  • Address and mitigate organizational concerns through selecting, recommending, and advising on options for addressing root causes and concerns.
  • Recommend enhancements to the program based on an analysis of program trends and stakeholder feedback.
  • Give project management support to the associate engagement initiative.
  • Supply input for the design of associate engagement and culture initiatives.
  • Assist in development of tools and resources to reinforce best practices and build organization capabilities in engagement, culture, and rewards & recognition.
  • Consult with business leaders in the implementation and application of organizational effectiveness programs within their teams.
MBA: HR Management and Organization, Expected in 2001
University of Maryland - College Park, MD
    Management and Organizational Development
  • 3.75 GPA
  • Emphasis in Human Resource Management and Organizational Development
Bachelor of Arts: History and Sociology, Expected in 1 1996
University of Virginia - Charlottesville, VA
History and Sociology
acquisitions, administrative, advertising, automation, benefits, benefits administration, branding, coaching, consulting, counseling, client, data collection, database, delivery, diagnosis, documentation, employee relations, frame, full life cycle, functional, government, hiring, HRIS, Human Resource, human resources, HR, leadership, leadership development, legal, managing, marketing, meetings, modeling, networking, organizational, payroll, PeopleSoft, personnel, policies, problem solving, processes, process modeling, profit, project management, recruiting, relationship management, reporting, research, seminars, staffing, strategy, strategic

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