human resources director resume objective

Top 16 Director of Human Resources Resume Objective Examples

Updated July 18, 2023 14 min read

A resume objective for a director of human resources position is a brief statement at the top of your resume that summarizes your experience and goals. This statement should be tailored to the specific position you are applying for, highlighting your relevant skills and experience. When writing an objective for a director of human resources position, it is important to focus on how you can help the organization reach its goals. For example, if the organization is looking for someone with experience in developing policies and procedures, emphasize this in your objective statement. Additionally, make sure to include any certifications or qualifications that make you stand out from other applicants. Examples of objectives for a director of human resources position include: "Seeking a Director of Human Resources role where I can utilize my 8+ years of experience in policy development and management to contribute to organizational success" or "Experienced Director of Human Resources with expertise in recruitment and employee relations seeking to contribute to a mission-driven organization."

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Top 16 Director of Human Resources Resume Objective Samples

• To leverage my 10+ years of experience in Human Resources to effectively direct the HR department and help the organization reach its goals.
• To bring a proven track record of developing and implementing successful HR strategies that promote organizational growth and success.
• To utilize my expertise in employee relations, recruitment, performance management, policy development, and staff training to contribute to the company’s overall objectives.
• To lead the Human Resources team in creating an environment that encourages employee engagement and satisfaction.
• To provide effective leadership to ensure compliance with all applicable laws and regulations related to human resources.
• To develop innovative strategies for recruiting top talent, increasing retention rates, and improving employee morale.
• To create a culture of collaboration by fostering positive relationships between employees, managers, and executives.
• To use my knowledge of best practices in human resources management to maximize efficiency within the department.
• To proactively analyze current policies and procedures to identify areas for improvement or potential risks.
• To manage all aspects of payroll processing while ensuring accuracy and timeliness of payments.
• To oversee all benefits administration activities while ensuring cost-effectiveness for the organization.
• To ensure compliance with all labor laws while protecting the interests of both employees and employers alike.
• To lead initiatives to improve employee engagement through recognition programs, team building activities, etc.
• To develop comprehensive onboarding processes that enable new hires to quickly become productive members of the team.
• To collaborate with other departments in order to create an inclusive workplace where everyone feels valued and respected.
• To design effective strategies for managing change within the organization while minimizing disruption or negative impacts on employees

How to Write a Director of Human Resources Resume Objective

Writing a resume objective for a director of human resources requires careful consideration of the job requirements and desired qualifications. A resume objective should be concise, clear and tailored to the position. It should demonstrate your enthusiasm, knowledge, and experience related to the role.

To write an effective resume objective, start by researching the job you’re applying for and reading through the job description. Identify key skills required for the position that match your experience and qualifications. These can include management and leadership experience, problem-solving skills, organizational ability, communication skills, business acumen, knowledge of HR regulations and policies, budgeting expertise, and more.

Once you have identified the key attributes needed for the role, create a concise statement that reflects these qualities. Begin with a strong action verb such as “Manage” or “Lead” that emphasizes your ability to take initiative. Then include a few words to describe yourself such as “experienced Human Resources Director” or “results-driven HR professional” to emphasize your relevant qualifications. Finally add a short phrase about what you can offer the employer such as “with proven success in developing innovative HR strategies” or “seeking to use my expertise in employee engagement programs".

In summary, writing an effective director of human resources resume objective requires considering what is important to the employer while emphasizing your relevant experience and qualifications. Researching the job posting thoroughly will help you craft an impactful statement that will catch the attention of employers and set you apart from other applicants.

Related : What does a Director of Human Resources do?

Key Skills to Highlight in Your Director of Human Resources Resume Objective

In the competitive field of Human Resources, standing out to potential employers is crucial. When applying for a position as a Director of Human Resources, your resume objective should not only convey your career goals but also highlight the key skills that make you an ideal candidate for the job. This section will discuss the essential skills to emphasize in your resume objective to grab attention and demonstrate your ability to excel in this leadership role.

1. Recruitment

The Director of Human Resources is responsible for the overall management and guidance of an organization's HR department. This includes overseeing recruitment efforts, making it a crucial skill for this role. A strong ability in recruitment demonstrates the candidate's capability to attract, select, and hire suitable talent that aligns with the company's values and objectives. It also shows their ability to develop effective recruitment strategies, understand job market trends, and make sound decisions that can impact the organization's workforce positively. Therefore, mentioning this skill in a resume objective can help highlight the candidate's proficiency in building a competent team, contributing to the organization's success.

2. Onboarding

The Director of Human Resources is often responsible for the process of integrating new employees into the organization, also known as onboarding. This skill is crucial as it directly impacts an employee's initial experience with the company, their understanding of their role and expectations, and their overall job satisfaction and performance. A well-executed onboarding process can lead to higher employee retention rates. Therefore, mentioning this skill in a resume objective demonstrates the applicant's ability to effectively welcome and prepare new hires for success in the company.

3. Workforce Planning

Workforce planning is a crucial skill for a Director of Human Resources because it involves strategically planning and managing the allocation of resources to meet organizational goals. This includes forecasting labor needs, identifying gaps in current workforce capabilities, and developing strategies to fill those gaps. It ensures that the company has the right people in the right jobs at the right time to achieve its objectives. Therefore, having this skill can make an individual more effective in their role and more valuable to potential employers.

4. Performance Management

Performance management is a crucial skill for a Director of Human Resources as it involves managing and improving employee performance, setting clear goals and expectations, and providing regular feedback and coaching. This skill is essential in ensuring that the workforce is productive, motivated, and aligned with the company's objectives. Including this skill in a resume objective shows potential employers that the candidate can effectively manage teams and contribute to the overall success of the organization.

5. Employee Relations

A Director of Human Resources needs the skill of Employee Relations as they are responsible for managing and improving relationships between employees and the organization. This includes resolving any conflicts or issues, fostering a positive work environment, and ensuring employee satisfaction. Having this skill can help to reduce staff turnover, increase productivity and promote a healthy workplace culture. In a resume objective, mentioning this skill can demonstrate your ability to effectively manage and support a team, which is crucial for a leadership role in human resources.

6. Compensation Strategy

A Director of Human Resources is responsible for developing and implementing compensation strategies to attract, retain, and motivate employees. This skill is necessary for a resume objective as it demonstrates the ability to effectively manage employee benefits and salaries in line with the company's budget and policies. It also shows that the candidate can ensure fair and competitive compensation across the organization, which is crucial for maintaining employee satisfaction and productivity.

7. Benefits Administration

A Director of Human Resources is responsible for managing the overall provision of Human Resources services, policies, and programs for a company. One key area within this role is Benefits Administration. This skill is crucial as it involves designing, planning, and implementing corporate benefit programs, policies, and procedures. It ensures that the organization offers competitive benefits to attract and retain talent. It also includes ensuring compliance with federal and state regulations, which can mitigate legal issues. Therefore, having Benefits Administration as a skill in a resume objective demonstrates the candidate's ability to effectively manage these critical aspects of employee welfare and satisfaction.

8. HRIS (Human Resources Information System)

The Director of Human Resources is responsible for overseeing all aspects of human resources management, including recruitment, employee relations, payroll, benefits, and training. Knowledge and experience with HRIS are crucial because these systems are used to streamline and automate many HR tasks. This can improve efficiency, reduce errors, and provide valuable data for decision-making. A resume objective that highlights proficiency in HRIS shows potential employers that the candidate is capable of leveraging technology to improve HR operations and contribute to organizational goals.

9. Talent Development

A Director of Human Resources is responsible for managing and developing a company's workforce. Talent Development is a crucial skill in this role as it involves identifying, nurturing, and helping employees to improve their skills and capabilities. This can lead to increased employee satisfaction, productivity, and retention. In a resume objective, showcasing this skill can demonstrate the candidate's ability to strategically invest in employees' growth and development to drive the company's success.

10. Diversity & Inclusion

A Director of Human Resources is responsible for implementing policies, strategies and systems that ensure a fair, respectful, and inclusive work environment. Having a skill in Diversity & Inclusion demonstrates the ability to create and maintain an environment where all employees feel valued and respected regardless of their race, gender, age, sexual orientation or any other aspect of diversity. This skill is crucial in promoting equal opportunities, preventing discrimination and enhancing company culture. It also reflects the director's ability to comply with laws and regulations related to workplace diversity. Therefore, including this skill in a resume objective can showcase the candidate's commitment to fostering a diverse and inclusive workplace.

In conclusion, your Director of Human Resources resume objective should effectively highlight your key skills that align with the job description and the organization's needs. This not only sets you apart from other candidates but also gives potential employers a clear picture of what you bring to the table. Remember, this section is your first opportunity to make a strong impression, so ensure it showcases your abilities and aptitude for the role in a concise and compelling manner. Tailor it to each specific role for maximum impact, demonstrating that you are not only qualified but also uniquely suited for the position.

Related : Director of Human Resources Skills: Definition and Examples

Common Mistakes When Writing a Director of Human Resources Resume Objective

Writing an effective resume objective for a Director of Human Resources is a critical step in the job search process. A clear, concise, and well-crafted resume objective can help to ensure that your resume stands out from the competition and increases your chances of getting an interview. Unfortunately, many applicants make mistakes when crafting their resume objectives that can lead to their resumes being overlooked or passed over. In this essay, we will discuss some of the most common mistakes made when writing a Director of Human Resources resume objective and how to avoid them.

One common mistake made when writing a Director of Human Resources resume objective is using generic language. Many applicants will use phrases such as “seeking a challenging position” or “looking for an opportunity to contribute to the success of an organization” without providing any details about what they have to offer or why they are qualified for the role. Instead, it is important to focus on specific skills and qualifications that you possess that make you uniquely qualified for the role.

Another mistake often seen in resume objectives is failing to include measurable accomplishments or results. While it is important to list your qualifications, it is even more important to demonstrate how you have used those qualifications in past roles to create tangible results or outcomes. For example, instead of simply stating that you have experience managing large teams, explain how you increased productivity by 15% through implementing innovative strategies and processes.

Finally, many applicants neglect to tailor their resumes objectives according to each individual role they are applying for. It is essential that each resume objective be tailored specifically for each role in order for it stand out from the competition and show employers why you are uniquely suited for their position. Failing to do so can result in your application being overlooked as employers want candidates who understand what their job requires and who can contribute immediately upon hire.

By avoiding these common mistakes when writing a Director of Human Resources resume objective, you can ensure that your application stands out from the crowd and increases your chances of getting an interview with potential employers. With a clear understanding of what employers are looking for in candidates combined with well-crafted language that clearly articulates what makes you uniquely qualified for the role, you can ensure that your application stands out from the competition and gives you a better chance at success!

Related : Director of Human Resources Resume Examples

A right resume objective for a director of human resources should outline the applicant's experience, qualifications and top skills that make them an excellent candidate for the position. A wrong resume objective for a director of human resources would be generic and vague, focusing on what the applicant is looking to get out of the job rather than what they have to offer.

Editorial staff

Brenna Goyette

Brenna is a certified professional resume writer, career expert, and the content manager of the ResumeCat team. She has a background in corporate recruiting and human resources and has been writing resumes for over 10 years. Brenna has experience in recruiting for tech, finance, and marketing roles and has a passion for helping people find their dream jobs. She creates expert resources to help job seekers write the best resumes and cover letters, land the job, and succeed in the workplace.

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33 Impressive Human Resource Resume Objectives Statement Examples

Any job listing may receive dozens, if not hundreds, of applicants. Hiring managers will only have a short time to review each person’s credentials, often only scanning the first page of your resume. In order to make yours stand out from the competition, consider adding an objective statement that summarizes your background and interest in a compelling way.

If you’re looking for a position in Human Resources, here are some different kinds of objective statements you can use to add punch to your application.

Experienced Human Resource Objective Statements

• Looking for the next chapter in an experienced Human Resources career, bringing 15 years of progressive experience in benefits management, conflict resolution, and arbitration with national-level corporations.
• Seasoned professional with ten years of Human Resources experience looking forward to joining the Jackson Pointe family of businesses as the next Human Resources Manager, with capabilities in people management software and advanced financial management.
• Hoping to continue to serve the nonprofit sector in this community by joining this team as an Office and HR Manager, with six years of experience in administration of staff benefit programs and general employee record maintenance.
• Experienced HR professional with eight years of experience in the automotive sales industry, eager to support regional dealerships as a reliable staff management executive who can manage multiple salesperson accounts in a flexible HR backend system.
• Seeking promotion to Human Resources Manager at Collegiate Apparel Unlimited, boasting 12 years of progressive experience as salesperson, floor manager, and purchasing associate; strong interest in personnel management and benefits administration.
• Applying for a role on the Human Resources team at the corporate level after nine years of retail storefront management in three New York regions, with demonstrated staffing management experience and successful overhaul of regional hiring practices.
• To obtain a senior position at the national publishing headquarters of Secondhand Book Emporium in the Human Resources department; strong communication and team-building skills with industry certifications in business psychology and conflict resolution.
• Self-motivated and dynamic professional looking for opportunities to grow within the company after eight years of experience and increased responsibility, seeking ways to advance in the HR team after serving as the hiring manager for the Southeast region.
• Knowledgeable executive with 13 years of corporate experience looking for the next step in a successful Human Resources career, focusing on local and regional companies, well-versed in all facets of human capital management.
• To obtain a support position in the Human Resources department of Healthy Kids Vitamin company, able to perform daily administrative tasks that support personnel management, benefits administration, and sales team schedule maintenance.
• Go-getter with four years of experience focused on advancing career in Human Resources management, willing to serve in all facets of HR within the company but hoping to join the Benefits team to provide excellence in service and care for all employees.
• Seasoned HR associate with 11 years of experience in various roles looking to advance to Senior HR Executive with First-Rate Parts & Manufacturing Co. after holding positions in purchasing, quality control, and sales.
• To continue my employment journey as a Human Resources associate after four years gaining valuable insights into personnel issues facing this company, hoping to bring dedication and passion to making our associates’ lives better.
• Desiring a role in the SoundBox HR department, supporting the overall mission of quality musical instruments and equipment by providing corporate support to advocate on behalf of employees’ benefit concerns.
• Looking to capitalize on three years of human resources experience and progressing career to next level to better serve fellow associates across teams, with significant administrative experience and knowledge of current insurance law.

Entry-Level Human Resource Objective Statements

• Recent graduate looking for first position in Human Resources with Pop Fizz Sodas, with a degree focused on retirement benefits and healthcare planning.
• Seeking opportunities to bring Accounting experience into the realm of Human Resources with a national-level advertising company, willing to put forth the effort to ensure all employees receive quality care and benefits.
• Administrative professional looking for HR position, able to provide compassionate support to employees while maintaining the financial interests of the company at large.
• MBA graduate with Human Resources certification seeking the first step of employment journey, strong attention to detail and willingness to seek the good of the company through hard work and dedication.
• Seeking HR position in the Northwest Region distribution center of Pet World Enterprises, in search of ways to combine love of pets with desire to support companies that seek to improve their quality of life.
• In search of first career position, hoping to bring past administrative assistant experience to a fulfilling role in Human Resources by supporting employee engagement and professional development programming.
• Looking for valuable role with PrintFast Copiers as an HR Account Executive, with recent certifications in relevant HR policies and able to apply complex guidelines to real-world settings.
• Master’s student studying Business & Finance seeking support position in Human Resources, willing to bring focus and attention to detail to all administrative tasks that support the goals of the department.
• Graduate of local nonprofit incubator program in search of ways to support the community through a Human Resources role, who believes that supporting nonprofit workers is the best way to support needed services that benefit others.
• Hoping to advance from a student assistant position at North Locke University to a full-time role within the Department of Employee Benefits as an HR Associate; well-versed in current HR policies and participant in the latest benefits system overhaul and willing to bring valuable insights to continued work.
• Seeking a role in Human Resources, bringing focused administrative experience and interest in employee support programs to the work in new and exciting ways for the company.
• Recently graduated student with business management and accounting background applying for a role with Human Resources to support organizational and department development goals.
• Performance-driven individual with recent certifications in Human Resource Management hoping to join a powerhouse company in a staff support role, strong references available from prior retail positions.
• Business Administration student with Supply Chain Management training seeking complementary experience in Human Resources, able to work extended hours and support all segments of the corporate structure.
• Ability to move into Human Resources role based on prior administrative experience; willing to learn all aspects of payroll processing, employee engagement programs, and personnel scheduling.

Career Change Human Resource Objective Statements

• Retail salesperson seeking career shift into Human Resources, bringing 20 years of valuable frontline experience to bear in crafting benefit programs that provide true value to associates at all levels.
• Marketing executive experienced in leading teams to success in corporate initiatives hoping to join Metroline Staffing as an HR Account Manager, able to bring attention to detail and proven employee engagement strategies to the corporate level.
• Knowledgeable and dedicated Purchasing Manager looking for ways to advance with the company, searching for opportunities in Human Resources to advance employee benefit programs.

As you develop your own objective statement, be sure to tailor them to your own personal experiences, and remember that a strong objective statement can catch a recruiter’s eye as they scan through their piles of applications. Good luck in your job search!

Resume Worded   |  Career Strategy

Human resources (hr) resume objective examples.

Curated by hiring managers, here are proven resume objectives you can use as inspiration while writing your Human Resources (HR) resume.

• Human Resources (HR)
• Entry-Level Human Resources Assistant (Recent Graduate)
• Human Resources Manager (Non-Profit Sector)
• Human Resources Specialist (Career Changer)
• Human Resources (HR) resume templates
• Similar objective examples

Human Resources (HR) Resume Objective Example

Passion for positive work environments.

Expressing your enthusiasm for better work conditions is a win. It directly tells recruiters that you take initiative in promoting a comfortable atmosphere, which is crucial for HR.

Conflict resolution background

Having a background in conflict resolution is a huge plus. It shows that you're capable of handling sensitive situations and can keep a level head when disputes arise.

Managing benefits experience

Managing benefits for a large workforce speaks volumes about your capacity to handle responsibilities. It also implies that you have a thorough understanding of employee needs and rights.

Reducing employee turnover

Sharing specific achievements like reducing turnover rates by a sizable margin immediately signals that you bring quantifiable value to the company. It also implies that you're committed to employee retention, a key HR aspect.

Entry-Level Human Resources Assistant (Recent Graduate) Resume Objective Example

Streamlining recruitment processes.

As a recent graduate, having practical internship experience like streamlining recruitment processes can set you apart. It shows recruiters that you're already familiar with core HR tasks and can hit the ground running.

Coordinating training programs

Experience with training programs showcases a high level of organization and planning. It also suggests that you could handle tasks like onboarding and continuous learning for employees, which are key facets of HR.

Your resume is your first impression to potential employers. Make sure it's a good one with our resume optimization tool. Get an instant score and find out exactly what you need to change to increase your chances of getting hired.

Human Resources Manager (Non-Profit Sector) Resume Objective Example

Hr experience in healthcare.

Industry-specific experience is a goldmine. HR procedures can differ greatly across sectors, so having a background in healthcare can be a major advantage when applying to non-profit healthcare organizations.

HR policies enhancing satisfaction

Implementing policies that directly increase employee satisfaction shows that you're proactive in improving work conditions. Recruiters will appreciate this because satisfied employees usually translate into a more productive workforce.

Reducing recruitment costs

Reducing recruitment costs without compromising the quality of hires is a balancing act. If you've managed to do it, it's something worth highlighting. It shows you're cost-conscious and strategic, both valuable traits in HR.

Human Resources Specialist (Career Changer) Resume Objective Example

People management & problem-solving skills.

Highlighting your skills in managing people and solving problems gives recruiters a sense that you're adaptable and can handle a dynamic HR environment. Especially as a career changer, showcasing transferable skills is essential.

Improving customer satisfaction rates

Significant improvements in customer satisfaction rates can be translated into potential for improving employee satisfaction. It shows you have an understanding of what people need and want, a vital skill in HR.

Managing diverse teams

Experience in managing diverse teams shows your ability to work with different personalities. It's a strong point to bring up, especially in HR where you'll interact with a wide range of individuals.

Human Resources (HR) Resume Templates

Digital transformation.

Operations Manager

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HR Director Resume Examples

As a Human Resources Director, your resume needs to represent your unique skills, experience, and potential. It should be a reflection of your professional accomplishments, leadership skills, and organizational management capabilities. A well-crafted resume can help you stand out in the job market and get noticed by potential employers. To help you create an effective HR Director resume, this guide provides resume writing tips, best practices, and examples to help you craft a successful resume.

If you didn’t find what you were looking for, be sure to check out our complete library of resume examples .

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HR Director

123 Main Street | Anytown, USA 99999 | Phone: (123) 456-7890 | Email: [email protected]

I am an ambitious and results- driven Human Resources Director, with over 10 years of experience in leading high performing teams in a fast- paced environment. I have extensive experience in developing and implementing strategies to support corporate objectives, managing high- level employee relations, and providing financial and operational guidance. My skills are well- suited to a dynamic and challenging organization where I am able to bring out the best in people and teams.

Core Skills :

• Strategic HR Leadership
• Change Management
• Performance Management
• Talent Acquisition and Development
• Employee Relations and Engagement
• Benefits Administration
• Diversity and Inclusion
• Data Analysis and Reporting

Professional Experience : HR Director, ABC Corporation – June 2011 – Present

• Develop effective strategies to support corporate objectives and ensure best practices are utilized
• Lead, coach, and mentor employees in a high- performance culture
• Manage the recruitment and staffing process, employee relations, and performance management
• Design and implement compensation, benefits, training, and other HR initiatives
• Handle complex employee relations issues and labor relations matters

HR Manager, XYZ Corporation – June 2007 – May 2011

• Instrumental in developing and implementing policies and procedures to ensure compliance with all applicable laws and regulations
• Supervised the recruitment and selection process, performance management, and employee relations
• Managed the administration of payroll, benefits, and attendance
• Evaluated and assessed current HR programs and systems and provided recommendations for improvements

Education : Master of Science in Human Resources Management, ABC University Bachelor of Science in Business Administration, XYZ University

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HR Director Resume with No Experience

Recent HR Studies graduate with experience in employee relations, team building, and onboarding processes. Driven and motivated to lead teams with a focus on growth and success. Possesses excellent organizational and communication skills, as well as a positive attitude and the ability to stay calm under pressure.

• Comprehensive understanding of HR practices and regulations
• Excellent communication and interpersonal skills
• Ability to build relationships and foster trust
• Ability to build and maintain strong teams
• Exceptional organizational and problem- solving skills
• Proficient in Microsoft Office, Google Drive, and HRIS systems

Responsibilities

• Assist the HR Director in developing and implementing HR policies and procedures
• Monitor and ensure compliance with applicable laws and regulations
• Provide guidance and support to employees on HR related issues
• Ensure accurate and timely processing of employee data
• Maintain employee files and records
• Manage the recruitment and onboarding processes
• Develop and implement employee engagement initiatives
• Monitor and assess employee performance
• Facilitate team building and conflict resolution activities
• Prepare and maintain reports and analysis as requested

Experience 0 Years

Level Junior

Education Bachelor’s

HR Director Resume with 2 Years of Experience

Dynamic and experienced Human Resources Director with a track record of improving employee engagement and implementing HR systems that improve organizational efficiency. Proven ability to develop and implement people- focused strategies, simplify HR processes, and cultivate engaging and productive work environments. Experienced in managing complex HR projects, developing personnel policies, and coaching and developing staff.

Core Skills

• HR Processes & Project Management
• Employee Engagement
• Problem Solving & Decision Making
• Talent Acquisition
• Recruitment & Retention
• Compliance & Policies
• Develop and implement comprehensive HR initiatives, processes, and strategies that support organizational goals and objectives
• Lead efforts to drive employee engagement and motivate personnel
• Oversee recruitment and selection process and manage employee onboarding and orientation
• Monitor and enforce organizational compliance with labor laws and internal regulations
• Implement performance management systems that improve employee performance and increase morale
• Design and update personnel policies, procedures, and process maps
• Evaluate and analyze HR metrics and provide reports to senior leadership
• Develop job descriptions, monitor employee relations, and resolve conflicts
• Develop and implement training and development programs for staff
• Manage employee relations and determine disciplinary action when needed
• Assist in budget preparation and adhere to assigned budget
• Foster a positive work environment and promote company values
• Identify and encourage employee development opportunities and career paths

Experience 2+ Years

HR Director Resume with 5 Years of Experience

A highly experienced HR Director with over 5 years of successful experience in the human resources field. Offering expertise in developing and executing human resources strategies and initiatives, driving organizational development and change management, and leading team performance. Possessing a proven track record of successful recruiting, employee engagement, and talent management.

• Organizational leadership
• HR policy implementation
• Workforce planning
• Recruitment and selection
• Employee relations
• Performance management
• Organizational development
• Change management

Responsibilities :

• Developed and managed human resources policies, procedures, and processes
• Reviewed and evaluated employee performance, identifying areas for improvement
• Assisted in the development of training and development programs
• Identified and recommended strategies to improve employee engagement
• Collaborated with the management team to identify and address organizational needs
• Conducted job analysis and maintained job descriptions
• Recruited, interviewed, and selected qualified candidates
• Managed employee relations issues and grievances
• Provided guidance and coaching to employees regarding policies and procedures
• Developed and delivered organizational change initiatives
• Assisted in the development of incentive and rewards programs

Experience 5+ Years

Level Senior

HR Director Resume with 7 Years of Experience

Accomplished HR Director with 7 years of experience in human resources, recruitment, employee relations, and organizational development. Proven track record of innovating solutions to improve organizational culture, performance, and talent management. Background in data- driven analysis, strategic planning, and project management. Experienced in developing improved organizational structure and aligning people’s resources to goals.

• Strategic Planning
• Recruitment and Retention
• Employee Relations
• Organizational Development
• Data Analysis
• Developed organizational strategies to improve performance.
• Created and implemented recruiting strategies to ensure an adequate pool of qualified candidates.
• Led initiatives to develop career paths, performance management programs, and succession planning.
• Managed employee relations and resolution of employee issues.
• Conducted research and analysis of organizational data to identify trends.
• Developed employee surveys, initiatives and programs to improve organizational culture.
• Collaborated with executives and stakeholders to determine organizational objectives and implement changes.

Experience 7+ Years

HR Director Resume with 10 Years of Experience

Highly experienced HR Director with 10+ years of experience in developing and implementing successful HR strategies, policies and procedures. Proven track record in leading successful teams, optimizing processes, and effectively managing employee relations. Possess strong ability to identify and develop key talent, create positive work cultures and ensure compliance with all relevant regulations.

• HR Solutions: Experienced in developing and implementing HR solutions to resolve complex employee and labor issues.
• Strategic Planning: Skilled in developing and executing strategies that align with organizational objectives.
• Talent Management: Experienced in onboarding, mentoring, talent acquisition and performance management.
• Employee Relations: Proficient in all areas of employee relations, including conflict resolution and dispute resolution.
• Regulatory Compliance: Experienced with federal, state and local laws and regulations related to HR.
• Developed and implemented HR strategies and policies to ensure compliance with federal and state laws and regulations.
• Collaborated with senior leadership to develop and implement strategies for recruiting and retaining top talent.
• Managed the full cycle of recruitment and selection process, including talent acquisition, onboarding and training.
• Developed and implemented performance management system to ensure employees were meeting performance standards.
• Managed employee relations and ensured compliance with all relevant laws and regulations.
• Analyzed and reviewed data to identify areas of improvement in HR processes and procedures.
• Monitored and evaluated organizational culture and employees’ morale to ensure a positive work environment.
• Developed and facilitated HR programs and initiatives to promote employee engagement and development.

Experience 10+ Years

Level Senior Manager

Education Master’s

HR Director Resume with 15 Years of Experience

Vera Smith is an experienced Human Resources Director with a proven track record of 15 years in the HR field. She is a highly organized and detail- oriented professional, with a proven ability to manage numerous projects simultaneously. Vera is an expert in HR policies and procedures, with a deep understanding of employment law and best practices. She has experience in recruitment, employee relations, and building strong relationships with all stakeholders. Her dedication to her work and her strong work ethic have resulted in a successful and rewarding career in the human resources industry.

• Recruitment
• HR Policies and Procedures
• Employment Law
• Conflict Resolution
• Process Improvement
• Managed recruitment processes, including interview techniques and job descriptions
• Developed and implemented HR strategies, policies and procedures
• Resolved employee relations issues, including grievances and performance management
• Monitored employee attendance and ensured compliance to company policies
• Generated annual reports related to HR metrics
• Ensured employee safety and provided guidance on safety procedures
• Ensured compliance with statutory and legal requirements
• Developed and monitored training, induction and on- boarding programs
• Prepared reports for senior management on HR activities, progress and needed changes

Experience 15+ Years

Level Director

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What should be included in a HR Director resume?

A HR Director is a highly sought-after position in many organizations, and a well-crafted resume is essential to land the job. In order to make the most of your resume, here are some key elements that should be included:

• Professional Summary: This should provide a summary of your experience and qualifications, as well as highlight any unique abilities or accomplishments.
• Work Experience: List all relevant job history, including job title, time duration, and key responsibilities and achievements.
• Education: Include any relevant education credentials or training programs.
• Technical Skills: List any specific technical skills you have acquired, such as software proficiency or experience with HR systems.
• Professional Development: Outline any professional development initiatives you have completed, such as continuing education courses or certifications in the HR field.
• Volunteer Experience: Any volunteer experience related to the HR field should be included to demonstrate commitment to the industry.
• Awards and Recognition: Highlight any awards or recognition you have received that are related to the field and show your level of excellence.
• Personal Interests: Include any hobbies or interests that demonstrate your ability to work in a team environment.
• References: Include at least three references from current or former employers that can speak to your qualifications and abilities.

What is a good summary for a HR Director resume?

• A Human Resources (HR) Director is responsible for ensuring the strategic direction of an organization’s HR department. They are in charge of creating and implementing policies and procedures, overseeing recruitment and training of staff, maintaining employee records, and managing employee benefits and payroll.
• A good resume summary for an HR Director should include highlights of their experience and accomplishments in the field, such as writing and implementing new HR policies and procedures, successfully leading recruitment and training initiatives, and developing and administering employee benefit and payroll programs. It should also list key skills and qualifications, such as excellent communication and interpersonal skills, knowledge of employment laws and regulations, budgeting and financial management, and proficiency in HR software. Finally, a resume summary should briefly demonstrate the candidate’s commitment to the organization’s mission and values.

What is a good objective for a HR Director resume?

A Human Resources (HR) Director plays an important role in any organization. They are responsible for developing and managing policies and procedures related to employee relations, hiring, and training. As such, the objective of an HR Director should be to ensure the organization’s success by promoting a positive work culture, developing effective strategies for recruitment and retention, and continually improving the organization’s human resources programs.

Some good objectives for an HR Director resume may include:

• Developing and implementing best practices for human resources management
• Establishing policies and procedures that promote a positive work environment
• Assisting in recruiting, hiring, and onboarding new employees
• Developing and administering employee training and development programs
• Implementing programs to improve employee morale and engagement
• Managing employee benefits programs
• Ensuring compliance with state and federal labor laws
• Implementing performance management systems
• Collaborating with other departments to ensure organizational objectives are met

How do you list HR Director skills on a resume?

When listing your HR Director skills on a resume, you want to make sure that you highlight the qualities employers are looking for in a successful candidate. HR Directors are expected to be knowledgeable and experienced in human resources, have strong leadership abilities, and have excellent interpersonal skills. Here are some specific skills you might want to consider including on your resume when applying for an HR Director role:

• Human Resources Expertise: Demonstrate your knowledge and experience in human resources, including recruiting, onboarding, and training.
• Leadership: Demonstrate your ability to lead a team, develop the organization’s HR strategy, and foster a positive work environment.
• Interpersonal Skills: Showcase your ability to communicate effectively with all levels of the organization and handle difficult conversations.
• Problem-Solving: Highlight your ability to quickly identify and address issues, and develop innovative solutions.
• Organizational Skills: Demonstrate your knowledge of the organization’s processes and procedures, and ability to prioritize tasks effectively.
• Analytical Skills: Showcase your ability to analyze data and draw relevant conclusions to support decision-making.

Be sure to use specific examples of how you’ve demonstrated each skill in a HR Director role, as this will give employers a better idea of your capabilities.

What skills should I put on my resume for HR Director ?

When you’re applying for a role as an HR Director, it’s important to make sure your resume highlights the specific skills and qualifications needed for the job. As the top HR professional in the organization, you’ll be responsible for overseeing all aspects of the HR function and developing strategies for optimizing talent management.

To give yourself the best chance of success in your job search, here are the top skills you should include on your resume for an HR Director position:

• Strategic Planning: As an HR Director, you’ll be responsible for developing and executing HR strategies that enable the organization to meet its long-term objectives. It’s important to demonstrate your experience in planning and implementing HR initiatives.
• Employee Relations: You’ll need to have experience managing employee relations and resolving conflicts in the workplace. Be sure to include any activities you’ve done to create a positive work environment and foster collaboration between team members.
• Performance Management: As an HR Director, you’ll be responsible for overseeing the performance management process. Your resume should reflect your ability to develop and implement effective performance evaluation systems and reward structures.
• Recruiting: As the head of HR, you’ll need to have extensive experience in talent acquisition and recruiting. Be sure to include any work-related activities you’ve done to attract and hire top talent.
• Compliance: You’ll be responsible for ensuring that all HR policies and procedures are compliant with local, state, and federal laws. Demonstrate your knowledge and experience in this area by including any compliance-related activities you’ve done.

By highlighting the right skills on your resume, you’ll be well-positioned to land an HR Director position. Make sure you showcase your qualifications and experience in the areas mentioned above to give yourself the best chance of success.

Key takeaways for an HR Director resume

Most HR Director resumes need to include certain information to make a strong impression on prospective employers. Here are some key takeaways to consider when crafting a resume for an HR Director:

• Include a comprehensive list of your professional experience. Employers need to know you have the necessary skills to manage a team and lead the HR Department effectively. Highlight your experience in recruiting, training, developing, and managing staff. Demonstrate your skills in creating policies, procedures, and processes and show how you have successfully implemented them.
• Showcase your ability to communicate effectively. HR Directors must be able to communicate with staff and management at all levels. Show employers you have the ability to communicate clearly and concisely, both orally and in writing.
• Demonstrate your knowledge of compliance regulations. Employers need to know you understand employment laws, regulations, and procedures, and how to apply them in day-to-day HR management.
• Showcase your qualifications for the role. Include any certifications, degrees, or other credentials that you have related to the HR field. Also highlight any awards or recognition you have received for HR initiatives or accomplishments.
• Showcase your ability to manage change. Employers need to know you can manage changes within the organization. Highlight how you have successfully implemented organizational changes and how you have responded to challenging situations.

By taking these key takeaways into consideration, you can create an HR Director resume that will make a strong impression on employers. Your resume should showcase your experience, qualifications, and ability to manage change and communicate effectively.

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Human Resources Resume Objective Examples

Human Resources Resume Objective

My Job functions cover Recruitment, Selection, Placement, On-boarding/Induction, Training & Development, Staff Welfare Management, Company HandBook/Policy Development, Performance Appraisal, Benefit Enrolment Process, Completion of Compensation and benefit Documentation and Payroll Management; Production & Service Management, Inventory Management, Crew Management, Enforcement of SOPs, Achievement of Sales Contribution & Manpower productivity targets among other HR functions in line with the overall corporate goals.

An organized, dedicated and diplomatic Human Resources professional, with a proven ability to improve working environments and work experience that cut across recruitment, talent management and acquisition, training, learning and development, and staff engagement.Possess very good interpersonal skills, the ability to demonstrate discretion and integrity when dealing with confidential information.

A Self Starter, who is very compatible in any Team irrespective of aligned with experience or not. Goal oriented who constantly blends innovation with process.

A senior human resources executive and transformational operations innovator who is empowering independence, and inspiring the next generation of enterprise growth in institutions and organizations.

Experienced strategist for human resources, compensation and benefits, employee relations, succession planning, performance management, organizational design, e-Learning solutions, curriculum development, compliance, change management, risk mitigation, strategic planning, operations, training and development, large-scale project and program management, process improvement, and enterprise transformation.

Experienced HR expert with a demonstrated history of working in the services industry. Skilled in Recruitment, Negotiation, PeopleManagement, Employee Relations, and Vendor Management. Transformational HR Solutions Leader, Cultural Thought Leader & Cross-Functional Operations Innovator.

Enterprising HR Leader with 17 plus years of experience heading the complete HR function for technology product companies.

Extensive expertise in building organizations and teams from the ground up, as well as designing and executing employee policies and people management strategies.

Extensive experience and proven success in driving strategic HR and HR Operations with a key focus on Talent Acquisition & Development, Employee Retention, Succession Planning, Organizational Development, Capability Development, Legal Compliance, Grievance Management. Excellent track record of promptly resolving employee issues to preserve friendly management-employee relations.

Expertise in driving Key Talent Management and Retention strategies including talent review, talent identification, competency assessment, bridge the competency gap through the creation of individual development plans to support the business and achieve ambitious growth plans; Proficient in conducting employee engagement activities and ESAT surveys for developing a sense of trust and belongingness among the employees.

I am interested in Human resources and corporate finance. The premiere objective in my professional career is to increase the value of the firm to the shareholders.

Proven ability to function as a Strategic Human Resources Executive, with development and implementation of successful Human Resources Management Strategies to support the corporate mandate. Knowledgeable of Labor Relations, Occupational Health & Safety Regulations, and Pay Equity.

Diplomatic Human Resource Specialist with 8 years of experience and good knowledge in HR Systems Such as SAP and Odoo in addition to that I have Advanced Excel skills. I worked with companies in Service, Educational, IT, and Banking verticals. I aspire to work in a stimulating environment that enhances my current skill set and equips me with the right tools to serve the position.

A recent graduate with proven team-working skills and looking for an opportunity to work within the human resources sector.

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Human Resources Director Resume Samples

The guide to resume tailoring.

Guide the recruiter to the conclusion that you are the best candidate for the human resources director job. It’s actually very simple. Tailor your resume by picking relevant responsibilities from the examples below and then add your accomplishments. This way, you can position yourself in the best way to get hired.

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• Participate in and lead key HR initiatives, including: staffing, performance management, organization planning, compensation planning and employee development
• - Oversee recruitment process for assigned facilities. Ensure applicant tracking system is fully utilized. Create/maintain college recruiting and job fair programs. Collaborate with facility and other leaders in resolving issues with applicant pool or recruitment process flow and resolution. Directly responsible for Director level recruitment within market
• Support and develop line managers in driving a performance culture through coaching, facilitating talent assessments and succession planning meetings
• Diversity & Inclusion: Supports the engagement of senior business leaders in D&I efforts by driving specific HR components of the D&I plan (e.g. talent development (IDPs, Stay Interviews, M4D, etc.), advancement opportunities, performance reviews, etc.) Partners with VP HR to ensure D&I goals/plans are integrated with broader organization. Understands Global Diversity and Inclusion metrics and leverages opportunities to build diversity within the business through affirmative outreach and good faith efforts in the employment community
• Recruitment/Retention: Manages the recruitment and retention process for the property for both hourly and salaried team members. Ensures fair hiring practices including consistent completion of all new-hire paperwork. Implements and maintains recognition programs that reward and motivate team members, and plays key role in administering and following up with Team Member Satisfaction Survey
• Lead a team of 4 direct reports (HR Managers and HR Generalists) and 1 indirect report to support total US Manufacturing footprint of 1700+ employees in Union and Non-union facilities across 5 states through strategic and tactical support to the organization in Business Partnership, Compensation, Benefits & Payroll, Labor Relations, Recruitment, Organizational Design & Development, and Change Leadership
• Act as a strategic partner with Live Operations Manager and other upper management personnel in the business to develop organizational strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to management team; and establishing human resources objectives in line with business unit objectives
• Ensure the execution of all new hire training, including orientation, POS and SCE training, according to Lord and Taylor program guidelines
• Commits to focus on succession, recruiting, training and people development as keys to attaining business goals
• Builds field capabilities by participating in and facilitating training initiatives
• Maintain executive and associate reporting, census reporting, salary matrix, weekly, monthly and seasonal reporting
• Works with Regional Vice President on creating and delivering action and development plans to district manager when necessary
• Willing to travel 6 - 8 days per month, including overnight travel
• Lead the annual executive performance appraisal process, providing materials and communication as directed by Corporate
• Member of ITW Fluids Europe Leadership team. Acts as HR focal point within the leadership team covering all areas of the HR function
• Act as a Business Partner to the VP/GM and the division’s Functional Leaders on a mix of strategic and tactical activities
• Lead and execute HR processes and initiatives for the business including talent planning, recruitment, performance management, total compensation planning, etc
• Partner with leadership team to develop recruitment plans to obtain the right people & organizational capabilities to achieve the division’s goals
• Create a talent management and succession plan for the business
• Support and implement action plans based on 80/20 FTB activities of the division
• Review and update job banding and drive alignment of compensation
• Demonstrated ability to work productively and independently in a fast-paced environment with excellent attention to detail
• Strong ability to develop strong trusting relationships in order to gain support and achieve results
• Strong observations skills with the ability to quickly identify the state of interactions among employees
• Possess excellent guest service skills; for example, friendly, personable, helpful, patient, and professional
• Excellent interpersonal skills with strong adaptability into a dynamic environment
• 5+ years of professional work experience in Human Resources with an excellent knowledge of Human Resource policies and practices
• Demonstrated ability to develop strong business partnerships; able to broker mutually beneficial outcomes with stakeholders at all levels of the organization
• Solid analytical skills with the ability to solve problems quickly and creatively
• Strong Change Management and OD experience highly desirable
• Possess excellent customer service skills; for example, friendly, personable, helpful, patient, and professional

15 Human Resources Director resume templates

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• Actively engage with employees and managers on employee relations, performance management, organizational design, leadership development, and compensation administration, and retention of talent
• Provide guidance & input on organizational related issues such as restructures & reorganizations, workforce planning, team efficiencies, succession planning, and talent pool
• Provide leadership and guidance to a small team of HR Managers as they handle complex performance management issues (coaching, counseling, disciplinary actions, terminations, and appraisals), career development, and conflict management. Additionally, provide leadership and support with employee complaints and investigations
• Plan and lead the HR Managers, as they manage promotions, transfers, salary adjustments, and headcount planning
• Regularly communicate with management to support business unit; attend staff and leadership meetings as needed
• Provide HR Policy guidance and interpretation
• Maintain an effective level of business understanding to support HBO’s Technology Organization’s position in the marketplace, culture and competition
• Organize and lead the Annual Organization Review process: Work closely with department heads to identify high potential talent, as well as potential talent gaps within the organization; Work in conjunction with Organizational Effective team to support initiatives to develop and retain high potential talent
• Responsible for relationship building and partnering with senior executives. Must maintain diplomacy of the highest integrity and possess sound judgment
• Partner with HR peers as it relates to employment practices, including the relevant compensation activities of internal equity and market analysis, succession planning and high-potential development, workforce talent assessment and development, and performance management

Human Resources Director Resume Examples & Samples

• Provide onsite HR leadership, serve as main point of contact for all recruitment, benefits, payroll and employee relations issues
• Assume leadership role in resolving employee relations issues, coaching managers through the process. Partner with Law Department team to ensure risk is mitigated
• Work with NBCU Training & Development and/or select consultants as necessary to provide programs and facilitation to ensure that training strategies meet employee needs, supervisory training and skill development
• Provide coaching to employees and managers, offering feedback and advice on issues in a proactive and compassionate manner
• Minimum 6 years of relevant HR partnering experience including recruiting, performance management, salary planning and organizational development
• Master’s degree in HR and/or related field a plus
• Excellent leadership, problem solving, project management and presentation skills
• Strong employee-relations skill set; can earn trust and credibility with employees in assigned groups
• Proven project and process management skills, demonstrated track record of delivering results
• Possess a natural, yet professional ease at working with and relating to the needs of employees in a fast-paced, ever-changing environment
• Strong persuasion and conflict resolution skills
• Must have ability to execute both strategic and tactical priorities
• Solid written and verbal communication skills a must, including the ability to interface with others inside and outside of the company in a positive and professional manner
• Must be able to work independently with the ability to juggle priorities and manage time to effectively meet deadlines
• Demonstrated high level of business acumen and knowledge of human resources best practice
• Strong HR business partnering capabilities; ability to create effective and productive work relationships
• Demonstrated ability to work effectively and accurately in a fast-paced and complex global organization with a sense of urgency
• Action-oriented; demonstrated history of delivery of concrete HR services in a wide range of areas to client groups (not in a “consultant” capacity, in an accountable capacity)
• Strong analytical, editing and problem solving skills
• Able to provide hands-on HR support for both tactical and strategic business issues
• Flexible and capable of providing leadership in a fast-paced team environment
• Demonstrated ability to be both creative and detail-oriented in ambiguous situations
• High level of accountability for results
• Strong execution and planning skills; the ability to establish work plans and drive and deliver actions against such plans in a concrete and timely fashion
• Very strong oral and written communication skills and the proven ability to communicate effectively
• Considered a HR thought-leader and serves as an advisor to the CEO and leadership team members on human capital topics and issues
• Creator and evangelist of the HR vision and strategy which is aligned with the Company’s business strategy and values
• Maintains an on-going awareness of external best and next practices human resources trends in HR policies, programs, and processes. Regularly assesses the existing HR programs, policies, and processes and recommends, develops, and implements needed changes to insure optimum business results and employee engagement
• Partners with all levels of the organization to establish a strong “Employer of Choice” culture to amplify organizational capabilities, employee engagement, and effectiveness to insure the Company attracts and retains top talent in each of its markets
• Leads talent management (employee branding, recruitment, on-boarding, performance management, career development, training, succession planning, etc.) strategy to insure the Company has the “right people at the right time”. Insures the organization has the capability and bench-strength to deliver on the business objectives across country borders and at all levels within the organization
• Leads and executes an appropriate market competitive Total Rewards Strategy (base pay, incentives, recognition, benefits, career development, etc.) that enables the Company to hire, develop, retain, and reward top talent and execute on their strategic objectives
• Manage benefits administration to insure that US benefits offering is considered competitive and attractive in the marketplace
• Maintains strong collaborative relationships with all employees within the organization and geographies. Considered trusted, approachable, a good- listener, and an effective cross-borders advisor and resource
• Considered a strategic thinker anticipating situations, developing proposals and solutions, and marshalling appropriate resources to make desired changes happen
• Manages multiple priorities and is considered an organized and proactive manager, responding to unexpected challenges successfully without losing track of her/his daily responsibilities. Relied upon to meet her/his commitments. Embraces the philosophy of doing more with less
• Viewed as personally and professionally balanced with a sense of humor
• Highly effective communicator - strong interpersonal, written, and presentation skills
• Creates and delivers employee and management training. Secures external vendors for any additional required training
• Point of contact for the Company’s US employee relations and is considered by the employees and managers as timely, trusted, and fair
• Demonstrated strong business acumen reflected in sound HR budgeting management, vendor management & negotiations, etc
• Identifies, recommends, and implements HR technology solutions to streamline processes and support future growth
• Insures that the Company complies with all required government regulations
• 12+ years of hands-on HR experience providing strategic and operational HR support with rapidly growing technology organizations. At least 5 years’ experience in leadership position with a minimum of 3 years of global HR experience working effectively cross-borders, preferably with India and EMEA
• BS/BA required preferably majoring in Human Resources, business or related field or equivalent experience. MS/MBA/SHPR/GPHR preferred
• Proven multi-cultural competency skills working with companies with geographically dispersed business operations
• Track record of setting companies on a path to “Employer of Choice”. Known for leading the HR agenda with companies where employees loved where they worked, grew their careers, and were a part of the Company’s business success
• Proven HR leadership experience setting the HR vision, strategy, and building, leading, and motivating a HR team. Track record of working in a matrix-environment where she/he directly impacted the business strategy by implementing aligned, timely, and effective HR policies, programs, and processes
• A track record of success functioning as a key member of a senior management team, contributing to the strategic thinking and possessing the leadership skills necessary to operate at the highest level of an organization
• Superior attention to detail with strong analytical skills
• Results driven with a continual focus on process improvement
• Develop close alignment with the HR Vice President, work directly with the Broadcasting Division Senior Vice President, Station General Managers and manage a team of HR Business Partners
• Provide expertise and leadership to task forces, committees and leadership teams to develop, implement and oversee critical company initiatives
• Provide necessary HR support in the areas of training/development, recruitment, employee engagement and HR Generalist responsibilities for the Group
• Ability to react, lead and support employees through change is critical
• Excellent interpersonal skills with internal and external customers
• At least five years of management/leadership experience required
• Consult on and successfully deliver Human Resources related responsibilities to include recruitment, employee relations, benefits & salary administration, and management development
• Understand and advise clients on trends within the accounting and HR industries
• Develop and preserve effective working relationships with CBIZ associates, business unit leadership and HR team to successfully impact performance through effective recruiting, engagement, development and retention planning and actions
• Provide ongoing associate / leader education to meet demands of growing market
• Partner with and provide input to Corporate HR in policy development
• Monitor management and associate staffing levels; identify recruiting and training needs; ensure assimilation of new hires through the on-boarding program; utilize effective recruiting sources and methods to attract and select talented employees while effectively balancing external hiring and internal promotions
• Graduate or specialty degree preferred
• Demonstrated ability to communicate verbally and in writing throughout all levels of organization, both internally and externally
• Demonstrated ability in negotiation, conflict and problem resolution
• Minimal travel is required based on client and business needs
• Work collaboratively with Calvin Klein divisional business leaders to improve business results and establish long term strategies for driving business results and meet HR and business objectives
• Provides strategic consultations and advises staff in implementation and administration of HR programs and initiatives, policies and procedures
• Educate and influence supervisors and managers; monitor management actions and decisions to maintain legal and company policy compliance and values. Advise management of appropriate resolution of employee relations' issues
• Partners with Talent Acquisition team and Senior Management to ensure we attract top-tier talent for open positions
• Conducts new associate orientations and ensures appropriate on-boarding is executed by hiring managers
• Training: Implementing the training and development agenda; identify areas that need attention and improvement
• In conjunction with HR, ensure all company policies and procedures are up to date in line with current employment law. Ensure line managers are up to date with changes to any policies
• Deal with complex HR issues, using HR and company knowledge evidencing appropriate decision making skills
• Streamline organizational processes
• 8+ years of previous experience in a human resources generalist role, preferably in retail/apparel companies
• 5+ years of supervisory experience
• Previous experience with compensation strategies, recruitment, and talent management initiatives
• Previous experience working at a highly-matrixed company required
• Excellent interpersonal, influencing, and communication skills required. Ability to develop relationships and influence at all levels within the organization is required
• Works both independently and collaboratively
• Detail oriented and exceptional analytical skills
• Ability to thrive in a dynamic and fast-paced environment
• High proficiency in problem resolution skills, customer service and consultative skills required
• Ability to manage multiple projects while maintaining a high quality of work; approach projects with a strong sense of urgency
• Resilient and flexible; Appetite for growth, change initiatives and change management experience required
• Strong presentation skills required; coaching skills preferred
• Quick learner of new technologies and business functions
• Program/project management skills that include engaging perspectives from multiple stakeholders, keeping people informed, driving to closure and/or ensuring sustainability

Human Resources Director, India Resume Examples & Samples

• Human resource policy: Formulate and implement HR policies and systems for the business that are consistent with corporate policies, competitive with the market practice and compliance with local municipal and state labor regulations
• Recruitment and selection: Responsible for recruiting high caliber candidates to support the business' staffing plan and growth agenda
• Performance Management: Provide advice and counsel on complex performance management issues. Partner with the associates, managers and other business leaders to address performance gaps and facilitates discussions/ process to assess appropriate action. Guide employees on all aspects of performance management including feedback and performance coaching
• Compensation and benefits: Develop and implement cost effective compensation and benefits policies consistent with corporate philosophy and local market practices; collect updated market data through C&B surveys or other valid resources. Make recommendation to management and revise the internal practices if required
• Training and development: Design and deliver orientation programs, safety and health training, generic and management training, etc. so as to support organization and employee development
• Employee Relations: Facilitate effective vertical and horizontal communication across the business. Create and maintain positive employee relations in an environment that is based on openness and trust
• External relations: Develop and maintain good relationship with labour bureau and other HR professional organizations to keep abreast of market trends and development
• Stakeholder Management: Interface with key stakeholders in the organization, identify and analyze learning requirements in line with strategic business objectives
• 12 – 15 years HR Experience
• Qualification: MBA HR from a premier business school
• More than 10 years’ hands on HR generalist experience within the context of a progressive HR practice and business partnership environment
• Hands on experience in transforming organizational culture to effectively deal with changing market dynamics and a proven ability to accept, lead and create change
• Experience of recruitment and selection and talent management
• Well-developed Communication and Influencing skills to achieve desired goals & objectives and develop positive working relationships with employees at all levels
• Experience of working in a global environment is essential in this role
• Build and sustain partnerships with EPIX business managers and employees to improve individual and team performance
• Work with HR Sr. Director to create, implement and administer policies, practices, programs and processes that support the business in a wide range of areas (i.e. leadership, talent development, retention, benefits, compensation, staffing, employee relations, organizational effectiveness and diversity) with a steady focus on efficiency, value, employee experience and excellence
• Partner with HR Sr. Director to develop, implement, evaluate and oversee HR operations and services for the network
• Leads recruitment process for non-exempt positions including candidate sourcing and networking to identify strong candidates for a busy, highly creative & technical client group. Supports the HR Senior Director in building a pipeline of candidates for anticipated hiring needs, conducts interviews, and works with HR Sr. Coordinator to handle interview scheduling, resume review, applicant tracking, candidate phone screens, internal and external job postings, conducting reference and background checks, etc
• Works closely with the HR Sr. Coordinator on the following
• Strong knowledge of Human Resources principles and practices
• Must be a motivated self-starter with the ability to work independently as well as take direction
• Strong computer and/or technical skills
• Familiarity with HR systems, Benefits and Compensation related programs
• Strong organizational skills and ability to prioritize work
• Proven ability to multi-task and successfully problem solve
• 6-10 years experience working in a Human Resources Department in a generalist capacity
• Provide daily hands-on human resources expertise to the business directly and through staff in the areas of employee relations, performance management, recruiting and on-boarding, employee development, training, compensation, organizational development and more
• Effectively develop and implement processes, policies and procedures for the HR, payroll and benefits functions
• Monitor compliance with internal policies and procedures and legislation
• Work with team members and the business in resource planning, including recruiting, organizational design, job evaluation and definition and managing the performance appraisal, development and compensation processes within the business
• Manage employee relations issues, including conflict resolution disciplinary actions and improvement and exit strategies
• Maintain knowledge of legal requirements of all activities and compliance to all required federal, state and local labor laws
• Develop budget and forecasting for compensation and benefit programs
• Oversee administration of payroll and benefits staff and programs
• Proactively identify employee development training and compliance needs for EquiTrust and work to develop methods and programs to meet the needs of the business
• Bachelor’s degree in Human Resources or a related field is required. PHR/SPHR certification a plus
• The position requires a minimum of 7 years Human Resources leadership experience, including a solid understanding of the Insurance or financial services field
• Experience directly building and leading an HR team, preferably in a small, entrepreneurial environment
• A strong knowledge and having worked directly with all aspects of HR: recruitment, compensation, benefits, L&D, organizational design and employee relations is required
• Strong interpersonal, communications and relationship building skills required
• Excellent planning, organizational and communications skills
• A knowledge of employment law and regulations
• Work with divisional leaders to understand business goals and translate those objectives into the appropriate HR actions and initiatives
• Follow prescribed and where appropriate, develop/recommend new approaches, policies and procedures that effect continual improvements in business objectives, productivity and development of HR within and across the division
• Proactively discovers how HR can help make positive changes; involves others in processes and decisions to ensure their support. Works effectively with multiple constituents who sometimes have opposing or incongruent agendas
• Support, counsel, and coach clients in the areas of employee relations and other employment-related workplace issues
• Assist managing designated aspects of employee compensation (including sales commission plans, salary adjustments and annual merit recommendations)
• Manage all recruitment activities for client base supported
• Advise on legal matters as it relates to compliance, state and federal regulations and impact to employees and/or the business operations
• Ensure new-hire orientation and on boarding is completed effectively
• 15+ years of progressive Human resources experience
• Proficient with online recruiting tools
• Excellent multitasking skills *LI-HD#HR
• 7 years of progressive Generalist experience
• Strong employee relations, union relations and recruitment experience
• Previous Leadership experience
• Home Care or Hospital experience

Human Resources Director & Business Partner Resume Examples & Samples

• Strategic Thinking – Creating and defining a compelling HR vision and strategy aligned to the business. Linking short and long range visions and concepts to daily work
• Business Acumen – Understands and can apply general business concepts. Builds and uses external networks to understand market situation and industry (HR and business related). Integrates external and internal information to build a stronger future
• Consulting – Demonstrating a solid understanding of their client’s business strategy and can effectively engage in shaping the human elements of the strategy through proactive dialog, action planning and execution
• Relationship Management & Collaboration- building and fostering strong trust-based relationships with clients and internal partners across the organization. Ability to manage conflict effectively and productively. A skillful and collaborative team player with the ability to network effectively up, down and across the business. Intuitive and empathetic
• Influence and Negotiation - Ability to read a situation and act in a direct, forceful yet diplomatic manner to develop trust and openness of clients to consider alternatives. Comfort and openness to debating a topic in order to drive the right business outcome. Confidence in expressing opposing opinions that are in the best interest of all parties involved
• Problem Solving and Innovation - Gathering appropriate perspective and insights related to client issues and seeking win-win solutions by remaining open to alternative approaches and being proactive in generating new ideas. Ability to maintain a balanced perspective and see all sides of an issue and manage problems in a timely and effective manner. A free and independent thinker, open to new ideas and concepts
• Change Management and Cultural Driver - Ability to implement change processes and large scale interventions that support rapid change, and ensure that human, financial and information resources are aligned with desired changes. A driven change-agent, able to represent the human resources organization, while working very closely with other HR team members
• Talent Management Focused - Demonstrate the ability to judge and assess talent, recruit and select appropriate bench strength to current and future business needs; appreciation for and emphasis on developing a diverse workforce
• Personal Credibility/Integrity - Possess a track record of success, have earned trust, instill confidence in others, have credibility and buy in with key business leaders, demonstrate integrity, ask important questions, frame complex ideas in useful ways, take appropriate risks, provide candid observations, and offer alternative perspectives on business issues. S/he should be forthright, direct and widely trusted. Demonstrates humility
• Customer Focused - Focus on all aspects delivery to our internal customers. Be approachable; relate easily to diverse groups and individuals; build and develop relationships
• Effective Communication/Facilitation Skills - Be an effective and articulate communicator, work with managers to send clear and consistent messages, be an effective communicator in writing, facilitation, facilitate internal communication processes, and facilitate dissemination of internal customer information. Strong personal presence with the ability to be the face of the organization and deliver impactful presentations to a variety of audiences. Ability to give and receive feedback in an appropriate manner
• Strong Leadership Skills – Embody the core values of the business, be a role model to all, be viewed as both a partner and leader of the business. Assist in building the teams, helping engage and motivate teams, and influencing decision making. Bring "thought" leadership, creativity, and drive organizational change. Operates with considerable autonomy and discretion. Assertive and confident. High level of energy
• Organizational Skills - Manages competing priorities of several teams/departments/locations. Task and project management orientation (with the ability to hold others accountable)
• Building Effective Teams – Fosters open dialogue; works across boundaries to get things done; works with others to define roles and objectives within a team
• Minimum of a Bachelor's degree; with 7+ years experience in Human Resource Management and/or OD; with 3+ years of leadership experience. Master’s Degree or certifications preferred
• Proven ability to succeed in an entrepreneurial, service-oriented environment with multiple office locations
• Proven ability to work closely with the executive team to develop effective HR strategies to address the professional development, performance management, retention and hiring of talent
• Understanding of workforce demographic issues/trends
• Experience working with diverse populations
• Ability and willingness to be both strategic and tactical. Doesn’t mind rolling up their sleeves. Ability to work conceptually as well as deliver operationally
• Ability to travel - eight or more multi-day domestic trips per year to headquarters and client locations
• Knowledge of local/state laws and regulations
• Proficiency using Microsoft Office applications (Excel, PowerPoint, Word, Outlook); Workday and Success Factors experience a plus
• Previous experience in the e-commerce and/or technology industry
• Merger & Acquisition experience
• Experience working in a medium sized growing company (>2000 employees)
• Experience working outside of corporate headquarters
• Familiarity with the Lominger 9-box grid
• MBTI certification
• 8–10 years of HR generalist experience
• Healthcare recruiting experience in managed care
• Microsoft Office product suite including Word, Excel, PowerPoint
• Professional and technical knowledge of industry and related HR issues
• Ability to effectively partner with management, and develop trust and credibility throughout the organization
• Provides strong leadership and direction on key functional areas including recruitment, talent development, compensation, organizational development and benefits for the business unit being supported
• Coordinates recruitment for union and non-union positions and actively promotes positive union relations
• Partners effectively with specialist groups (e.g. Talent, Compensation, etc.) to develop, deliver and promote initiatives in line with the business needs and to deliver against the strategic corporate agenda
• Proactively identifies key opportunities to further strengthen/build the talent pool within the business unit and continuously identifies talent movement opportunities
• Manages the delivery and execution of core HR processes and policies per the business cycle as required, e.g. salary/compensation reviews, talent reviews, etc
• Partners effectively with other specialist groups such as Associate Relations, Labor Relations, Legal, Benefits, etc. for any day-to-day issues faced by the customer
• 7+ years experience as an HR Business Partner or Generalist
• Strong aptitude to manage relationships with tact and diplomacy
• HR experience in manufacturing environments, R&D, quality & regulatory affairs preferred
• Ability to coach and develop leaders at all levels within the organization
• Well versed in global HR law and HR best practices
• HR generalist foundation within a manufacturing environment
• Ability to quickly identify, resolve or refer complex issues in support of a positive work environment
• Ability to use analytics to identify trends
• PHR/SPHR Certification preferred

Human Resources Director / Manager Resume Examples & Samples

• Maintain and enhance Wilshire’s HR policies and practices in order to maximize employee engagement and productivity
• Develop and implement strategies, initiatives, policies and programs that are aligned with business objectives
• Creating and updating job requirements and job descriptions for all positions
• Coordinate with management to benchmark compensation against market standards
• Maintain compensation information and market standards for all jobs and job families - activities include conducting periodic pay surveys and incentive pay plan designs; scheduling and conducting job market evaluations; recommending, planning, and implementing pay structures and compensation plans
• Design and execute training programs to ensure appropriate adherence to employee hiring, professional development, assessment/counseling/performance measurement and review, AAP and EEOC compliance and other policies and procedures
• Oversee staff by establishing recruiting, testing, and interviewing programs; counsel managers on candidate selection; conducting and analyzing exit interviews; recommending changes
• Monitor and schedule individual pay actions; recommend, plan, and implement pay structure revisions, including commission plans
• Onboard new employees by establishing and conducting orientation and training programs
• Conduct and facilitate employee complaints
• Maintain employee benefits programs and inform employees of benefits; Study, assess and report to senior management benefit needs and trends in the marketplace; Recommend benefit programs to management; Obtain and evaluate benefit contract bids; Design and conduct educational programs on benefit programs; Act as relationship manager with health insurance broker
• Ensure legal compliance by monitoring and implementing applicable human resource federal and state requirements; Conduct investigations; Represent Wilshire at hearings as considered necessary
• Maintain management guidelines by preparing, updating, and recommending human resource policies and procedures
• Maintain historical human resource records through a filing and retrieval system; keeping past and current records in accordance with Wilshire record retention policies
• Manage the human resources and payroll department (3 staff) including recruiting, selecting, orienting, training and supervising
• Maintain professional and technical knowledge
• 10 years minimum experience as a human resources generalist and at least 5 years as a manager
• Working knowledge of Employment Law, Affirmative Action Law, Equal Opportunity Laws, Laws Against Sexual Harassment, and related rules and regulations
• MS Windows and Office Suite knowledge, including Word and Excel
• Strong written and verbal communication, interpersonal and leadership skills
• Masters or advanced equivalent degree in Human Resources Management
• PHR or SPHR certification, a plus
• Provide leadership and effective management of business unit staff to influence employee commitment to the organization, to the team and to their job by
• Setting appropriate context when assigning work to link employee’s work to organizational/business unit goals
• Building team and individual capabilities to ensure employees are capable of performing to job requirement standards
• Managing performance by providing fair and accurate formal and informal feedback, emphasizing employee strengths, and clarifying performance expectations
• Creating a positive work environment by being an effective role model and by creating a winning work environment
• Identifying and resolving compliance issues to ensure all employees adhere to CIBC policies and controls
• Hiring the right people in the right jobs to align individual capabilities with job requirements and unit goals
• The HRD interacts regularly with senior leadership teams within the assigned lines of business in order to translate business needs into integrated Human Resource solutions
• External relationships include business providers, consultants and industry network groups as appropriate
• Provide day-to-day support and counsel to functional locations in the areas of employee relations, talent management, compensation, policy interpretation, and employee development. Act as first line resource to managers and employees on HR issues and partner with them to implement solutions. Work with managers and their teams to assess needs, and develop and implement appropriate plans to increase employee engagement and drive organizational performance
• Resolve employee relations issues effectively and identify broader opportunities for long-term success. Conduct effective, thorough and objective investigations
• Partner with leaders on conducting terminations of employment
• Lead HR program rollouts for functional locations. Assess effectiveness of HR practices/ actions and recommend enhancements. Look for opportunities to improve programs and provide training that will yield better behavior and results
• Educate management team on talent management strategies, development opportunities, succession planning, compensation planning, and policies/procedures. Partner with management teams to continually evaluate and develop all employees within the organization (including career planning, mentoring programs and skill building)
• Ensure compliance and consistency to HR practices, and adherence to all federal, state, and local regulations both as a consultant and oversight to all location reps within Region or staff locations
• Act as an informal leader to the location reps to provide guidance on HR-related matters
• Strong ability to prioritize workload to provide strong partnership to multiple client groups in multiple locations
• Other projects and duties as assigned
• Demonstrated expertise in effective HR management techniques, plans and strategies
• Strong interpersonal, organizational and critical thinking skills required
• Ability to diplomatically and effectively communicate with all levels of the organization
• Thorough knowledge of applicable State and Federal regulations and general business practices required
• Must be detail-oriented and organized with excellent follow-through and analytical skills
• Solid written and verbal communication skills required, including the ability to interface with others inside and outside of the company in a positive and professional manner
• Extensive project management skills mandatory
• Ability to effectively communicate and provide recommendations to senior level leadership
• Strong HRIS and computer skills required: MS Word, Excel, and PowerPoint. Access skills highly desirable
• Demonstrated influencing, creative problem solving and analytical skills
• Highest professional standards regarding internal customer service, confidentiality and ethical conduct required
• Ability to successfully work in fast paced environment and handle highly sensitive issues while balancing employee advocacy, management demands and business objectives
• Seven to ten years of professional level HR experience is required, including at least three years in a Business Partner capacity supporting multiple client groups in multiple locations
• Expert knowledge of California employment labor law and experience handling situations concerning areas such as ADA, FMLA, and EEO is a requirement to be considered for this role
• Proven success in managing payroll actions and benefit programs, including FMLA and other leave programs, and troubleshooting as such
• Some prior experience evaluating and creating various employee related programs or corporate initiatives (mentoring, sustainability, recognition, wellness etc.)
• Bachelor’s degree or comparable experience related to Human Resource Management and/or PHR or SPHR certification
• Minimum of five years of human resources experience, with a minimum of three years of demonstrated supervisory/management experience
• Ability to work a flexible schedule including weekends, evenings and holidays as needed
• Practical working knowledge of state and federal laws relating to employment practices and employer responsibilities
• Must possess a valid, USA state issued driver’s license, an acceptable driving record, and comply with YMCA driving rules to be approved to operate YMCA vehicles
• Manage multiple priorities and challenges simultaneously, in a busy office environment with many distractions and deadlines
• Hire, train and supervise a competent HR staff consisting of the Assistant Human Resources Director, Human Resources Assistant, Resident Coordinator and Volunteer Coordinator. Recommend training, promotions, and salary adjustments for HR employees. Set performance standards and evaluate performance
• Oversee the management of employee benefits, workers’ compensation, OSHA requirements and Center payroll processing
• Coordinate with the International Programs Director for hiring International employees
• Work with hiring managers in all departments to hire, place, and employ more than 900 seasonal staff annually
• Oversee and facilitate the complete orientation process for all new employees
• Implement and enforce the Association’s employee policies and practices.Recommend revisions and updates to personnel policies to comply with current legislation and Board policy
• Keep the Center Director informed on all issues related to employees and human resources
• Ensure that accurate, complete and organized personnel records are maintained on all employees
• Operate within an approved budget. Develop and propose budgets for future operations and HR related capital projects
• Communicate regularly with Recruiting Specialist jobs to be posted internally and externally
• Counsel staff and managers on Human Resource related issues
• Manage and maintain safe, healthy on-grounds housing for seasonal employees and volunteers
• Support the Association safety program. Promote safe work practices and a safe environment for guests, members and staff
• Ability to move independently throughout all departments and work areas
• Support the implementation of an effective staff recruitment plan to meet the Center’s staffing needs
• Maintain and analyze staffing statistics. (IE: hiring, turnover, attrition, retention, etc.)
• Stay current on state and federal legislation related to employment and employee-employer relations and advise managagement as needed
• Enforce YMCA of the Rockies regulations for employees living onsite, including the drug (absolutely no marijuana use) and alcohol policies
• Exceptional organizational and interpersonal skills
• Assist in the selection and hiring of year-round, benefited employees
• Experience supervising all aspects of training, evaluating, disciplining and development of staff
• Represent and respond to unemployment claims and attend hearings as needed
• Ability to work effectively under pressure
• A high quality and committed staff, sufficient in numbers and skills, to efficiently fill the employment needs of the Estes Park Center
• Equitable personal guidelines and procedures in keeping with the ideals of the Association and current legal requirements
• Employee working and living environments that are conducive to the development of spirit, mind and body
• A high-functioning Human Resources office and staff team
• Controlled expenses within the department

Regional Human Resources Director Resume Examples & Samples

• Work with Talent Acquisition team to proactively recruit executive talent with partnership of both the Regional Vice President and General Managers
• Partner with Stores HR Team on investigations for all complaints (discrimination, harassment, wage, etc.) documents findings that arise

OFF Th-regional Human Resources Director Resume Examples & Samples

• Facilitate the transformation of the stores creating self-sufficiency at store level to build an effective and sustainable service culture
• Assessment of the level of high performance talent and results at each store within the assigned region and taking appropriate steps to drive the achievement of business objectives
• Assessment of store talent to ensure the assigned region has the right capabilities in place to execute strategic business plans
• Identifying capability gaps within the assigned region and working closely with the Regional Vice President to take appropriate actions to ensure development or replacement of talent
• Succession planning for the assigned region to ensure successful replenishment of key store and regional talent
• Engaged partnership with Talent Acquisition Group on recruitment of all senior level management staff for the region (Store Directors and direct reports)
• Identify, plan and coordinate management development programs
• Assessment of the leadership talent within the stores to ensure we have the right people in these roles
• Assist Store Directors or managers with store management issues where necessary
• Development of associate relations strategies to avoid and resolve associate relations issues
• Trouble-shooting associate relations issues that have been escalated beyond the store level. Minimize litigation and associate relations issues
• Administration of compensation and benefits programs. Development of regional reward & incentive programs
• Travel 30% - 50%
• 10+ years related experience at the managerial level, Global experience is a plus
• Demonstrated advanced expertise with HR practices including associate relations, compliance, organization development, talent management, performance management, and learning & development
• Effective communication skills (oral and written). Understands varying levels of urgency and how to respond
• Strong management skills (leader, coach mentor) with ability to develop employees at the leadership level
• Solution orientated and forward thinking, strategic and collaborate business partner
• Able to adapt to a fast pace ever changing environment
• Professional skills include: analytical, diplomatic, flexible, detail-oriented and organized, as well as customer focused

Group Human Resources Director Resume Examples & Samples

• The Economist. Building on the success of the weekly magazine for over 170 years- analysing the political, economic, social, cultural and technology forces that shape the world-, the Economist is rapidly transforming into a fully integrated digital business. Including
• Setting and leading the HR agenda across the global organisation. The Economist is a knowledge based organisation therefore it is critical we are experts in identifying, recruiting, developing and rewarding the very best people
• Leading and developing the HR function which includes Business Partners, Recruitment, Training and Development, HR Operations, Remuneration (including executive remuneration) and UK pensions
• Developing and implementing HR solutions which will respond to and support the substantial changes in the publishing sector. In particular which support the ongoing transformation of the business into a fully integrated print, digital and services organisation
• Leading on diversity. Our readers are diverse, global and intellectually curious. Our employees should be too
• With the CEO, lead the remuneration committee
• Be comfortable in a global, fast-paced environment which requires bold, but considered and pragmatic solutions
• Demonstrate experience across the range of HR disciplines, including Employee Relations, Change and Organisation Effectiveness, Remuneration, Recruitment, Learning and Development, and be an expert in at least one of them
• The successful candidate will be valued as much for their HR expertise as well as for their significant commercial insight
• 7-10 years of Human Resources hospital experience
• Proven experience in employee relations, effectively leading teams, recruitment, regulatory compliance and human resources operations
• Ability to demonstrate effective communication skills, project management skills, and analytical skills
• Ability to establish and maintain effective working relationships with individuals at all levels of the organization
• Previous experience in labor relations, budget preparation, affirmative action and benefits/compensation
• Bachelor degree above in relevant major
• Minimum of 10 years HR experiences at supervisory level in multi-national companies. Experience in FMCG companies is preferred
• Strong hands-on experience in HR operational activities and detail oriented mindset
• Strong customer focus and knowledge in business
• Partner in addressing organizational design issues and opportunities across client groups, providing counsel on organization optimization, including restructuring, realignments, job description creation/evaluations and other methods for optimizing people resources
• Identify priorities, opportunities, and best practices within the region; formulate and implement solutions
• Coach and train managers to apply HR policies and procedures within different operational departments
• Direct Human Resources programs including on-boarding, training coordination and delivery, performance management, employee retention strategies, compensation, AA/EEO compliance, benefits, employee relations, safety and health
• Coordinate District Manager and high-potential associate development plans to ensure awareness of available training and development activities in support of individual plans and goals; coordinate development and succession plans for the region
• Coordinate and assist the field with implementing Employee Engagement activities including impact planning and recognition practices
• Build and nurture strong working relationships with the regional leadership team and local operations teams through regular district visits and coaching the front line management teams
• Partners with the Talent Acquisition team in supporting talent acquisition initiatives, including maintaining a front line manager pipeline and sourcing and hiring talent
• Serve as the content expert and advisor to the region, by actively educating, informing and reacting to any situation that may be considered an opportunity to represent and protect the company
• Bachelor's degree required. Master's degree preferred
• Minimum 7 years of HR generalist experience, demonstrating a record of progressively increasing responsibility
• Proven leadership experience within a top-tier Human Resources function
• Personal accountability, unquestioned integrity, and good listening skills
• Demonstrated experience in providing HR generalist support to multiple outlets within a large complex organization, with special emphasis on multi-site responsibility
• Demonstrated success building and maintaining effective internal relationships to drive achievement within highly-matrixed, team-based environments
• Ability to effectively manage and develop others through influence, without direct authority
• Excellent planning and organizational skills; strong qualitative and quantitative analytical skills
• Must have strong verbal and written communication skills coupled with strong dynamic presentation skills for audiences at all levels of the organization
• Ability to effectively manage others through influence, as well as with direct authority
• Ability to adapt to new situations and thrive in a rapidly changing, dynamic environment
• A self-starter, confident in his/her abilities, self-motivated and able to work effectively with little supervision; a high energy, results-oriented individual who takes initiative, accepts accountability and has a ‘can do’ attitude
• Experience or demonstrated ability to work effectively in both front-line and staff roles
• Experience in labor relations and positive employee relations
• Overnight travel approximately 30-50%
• Thorough knowledge of the major Human Resource disciplines
• Ability to use considerable judgment, discretion, tact and courtesy in intra and inter-company contacts
• Ability to evaluate, isolate and appraise essential elements of complex problems, reach sound conclusions and implement appropriate action/corrective plans
• Superior leadership and project management skills with proven ability to lead a team and deliver objectives on time and within budget
• Demonstrated ability to cultivate and maintain working relationships at all levels of the organization
• Demonstrated commitment to the highest personal, professional and ethical standards
• Ability to professionally handle and work with proprietary, private and confidential information
• Some statistical analysis and data manipulation skills are necessary
• Bachelor’s Degree specializing in Human Resources, Business Management, Organizational Development, Psychology or related field, or an equivalent combination of education and/or experience
• 8-10 years’ progressively responsible HR experience to include 5-7 years management experience
• Demonstrated ability to provide HR consulting at a senior level
• Previous experience in the Restaurant and/or Hospitality industry
• Proven track record of Human Resource experience at a Generalist level. Must have a proven track record of relationship building, both internally and externally in the company
• Microsoft Office/Suite proficient (Word, Excel, etc.)
• Exceptional problem solving and relationship building skills
• Bachelor’s degree in Business, Human Resources, or equivalent experience preferred
• Eight or more years of professional experience in all aspect of human resources management, including payroll, benefits management, and staff development
• Knowledge and professional experience in planning and policy related to talent management, selection, compensation, benefits, training and staff development, employee relations, and performance management
• Current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources
• Proficiency in business, payroll, and human resources related computer applications, which may include talent management systems, time and attendance systems, etc. (ADP Workforce Now preferred)
• Professional in Human Resources (PHR or equivalent) certification required; YMCA Organizational Leader certification preferred
• Maintains HR/Payroll database (ADP Workforce Now) including all essential employee data such as wage rates account/labor codes, wages, benefits eligibility and elections, deductions, certifications, screenings, employee portal, recruitment, and communications
• Establish/maintain employee records; ensure that employee changes are entered correctly and timely, review changes for proper authorization and adherence to policies and procedures including compliance with federal/state/local regulations and laws
• Prepare, preview and ensure accuracy of approved timesheets, track and deduct all garnishments and other special payroll deductions, process payroll in system (ADP) to ensure accurate and on-time payment of compensation to all employees
• Process all government reporting (e.g. I-9, Bureau of Labor Statistics, Separation notifications) accurately, timely and in compliance with local, state and federal laws and regulations
• Responsible for coordination efforts between human resources, accounting and other departments to ensure proper flow and maintenance of employee data (including labor distribution, wage and benefits reports, and leave of absence/attendance, etc.)
• Develops for the leadership team a plan to address: talent management, staff training and leadership development, retention, recognition, employee communication and career development. Assess and evaluates training and staff development needs, and develops programs to meet those needs
• Develops and maintains performance management and appraisal programs. Provides assistance to employees and supervisors with questions and workplace problems
• Administers compensation and benefit programs, including job description and classification, salary structure and salary adjustments. Oversees benefit plan communication, enrollment and administration. Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes in line with the fiscal position of the YMCA
• Remains current with employment and compensation laws and regulations. Maintains an effective program of compliance with laws and regulations related to human resources and manages relationships with compliance agencies and YMCA legal counsel
• Responsible for the development, monitoring, and forecasting of Human Resources department budget. Supervises department staff

Associate Human Resources Director Resume Examples & Samples

• 7+ years of Pharmaceutical industry experience
• Working knowledge of multiple Human Resources disciplines, particularly in: Recruitment; Compensation Plan design and practices; Benefit Plan design and communication; Employee Relations; and, Legal Compliance
• Microsoft Office/Suite proficient (Excel, PowerPoint, and SharePoint)
• Professional Human Resources certification (SHRM-CP or SHRM-SCP; HRCI's PHR or SPHR)
• Previous experience within a small / medium-sized Pharmaceutical or Biotechnology company
• Demonstrated partnership and superior influencing skills
• Strong HR and business acumen
• Ability to deal effectively with all employee / leadership levels
• Experience supporting multi-site sales operation preferred
• Lead HR program rollouts for functional location. Assess effectiveness of HR practices and actions. Look for opportunities to improve programs and provide training that will yield better performance or results
• Ensure compliance and consistency to HR practices, and adherence to all federal, state, and local regulations both as a consultant and oversight to all location reps within Region
• Conduct research and analysis on assigned HR projects
• Demonstrated expertise in effective human resources management techniques, plans, and strategies
• Must be able to work independently with the ability to juggle priorities and manage time to effectively meet deadlines. Strong project management skills necessary
• Ability to successfully work in fast paced environment and handle highly sensitive issues while balancing employee advocacy, management demands, and business objectives
• Travel between 30-35%
• Five to seven years professional level Human Resources experience is required, including at least three years in a Business Partner capacity supporting multiple client groups in multiple locations
• Provide coaching and counseling, to help drive high performing teams
• Urgently, creatively and confidently facilitate the resolution of any conflict or issues. Hold business managers accountable to do the same
• Liaise with the Talent Acquisition team to ensure open-to-hire is a priority; ensuring roles are filled in a timely manner. Interview and be part of decision process on external candidates
• Act as main liaison between internal candidates (including Macy’s candidates) and hiring managers in coordination of interviews and delivering of feedback
• Coordinate formal annual performance reviews and MDR review sessions
• Identify and implement opportunities to strengthen retention
• Strategize and develop practical best practices to enhance the Bloomingdale’s work experience and engagement
• Formulate and execute changes that increase organizational effectiveness and/or optimize efficiency, and partner with business leaders to effectively implement changes to structure, as the organization’s needs require
• 4-year college degree required
• 8+ years prior HR experience preferred
• Exceptional communication and presentation skills
• Demonstrated skill at balancing multiple projects and making decisions with sound judgment
• Ability to manage multiple projects with various deadlines simultaneously
• Proven analytical abilities are a must
• Proven ability to lead, coach and develop business clients
• Ability to adapt to changing business priorities
• Develop annual Canadian HR Budget
• BA/BS degree or relevant work experience
• Substantial generalist or combined specialist experience in one or more functional areas (e.g., Employee Relations, Employment Law, Staffing, Compensation, Organizational & Educational Development)
• Strong understanding of local labour laws and hiring practices in Canada
• Demonstrated proficiency in Human Resource functional delivery
• Must be able to actively demonstrate strong consultative service skills
• Previous staff management experience required
• Strong influence, leadership, interpersonal, communication, problem solving, follow-up and creative solution generation skills
• General business acumen and analytical skills
• Must be organized, detail oriented, able to work independently and handle multiple priorities simultaneously with strong operations and project management skills
• Strong computer skills with MS Office and PeopleSoft
• Ability to travel 50% of the time
• French Speaking is a plus
• Industry specific experience (Retail, Luxury or multi-brand)

Hd Human Resources Director Resume Examples & Samples

• Recruitment and On-Boarding: Coordinates and leads the school-wide strategy for staff recruitment, selection and on-boarding of a high quality and diverse workforce. Works closely with managers to project staffing needs and effective job specific recruiting activities. Works closely with school Faculty Affairs and the academic units on faculty hiring and onboarding to ensure smooth transitions. Coordinates with departments on graduate and undergraduate hiring and onboarding as needed. This position is the main point of contact with the university for faculty and staff visa and permanent residency matters at recruitment and throughout the employee’s career with the school
• Performance and Talent Management: Promotes a performance based-culture across all aspects of staff workforce planning, including retention, promotion and succession planning as well as training and professional development programs. Monitors effectiveness of the performance review process across performance measurements, coaching and mentoring programs
• Training and Development: Promotes a training and development culture. Determines training and performance management needs for staff on a regular basis and develops programs to meet identified needs. Assesses and promotes external professional development opportunities. Coordinates with school Faculty Affairs on professional development and coaching for faculty managers and supervisors
• Employee Relations: Provides guidance and counsel to faculty and staff employees and managers on employee relations issues, including dispute resolution and complaint investigations. Assists in the internal resolution of employee grievances
• Compensation: Manages the staff compensation budget and annual staff merit increase process. Establishes and maintains appropriate compensation processes, systems and practices across the school in alignment with university and provost guidelines. Ensures reorganizations, layoffs, transfers and promotions are consistent with policies and are implemented where warranted
• Payroll and Benefits: Oversees the school’s payroll processing functions. Ensures school employees are paid correctly and on-time. Interfaces with central payroll and central human resources to resolve payroll and personnel issues. Counsels faculty and staff on medical-related leaves, and manages the process. Regularly provides payroll and benefits related information to faculty, staff and students
• Provide generalist HR support including employee relations, compensation, and interpretation of policies, procedures, and guidelines
• Promote positive employee relations and successful business practices
• Provide comprehensive HR services to the DreamWorks Feature Production division including employee relations, compensation, and interpretation of policies, procedures, and guidelines
• Respond to inquiries concerning compensation, benefits, employee services, and training. Refer employees to the appropriate DW HR specialists and provide follow-through to ensure that employee's needs are met
• Coordinate and monitor the submission process for payroll adjustments, promotions, and status changes
• Provide in-depth analysis on compensation and studio initiative projects
• Review and approve performance evaluations in partnership with Show Management and Studio Management
• Execute reports for headcount tracking and adverse impact analyses
• Perform exempt and non-exempt exit interviews to include coordination with Systems and Facilities to ensure all security measures are met
• Provide advice, coaching and counseling to managers and employees in the areas of conflict resolution, performance management, promotions, terminations, career and succession planning
• Act as initial contact for employees and managers on payroll, compensation, contract, and benefits related issues
• Manage the ongoing performance appraisal process for both exempt and nonexempt employees
• Coordinate and monitor the employee transition process including payroll adjustments, promotions and status changes
• Must have exceptional communication skills with ability to develop effective working relationships with employees at all levels: listen effectively, provide feedback, express ideas to build consensus, and generate enthusiasm
• Understanding of labor laws and a strong HR sensibility and judgment
• High level of independence to manage multiple ongoing issues and complex employee related matters
• Self-directed, able to manage multiple projects and produce results in a timely manner
• Technical proficiency including Microsoft Office, Visio, Gmail, and HRIS systems
• 7 – 10 years of experience in Human Resources
• Bachelor Degree in Human Resources, Business Management or other related field

Human Resources Director, Korea Resume Examples & Samples

• Participate as a senior member of the Korean and global human resources leadership teams
• Develop and maintain strong, collaborative internal communications channels between the Korea office, Asia HR team, and U.S. headquarters
• Partner with Korean business leadership team to proactively interpret and identify future people-related business needs, advise management on related risk, balancing legal requirements with business requirements, provide regular input on the strategy, objectives, and direction of their business
• Manage and facilitate the delivery of consistently exceptional Korean HR services in the areas of organizational design and development, talent acquisition, on-boarding, performance management, employee relations, HR operations, benefits, compensation, and labor compliance
• Manage the work of the Korean HR team, make the on-going development of the Korea HR team a top priority
• Lead the Korean planning and implementation of the company’s evolving talent-management and performance management processes, ensuring a continuous pipeline of talent through a viable succession-plan, and leadership-development process
• Explain, educate, and drive greater understanding between the Korean and western cultures
• Manage and control HR annual operating plan within agreed budgets
• Own and manage the relationships with managers in the APAC region, including Directors and the Regional Managing Director
• Act as a consultant to managers and provide input on the HR implications of strategic and operational decisions and plans, acting as an integral member of the regional management team and the International & Professional Global HR team
• Provide expert input to managers as well as the HR team in terms of APAC employment legislation, policies and practices
• Support the design and delivery of appropriate training and development programs
• Proven knowledge and practical application of best-in-class HR practices and APAC employment laws
• Comfortable with high volume workload and not afraid to "roll up your sleeves"
• Strong solutions focus and comfortable working in an environment that demands strong deliverables
• Demonstrate leadership and an ability to develop others in the HR team both on site and remotely
• Minimum of five years of human resources experience, with a minimum of three years demonstrated supervisory/management experience
• Ability to operate office equipment, including telephone, computer, copier, scanner, fax machine, etc
• Possess practical working knowledge of current state and federal laws relating to employment practices and employer responsibilities and advise management as needed
• Exceptional organizational and interpersonal skills, and impeccable attention to detail
• Read, write, speak, and understand English clearly, concisely, and fluently
• Ability to work independently, be self-directed and timely in completing projects
• Hire, train and supervise a competent HR staff. Recommend training, promotions, and salary adjustments along with setting performance standards and evaluating performance for HR employees
• Implement and enforce the Association’s employee policies and practices. Recommend revisions and updates of personnel policies to comply with current legislation and Board policy
• Oversee the management of employee benefits, workers’ compensation, unemployment, OSHA, Center payroll functions, etc
• Maintain and analyze staffing statistics (IE: hiring, turnover, attrition, retention, etc.) while supporting the approved staffing budget for Snow Mountain Ranch
• Counsel staff and managers on human resource related issues
• Proven experience managing employee performance and development systems. (IE:All aspects of training, evaluation tools, investigations, succession planning, counseling, disciplining and development of staff.)
• Oversee recruiting, screening and selection of year-round applicants for all departments
• Oversee screening, hiring and placement of seasonal employees in all departments throughout the year
• Support and contribute to the implementation of an effective staff recruitment plan to meet the Center’s staffing needs
• Ensure that accurate, complete and organized records are maintained on all personnel
• Work with department directors to maintain a culture of high employee morale
• Oversee and facilitate the complete orientation process for all new employees and volunteers
• Be an active and supportive member of the management team at Snow Mountain Ranch
• Develop and manage Mission based staffing partnerships
• Support and contribute to employee training programs, such as the International Program, Navigators, CO LT Program, etc
• Assure that the Center has employee programs and activities of educational, social and recreational nature
• Manage and maintain all aspects of safe, healthy on-grounds seasonal employee housing (including the campgrounds) along with advising the Employee Development Coordinator on investigations and disciplinary actions related to housing issues
• Enforce YMCA of the Rockies regulations for employees living onsite, including the drug and alcohol policies
• Coordinate with the International Programs Director for hiring International employees and keeping current on visa regulations while overseeing on-site international staff programs
• Schedule and/or conduct relevant training for Snow Mountain Ranch staff
• A high quality and committed staff, sufficient in numbers and skills, to efficiently fill the employment needs of Snow Mountain Ranch
• Controlled expenses within the Human Resources department
• Employee living and working environments, which are conducive to the development of spirit, mind and body
• Equitable personnel guidelines and procedures in keeping with the ideals of the Association and current legal requirements

Human Resources Director Global Capital Markets Resume Examples & Samples

• Act as an advisor to GCM’s Leadership Team
• Acts as key advisor to the GCM leadership team for all HR related issues
• Effectively build relationships with the GCM Leadership Team, providing sound advice and influence in the leadership of the GCM business
• Develop, champion and deliver on short and long term people strategies in support of GCM objectives
• Using your understanding of the GCM business and their objectives, identify and plan Human Capital priorities for the coming year
• Manage business and HR projects/initiatives including organizational reviews, leadership reviews, ongoing diversity initiatives, annual performance, compensation etc
• Providing coaching and support on change management initiatives, (i.e. divestitures, re-organizations, etc.), associated with client group strategies
• Partner with global HR & COE colleagues to deliver HR solutions that contribute and enable the business to evolve to meet marketplace and regulatory demands
• Representing client group challenges/needs/concerns to policy groups and facilitating discussions to ensure effective resolution
• Working with Corporate HR, other global RM offices to ensure seamless delivery of annual programs (i.e. Viewpoint, LRP, Compensation, etc) to all client groups
• Maintain an awareness of emerging trends and best practices in HR
• Challenge the status-quo sensitively and constructively
• Appreciates HR's impact and how HR is an integral part of the company's business strategy
• Provide strong leadership to motivate individual and team performance
• Be an active member of the global Scotiabank HR team
• Minimum 10 years of progressive HR experience across multiple HR disciplines (e.g. compensation, talent management, organization development, etc.) preferably within Capital Markets
• A Bachelor’s Degree from an accredited College or University with that degree representing a field relative to the position, or equivalent experience, required
• PHR/SPHR or SHRM-CP or SCP certification preferred
• 5 - 7 years’ progressive supervisory experience in a Human Resources Department required
• Certifications required within 90 days of hire: CPR/AED, BBP, and First Aid
• Excellent interpersonal and problem solving skills
• Excellent personal computer skills and experience with standard business software
• Annually reviews and makes recommendations to executive management for improvement of the agency’s policies, procedures and practices on personnel matters
• Maintains knowledge of industry trends and employment legislation and ensures agency’s compliance
• Assists executive management in the annual review, preparation and administration of agency wage and salary program
• Consults with legal counsel as appropriate, or as directed by the CEO, on personnel matters
• Works directly with Branch Management staff to assist them in carrying out their responsibilities on personnel matters
• Recommends, evaluates and participates in staff development for the Association
• Develops and maintains a human resource system (HRIS) that meets agency personnel information needs
• Supervises the staff of the human resource department
• Accepts and demonstrates the Character Development Values of Caring, Honesty, Respect, and Responsibility
• Actively participates and supports the annual scholarship campaign
• Proficient working knowledge of all aspects of human resources, including but not limited to compensation, benefits, employee relations and labor relations, talent acquisition, leadership development, talent management, training and organizational development, change management, and organizational dynamics
• Prior experience in at least one HR specialist area and a demonstrated ability to apply human resources principles across multiple client groups and markets
• Knowledge of compliance, state labor laws, and other regulations relevant to the business environment
• Must exhibit the ability to effectively network and navigate through organizational relationships and work in a complex matrixed environment; must also exhibit the ability to effectively lead virtual projects or teams
• Minimum of 7 years’ experience in some combination of generalist and specialist management roles
• Bachelor’s degree required; master’s degree/MBA preferred
• ** Flexible on Location******
• Two or more years’ experience in human resources or payroll processing preferred
• Understanding of accounting concepts and applications, college degree preferred
• Current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws
• Be able to work independently; have excellent organizational, time management and decision making skills; and the flexibility to change priorities as required - must meet absolute deadlines
• Strong interpersonal and communication skills, including positive interaction with staff and community leaders
• Ability to maintain confidential information while dealing with proper discretion
• Satisfactory credit background check is required due to access to bank information, payment processing and position of trust
• Oversee talent management, including training, staff training and leadership development, retention, recognition, employee communication and career development
• Assess and evaluate training and staff development needs, and develop programs to meet needs
• Provide assistance to employees and supervisors with questions and workplace problems
• Oversee compensation and benefit programs, including job descriptions and classification, salary structure and salary adjustments
• Oversee benefit plan communication, enrollment and administration
• Remain current with employment laws and regulations
• Maintain an effective program of compliance with laws and regulations related to human resources and manages relationships with compliance agencies and YMCA legal counsel
• Oversee payroll systems and employee records to ensure accuracy and improve the overall operation and effectiveness of the organization
• Ensure timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc
• Set up/create employee files, keep documents up to date in employee files
• Distribute and maintain employee insurance and benefit information
• Bachelor’s Degree in human resources management, business or related field
• Three or more years of professional experience in all aspects of human resources management and staff development and/or equivalent combination of education and experience
• Senior human resources certification preferred (SPHR or equivalent); YMCA Organizational Leader certification preferred
• Confidence, enthusiasm, and the ability to build strong relationships
• Knowledge and professional experience in planning and policy, talent management, selection, compensation, benefits, training and staff development, employee relations, and performance management
• Administers all onboarding and employee exiting processes including but not limited to: new hire paperwork, initial trainings, orientations, and exit counseling/surveys in compliance with internal policies and state and federal laws
• Oversees HR systems and employee records to ensure accuracy and improve the overall operation and effectiveness of the organization
• Oversees all administrative aspects of employee benefit programs, including communication, enrollment, administration and assistance to employees where needed
• Inputs and ensures accuracy of all data inputted into the HRIS system
• Maintain and update 6. Notify supervisors of performance reviews that are due, track and ensure reviews are completed in a timely manner and ensure returned performance reviews comply with internal policies
• Serve as advisor for the disciplinary action process, ensuring guidelines are being followed and documentation is factual, accurate and timely
• Processes, ensures accuracy, and submits bi-monthly payroll to ADP
• Administers, tracks, and processes, staff eligibility and deductions for the Y Retirement fund
• Prepares and submits invoices for state and county grants in compliance with each entities guideline for processing
• Administers COBRA/FMLA/LOA
• Ensures timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, OSHA, etc
• Remains current with employment laws/regulations, as well as best HR practices and makes recommendations for improvements and changes
• Provides leadership and consulting support to management on matters of reinforcing culture, setting goals, developing policy, and implementing strategic objectives as related to HR
• Provides support to department/program directors for training and staff development needs, and develops programs to meet needs if required
• Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes
• Execute on the People strategy by translating the high level business strategy and building organizations, programs, and the supporting culture
• Influence from a strategic and technical standpoint across the business
• Influence and help build a culture where talent thrives
• Bring in contemporary practices to assist the HR and business leadership to drive a more collaborative, agile, risk taking, fast decision-making culture where employees feel valued & excited about the opportunities that GE Digital can offer
• Lead the org design initiatives to ensure the optimum operating model and structure and help the teams scale
• Coach the leaders the and act as a change-agent as the business continues to evolve and build out mature functions
• Lead initiatives ranging from work force planning, succession planning, compensation, benchmarking, employer branding, and employee experience
• Influence the talent decisions by keeping a pulse on the business, teams and the industry
• Partner with the Talent acquisition teams, Compensation team and the Talent development teams on the talent management strategy and attract, hire, engage and retain world-class talent
• Provide coaching to leaders on change management, compensation, retention, engagement, talent assessments, and performance management
• Coach managers to ensure team priorities are laser focused, on-strategy, & drive customer success
• Drive employee development: coach managers to create meaningful, personalized development plans
• Master’s Degree in Human Resources, Business Administration or related field with 6 years’ progressive HR experience OR Bachelor's Degree in Human Resources, Business Administration or related field with 8 years’ progressive HR experience
• Experience in high growth Technology/software organizations
• Demonstrated understanding of HR programs including compensation, performance management, and leadership development
• A track record of providing HR consultation to senior leaders on strategic initiatives
• Unquestioned integrity with assertiveness, presence, and confidence. Excellent influencing skills at all levels in the organization and extreme flexibility to be proactive in a fast paced, ever changing environment. Competence in making timely, effective decisions
• Tenacity and ability to communicate, influence and problem solve with all levels of leadership and personalities
• Strategic mindset with willingness to roll-up the sleeves
• Strong analytical, problem solving and presentation skills
• Ensure tie-in between business partners' key objectives and talent strategy
• Identify and diagnose talent and organizational issues, and partner with business leaders to implement solutions
• Lead process to identify high potential talent and ensure their continued development and advancement
• Partner with executive leaders to ensure a solid succession plan is in place for all critical roles
• Develop and lead training across multiple levels and topics
• Partner with Talent Acquisition to source and staff a diverse workforce, and ensure a positive on boarding experience
• Serve as advisor and coach to business leaders and managers around people management and development
• Lead employee investigations and ensure appropriate outcomes and follow-up
• Assess culture and develop action plans to ensure a positive, engaging, and supportive workplace
• Bachelor's Degree required; major in Industrial/Labor Relations, Human Resources Management, psychology, or other related field preferred
• A minimum of 8 years of prior Human Resources Generalist and Leadership experience is preferred
• Strong MS Office Skills
• Bachelor's degree required; master's degree preferred with at least 7+ years experience in some combination of generalist and specialist roles
• Ability to influence, lead change and role model positive behaviors that drive business performance
• Previous Human Resources experience across multiple client groups and markets
• Previous Human Resources experience with collective bargaining units/unions is requered
• Experience and demonstrated success in fast-paced, dynamic environments
• Supervisory experience, especially within a market-distributed organization
• Previous experience supporting large employee populations
• Experience working within a HR shared services environment
• Excellent verbal, platform and written communication skills

Assistant Human Resources Director Resume Examples & Samples

• Works with management to proactively identify HR issues and creative solutions to support the business needs. This may include conducting exit interviews, and/or analyzing exit interview trends. Coaches managers and employees, as appropriate. Develops, proposes, and implements plans to address issues
• Supports the development and implementation of the companies D&I strategy, develop companywide goals and improve diversity within the company. Manage and execute the defined D&I strategy with the help of key stakeholders
• Partner with Employee Communications team to develop content, tools, branding and presentations to increase D&I awareness and learning
• Works with management for assigned organizations on job and organization design, job descriptions and postings, and interviewing and selection. Participates in recruiting for strategic positions; oversees recruiting for other positions
• Partner with Talent Acquisition and leaders to drive work streams for company wide diversity and inclusion programs including creating a recruiting plan to increase hiring in underrepresented groups, as well as retention
• Works with management for assigned organization on compensation issues. Collaborates with Compensation team to ensure jobs are accurately evaluated in a timely manner, and that total compensation is competitive
• Directs implementation of the Performance Development System (PDS) for assigned organizations. This includes developing objectives, appraising performance, and paying for performance, working with compensation
• Ensures that human resources policies and programs assist managers in attaining business objectives for assigned organizations. Protects interests of employees in accordance with company's policies and applicable labor, and pay and benefits laws and regulations
• Manages Corporate Compliance programs related to AAP/EEO1/Vets 100 and works with the business to develop action plans to achieve AAP goals
• Bachelor's degree in Human Resources or Business
• Minimum 10 years related experience, preferably in the pharmaceutical or healthcare industries. 7 years managerial or project management experience
• Ability to manage confidential information imperative, including influencing others to maintain the confidentiality of sensitive information
• Some travel required, up to 30% depending on assigned organizations; may include international travel
• Broad knowledge of diversity and inclusion processes, practices, resources and networks
• Inherent passion for value of diversity and inclusion and understanding of the business impact

Human Resources Director Shared Services & Nola Resume Examples & Samples

• Translate the strategic and tactical business plans into HR strategies and tactics. Ensure that all programs including, performance management, talent management, development & training, compensation & rewards, and internal communications drive on‐going development of the Emerson culture
• Lead and mentor senior & line management in identifying needs, hiring A‐players, and developing & retaining outstanding talent, focused on achieving stretch objectives
• Ensure HR metrics and key performance indicator systems are consistently tracking the appropriate measures and provoking appropriate responsive behavior across Business Units
• Manage the integration of the HR policies and procedures, in agreement with Business Leaders. Main focus will be on
• Key Talent we cannot afford to loose
• Different Cultures integration
• Benefits and HR policies harmonization
• Market Best Practices & Competitiveness
• Manage Compensation policies in order to ensure internal equity and external competitiveness; Employee performance and career development administration
• Establish corporate training and development programs that align strategic leadership, staffing, training, and performance management processes to ensure highest competency levels and uniform performance standards
• Ensure timely recruitment of required level in order to meet business needs, focusing on Employee Retention and key Employee Identification initiatives
• Realize HR due diligence protocol for mergers and acquisitions and train senior executives on organizational culture of acquired companies, facilitating seamless integration within parent company
• Ensures compliance with country labor and employment regulations and Emerson HR policies, practices, and initiatives
• Specialties: Organizational & People Development, HR Strategic Planning, Change Management, Succession Planning, Internal Communication, Compensation & Benefits, Recruitment & Hiring
• Excellent verbal, listening, presentation and writing communication skills
• Forward strategic thinking and planning capabilities
• Strong and proven Leadership Capabilities
• Ability to work with multiple Groups, in multidimensional organizational matrix structures
• Ideally an individual who has led a global or international team and lived and worked in another country
• Work with the regional team and with store leadership to ensure high employee engagement and succession planning (including managing our Management Assessment Program, supporting development of management individual development plans, etc)
• Assess human resource management training needs of the region. Organize and present training sessions to store management
• Perform investigations and resolve escalated associate relations disputes. Make decisions regarding senior management terminations as needed
• Participate in the recruitment and selection of senior management positions
• Manage and support the Regional HR Managers, ensuring their professional development, including conducting regular conference calls/meetings and performing file reviews (one-on-one meetings)
• Ensure human resource compliance with federal, state, and local laws. Work with the corporate legal team as needed to mitigate human resource related risks throughout the region
• Partner with regional team on management of store operations, monitoring Key Performance Measure (KPM) reports, store visits, store reviews, training, succession planning and file reviews
• May lead or participate in special projects and perform other duties as assigned
• A Bachelor’s degree is required, a graduate degree is preferred
• 20+ years of experience building, leading, and inspiring a Human Resources team and/or sub-function in supporting an organization with diverse missions
• Ability to partner with and influence senior management, as well as the scientists and engineers that are the lifeblood of research & development organizations
• 5+ years of experience as a member of an executive leadership team; experience advising and coaching senior leaders
• Drive to execute; be willing to engage in the tactical
• Deep functional HR expertise across all facets within the function
• Experience working with or managing Federal contracts and working in a regulated environment
• U.S. Citizenship
• Background Investigation: Applicants selected will be subject to a Federal background investigation and must meet eligibility requirements for access to classified matter in accordance 10 CFR 710, Appendix B
• Drug Testing: All Security Clearance (L or Q) positions will be considered by the Department of Energy to be Testing Designated Positions which means that they are subject to applicant, random, and for cause drug testing. In addition, applicants must be able to demonstrate non-use of illegal drugs, including marijuana, for the 12 consecutive months preceding completion of the requisite Questionnaire for National Security Positions (QNSP)
• Drives constructive and positive organizational transformation
• Leads by example; develops organizational talent and high performing teams
• Shapes organizational strategy
• Demonstrates significant business acumen
• Is open to pursuing new ideas and possibilities

Regional Human Resources Director GBS Resume Examples & Samples

• Strategy & Planning
• Projects and Initiatives
• Brand Ambassador: Able to promote Brand Values and Personalities in all aspects of planning and execution. Serves as a role model
• Team skills: Can be equally effective participating on team (as member) and/or as leader. Works towards the organizational best interest rather than personal interests. Manages well across the matrix through individuals and processes both at a function level and across the business. Uses networks in strategic activities to achieve better business outcomes
• Developer of talent: Understands that key role is to build organizational capability, both in direct report teams as well as more broadly across the organization provides constructive feedback, regardless of organizational level. Applies workforce planning knowledge, engagement strategies and succession management
• Reputation for Delivery: Consistently delivers against agreed project plans, is responsive and realistic about time/resources to deliver. Anticipates and prevents future problems, taking charge to bring about change and taking initiative within role. Has the ability to persuade line partners and other key stakeholders to drive results. Develops and evaluates solutions to problems and implements solutions. Applies systematic thinking to identify new solutions. Able to win impact and influence regardless of organization boundaries and relationships. Is personally credible. Maintains confidences
• Communication skills: Clearly articulates messages. Effectively listens, can express ideas in written format and verbal format. Manages conflicts and diffuses tensions across employees to resolve issues. Effectively drafts written communication
• 5-8 years Human Resource experience. Healthcare or similarly regulated industry experience preferred
• In depth knowledge of employment laws and practices required
• Experience in project and change management
• Continous improvement and Six Sigma experience essential
• A minimum of five (5) years of HR experience with an emphasis in Labor Relations, Employee Relations and Performance Management
• A minimum of four (4) years of managerial experience
• Ability to travel as required (10%)
• A minimum of ten (10) years of professional experience
• A minimum of eight (8) years of Director level experience
• HR experience in Corporate and Operations environments
• HRIS implementation and talent acquisition experience a plus
• Senior Professional in Human Resources Certification (SPHR)
• Provide strategic direction to business unit leadership on all aspects of HR Planning. Build strong relationships and partnerships with internal stakeholders and represent the division for corporate level HR matters. Drive initiatives that will meet the needs of the business
• Recommend, create and interpret HR policies and procedures which support company objectives. Provide advice and counsel to both management and employees on HR related matters
• Ensure that HR practice and policies are applied in compliance with EEO, AAP, ADA, and other state and federal regulations
• Provide for a positive employee relations climate that is friendly, supportive, cooperative and encourages open communication, teamwork and employee involvement. Serve as the “caretaker” of the company culture
• Establish and manage the company’s total compensation system, including wage and salary administration, bonus programs, recognition and all employee benefit programs. Ensure that all programs comply with state and federal guidelines
• Set the direction, establish and implement training and development programs for the division which will enhance current skills, provide new skills and promote individual growth. Identify opportunities to promote health and wellness activities and programs and implement those programs
• Represent the division in labor relations and collective bargaining activities. Handle grievances and arbitrations when necessary
• Responsible for manging the employee performance evaluation program. Promote the opportunity for formal discussions to review work performance, objectives and career development activities. Ensure managers can
• Perform administrative duties for the effective management of the department, including budgeting, objective setting, community relations and employee communication. Establish standard work and processes for HR related systems and operations
• Bachelor’s Degree; MBA or Masters preferred
• 12+ years Human Resources experience; 5 + years experience leading HR functions
• Solid understanding of employee relations, leadership development and HR operations
• Successful candidates must meet eligibility requirements to access US classified information
• 10 years of progressive HR experience
• Demonstrated people management skills, with the ability to motivate and develop a team
• Results-oriented with strong bias for action. Dependable – matches actions with words. Acts with a sense of urgency and focuses on results, not activity. Quickly translates business requirements and ideas into actions: right and fast
• Self-aware/learner, recognizing the impact of approach and behaviors on peers, direct reports, customers and other internal and external stakeholders. Pushes outside comfort zone and seeks feedback to learn and grow. Learns quickly and takes initiative to learn independently. Demonstrates appropriate situational awareness and flexes approach as needed
• Uses innovative thinking to drive continuous improvement. Re-anchors, challenges conventional thinking to drive breakthrough results. Strong advocate for rapid change
• Accomplishes seemingly conflicting goals to achieve the best possible results. Thinks strategically, analyzes critically and uses good judgment to drive action. Asks the 5 whys to determine root cause and solve the right business problem
• Successfully prioritizes and gains alignment within a matrix organization structure. Influences (with or without authority) using effective communication as well as facts and data to support positions
• Demonstrates managerial courage to raise concerns, deliver difficult feedback and ask provocative questions
• Strong business and function acumen. Takes time to understand how business makes money as well as products, industries, customers, sites. Connects HR process, data and metrics with needs of the business; can explain “why” and “so what” to business leaders
• Competitive and collaborative spirit, wants business to “win”
• Willing to take on tough issues with a positive attitude
• Comfort with ambiguity and taking independent initiative
• Plans and executes new programs that support the long-range strategic direction of the company, within assigned organizations. This may include staffing, compensation, benefits, development, and other human resources initiatives
• Works with senior management to proactively identify HR issues and creative solutions to support the business needs. This may include conducting exit interviews, and/or analyzing exit interview trends. Coaches managers and employees, as appropriate. Develops, proposes, and implements plans to address issues
• Directs implementation of the Standards for Disciplinary Action Policy for assigned organizations. This includes managing investigations involving misconduct, and working with managers and employees to address unacceptable performance. Makes recommendations on disciplinary action for misconduct and unacceptable performance
• Ensures that human resources policies and programs assist managers in attaining business objectives for assigned organizations. Protects interests of employees in accordance with company's policies and applicable labor, and pay and benefits laws and regulations. Works with management for assigned organizations in EEO compliance and in the development of plans to achieve AAP goals
• May manage team of one to four HR Generalists including: setting and supporting team to meet annual performance objectives; providing on-going coaching, development, and recognition; and supporting career development including using Taking Charge of Your Career tools, Talent Review and Succession Planning processes
• Bachelor's degree in Human Resources or Business, or related degree required
• Minimum ten years related experience required, preferably in the pharmaceutical or healthcare industries. Seven years managerial or project management experience required
• Demonstrated Human Resources generalist knowledge required, specifically including employment law
• Some travel required, up to 30% depending on assigned organizations; may require international travel
• Professional presentation skills
• Bachelors Degree or equivalent HR experience
• 2 years HR generalist experience
• Support management in job description/performance appraisal development. Manages the performance review system that supports accurate assessment of employee performance and provides effective feedback for performance improvement
• Oversee Human Resources Systems and adhoc report writing functions
• As required, conduct management training seminars to ensure that management team is abreast of policies and procedures as well as other legal and regulatory compliance
• Oversees recruitment advertising, applicant selection, pre-employment/post offer screening processes, etc
• Oversees HR Assistants responsible for payroll/HR processing
• Reviews all Lawson actions for accuracy and compliance with organizational policy
• Be an active participant and resource to the SSC management teams
• Support all compliance and ethics programs
• Manage the background check process for the SSC
• Conduct preliminary screening of applicants by obtaining information about interests, skills, ability and experience
• Explain and answer questions from employees regarding hospital personnel policies, benefits, and other personnel matters
• Contact references listed on application by telephone or letter to verify work history
• Insure that verifications of employment for present and former employees are forwarded to Thomas and Thorngren (or other appropriate third party vendor)
• Prepare material for New Employee Orientation and conducts New Employee Orientation
• Receive and check employee injury reporting forms for accuracy and completeness and inputs information into Accident Log. Schedules necessary doctors’ appointments for injured employees. Does periodic follow-up with injured workers
• Sends necessary information to insurance carrier and corporate and completes necessary reports such as first report of injury
• Verify health insurance status monthly. Ensure proper enrollment of all eligible employees. Administer the paperwork for and explains employee benefits such as 401(k), tuition reimbursement
• Ensure letters regarding termination of benefits are processed and mailed on a timely basis for example, COBRA benefits cancellation of life insurance
• Maintain a listing of employee evaluations and sends evaluations to Department Directors in a timely manner
• Five years of progressively responsible experience in Human Resources, or in management position with significant Human Resources responsibilities. 2-3 years HR management experience preferred
• Exceptional communication, interpersonal and problem-solving skills required
• Must demonstrate high degree of organizational ability and professional integrity, and be able to relate effectively with individuals at all levels of the organization and from varied social and economic backgrounds
• Requires self-supporting computer skills, including use of Microsoft Office Suite software and HRIS systems
• Healthcare Human Resources experience strongly preferred
• Attention to detail and concentration
• Supports the Executive Team by providing feedback, recommendations and counsel on all HR related areas
• Continually strives to improve all HR processes and programs, and identify and implement new initiatives as business, legal and human systems evolve and change
• Models professionalism and ethical behavior in the workplace
• Leads talent acquisition through a variety of recruitment processes and venues and ensures reliable, cost effective sourcing of quality applicants is maintained
• Leads all actions involving employee relations, performance management, terminations and layoffs, and disciplinary actions, ensuring that a proper balance between employee needs and company requirements are reasonable and legal
• Manages of compensation and performance evaluation programs to include merit increases, promotion and demotion reviews, labor market equity studies, bonus communications and calculations of rewards and recognition programs
• Develops and maintains accurate data bases to manage all employee related programs
• Evaluates all human resources and management programs and actions to ensure reinforcement of cultural values and expectations
• Coordinates implementation of benefits programs and facilitates administration of programs with SEC personnel
• Implements training programs and educational requirements in conjunction with Sharp University personnel
• Ensures proper and timely policy and procedural implementation, providing expert interruption as needed
• Provides employee support in complex or sensitive HR-related situations requiring independent judgment and detailed knowledge of applicable laws and regulations; and
• Ensures compliance with all applicable laws (federal, state and local) with special emphasis on employment and labor laws to include proper reporting for wage/hour requirements, affirmative action planning, and close relationship with legal staff
• A bachelor’s degree or an equivalent and 10 years human resource experience, or any similar combination of education and experience
• Requires a minimum of 5 years of highly relevant job experience in the high technology industry, ideally with significant time spent supporting engineering, sales and marketing work groups
• Proven record of accomplishments and demonstrable capabilities in leadership, strategic thinking, metrics driven outcomes, systems and innovation in a competitive high technology environment
• Direct experience in managing and operating within a dynamic network for sourcing and recruiting a broad range of predominately technology based positions
• A high energy, with a collaborative work style, strong written and oral communications, good grasp of mathematics, excellent attention to detail, and roll-up-sleeves attitude
• Ability to develop, work with and maintain highly effective internal and external business relationships; and
• Familiarity with University policies, procedures, especially those relating to HR and Visa administration
• Experience with UW systems; UW Hires, OPUS, OWLS, SDB
• Professional credential in human resource management such as PHR
• Experience in an academic setting
• Master's in business, higher education administration, or related field
• Design and implement a talent acquisition and workforce planning strategy for the market and ensure that it´s aligned with the business objectives
• Develop a comprehensive training and development plan for all levels
• Drive the annual HR cycle including management of performance, compensation and rewards
• Play a central role in the development of a creative and vibrant work environment
• Collect evidence that enables decision-making and translates it into actionable insights that lead to improvements

West Region Human Resources Director Resume Examples & Samples

• A business-minded HR/People leader with multiple years of increasingly responsible Human Resources leadership positions with demonstrated ability to thrive in a culture that is collaborative, service-oriented, and consultative
• A functional Human Resources specialist who delivers services with a pragmatic approach to business partnership and operations
• A credible activist and trusted business advisor with history of influencing others in a positive way
• An outstanding coach and mentor with engaging and approachable personality. Will have significant history of working successfully with all levels of staff, from front-line through senior executive
• A proven expert in prioritization and negotiation with demonstrated ability to be effective in supporting multiple business leaders/ partners working in various locations across different business units
• Highly collaborative and action-oriented, with a leadership style characterized by strong influencing skills; someone who is a change agent who can build collaborative relationships across a matrixed organization
• A technology proponent with strong ability to access, advocate, analyze and align HR systems for information, efficiency and relationships
• Bachelor's or Master's degree in Human Resources or a related field
• Eight to ten years of broad-based HR generalist or HR management experience including the implementation of strategic HR plans and policies
• Must maintain a high level of professionalism both in actions and appearance
• Ability to manage multiple projects and meet deadlines in a fast-paced dynamic environment
• Proficient with Microsoft Office, including Microsoft Outlook
• Management or supervisory experience is preferred
• Lawson experience is preferred
• Implement the Volvo Remuneration Policy decided by the Annual General Meeting and provide the organization (e.g. Group Executive Team and HR heads) with versatile and high expertise within the area
• Identify and gather relevant data and analysis needed for the Volvo Remuneration Committee
• Prepare information for the Remuneration Committee
• Support and inform the members of the Executive Board on the pension and benefit area
• Development of global reward Strategy for Top Executives and translation of Reward strategy into policies and guidelines
• Actively participate in the development and review of global Compensation & Benefits strategies and policies for Volvo Group employees
• Perform market analysis and benchmarking for Top Executives
• Be responsible for and secure the administrative processes for pension, benefits and incentive plans e.g. Long term incentive plan
• Responsible for insider and tax reporting related to the Long Term Incentive plan
• Maintain vendor relations with insurance companies and external and internal service providers such as HRS
• Participate in various committees governing the pension area
• Cooperate closely with the Centre of Expertise in the main Volvo countries
• Inform and train managers and HR community in the area of pensions and benefits
• Be a part of the M&A (Mergers & Acquisitions) process within the pension area
• Develop competitive and cost effective benefit packages for Top Executives
• Responsible for contractual terms and conditions for Top Executives, in close cooperation with Corporate Legal
• Provide expertise and advice on contractual terms and conditions, including separation agreements
• Manage and review benefits, e.g. global Pension Policy, Severance guidelines etc
• Provide, train and inform HRSC, HRBP and managers with the appropriate policies, processes, methodologies & tool

Franchised Human Resources Director Resume Examples & Samples

• Translates business priorities into property Human Resources strategies, plans and actions
• Implements and sustains Human Resources initiatives at the property
• Has overall responsibility to ensure compliance with the Ontario Health & Safety Act in meeting the requirements with implementation of the Health and Safety Committee
• Influences leadership by establishing credibility, trust, and rapport throughout the organization to be an effective listener and problem solver of business and associate issues
• Develops staffing strategy (in collaboration with hiring managers) relating to hiring practice
• Leads and participates in succession management and workforce planning
• Leads the planning of the hourly associate total compensation strategy
• Creates and implements total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities
• Creates value through proactive approaches that will affect performance outcome/control cost
• Plan and manage the recruitment, interviewing, hiring, orientation and training processes to maintain staffing levels with qualified individuals
• Supervise human resources operation in the hotel to attract, retain and motivate staff; hire, train, develop, empower, coach and counsel, conduct performance and salary reviews, resolve problems, provide open communication, discipline and terminate as appropriate
• Formulate and manage budgets for employee relations, staff training and recruitment advertising and manage expenses for human resources department
• Continually reinforces positive employee relations concepts
• Assists in establishing and maintaining contact with external recruitment sources
• Attends job fairs and networks with local organizations to source candidates for current or future openings
• Assists in maintaining effective employee communication channels in the property (develops daily communications and assists with regularly scheduled property-wide meetings)
• Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action
• Utilizes an open doorâ€� policy to acknowledge employee problems or concerns in a timely manner
• Spearheads our CMN and Sick Kids fundraising initiatives including jeans day, week of giving and golf tournament
• Welcome and acknowledge each and every guest with a smile, eye contact and a friendly verbal greeting using the guests' names when possible
• Compliance with all safety regulations of assigned tasks, and ensure a clean and safe working environment with active participation in the health and safety program
• Adhere to all environmental policies and programs as required
• The HR Director is the primary strategic HR resource for HNTB Central Division regarding business planning, workforce planning, employee relations, and day to day operations to drive and meet business/client needs such as
• Provides strategic consultation and advises staff in implementation and administration of HNTB HR programs and initiatives, policies and procedures
• Provides leadership assessment and development programs to local management for strategic and day-to-day HR activities
• Focuses on succession planning and talent development by partnering with senior management and Learning and Development to identify key candidates and create a strategy for the development of selected internal staff
• Partner with employees and managers to address root causes of human resources and business performance issues, resolving issues
• Conducts all, including the most complex, employee relations investigations either independently or with the assistance of legal counsel; proactively identify HR issues, develop solutions and involve the appropriate resources to ensure a fair, positive and timely resolution
• Accountable for developing and implementing processes, covering HR related issues to ensure compliance with federal, state and company HR policies and regulations
• Influences and encourages a learning environment/training that provides the necessary tools, education and materials to management and employees through workshops for continuous improvement
• Protect interests of employees and the company in accordance with HR policies and governmental laws and regulations
• Partners with Talent Acquisition and management to ensure we are hiring the best person at the best time
• Participates with Leadership Team in evaluating staff needs based on the business plan and where necessary
• Acts as Subject Matter Expert and Advisor providing HR leading practice perspectives by keeping abreast of changing state and federal laws
• Collaborates with Talent Acquisition to ensure company interviewing and hiring standards are uniformly applied
• Estimates and develops timelines and strategies for implementing improvement opportunities/recommendations
• Designs and implements HR processes with an emphasis on team work and enabling technology
• Creates and presents content for executive level presentations
• Minimum of 7 years in Human Resources with 5 years as a successful HR partner or consultant role with multiple clients in multiple locations
• Includes a minimum of 4 years experience in 3 or more of the following HR processes:, Benefits, Compensation, Labor, Performance Management, Employee Data Management, Succession Planning, Learning and Development, Recruitment or Workforce Planning
• Minimum of 2 years of project management experience including project plan development and tracking
• Prior expertise in HR functional knowledge across multiple HR areas (Strategic Workforce/Succession Planning, Learning & Development, Recruiting, Benefits, Compensation, Time and Labor)
• Prior HR Management experience in professional services industry
• Experience defining HR, competency, and workforce strategy including understanding how to obtain the voice of the customer for HR
• Experience assessing and / or developing HR metrics or HR benchmarking
• Highly developed presentation skills gained in a client-facing environment
• Highly proficient with Microsoft Office applications (Outlook, Word, Excel, PowerPoint, Visio) Demonstrated ability to manage time and multiple commitments/projects simultaneously excellent written and verbal communication skills
• Publishing/ Presenting HR topical point of views (White Papers, Published Articles, Presentations to HR forums)
• Local candidates preferred
• 5-8 years of technical Human Resources acumen by demonstrating knowledge about best practices in HR as well as state and federal labor, employment, and insurance law to more strategically align HR to the core business goals
• Ability to self-direct and prioritize amongst competing goals, exhibiting flexibility in a fast-paced, feedback-driven environment
• Ability to devise and lead a comprehensive, effective on-boarding and new hire training for all incoming staff
• Providing HR support to managers which will ensure that HR operations deliver the talent and performance necessary for achieving business goals
• Recruiting process of qualified professionals to organize a top class event and add value to stakeholders, search people with the right background to integrate the needs
• Expatriate management and advice – from compensation packages, onboarding, performance management and career support
• Ensuring the effective implementation of HR policies, methodologies and guidelines within the organization
• Unroll performance reviews processes, salary review, compensation and benefits, talent management and succession planning
• Working close collaboration with HR teams in hubs to ensure alignment of HR processes
• Implement and communicate HR policies, processes and procedures in the organization to ensure compliance/alignment with relevant global/country policies
• Collaborate with the Volvo Group University (VGU) on training needs analysis and roll-out in AME HQ
• Coach and guide managers in decision making on HR matters and in HR processes (e.g. recruitment, performance management, PBP, Volvo Way, leader sourcing, termination, etc. )
• Pilot & Coordinate VGAS (employee engagement) project as an Engagement Ambassador – from survey coordination to action plan workshop facilitation and follow-up
• Proactively build and promote strong employee trust and open communication between all levels through the use of VALUES , Leadership and Volvo’s Code of Conduct
• Bachelor’s degree (preference: Human Resources, Economics, Business, or related field)
• Ability to successfully give HR support to a diverse global operation
• Ability to build relationships, teamwork and networking in a virtual international and multicultural context
• Proven experience & ability to work successfully in a global organization
• Good communication skills and Interpersonal skills
• Strong customer-oriented mindset
• Creative, highly motivated and resourceful
• Confident, reliable and inspired by working in a fast changing international environment
• 5 years HR experience or regional related experience
• Excellent knowledge of English both written and verbal
• Assessment skills
• Performance Mgt
• Oversee recruitment process for assigned facilities. Ensure applicant tracking system is fully utilized. Create/maintain college recruiting and job fair programs. Collaborate with facility and other leaders in resolving issues with applicant pool or recruitment process flow and resolution. Directly responsible for Director level recruitment within market
• Interpret HR policies and Employee Handbooks. Provide employee relations guidance for non-routine issues. Directly manage sensitive and/or escalated matters. Partner with Corporate Directors on issues a needed
• Ensure HRIS system is accurate. Create systems for tracking and ensuring accuracy of employee data. Develop dashboards and spreadsheets to understand key HR metrics and communicates impact to business leaders
• Manage compensation activity. Collaborates with corporate resources for periodic market study updates. Oversee hiring rates, merit increase and other administrative activity across assigned facilities
• 8 to 10 years progressive HR experience, preferably in acute care Hospital or specialty healthcare services environment
• 3 to 5 years of HR management experience required, preferably in a healthcare setting
• Strong communication skills (verbal, written, presentation)
• Ability to manage multiple, competing priorities
• Able to work collaboratively and effectively to achieve good outcomes
• Must be responsive in managing issues that require timely management/oversight
• Thorough knowledge of federal, state and local employment laws in addition to operational regulatory standards/regulations
• Technically proficient in HR Systems (applicant tracking, HRIS, learning and development, etc.)
• Bachelor's degree is required, however, Master's degree highly preferred. SHRM-SCP or SPHR certification highly preferred
• Bachelor's degree from a fully accredited university in human resource management or closely related field required Master's Degree preferred
• Minimum of 3-5 years experience required, health care experience preferred
• Thorough knowledge of local, state and federal employment laws and regulations, and compensation practices, federal and state wage and hour laws
• Excellent writing skills Excellent speaking/presenting skills
• Ability to stoop, kneel, crouch, reach, stand, walk, push, pull, lift, grasp, and be able to perceive the attributes of objects such as size, shape, temperature, and/or texture by touching with skin, particularly that of the fingertips
• Ability to express and exchange ideas via spoken word during activities in which they must convey detail or important spoken instructions to others accurately, sometimes quickly and loudly
• Hearing to perceive the nature of sound with no less than 40 db loss Hz. And 2000 Hz with or without correction
• Ability to perceive detail information through oral communication and to make fine discrimination in sound
• Work requires a minimum standard of visual acuity with or without correction that will enable people in the role to complete administrative and clerical tasks and visually observe patients on the unit and in therapeutic activities
• Lead and deploy the market Multi Year Talent Plan (MYTP). Orchestrate resources inside and outside market in order to deliver the strategy
• Guarantee we have the right capability interventions both in leadership and functionally to deliver our priority business outcomes
• Organisation Development: Drive the cultural shifts in line with our “must do’s” and One Team mind set across the ISC. Also makes OD decisions that drive commercial success and agility in the organization and operating model efficiency. Is a key thought leader in the engagement agenda, as well as leadership team development (diagnosis and interventions). Owns overheads management and cost efficiency
• 4Transformational and Effective HR
• Operational: Ensure service delivery in market including embedding new ways of working with Workday and compliance with local legal requirements. Performance management standards / processes across the supply centre. & reward levers deliver business and talent benefits
• Vice President Sales and Customer Service
• Director Finance
• Director Marketing
• Director Engineering
• Director Operations
• Director Supply Chain
• Director Technical Support
• General Manager Kysor/Warren Mexico
• Close business partner with Vice President, General Manager, and his staff leaders
• Key contributor to creating and executing business segment strategy, with leadership in ensuring HR implications are effectively identified and addressed
• Drive effective talent management strategies across the global enterprise, including recruiting, performance management, succession planning, employee development, employee engagement, diversity and inclusion, and retention
• Develop and implement effective positive employee relations strategies to aggressively preserve non-union status at all management-represented facilities
• Strengthen organizational design and effectiveness
• Partner with LII compensation group to enhance effectiveness of compensation programs
• Champion Worldwide Refrigeration & LII culture, driving an environment of accountability, open communication, and high ethical standards
• Closely partner with WWR Vice President HR to develop and execute key functional initiatives
• Build and develop a credible team of HR professionals to provide exemplary service to the organization
• Provide change management leadership and be proactive in anticipating, assessing,and addressing the needs of the organization and partners with Corporate HR to lead the development and implementation of local human resource initiatives
• Ownership of the following HR functions
• Staffing: Partners with corporate HR, local business leaders and LII Talent Acquisition team to conduct workforce planning, ensure effective headcount and budgeting, and to provide leadership and direction for talent acquisition, including providing regular updates to internal customers
• Compensation: Partners with business and functional leaders to ensure workforce compensation is competitive with the market and employees are properly classified and appropriately compensated relative to the scope of their jobs, performance, experience and the market. Provides guidance and analysis of wage & labor costs for FAP planning
• Performance Management: Accountable for delivery of Performance Management processes, including ensuring mid-year and annual performance reviews are meaningful, comprehensive and on-time. Also responsible for Performance Improvement Action Plans and ensuring appropriate focus is given to under performers
• Talent Development: Partners with Corporate HR resources to deliver Employee & Management development/leadership programs and build capability and effectiveness in the organization, with particular focus on professional (salaried) resources
• Diversity & Inclusion: Supports the engagement of senior business leaders in D&I efforts by driving specific HR components of the D&I plan (e.g. talent development (IDPs, Stay Interviews, M4D, etc.), advancement opportunities, performance reviews, etc.) Partners with VP HR to ensure D&I goals/plans are integrated with broader organization. Understands Global Diversity and Inclusion metrics and leverages opportunities to build diversity within the business through affirmative outreach and good faith efforts in the employment community
• Organization Planning & Development: Supports leadership team in assessing organization needs and developing structure, staffing levels and reporting lines to ensure long-term objectives are met through shorter term execution of related moves and initiatives
• Employee Engagement: Recommends and drives execution of programs and policies that create or reinforce a positive employee relations atmosphere. Ensure line managers and group leaders are properly trained in, and held accountable to, leadership standards for effective management of an hourly workforce. In partnership with functional leaders, prepare action plans to improve employee engagement. Prepares internal employee communications regarding company policies. Counsels employees in the interpretation and application of human resources programs
• Bachelor's degree in Human Resources or a related field (or equivalent experience). Advance degree preferred
• SPHR Certification
• Formulate partnerships across the organization to assess and drive value of HR services to leaders in an effort to help achieve the business objectives of the organization
• Manage all team member and labor relations issues, to include grievances and contract negotiations
• Partner with the leaders on disciplinary procedures to ensure consistency and compliance with local union contracts
• Maintain a high level of business literacy about the business unit’s core function, financial position, mid-range plans, culture and competition
• Analyze business unit trends and metrics in partnership with HR cross functional resources to develop solutions, programs and policies
• Partner with both the business unit and HR to assess and effectively address human resources needs in areas such as organizational design, performance management, talent selection, compensation, and career, competency and leadership development
• Understanding of Federal and local laws ensuring we are in compliance and knowing when to escalate to legal experts
• Identify employees ready for positions of greater organizational impact, contributing to the effective utilization of best talent across different functions in the organization
• Participate in the evaluation and monitoring of training programs’ success. Follow-up to ensure training objectives are met
• Identify key and high potential employees and collaborate on development plans to increase their organizational impact and provide future talent
• Guide and coach managers on how to appropriately manage and resolve complex HR issues
• 7 Years in HR working within a variety of functions within the Hotel Industry
• 5 Years of experience with New York Unions or strong labor experience in another location
• Extensive experience in Labor Relations and contract negotiations
• Exceptional communication, problem solving and interpersonal skills
• Experience defining and utilizing business metrics to accomplish and measure initiatives
• Demonstrated ability to consult high level clients
• Bachelors Degree in Human Resources
• 3 years working within a similar consulting or organizational development function
• 5 years of operational experience
• Ability to oversee an operation responsible for driving sales, marketing or and P&L is a plus
• Maintain employee benefits programs
• Update and submit required reports in a timely manner
• Establish and maintain safety incentive program
• Condense and expedite paperwork, develop internal communications, improve record keeping
• Manage resume and application files
• Develop and monitor recruitment resources
• Must be effective at listening to, understanding, and clarifying concerns raised by employees and guests
• Serve as local strategic HR leader, counseling local management on key human capital issues to ensure alignment with business goals
• Leads managerial and technical recruitment; identifies talent sources through interview selection process at all levels
• Actively supports company mobility program for new hires, transfers and domestic development assignments
• Resource and advisor for employee and labor matters, investigates and recommends corrective actions
• Effectively communicates policies and procedures consistent with published company standards
• Works in coordination with local and national Diversity Managers to ensure compliance
• Proactively manages Skanska's Talent Development process, including annual performance reviews, succession planning and Individual Employee Development Plans
• Track & communicate unit HR Metrics
• Facilitate and coordinate employee on-boarding and training
• Supervises staff within a matrix organization
• Lead role(s) in the areas of staffing, mobility, employee / labor relations and talent development
• Experience working successfully in a multi-unit, multi-location, multi-site business environment
• Excellent communication, presentation/facilitation, and relationship-building skills
• Experience working for a construction enterprise, a “direct labor” or “related industry services” company where the majority of employees are generally trades craft and paid hourly
• Minimum 10 years of Human Resource Management experience at divisional level of a large organization or the number one role with a small to medium sized company
• Strong business orientation and acumen that positions human resources as trusted advisor
• An undergraduate degree is required, and a graduate degree or professional certification (ie PHR / SPHR) is preferred
• Superior writing and oral skills
• Strong computer and HRIS database management skills
• Proven experience working closely with line management at all levels
• Demonstrated experience as a consultant and advisor to senior management in all human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development
• Exceptional interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group, including senior leaders. Demonstrated leadership skills and management courage
• Strong analytical, critical thinking, creative problem solving, judgment, negotiating, influencing, and strategic decision making skills. Ability to maintain confidentiality, tact, and diplomacy
• Demonstrated ability to advise on and implement organizational change. Demonstrated end-to-end experience in the development and execution of organization-wide initiatives
• Strong supervision/management and staff development experience
• The desired candidate
• 5+ years experience managing HR professionals and/or people leaders
• Proven experience in a leadership role in a growing, evolving organizatioN
• Leadership and exposure to all parts of People Strategies (HRBP/COE/COS)
• Manage staff in accordance with organization’s policies and applicable regulations. Responsibilities include planning, assigning, and directing work; appraising performance and guiding professional development; rewarding and disciplining employees; addressing employee relations issues and resolving problems. Approve actions on human resources matters
• Lead implementation of projects and process improvement activities related to employment legislation, HR systems, practices, procedures and compliance
• Lead and direct activities and initiatives associated with change management involving reorganizations,mergers/acquisitions and transfers to ensure compliance to local legislation
• May be responsible for for payroll functions as appropriate, depending on country and regional structure
• Strong knowledge of CRO, CSO or pharmaceutical and other related business industries
• Very high degree of discretion and confidentiality
• Bachelor's degree or educational equivalent and 8 years experience as a generalist or combination of generalist and specialist experience including 3 years direct line management experience and experience operating with senior/executive management teams; or equivalent combination of education, training and experience
• Five (5) years’ experience in Human Resources management with at least two (2) years in health care preferred
• Demonstrated abilities in leadership, communication and planning
• Strong word processing skills and familiarity with spreadsheet and database programs
• Supports district managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy
• Represents the region’s talent interests within the organization
• Acts as a liaison between the district and HR to ensure that HR services are aligned with operational needs
• Communicates organizational policies and procedures to the region
• Passion for delivering results through people
• Demonstrates leadership qualities through high levels of integrity, confidentiality and professionalism
• Strong presentation and communication skills with the ability to work with all levels of Associates
• Manage the following aspects of HR for their respective manufacturing facilities: Capability Planning, Talent Acquisition, Learning & Development, Performance Management, Position Management, Talent Review, Total Rewards and HR Analytics
• Champions new HR initiatives for the Manufacturing Operations
• Communicates and reinforces the vision of the organization and gains commitment to strategic imparities and organizational goals
• Conduct organizational analyses to evaluate advancement opportunities and replacement / incremental planning needs per AOP (Annual Operating Plan.)
• Evaluates compensation structure for internal equity, competitiveness, and proper positions in range. Administers the compensation program and supports the compensation philosophy
• Counsel’s employees, supervisors, managers and directors regarding conflict resolution, performance improvement and talent management
• Assesses training needs at all levels formulating a training plan around those needs
• Manages and supports programs that reinforce employee engagement and enhance employee morale and productivity
• Works with local HRM’s to ensure compliance with country / statutory regulations relating to employment practices and wage and salary administration
• Manages and supports employee communications at all levels in the organization
• Participate in and support corporate wide HR and strategic initiatives
• Drive Continuous Improvement in standard work, seek out opportunities to improve processes
• Has oversight for and involvement in driving safe work practices at all locations, supporting a culture of zero tolerance
• Minimum of 7-10 years of experience, preferably in manufacturing or similar industry, with positions of progressing in depth and breadth of responsibility. Preferably multiple experiences as a site HR
• Lead, motivate and drive a cross-functional team
• Independent: able to work with autonomy with other functions and as part of a cross functional leadership team
• Ability to travel; sensitive to cultural diversity
• The ability to work autonomously, as well as part of a team, void of politics and is confident in managing relationships at all levels
• Operational efficient, strategically credible and they carry themselves as a highly competent, trustworthy individual
• Able to predict and respond to the needs of the businesses you support
• Possess excellent communication skills - credible at senior management level and able to constructively and courageously challenge the status quo
• Knows when to push back and does it in a way that promotes resolution and reduces conflict
• A pragmatic, results orientated individual with a collaborative approach to providing business enabling HR solutions
• Strong influencing skills. Can take the lead in discussions, seeds ideas and cultivates and pursues opportunities that are in the best interests of the company
• At ease within a matrix management environment and able to effectively manage multiple stakeholders
• Ability to ‘think on their feet’, work under pressure and comfortable with ambiguity
• Flexible, adapts plans easily when circumstances change. Is aware of cultural differences and adapts behavior accordingly
• An energetic, "can do" approach
• Self-motivated, enthusiastic, and strong in hands-on role
• Fierce resolve to deliver on commitments
• Participates in the design and implementation of Airgas HR programs, policies, and procedures
• Formulates and recommends Human Resources policies and objectives for the Region, as needed
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale
• Identifies legal requirements and government reporting regulations affecting Human Resources function. Monitors exposure of the company. Directs the preparation of information requested or required for compliance. Acts as primary contact with labor counsel and outside government agencies
• Protects interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Approves recommendations for terminations
• Directs a process of organizational planning that evaluates structure and job design throughout the Region. Coordinates activities across division and company lines. Evaluates plans and changes to plans. Makes recommendations to senior management
• Directs a process of organizational development that primarily addresses succession planning throughout Airgas and Region Management. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management
• Implements wage and salary guidelines, pay policies and performance appraisal programs. Monitors for effectiveness and cost containments
• Establishes standard recruiting and placement practices and procedures
• Implements Airgas training and develop programs as well as establishes in-house management training programs that address specific needs of the Region
• Exercises strong judgment in implementation and management of all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees—workshops, manuals, employee handbooks, standardized reports
• Oversees implementation of programs through Human Resources staff. Monitors administration to standards. Identifies opportunities and resolves discrepancies
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments
• Directs the preparation and maintenance of such reports as are necessary to carry out functions of department. Prepares periodic reports to top management, as necessary or requested
• Keeps supervisor informed of significant problems that jeopardize the achievement of objectives and those which are not being addressed adequately at the line management level
• Conducts union avoidance training and practices as an on-going part of the Company’s management strategy
• Conducts exit interviews and turnover analysis to identify trends and make recommendations to address areas of concern
• Ensures compliance in administering the Company’s affirmative action program
• Other duties and projects as assigned by management
• Bachelor's degree in Business or related discipline required. Specialized training in organizational planning, compensation, and preventive labor relations
• 7 to 10 years experience gained through increasingly responsible management positions within Human Resources
• Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Well-developed administrative skills
• Strong management skills—principles and people
• Affiliations with successful companies who practice effective Human Resources Management
• PC proficient with Microsoft Office (Word, Excel, PowerPoint) and ability to work with new software packages
• Knowledge of departmental/branch functions and organization
• Excellent organization, documentation and follow-up skills
• Ability to communicate effectively with associates and the general public
• Ability to travel approximately 30% of the time
• Ability to routinely lift 25 lbs
• Must be able to work with a wide variety of people with different personalities and background
• Willing to improve skills and techniques by attending classes on employee’s own time
• Must be able to operate in a drug-free, tobacco-free workplace
• Ensure that the internal HBS HR organization, as well as the HBS Country HR Generalists & CoE stakeholders, are fully aware of priorities, performance and challenges, so that HR priorities throughout the org are aligned to business priorities
• Working with the internal compensation partners, ensure that the organization is compensated appropriately according to local market and industry practices, and in accordance with internal Honeywell compensation philosophy and business strategic requirements, in order that the business is able to attract, retain and motivate its employee base, whilst managing overall employee costs
• Ensure that the businesses are resourced optimally, taking actions to increase, decrease or reshape the workforce profile, in order that the business operating targets are achieved
• Create and enforce a disciplined Staffing approvals process, challenging leaders to ‘think differently’ about addressing staffing needs, in order that our employee costs are maintained at the minimum required to ensure maximum business success
• Strong Focus on Diversity
• B.S. Degree
• 5 years of experience in a complex highly matrixed organization
• 5 years of experience in a Fortune 500 organization
• Proactive and responsive
• Analytically driven
• Solid work experience in various levels of HR Management role
• Bachelor of Science Degree in Human Resources or other related degree
• Position requires a high level of proficiency in HR policies and practices normally acquired through
• Working knowledge of all state and federal laws related to the Human Resources Field
• Build credibility with business leaders by demonstrating an understanding of the business strategy and change management needs, aligning the departments’ short-term and long-term people goals with the business strategy, and facilitating and implementing initiatives to assist the business in achieving success
• Perform core HR functions, resolve request/needs/inquiries in areas such as employment practices, federal and state employment laws, drug testing, discipline/termination, recruiting and hiring. Partner with HR SME areas to ensure best work product and solution to clients
• Analyze employee relations issues; investigate employee complaints, including complex matters, consult with legal and senior leadership as appropriate and make sound, timely recommendations for management action and follow-through to ensure closure
• Champion change and effectively guide business partners and employees through organizational change
• Minimum of five (5) to seven (7) years of HR experience with progressively increasing responsibilities, with a minimum of five (5) years in HR management roles or comparable role supporting large client groups
• Experience with media industry and familiarity with corporate environment desirable
• PHR or SPHR certification strongly preferred
• Ability to build business partnerships with senior leadership and serve as the primary HR contact and expert for Corporate department
• Ability to consult on strategic initiatives, structure, process and people issues
• Knowledge of HR best practices and demonstrated success working as a HR strategic partner or consultant
• Ability to steer initiatives and processes and gain buy-in from stakeholders
• Strong organizational and leadership skills and demonstrated ability to prioritize
• Ability to consult in partnership with the business proactively identify relevant solutions
• Ability to prioritize and deliver results against a work plan in a fast-paced environment, giving attention to detail even under high pressure situations
• Demonstrated leadership and management skills
• Ability to identify organizational development needs and deliver relevant coaching or training as needed
• Manage, lead, and oversee the company’s HR team to ensure a high level of customer support with management, field employees, external agencies, and the general public
• Plan, develop, organize, implement and direct the overall human resources function and performance
• Build trust and establish credibility at all levels of the organization
• Develop talent management strategy, identify leadership competencies, and collaborate with leadership team to enhance the talent pipeline and succession planning
• Oversee and manage various HR related functions including recruitment and hiring, policy development, compliance and leadership development training, and performance management
• Ensure compliance with all legal and government reporting regulations affecting the human resources function, including Office of Federal Contract Compliance Programs (OFCCP) Equal Employment Opportunity (EEO), Affirmative Action, Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Fair Labor Standards Act (FLSA), etc
• Direct the preparation of information requested or required for compliance. Act as primary contact with legal counsel and outside agencies
• Oversight of employee relations issues including complaints, investigations, performance concerns, and terminations. Counsel employees and/or managers as needed regarding personnel issues
• Oversee and monitor state mandated on-the-job (OJT) programs
• Provide guidance to all levels of management with policy interpretation and division expectations
• Complete projects, reports, and other requests for Oldcastle Materials VP of Human Resources North when required
• Competent representation of the region in dealings with trade unions
• Significant general HR experience at a senior management level
• Completed Senior High Schooling and relevant tertiary qualification in HR
• Chartered or Fellow membership of locally recognised HR Professional membership organisation
• The Director of Human Resources will provide leadership and direction for a team of professionals and support staff that provide a broad range of services
• Recruitment and Retention
• HR Service Support and Delivery
• Understand and speak the language of the business, cross-functionally competent, and capable of influencing top decision makers
• Measure human capital performance, analytical and establish metrics that measure the impact of HR programs on the company's business
• Foster a culture that promotes open communication and innovation, and recognizes achievement and success while learning from challenges
• Proven track record of creating an environment that rewards collaboration and excellence, provides meaningful development opportunities, and in which the team feels a sense of pride, loyalty and belonging
• Ensure that the Wine Division delivers on our “Build the Best Organization” imperative and increases confidence from the Wine Leadership Team by building capabilities in response to customer needs and aligning HR goals and objectives with the company’s overall strategy
• Work in close collaboration with the CBI HR leadership team to implement strategic HR related projects and initiatives
• Act as lead HR change agent to identify opportunities to partner with client leaders and employees to effectively implement change management as a tool to enhance business results
• Bachelor’s degree required; Master’s degree in Human Resources is preferred (degree and years of experience combined OK)
• 7+ years’ experience and a proven track record in a Human Resources role
• 2+ years of supervisory/managerial experience
• Candidate will have breadth and depth of knowledge in Human Resources and business
• SHRM certification a plus
• Skills required
• Staffing/Recruiting
• Demonstrated success working in a fast-paced environment
• Recognition among colleagues as a business partner and change agent who brings immediate credibility and thought leadership to HR issues
• Track record of successfully balancing strategic direction with implementation and operational excellence
• Track record of building high-caliber teams and accountability within an organization recognized for Human Resources leadership
• Knowledge of Federal, State and local employment, wage and salary laws and regulations
• CPG and/or alcohol beverage industry experience a plus
• MS Office skills
• Adept at leveraging technology to create efficiency
• Experience in manufacturing, fabrication, engineering or commercial operations
• Change management, organization development, performance improvement and talent development experience
• Significant talent acquisition experience - manufacturing and/or product line experience a plus
• Excellent interpersonal skills—positive and adaptable, maintains confidentiality, receptive to others’ ideas and has a reasoned point of view. Establishes and maintains relationships at all levels of the organization. Trustworthy and demonstrates good judgment
• Very strong communication skills—both verbal and written required; speaks clearly and persuasively in positive or negative situations, delivers or coaches managers to deliver crucial conversations in a transparent, respectful way. Able to craft and deliver Board-level presentation materials
• Ability to plan and prioritize work; uses the time of self, others and management effectively. Balances complexity, pace and change with ease
• Able to lead and manage a team of direct reports; committed to developing self, direct reports and employees
• Knowledge of a broad range of Human Resources topics plus Federal and State employment regulations
• Responsible for managing all headcount and employment cost tracking and strategies to maximize the efficiency, employee productivity and revenue of all organizations
• Strategic analysis and recommendation of sales incentive and management incentive plans to be incorporated to drive high revenue, profitability and employee satisfaction
• Recruit high performing individuals across the division for all levels of the organization. Develop creative, innovative and cost effective strategies to recruit high potential talent
• Drive culture integration and culture change across the businesses that will result in high employee productivity and team building
• Drive the implementation of standard process relating to performance feedback, leadership development, succession planning and employee development
• Provide the necessary leadership to promote change throughout the organization. Inherent in this process is the personal development, training and overall commitment to his/her workforce that is aligned with UTC's benefits and behaviors
• Accountable for all employee relations issues across professional and production staff
• Coach and lead a team that includes an HR Generalist and HR Coordinator
• Must have 8-10 years’ experience in strategic Human Resources management within a demanding and fast paced environment
• Experience with a large, premier, manufacturing or service/installation entity preferred
• Experience with employee relations, employee and leadership development
• Significant experience in working across functions and leading and delivering on complex projects
• Global experience with an understanding and appreciation of different cultures
• Six Sigma, ACE or similar process improvement experience strongly preferred
• Ability to work within the United States without sponsorship
• Excellent communication skills, especially with senior leaders and customers
• Must be willing to travel 25%
• A Bachelor’s Degree specializing in Human Resources Management or a related discipline
• At least 15 years’ experience as an HR professional in a knowledge-intensive workplace, at least 5 years of which in a leadership position. Preference for candidates who have experience working in Engineering Consulting, or at least Professional Services environment
• Experience leading staff and providing HR services across the USA
• Experience working for a multinational organization preferred
• Strong generalist skillset, especially recruitment/selection, career development, compensation, employment law
• Strong business acumen and a thorough understanding of a project driven business
• Strong decision making ability using a combination of analysis, wisdom, experience and judgment, and common sense
• Excellent interpersonal skills and the ability to inspire and maintain trust and confidence with all levels of an organization, both internally and externally
• Outstanding communication skills, both verbal and written
• The successful candidate should be prepared for several days per month of travel throughout the USA and to Canada
• A valid driver's license required
• Willingness to travel 50% required
• 4 to 6 years of solid progressive HR experience required
• Bachelors degree in business required
• Experience in the following HR responsibilites: Payroll, Benefits, Compensation, Talent Acquisition & Retention,General and College Recruiting, Training & Development, Orientation, Employee Relations, Safety, HR, Legal and Acquisitions & Mergers
• Prior experience in an industrial/service environment, preferred
• You will be part of Leadership Team and contribute in designing the long-term strategic plans for the organization and provide inputs on the plans created, create a long-term strategy for the HR function in line with the business goals and priorities and determine suitable organization structure to enable achievement of organization's goals. You will also be a part of Asia Pacific (APAC) HR Leadership Team and will be responsible for appropriately embedding and driving Region and Global people priorities and overall process compliance as per Roche Group guidelines. You will report to the Managing Director of Roche Pharma India
• You will review and approve changes in organization structure in terms of roles, bands, reporting, etc. across the organization, determine HR team structure and responsibilities of various team members, determine activities/ initiatives to be taken up in current year and determine budgets accordingly (including capability development, talent management and talent movement, etc.) and review progress on various initiatives on an ongoing basis
• You will provide inputs to function heads for manpower planning, guide team to forecast / seek manpower requirements to support business objectives, review business rationale for key positions and validate against organization chart, source and select candidates as required, finalize senior level salary negotiations and fitment and resolve cases where position is out of pay ranges
• You will guide team to undertake training need analysis for behavioral skills across the organization, review training calendar drafted by team and will monitor effectiveness of training programs delivered and suggest improvements to enhance capability levels through Roche Development Academy
• You will enable identification of successors for key positions/leadership roles, assess development needs of senior leadership and potential successors, monitor creation of individual development plans (IDPs) and provide support for implementation of the IDPs. You will also guide the team to organize leadership / management development programs as well as coaching and mentoring programs, etc through Roche Development Academy
• You will review the Performance Management (PM) philosophy, process and communication plan prepared by team, direct them to carry out activities as per the annual PM cycle, facilitate goal setting process with function heads and check that goals are cascaded appropriately, analyze distribution of performance ratings and promotion recommendations given by the function heads, normalize ratings post review across departments and locations, along with Leadership Team and Managing Director, review performance issues and recommend appropriate actions
• You will guide the team to develop and design rewards strategy in line with market practices, review and finalize the rewards philosophy and compensation structure for Roche, estimate increment and incentive budget based on market correction, performance levels and promotions and will finalize the budget for increment and incentives through discussions with the Leadership Team Managing Director
• You will develop and implement the strategy and plan along with the Leadership to create Roche Pharma India as an employer of choice and best place to work by leveraging the Global Employee Opinion Survey (GEOS) in India, analyze survey results and review action plans prepared by the leaders and team to enhance engagement levels, monitor progress against action plans and suggest corrective actions in case of any deviation. You will also ensure compliance applicable to all required processes, maintain smooth industrial relations

Hospital Human Resources Director Resume Examples & Samples

• Develop and execute HR strategies, programs and initiatives that directly align with the hospital business plans and strategies
• Champion the journey toward the “best place to work in health care” by fostering a high performance culture focus that delivers high quality patient care and excellent patient experience
• Be a valuable business partner and high performing member to the Hospital A-Team, including problem-solving, decision support and leadership development
• Deliver core HR services including recruiting, employee relations, employee health/safety, employee learning/development, and HR legal/regulatory compliance
• Drive efficiency in overall HR operations, including implementation of HR enterprise services, oversight of salary/wages/benefits (e.g., labor standards/staffing, contract labor, overtime, premium pay), and performance on HR operations scorecard/metrics
• Design and implement a one to three- and three-to-seven-year workforce plan based on local and national trends and projections
• Experience of at least 5 to 7 years in a top HR leadership position
• Hospital experience is preferred
• Demonstrated track record of driving high organizational performance and high employee engagement
• At least 10 years of HR experience, preferably in a multinational environment
• Bachelor Degree; MBA preferred
• Track record in leading transformational change
• Language: Bilingual (fluent in French and English)
• Ambitious to develop within the Company
• Learning agility
• Problem solving and innovative thinking
• Coaching and counseling
• The main responsibility will be to offer integrated Human Resources management solutions and services (including compensation, staffing, conflict management, performance management, learning and development) that meet the various needs and challenges of our internal clients and the organization
• Act in a proactive manner by providing advice and guidance to managers on strategic ways to manage their Human Resources activities to maximize their team’s results and productivity
• In collaboration with the management team, develop, implement and maintain an efficient workforce management strategy (staffing, retention, improvement/development plan, etc.)
• Guide our internal clients to make sure they act in accordance with Human Resources policies and comply with local labour laws and regulations
• Act as an intermediary between different levels of management in order to facilitate the exchange of information
• Ensure management and development of direct reports
• Act as a coach for its direct and indirect team
• Ensures quality human resources services and compliance with all organizational and regulatory standards
• Maintains focus on Human Resources leadership initiatives, and collaborates with leadership teams to ensure a positive culture and employee relations environment
• Interprets and communicates organizational philosophy to assist in the recruitment, motivation, retention and growth of all staff
• Acts as an organizational advocate, providing appropriated assistance to all levels of staff as dictated by the situation
• Serves as a strategic business partner for executive staff members, offering guidance and leadership in achieving overall business goals
• Develops human resources strategies and initiatives, while leading all aspects of the company’s human resources programs to create a high performance culture based on employee engagement while meeting management needs
• Responsible for human resources activities that support the group’s business needs and objectives
• Oversees the human resources business planning process consistent with and supportive of business requirements
• Facilitates interaction with other locations within Volvo
• Participates in discussions with the international and local union leadership from a strategic perspective
• Ensures open communications at all levels and with all stakeholders
• Attracts, develops and retains high quality talent that is appropriate to current and future business needs
• Manages and oversees corporate initiative Human Resources Transformation (HRT) processes. Ensures HRT processes and goals are effectively achieved
• Oversees all site specific aspects of employee compensation and benefits
• Advises management on appropriate resolution of employee relations issues
• Integrates plans, proactively, across various business HR initiatives and unites to ensure synergy and coordination
• Represents management in labor relations by implementing and administering hourly and salary collective bargaining agreements
• Manages the recruitment, interviewing, and exiting of employees
• Proactively addresses and manages factory safety
• Manages budget for local human resources operations and personnel forecast to project employment needs
• Develops and implements downturn management processes, when necessary
• Assures compliance with all policies, procedures and work instructions affecting Human Resources within the quality management system (ISO 9000) and the environmental management system (ISO 14000)
• Oversees the analysis, maintenance and communication records required by law or local governing bodies, or other departments in the organization
• Consults Corporate Human Resources and/or legal counsel to ensure that policies, interpretations and implementation comply with management intent and federal and state law
• Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends
• Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team
• Composure:Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times; can handle stress; is not knocked off balance by the unexpected; doesn't show frustration when resisted or blocked; is a settling influence in a crisis
• Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings
• Customer Focus:Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect
• Ethics and Values: Adheres to an appropriate (for the setting) and effective set of core values and beliefs during both good and bad times; acts in line with those values; rewards the right values and disapproves of others; practices what he/she preaches
• Integrity and Trust:Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished trust in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn't misrepresent him/herself for personal gain
• Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything
• Managerial Courage: Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary
• Organizational Agility: Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations
• Self-Development: Is personally committed to and actively works to continuously improve him/herself; understands that different situations and levels may call for different skills and approaches; works to deploy strengths; works on compensating for weakness and limits
• Bachelor’s Degree in Human Resources, Business Administration or Related Discipline with relevant knowledge of all Human Resources processes
• Minimum of fifteen (15) years of experience
• Minimum of five (5) years are in a managerial or departmental leadership position

Division Human Resources Director Resume Examples & Samples

• Maintaining advanced engineering and manufacturing facilities in NA
• Continually improving processes, material and designs to ensure every product exceeds customer specifications while providing unparalleled value
• Position Summary
• Actively participates with business leadership in strategy development and operational planning for the division. Develops actionable HR strategies and tactical plans to support the achievement of divisional goals. Works cross culturally to achieve business outcomes and improve organizational effectiveness
• Advises business leadership on organizational design that will enable the business to grow and operate effectively. This includes evaluating work structure, job design, and workforce forecasting, interdependencies, and role and responsibility clarity
• Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs
• Assesses organizational capabilities and identifies skill gaps of key leaders. Actively participates with business leadership to source, evaluate, select and on-board talent. Coaches business leaders and their teams on the development of others to advance movement of talent across business groups
• Develops and administers job evaluations and annual merit review programs, using relevant market data as needed, to maintain competitiveness
• Builds and drives employee engagement. Advises and coaches managers on resolving employee issues. Personally manages complex or significant employee relations issues
• Fosters positive employee relations. Maintains a union free environment and/or positive working relationship with existing works councils
• Directs, recommends and proactively communicates appropriate local implementation of HR policies, practices and initiatives. Ensures legal and regulatory compliance including: equal employment opportunity/affirmative action, wage and hour, and work authorization
• In concert with management, builds and drives a positive employee culture. Champions diversity and inclusion goals, strategies and plans. Actively participates in employee communications and provides right-touch HR support to the business
• Works with operations management on the implementation of training, talent metrics and reporting
• Job Requirements
• Bachelor’s Degree required. Master’s preferred
• 7+ years of experience in HR Generalist/HR leadership positions
• Experience in all facets of human resources including knowledge of employee relations, legal compliance, employee relations and, coaching and development
• Experience in talent planning and management including talent assessment processes and succession planning
• Cross-cultural experience; able to manage and influence in multiple countries/regions
• Position requires approximate 25% travel
• Present ideas and make recommendations at all levels within the organisation, as well as being able to make tough decisions and demonstrate leadership courage
• Be a high-energy, confident team player who can easily collaborate cross-functionally with the executive management team
• Have a broad-based knowledge of Employee Relations/UK employment Legislation and Organisation Design
• Be comfortable working in a fast-paced environment, with the ability to multi-task
• Be a decisive and experienced leader who enjoys the opportunities for change and is comfortable challenging the status quo
• Quickly establishes credibility and respect and builds strong working relationships with department managers. Demonstrable maturity, professionalism and gravitas
• Recognises the value and responsibility of working in a team, actively supports and develops team members, quick to identify and problem solve any issues
• Creating, communicating, and executing short- and long-term enterprise HR strategy
• Building and maintaining positive, synergist relationships with IOA Board Members, Executive Team Members, and Sales/Operations Leaders company-wide
• Professionally representing IOA and the Human Resources team with clients, vendors, in the community, and within the company itself
• Providing pivotal leadership support in shaping and actively championing IOA culture, core company beliefs and values
• Serving as the company’s HR subject matter expert
• Developing and ensuring compliance with HR policies, procedures, and employment laws
• Effectively leading and managing the IOA HR team
• Managing one-time and recurring tasks/projects to ensure on-time completion and high-quality outputs
• Managing and controlling departmental finances
• Analyzing and logically processing large amounts of data to develop solutions and drive continuous improvement against core HR performance metrics
• Being a master communicator, with highly developed skills in interpersonal relations, influence building, written communications, and public speaking/presentations
• Demonstrating a strong focus on and accountability to both producing measureable results and facilitating the growth and development of others
• At least 7 years of HR leadership experience in a mid-sized to large organization, with multi-site responsibility preferred
• Significant experience in managing and developing HR professionals and staff
• A Bachelor’s degree, with a Master’s degree preferred
• High levels of HR expertise and functional skills (SPHR or SHRM-SPC preferred)
• Advanced skills in employee relations
• Ability to travel up to 30% of time
• Exceptional personal character and professional maturity
• Minimum of Bachelor’s Degree in human resources or related field, with at least 3 years of overall professional experience
• Ability to lead and innovate the company’s HR functions through an overall company point of view
• Knowledge and experience in employment regulations, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development
• Understanding of current online recruiting channels
• The ability to develop interpersonal relationships, plus experience in employee coaching and training
• Demonstrated ability to serve as a knowledgeable resource to the management team while providing overall company leadership and direction
• Excellent computer skills in a Microsoft Windows environment. Must include the ability to utilize Excel to analyze program changes/impact and the ability to thoroughly document the results of meetings, discussions and actions plans. Skills in Human Resources Information Systems (HRIS) are a plus
• General knowledge of various employment laws and practices and experience working with a corporate employment law attorney
• Excellent organizational management skills
• A bachelor's degree is required. Three to five years of HR experience is preferred
• Computer skills in Microsoft Word, Excel, and PowerPoint
• Prior supervisory and payroll experience required as the incumbent will supervise the payroll clerk
• Oversees the payroll process and completes quarterly reports
• Works with a volunteer committee to review the current compensation plan and reviews executive compensation for compliance with IRS Intermediate Sanctions
• Performs benefits administration, change reporting, approves invoices for payment and communicates benefits information to employees. Notifies staff of Cobra availability
• Conducts recruitment efforts for all exempt and non-exempt personnel, updates new-employee orientation and training requirements
• Writes and places advertisements for current vacancies
• Participates in administrative staff meetings and attends other meetings as requested by CFO
• Administers the workers compensation process and injury reporting process
• Processes Incident/Accident Reports including following up on those involving vehicular accidents, injuries, or break-ins
• Administers the process for drug testing including pre hire, random, post-accident, and reasonable suspicion
• Performs background screenings for new hires and volunteers
• Works with broker to request certificates of insurance
• Works with a team of YMCA staff to plan and implement the Annual Employee Recognition Dinner
• Performs all other duties as assigned by CFO
• Drives succession and career planning process by assessing current leadership depth, making recommendations on readiness and potential for promotion, and developing internal candidates for key positions through career counseling and individual development planning (manages career development plans)
• Drives organizational change by assessing culture, climate, and motivation and providing leadership and consulting on change management initiatives and organization redesign
• Participates in business strategy process by seeking solutions to business challenges, identifying specific skill and headcount requirements, ensuring HR strategies are included in plans, aligning HR programs and practices with specific business objectives, and ensuring diversity progress in all aspects of business
• Attends EVP Wholesale leadership meetings and collaborates with leadership on people solutions to support business growth opportunities and challenges
• Acts as advisor and coach to balance competing agendas and drive forward sound business decisions
• Develops strategies and creates plans to avoid associate relations problems and to maximize employer of choice matters (e.g. flexible work hours, turnover analysis). Supports AR staff in solving more complex associate issues
• Works with HR Centers of Excellence (COEs) to ensure effective execution of all corporate policies and practices for the division, including salary and benefits plans
• Visits business locations when appropriate to interact with management and associates and stay current on business issues
• Drives communications to ensure appropriate stakeholders are aware of relevant activities, policies and practices
• You are responsible for the proper execution of Volvo CE’s People Management Support process on site
• Recruitment & onboarding / Separation & Leavers
• Personal Services Administration
• Compensation & benefits
• Performance management
• Labor & employee relations
• Leveraging Volvo Gp French HR Center of Expertise, and supporting the local Value Stream in delivering its business objectives, every day
• You are the site’s voice in the Volvo CE HR Network and in HR Country Committe
• You coach & mentor management in HR related issue
• You actively support managers to create engagement and participation from all employees
• You support the organization toward continuous improvement with a structured approach (ie. Volvo Production System (VPS))
• Continuous Improvement - Ability to lead the transformation of the organization towards Volvo Group Culture, Continuous Improvement mindset, and clear business objectives
• Coaching & Feedback - Ability to guide teams to develop the right solutions, challenge them in a positive way to achieve results with pace
• “Go & See” approach – You always go on the Gemba to understand the situation. You regularly interact with all workers,
• Management of daily operations – Ability to drive business with metrics and follow-up issues daily with all major functions
• Appropriate education and qualifications in Human Resources Management
• 3+ years’ experience in a senior HR position, with manufacturing environment
• Knowledge and experience of French labor law and union relations
• Excellent facilitation and negotiations skills
• Demonstrates passion for the business with the highest degree of integrity, credibility, and confidentiality
• You are flexible, careful and possess the ability to make things happen
• Work with values and cultural management
• Strong communication with good verbal and written skills
• Excellent level of written and spoken French and English is required

Human Resources Director Uk-br-en Resume Examples & Samples

• Acts as an advisor and strategic business partner to the Vice President and Managing Director UK in the development of a formal HR strategy and tactical plans that supports attainment of business goals
• Leads the execution of HR operations supporting the commercial organization
• Build alignment with key stakeholders in the UK
• Serve as a coach to the leadership teams for UK
• Manage the HR operating budget with the focus on enhanced productivity and better customer service
• Build a strong organizational talent pipeline
• Exercise rigor in evaluating productivity and general performance, vis-à-vis trends and approaches at competition
• Bachelor’s Degree, Masters or MBA with human resource specialisation is desirable
• 10 years overall HR experience with at least 3 of these in a people management role
• Experience of managing HR within an MNC, ideally within a Matrix environment
• Experience across multiple key functional areas such as C&B, Talent Management, Performance Management, Learning & Development, Employee Relations
• Experience of influencing and engagement senior stakeholders on HR initiatives, without direct reporting lines
• Experience of organizational design/restructuring and experience in leading large scale project management and change management initiatives
• Must have strong strategic orientation
• Confident and assertive
• Strong ability to influence within a matrix structure
• Strong result orientation with a track record for delivering exceptional results
• Ability to interact, influence and partner with senior leaders
• Excellent communication skills plus the ability to relate well to leaders from varied divisions, markets & cultures
• Excellent engagement skills
• Ability to gain buy-in to solutions and move others to take action in a changing environment, often under time pressure
• High standards of ethics and integrity and holding others account for the same
• Develop human resources objectives in conjunction with organizational objectives
• Develop and drive performance management programs to assist in employee management and retention
• Partner with manufacturing leadership to develop necessary environment to address turnover reduction. Assist in identification of issues and lead team in development of action plans to correct
• Assist management team with disciplinary actions and documentation related to performance management
• Actively participate with manufacturing leadership in strategy development and operational planning
• Develop and drive HR strategies/plans to support the achievement of operational goals
• Acts as Site HR lead for facility-wide actions and communications
• Advise operations leadership on organizational design that will enable the business to grow and operate effectively. This includes evaluating work structure, job design, workforce planning, interdependencies, and role and responsibility clarity
• Proactively identify organizational needs (talent assessment, team effectiveness, staffing, etc.) and develop strategies for resolving and addressing needs
• Actively participate with operations leadership to source, evaluate, select and on-board talent
• Coach operation leaders and their teams on the development of employees
• Build and drive employee engagement
• Advise and coach managers on resolving employee relation issues
• Direct, recommend, develop and proactively communicate implementation of policies, practices and initiatives
• In collaboration with operations management, build and drive a positive employee culture. Champion diversity and inclusion goals, strategies and plans
• Responsible for developing and driving effective employee communication for the site
• Fostering and maintaining a work environment that encourages respect and equal opportunity, and is free from discriminatory or harassing behavior
• Administering Company policies and programs consistently and appropriately
• Communicating and administering benefit plans, including open enrollment
• Overseeing weekly payroll processing for incentive-based and hourly pay
• Recruiting and screening job applicants
• Welcoming and orienting newly hired associates
• Investigating and resolving workplace issues in accordance with Company policy and consistent with applicable employment law
• Coordinating special events, including associate recognition, meetings, etc
• Developing and maintaining relationships within the local community
• Bachelor’s Degree in Human Resources Management or at least 5 years experience in related field
• Professional in Human Resources (PHR), Senior Professional in Human Resources (PHR), SHRM Certified Professional (SHRM-CP), Senior Certified Professional (SHRM-SCP), or Certified Employee Benefits Specialist (CEBS) preferred
• At least 5 years’ experience in applying knowledge of personnel practices and theories to direct the operations of a human resources department and formulate goals and objectives consistent with federal, state, and local guidelines
• Skill in exercising a high degree of initiative, judgment, discretion, and decision-making to achieve organizational objectives
• Skill in evaluating organizational operations as they relate to policies, goals and objectives, costs, and staffing levels and develop HR programs and policies based on business requirements
• Strong project management, time management, and leadership skills with solid problem-solving and business acumen skills. Able to manage multitask work in a strong-paced environment
• Provide interpretation and guidance on policies and procedures. Develop, recommend and update as necessary
• Working knowledge of state, local and Federal labor laws and guidelines. Remain abreast of state labor law and regulation changes within the territory’s footprint
• Develop, coordinate and deliver HR Training
• Facilitate the administration of salaries and wages in accordance with company policy including analysis and development of pay plans, Performance Appraisal Program administration, approval levels, Job Descriptions, and Field Communications
• Monitor and track HR related programs through reports and performance statistics
• Direct interface for communication of benefit programs and problem resolution between team members and corporate benefits group administration
• Facilitate or directly administer HR Due Diligence Audits during the Acquisition process; coordinating between payroll, benefits and pre-employment in order to insure that acquisition employees are properly on boarded
• All other duties as assigned by the Division President and VP of Human Resources
• A high level of HR Project Management skills inclusive of the ability to design and oversee multiple, concurrent projects working collaboratively with teams in support of business objectives
• Use all Microsoft Office programs to document processes, prepare and update documents, presentations, and spreadsheets as required
• Ability to research internal & external best practices for potential use within the organization
• Ability to analyze HR data and trends leveraging people analytics to share visual messaging
• Ability to effectively design and deliver communications for leaders at all levels in the organization
• Self-starter with natural tendency to take initiative and work independently
• Ability to manage multiple priorities and anticipate needs
• Strong judgment and critical thinking skills
• Ability to handle confidential information with discernment and sensitivity
• Ability to build and maintain trust-based, collaborative relationships and influence others
• Provide interpretation and guidance on policies and procedure. Develop, recommend and update as necessary
• Facilitate or directly administer HR Due Diligence Audits during the Acquisition process; coordinating between payroll, benefits and pre-employment in order to insure that acquisition employees are properly on board
• Ability to effectively design and deliver communications for leaders at all levels in the organizati
• Collaborate on Foursquare's people strategy including: talent management, performance, compensation & benefits, payroll, employee training, and culture initiatives, in partnership with the VP, Human Resources
• Partner with senior managers and employees across the company to cultivate and communicate a company culture that encourages wide employee participation
• Work with the HR and operations teams to scale our HR processes as we grow across multiple offices and locations globally
• Build trust with employees across all layers of the organization and be an active listener and effective problem solver of people issues
• Provide thought leadership in developing and implementing HR best practices and programs across all areas (compensation, benefits, policies, and perks)
• Coach managers on building a strong foundation for leadership and mentorship for their teams
• Partner with the recruiting team to ensure we are attracting and retaining the best talent with diverse backgrounds
• Be a data-driven thinker and utilize data points to identify trends and recommend proactive solutions for employee performance, retention, and engagement
• 7+ years experience building and implementing HR policies and programs
• Exposure to compensation, benefits administration, and payroll
• Proven experience with organizational development, employee relations, performance management, training and development, and employment law and compliance
• Employee relations experience, with a strong ability to relate well to others, listen effectively, coach and build rapport with a diverse workforce
• Excellent project management skills with a proven ability to design and implement people strategy that drives business results
• Understanding of employment laws and regulations
• The ability to be comfortable with a high-volume of workload and not be afraid to roll up your sleeves
• A strong passion for work, life and people with phenomenal interpersonal and communication skills
• Experience managing and implementing HR systems and processes
• Bachelor's degree, Master’s degree or related certifications (SHRM, PHR, etc) is a plus
• Business Strategy, HR Development and Culture Change
• Large-scale Structural Organizational Design and Development
• Strategic Workforce Planning
• Executive Team Assessment, Development and Coaching
• Acquisition Integration Planning and Executive Assimilation
• Talent Assessment and Analytics
• Senior Leadership Partnership and Coaching
• Change Management, focused on shifts to culture, leadership and management requirements
• HR Team Leadership and Development
• HR Operational Excellence: providing leadership and oversight of Performance Management, Career Development, Executive Compensation and Rewards, Talent Review, Pulse Survey, Executive Recruiting
• Track record of credible transformation-centric business partnership and change leadership
• Demonstrated success in establishing business relationships as advisor, source of judgment and expertise, ability to influence in a complex, fast-paced matrix environment
• Expertise to identify and drive HR solutions aligned to business strategy
• Intuitive, conceptual, systems-focused thinker
• Data-oriented decision-maker
• Courage to propose solutions others are reluctant to address, act in the face of resistance in the best interests of the business
• Organizational navigation and political savvy
• Experience of compensation and benefits, specifically sales compensation planning and execution
• Experience of partnering collaboratively across complex, matrix HR organizations and delivering through others
• Global experience and complex, large team leadership experience
• Proven ability to lead and develop a diverse team
• HR exposure to Finance organizations would be preferred
• 10+ year HR experience or equivalent in roles of increasing complexity/scope
• 5 plus years of experience partnering with executive level stake holders within a complex matrixed environment

Field Human Resources Director Resume Examples & Samples

• Leadership Development – Partner with business leaders, Human Resources and senior management to identify and proactively develop talent through formal training, mentoring, coaching, and “stretch” assignments. Lead annual succession planning activities to ensure talent is available and ready to assume positions of greater responsibility both at the OpCo and elsewhere at Sysco
• Benefits & Compensation – Communicate all benefits and compensation programs to associates. Support the business in adhering to corporate compensation practices, policies and philosophies as it relates to talent acquisition and internal changes and transitions
• Employee Relations – Provide coaching and guidance to OpCo leaders and associates regarding employment issues in such areas as policy and procedure development/interpretation/application, dispute resolution, corrective action, leaves of absences, harassment and terminations. Facilitate the Sysco Speaks associate Survey efforts in the OpCo. Analyze findings and review trends with senior management and recommend actions to ensure positive organizational changes
• Performance Management– Oversee the performance management process and work with OpCo leaders on their associate reviews and evaluations. Provide training and consultation as necessary
• Training – Oversee the creation, execution and delivery of all local training for associates. Deliver leadership training for OpCo leaders on various HR topics, including ethics, labor laws, policies and procedures
• Compliance – Review, interpret, administer and ensure compliance with Federal, State and local employment laws, and company policies and procedures. Develop and maintain the OpCo’s Affirmative Action Programs and ensure Equal Employment Opportunity (EEO) compliance and diversity. Perform Ethics Hotline investigations and prepare written responses to EEOC claims, unemployment claims, etc. Implement initiatives to maintain a harassment free workplace
• Talent Acquisition – Work with OpCo leaders to create and maintain workforce staffing plans. Coordinate recruiting efforts to ensure that competent, diverse and skilled workers are hired and workload levels are appropriate and maintained, and work to minimize turnover. Screen, interview and assist in orientation and onboarding new hires within your assigned client group
• Safety–Support the installation, maintenance and continuous improvement of the process and strategies of Vision Ø, Sysco’s Behavioral & Compliance Safety program. Ensure compliance with all applicable federal, state and local laws as well as company policies and procedures. Direct resources and activities to support a culture of prevention awareness and accountability across the organization. Support the development of Health, Safety and Environmental (HSE) plans to meet operational goals to reduce accidents, injuries and incidents
• 7+ years of HR experience in the design/ development and execution of HR strategies and tactics
• Experience managing an HR team, vendor relationships and budgets
• Systems Applications and Products (SAP) experience preferred
• Hospitality industry experience a plus
• This position will require travel (approximately 35%) to other OpCo locations and Sysco Corporate to attend company events, staff meetings, training sessions and other company/vendor meetings
• Strong leadership skills, including the ability to mentor and develop individuals and teams. Able to engage and lead team discussions and meetings. Understands team dynamics and works well within a team structure. Collaborative management style. Delegates responsibilities effectively. Recognizes and acknowledges the value others bring to the organization. Exhibits a high level of trust and accountability
• Communication - Excellent interpersonal, communication (verbal and written) and professional interactive skills are necessary to perform at a high degree of proficiency. Speaks clearly and persuasively in positive or negative situations. Attentively listens and gets clarification as needed. Writes clearly and informatively – able to write reports, business correspondence, policies and procedures manuals. Approaches others in a tactful manner and is able to manage difficult or emotional employee situations. Building effective working relationships within the Company is essential
• A mastery of organizational and project management skills, including the ability to plan, prioritize and execute multiple initiatives/deadlines autonomously and shift priorities as necessary. Able to manage large, complex projects. Uses time effectively
• Problem Solving – Identify and resolve problems in a timely manner. Gathers and analyzes information skillfully; develops alternative solutions and uses reason even when dealing with difficult or emotional topics. Looks for ways to improve and promote quality. Meets challenges with resourcefulness. Generates suggestions for improving work
• Judgment & Decision Making – Uses logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. Displays willingness to make decisions. Considers the relative costs and benefits of potential actions to choose the most appropriate one. Makes timely decisions
• Detail Oriented – Attention to details and accuracy
• Diversity – Knowledge of EEO Policy. Shows respect and sensitivity for cultural differences. Educates others on the value of diversity. Promotes a harassment-free environment
• Maintains high level of confidentiality and professionalism at all times
• Proficient use of MS Office (Word, Excel, PowerPoint, Access and Outlook)
• While performing the duties of this job, the employee is regularly required to sit, stand, walk and use hands and fingers to operate a computer keyboard, mouse, and telephone to talk and hear. The employee is frequently required to sit and reach with hands and arms. The employee may occasionally lift and/or move up to 10 pounds
• This position will primarily work in an office environment. The noise level in the work environment is usually moderate
• May be required to utilize personal vehicle for business travel that may result in long periods of sitting. Must maintain a valid driver license and maintain current automobile insurance coverage as set forth by Sysco
• If working remote, must have required software to ensure timely communications and have a dedicated work space free of any distractions and participate in customer or conference calls in a business friendly environment
• This position may require evening and weekend work depending on business needs
• Implement and maintain a best practice approach for industrial relations
• Provide detailed reports of HR practices to Senior Leaders
• Develop a HR business plan and forecast the short and long-term talent requirements of the business
• Maintain a best practice recruitment approach, utilising the centralised recruitment system Taleo
• Provide a framework for counselling, coaching, and team member wellbeing
• Manage the annual Team Member Engagement Survey and the calendar of Team Member events
• Maintain an awareness of and drive best practice human resources initiatives
• Build relationships with local Hotel Colleges for recruitment and branding purposes
• Participate in the annual budget forecast process
• Track and report Human Resources related data trends
• Develop and implement plans, procedures and actions to ensure WHS policy objectives, targets and legal obligations are met
• Manage workplace injuries in accordance with the Return to Work policy and procedures, ensuring injured workers are effectively managed and an early return to the workplace is achieved
• A minimum of 5 years experience in a Senior Human Resources Management/Director Position
• Strong Industrial Relations experience and knowledge of Australian legislation
• Extensive background in team member engagement, recruitment and learning and development activities
• Demonstrated ability to resolve problems and conflict, and work efficiently under pressure
• A Degree level qualification or equivalent relevant experience
• It would be advantageous for you to demonstrate the following capabilities
• Previous human resources management experience in the hotel, hospitality, leisure, and/or retail sector
• A competitive industry wage and generous benefits
• Membership with ‘Hilton Rewards’ Australasian benefits program
• Access to Hilton University training, offering more than 2500 learning programs
• Career development planning and opportunities
• Resource Management: Manages extremely complex organization(s) that may include multiple lines of business. Manages the efforts of direct and indirect reports, and collaborates with, provides guidance to and influences employees, clients and matrix partners. Responsible for selecting, developing, and deploying staff in the most effective manner to meet assigned objectives. Responsible for performance management, compensation decisions, and providing on-going, regular performance feedback. Utilizes compensation principles to ensure that staff is appropriately selected, developed, utilized, evaluated and rewarded
• Change Management&Innovation: Proactively engages HR staff, client leaders and matrix partners to actualize change initiatives. Develops and/or encourages new ideas/approaches. Establishes procedures and practices which promote the use of available enabling technologies (software, paperless processing, computerized record keeping, etc.). Uses efficient and cost-effective approaches to integrate technology into the workplace and improve program effectiveness. Develops strategies using new technology to enhance decision making. Understands the impact of technological changes on the organization
• Accountability: Ensures that effective controls are developed and maintained to ensure the integrity of the organization. Ensures that performance appraisals are aligned with mission, goals and outcomes and are completed within established timeframes. Monitors and evaluates plans; focuses on results and measuring attainment of outcomes
• Strategic Thinking: Formulates effective strategies consistent with the business and competitive strategy of the organization and/or functional area. Examines policy issues and strategic planning with a long-term as well as short term perspective. Determines objectives and sets priorities; anticipates potential threats or opportunities and vets them within the HR team and with the client as appropriate
• Minimum twelve (12) years of human resources experience, and/or equivalency
• Minimum eight (8) years of management experience in a human resource department, in addition to the required twelve (12) years of actual human resources experience preferred
• Graduate coursework may be preferred
• Design, development and management of HR Strategy and Policy for the organisation
• Determine and develop Human Resources strategy for the company ensuring that the strategy is aligned to the Organisation’s strategic intent
• Define Human Resources Policy and ensure that policy is aligned to Company and Human Resources strategy
• Analyze and identify key business challenges and identify Human Resources interventions where appropriate
• Oversee and manage the remuneration and benefit policy for the Organisation
• Management of the development of human capital capability and resources within the organisation
• Ensure that the development and implementation of Training and Management development programmes provide the organization with relevant skills in order to achieve its objectives
• Oversight of recruitment process to ensure compliance to policy and procedure
• Where needed, direct intervention and assistance with national recruitment needs
• Oversight of critical vacancies within the organisation
• Manage and direct the activities of national hr department to ensure the achievement of strategic goals and targets
• Optimize the allocation of business resources to address Human Resource Management requirements
• Effective management of employee relations and industrial relations within the organisation
• Maintain an appropriate Industrial Relations environment and sound working relationships with Unions and other role players
• Display a comprehensive understanding of South African Labour Law as well as the various dynamics affecting the South African Security Sector in order to provide advice on strategic approaches to all matters affecting the Company
• Development and maintenance of sound relationships both within the organisation and with external parties
• Liaise with and participate in external stakeholder forums ensuring company matters are addressed
• Maintain and develop relationships with Unions and other labour role players
• Provide advice on all Human Resources issues to the Senior Management and Executive Teams
• Oversight and management of organisation transformation and compliance
• Formulate Organisation Development and Change Management initiatives and interventions in order to meet the organisations changing needs and business requirements
• To design a change management methodology and process for G4S
• To plan and support change initiatives within the company on a project basis
• Management and development of direct reports
• All team members have clearly defined job profile s aligned to the profile of the manager
• Apply poor performance management or employee relations management principles and processes should this be required
• Allocation resources appropriately to ensure operational demands are met
• In depth knowledge of all the related legislative Acts
• Knowledge of best practice employee engagement processes
• Communication skills (verbal and written)
• Working with complexity
• Awareness of the market environment
• Managing professionally
• Driving change
• Results Orientation
• Minimum qualification & experience
• Relevant Tertiary qualification
• 5 – 10 Years experience (last 3 years at a Senior Management Level)
• Generalist experience of HR practice in a labour intensive service industry
• Excellent Interpersonal skills and an ability to communicate at all levels
• A high level of commitment, motivation and initiative
• Effective Leadership Skills
• Coordinate high-potential associate development plans to ensure awareness of available training and development activities in support of individual plans and goals; coordinate development and succession plans
• Build and nurture strong working relationships with the functional leadership team and local operations teams through regular district visits and coaching the front line management teams
• Serve as the content expert and advisor to the sector, by actively educating, informing and reacting to any situation that may be considered an opportunity to represent and protect the company
• Oversee and administer HR processes and activities such as recruiting, performance management, employee opinion survey, compensation and promotion, talent reviews, succession planning, leadership development and training
• Serve as a coach and liaison between employees and management on general HR consulting issues as well as employee relations and performance management situations
• Conduct standard HR data analytics such as headcount and diversity metrics, retention analysis, work force planning, compensation forecasting and budgeting, and benchmarking
• Advise business leaders on organizational design and development, including restructurings
• Help facilitate employee internal mobility, including employees on international assignments to / from the US
• Work with managers on formal and informal rewards and recognition programs
• Develop and implement strategies for building and retaining a diverse workforce
• Partner with PGIM HR colleagues on projects and initiatives that cross businesses and/or functions
• 8 years experience in Human Resources with a minimum of 5 years in an HR generalist role. Prior experience within the financial services industry strongly preferred
• Solid experience in all major HR disciplines is preferred, as is the ability to understand client needs and business drivers
• Strong customer focus, relationship-building skills, and the ability to deliver commitments on a timely basis
• Demonstrated understanding of financial concepts and business acumen
• Ability to work both independently and as a team player
• Excellent analytical and problem solving skills, with the ability to resolve problems and make decisions independently
• Strong technical skills including proficiency with MS Office tools (Excel, Word, PowerPoint), familiarity with HR Systems such as PeopleSoft is a plus
• Excellent judgment, conceptual thinking skills, and the ability to clarify key issues in complex situations
• Demonstrated attention to detail, follow-through, drive for results and initiative with the ability to bring issues to closure
• High level of flexibility, innovation, and adaptability to change
• Act as the HR Leader & Partner to the HBT & SPS business leaders and leadership teams across all HTS sites to build an innovative, performance-driven organization
• Develop robust relationships and business acumen across the ecosystem to develop, influence, challenge and support business strategies and practices
• Work closely with HTS HBT & SPS Country HR Leaders in India, China, Czech Republic and Mexico to align the SBG requirements with that of the country
• Identify opportunities to drive consistent practices across all sites within HTS
• Leverage HR COE resources (C&B, OD, Learning, Talent Mgmt & Staffing) to ensure effective functional support to the business and strong alignment with overall Honeywell HR strategies and policies
• Work with C&B COE to keep track of compensation market trends and build effective retention strategies
• Partner with the global HBT & SPS organizations to ensure visibility of HTS talent in the global MRR’s and slating processes
• Build strong MOS and partnership with HBT & SPS HR leadership. Participate and contribute in global SBG MOR’s, staff meetings, and reviews on a regular basis
• Ensure policies & practices are enabling HTS to be the innovation engine for Honeywell
• Post Graduate / MBA in Human Resources or similar degree
• Working experience of a minimum of 15 years in the HR field; with at least 3-5 years as HR leader with regional/global responsibilities
• Willingness to promote and lead change
• Act as a coach / guide / mentor to senior leadership
• Capable of establishing and maintaining a network within Honeywell and externally
• Willing and capable to balance business needs, without sacrificing the HR role of being an employee advocate
• Proven ability to define and drive results in an ambiguous environment
• Strong communication skills and ability to handle multiple global stakeholders
• Passion to drive results
• Work with the division leadership, functional leaders and site managers to drive change, aligning human resources programs and initiatives with strategic objectives and annual business goals. Drive unified plans with measurable objectives that support business, financial and employee engagement goals
• Drive HR functional excellence through deployment of Eaton programs, ensuring quality of process and content and alignment with the EBS to achieve goals and objectives. Ensure that knowledge retention and sharing mechanisms are developed, continuously improved and sustained. Develop, optimize, document and standardize sustainable processes, sharing best practices across the division and larger organization
• Build organizational capability through ownership of talent management processes including acquisition, assessment, performance management, employee development, succession planning and retention. Manage and develop employee compensation/reward and recognition programs, driving pay-for-performance culture aligned with business objectives. Foster a culture of manager ownership and accountability of the employee life cycle
• Drive positive employee relations to provide an optimal work environment for all employees. Effectively deploy communication plans and utilize assessment tools (e.g. the employee survey) to determine organizational issues and action plans. Exemplify and lead Eaton Values, Philosophy and Ethics
• Minimum 7 years of increasing responsibility in a progressive HR environment
• Significant experience with development of HR systems and strategies, leadership and organizational development and compensation strategy
• Excellent verbal / written communication skills and the ability to influence directly and remotely
• Prior experience working with engineering and technology teams and a distributed workforce
• Experience with managing change and business integrations
• Experience managing global teams and operations
• Manage workplace injuries in accordance with the Return to Work policy and procedure
• A minimum of 5 years experience in a Senior Human Resources Management Position
• Demonstrated ability to execute change
• Strong background in developing and executing HR strategies
• Strong Industrial Relations experience and knowledge of New Zealand legislation
• A Degree level qualification or equivalent experience
• A competitive industry salary and generous annual leave benefits
• Four-year college degree from an accredited institution in HR, Business or related field required
• Minimum of three years experience in leading a team required
• Experience leading human resources for a P&L preferred
• Established track record of success in matters related to managing human resources in a mid to large sized manufacturing and/or distribution company with remote locations
• Strong computer skills including Microsoft Office products
• Effective verbal and written communication and presentation skills
• Team player; strong collaboration skills; ability to influence
• Self-starter; self-motivated, operates with a sense of urgency; ability to work independently
• Comfortable interacting with a wide variety of people with different personalities and backgrounds within Airgas and outside the Company
• Demonstrate the influencing and leadership skills required to drive continuous improvement of processes to maximize the Company, Divisional, and Regional Company’s performance
• The noise level in the work environment is usually moderate and the work environment varies (office, branch, customer visits, and plants)
• Coordinate the employment recruitment, screening and referral processes. Provide guidance and expertise to hiring managers and participate in the employment selection process. Coordinate new employee orientations, terminations, and transfers
• Manages employee files along with other compliance or requests for employment information
• Consults with supervisors and managers on diverse employee relations, organizational and human resource issues including coaching and disciplinary action. Assists with the investigation and resolution of employee complaints
• Develops, administers, communicates, and interprets policies that relate to the human resources function, i.e., preventing sexual harassment and violence in the workplace, overtime, benefits, FMLA, and paid time off, etc
• Completes ongoing duties required to maintain the compensation plan by compiling and analyzing survey data, preparing job documentation, evaluating jobs, and developing recommendations
• Assists with management and coordination of manpower on various job sites
• Assists with the various surveys and employee engagement in the workplace
• Assists with determining incentive targets and eligibility
• Coordinate, develop and/or provide training and development programs as necessary for employment law compliance and employee development
• Acts as Human Resources liaison between CSG companies and Duro Electric
• Bachelor's degree and five years relevant experience, or a combination of education and relevant experience
• Experience working in an arts organization desired
• Demonstrated interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group
• Degree in human resources management, business, or related field
• Minimum of 5 years of professional human resources experience
• Extensive working knowledge of principles and practices of human resources management and processes
• Extensive knowledge of employment and IRS legislation and regulatory information access
• Proficiency in HRIS, word processing and spreadsheet programs, and other basic computer functions
• Experience coaching and counseling employees, including management and non-management staff
• Ability to read, analyze, and interpret general and techincal business communications and regulatory materials
• Ability to communicate (verbally and written) on individual, small group, and large group levels, with all levels of staff
• Possess mathematical skills to accurately calculate cost/benefit analysis, determine and monitor budgets, calculate financial impact of employment regulatory or benefit trends or changes, and review wage, tax and benefit calculations
• Ability to facilitate and negotiate employment issues, using creativity and human relation skills to achieve goal of mutual positive resolution
• Ability to successfully work independently under general direction, determining how to accomplish tasks and achieve goals
• Serve as a key member of the management team, providing overview and insight into employee and employment related issues and trends; participate in organizational level strategic planning
• Monitor the effectiveness and equity of compensation policies, guidelines, and procedures, recommending and implementing revisions
• Handle employee relations counseling, including providing advice, meeting facilitation, and support to external Legal Counsel
• Maintain compliance with federal and state employment regulations
• Perform benefits administration, including provider and program research, recommendation and implementation, employee communication, enrollment and maintenance, and invoice review and approval
• Participate in employee termination decisions and oversee procedures
• Coordinate performance evaluation and earnings increase processes
• Supervise and provide guidance to Human Resources Manager and have ultimate resposibility for the work of the Human Resources Department, including recruiting, on-boarding, payroll processing, supervison of Human Resources Assistant and volunteers, and tracking, coordinating, and/or providing employee training
• Oversee Unemployment Insurance claims
• Maintain human resource information systems' data and compile reports
• Oversee the development and implementation of personnel policies and procedures, including handbook maintenance
• Provide input to department and program budgets, as related to human resource functions or expenditures
• Using various media sources and creative techniques, develop, write, and execute recruiting and informational materials related to employment opportunities
• Develop and revise documentatiion such as job descriptions and announcements
• Assume key leadership role in the YMCA organization to support operation of a quality, charitable, non-profit organization
• Develop awareness and an atmosphere of support within the community for the YMCA and its programs through active membership in related YMCA, community, educational, and professional organizations
• Participate in Manager on Duty shifts
• Serve in a lead or supporting role for identified YMCA special events
• Current PHR or SPHR and/or SHRM/CP or SHRM/SCP certification
• CPR and First Aid Certification within 90 days of employment
• Be a strategic and tactical contributor by delivering comprehensive, practical human resource solutions to the managers and associates in Hawthorne Hydroponics (HH) sector of the business
• Work closely with the CHRO and corporate HR on the business needs and support them by driving the development, analysis, and implementation of compensation programs, benefits, talent management/acquisition and other business needs
• Responsible for developing the executional HR integration plans of recent acquisitions and ensure communications and change management activities are proactively planned and delivered
• Coordinate the management of day-to-day employee relations issues including investigations, conflict resolution and litigation/EEOC support
• Drive the continual evaluation of the human resource infrastructure (systems, policies) and where inadequate alignment exists with the strategies of the business; recommend solutions through fact-based analysis
• Identify compliance risks within the HR processes and systems
• Embrace the company’s operating philosophy and culture (e.g. cross-functional teamwork, employee involvement, continuous improvement, innovation, creative thinking, etc)
• 10+ years' experience in a senior HR generalist position
• Capability in developing and implementing HR strategy
• Strong collaboration and consultation skills
• Demonstrated competence to skillfully communicate with all levels of employees and the leadership team
• Extensive knowledge of all local, state and federal laws to ensure legal compliance
• Degree and postgraduate HR qualification
• Analytical, written and verbal communication skills including the ability to influence all levels of management
• In-depth compensation experience
• Experience in organizational development and design, change leadership, talent management/succession planning, and performance management required
• Participate, and represent HR, in strategic planning / decision making and ongoing meetings with the regional US leadership team. Participate in HR strategy development and deploy strategic solutions to meet business objectives and provide strategic direction for the business
• Provide proactive talent thought leadership and insights based on current internal trends and/or emerging external trends for business leaders
• Provide people- and workforce-related advice, strategies, and solutions related to workforce planning, recruitment, learning and development, performance management, compensation, and succession planning using tools and assets developed by COEs
• Use workforce data generated by HR Services to formulate people insights and recommendations
• Advocate and champion the change to the new HR operating model within the business
• Deliver regional feedback and user experience on program / policy design to COEs for program adjustments
• Proactively contribute to the transformation of the HR operating model, with the aim of creating a globally integrated function that is scalable, flexible, efficient
• Act as the key point of contact for business needs, leveraging COE solutions to meet business objectives
• Coach and develop leaders and managers to deliver people management capabilities
• Scan and understand the business’ markets, environment, and needs, sharing insight back into HR with the COE and HR Operational Services
• Partner and bring in resources from the COE to implement HR solutions that meet the distinctive challenges and needs of the business
• Drive a program of work that builds the attraction of the employer brand for both existing and new employees in all of the business lines. Achieve this through enhancing approaches to all of the elements that make up the employee brand (leadership, reward, performance management etc.) strategy and employee brand as well as with GBM’s specific HR approach
• Build the organization capability of the business lines by ensuring that the right people with the right skills are organized in the right way. Identify the target organization capability shape for the business lines and ensure that there is a program of work in place that addresses any short-falls in people capability. Achieve this through developing either hiring or learning interventions and by driving an effective talent development process
• Ensure that HR in the US has the organization capability to support the various business lines across the US
• Leverage COEs to assist with the delivery of key recruitment, learning, leadership and reward interventions
• As a member of the GBM HR management team, ensure consistent and ongoing input to Group Human Resources and wider Human Resources best practices
• Stay on top of regulatory changes which may impact employees in the US
• Sit on regional Scotiabank executive Committee and the Scotiabank US Operating Committee providing updates on Human Resources
• University degree, preferably with a focus on business / human resources
• Professional HR designation
• Minimum of 14 years of relevant HR work experience
• Consulting Agility - Ability to align HR solution to business imperatives
• Business Fluency - Financial and business operations acumen
• Visionary Leadership - Successful advancement of ideas and solutions
• Adaptability to Trends -Adaptability to future workplace dynamics, stays on top of trends, has a strong external network
• Experience developing and leading a people agenda in an ambitious and growing company with international reach
• High level of enthusiasm and passion that energizes organizations into a change mentality. Will be equipped with highly effective leadership skills to ensure successful delivery of change
• Be familiar with all applicable US Federal Labour Laws and regulations as well as the local Labour Laws and regulations for several states (Louisiana, Texas, Massachusetts, New York, Florida)
• Comfortable and has experience working as an autonomous operator in a location remote from the head office, but at the same time be able to secure their support for the regional agenda and comply with requests that maybe required for head office

Human Resources Director, Hrbp Resume Examples & Samples

• As a member of management team, provides input in defining a vision of the desired culture and work environment, provides advice and direction on how to make the vision a reality; helps business leaders develop a roadmap for change, implement and managing changes within their coalitions
• Contributes to the crafting of the overall business strategy and provides a HR perspective in the coalition’s long-term action plans
• Facilitates organization design & development initiatives, with evaluation of effectiveness and efficiency. Ensure succession plan and talent pipeline in place to fuel the growth of organization
• Discuss and develop coalition’s manpower plan per business strategies. Work with COEs to ensure a highly qualified workforce
• Performs the role of an in-house consultant on people-related matters. Proactively serves as the “eyes and ears” of management on all decisions that impact the workforce; counsels and coaches people leaders on effectively handling various employee issues or problems
• Stays abreast of developments within the field of Human Resources and wherever possible and appropriate, ensures that “cutting edge” HR practices and procedures are introduced to the environment of VF
• Effectively coaches and develops the HR Partners team and continually enhance team’s capability in meeting business challenges and changes. Evaluates the effectiveness of HR performance on an ongoing basis and identifies and recommends changes to improve effectiveness
• Develop and adopting the most appreciate approaches in implementation HR strategic to employees from diversified cultures. Ensure culture-relevance in launching HR programs that aligns with VF Diversity & Inclusion direction
• Over 10 years HR experience in MNC, preferable worked in more than one HR functions with at least 3 years in HRBP regional role
• Bachelor degree or above, preferable major in business management
• High proficiency in coaching, mentoring and facilitation skills
• Strong influence and interpersonal skills with high cultural sensitivity. Able to effectively engage and motivate peers, inter-customers, subordinates and other key stakeholders
• Proven track record in developing and implementing organizational and employee development programs
• Proven leadership capability with experience in managing HR teams across matrix organizational structures
• General understanding of labor relations and laws in major Asia countries
• BA/BS degree or equivalent practical experience, MA/MS/MBA degree preferred
• 10 years of HR or relevant HR Business Partner experience
• Review, (re)structure and lead all formal people processes including hiring/interviewing, talent reviews/calibration, promotions, career pathing, training, etc
• Wake up every day thinking about key levers to make VH a Special Place to Work; structure into defined set of initiatives and work with business leaders to implement
• Great at influencing through strong relationships, expertise and data. Ability to manage a complex set of stakeholders
• Comfortable rolling up your sleeves to get things done and the next moment being part of deeply complex strategy discussions
• Great communication skills and understand how to communicate large, complex change
• Strong analytical and problem solving skills. Ability to analyze data, understand trends and develop recommendations for action based on the analysis
• Partners with management to communicate and administer various human resources policies, procedures, laws, and government regulations
• Responds to employee relations issues, such as employee complaints, to include claims of harassment or discrimination
• Processes bi-weekly payroll accurately and timely
• Oversees the recruitment, interview, and selection process for entry level, professional, and technical job openings within areas of responsibility
• Conducts new hire orientation for all new employees
• Administers various employee benefit programs, such as group insurance, life, medical and dental, accident and disability, 401(k) retirement programs, and PTO plans for employees within designated treatment center
• Manages workers compensation and partners with management to ensure a safe and healthy work environment
• Initiates, plans, and participates in company events to foster a positive culture for employees
• Maintains department recordkeeping standards and is responsible for keeping all personnel files up to date and secured
• Conducts all required trainings and serves as the Chairperson for the Diversity Committee
• Responsible for compliance with CARF and JCAHO Accreditation standards within areas of responsibility
• Coordinates 90 day introductory reviews, as well as annual performance reviews for areas of responsibility
• Minimum 5 years’ experience in human resources
• Healthcare experience REQUIRED
• Must be proficient in Word, Excel and Power Point
• Four years of management experience in a public or private organization which included responsibility for each of the following: a) development of program rules and policies, b) development of long and short-range goals and plans, c) program evaluation, and d) budget preparation, OR
• Three years of management experience in a public or private organization which included responsibility for each of the following: a) development of program rules and policies, b) development of long- and short-range goals and plans, c) program evaluation, and d) budget preparation; AND 45-48 quarter hours (30-32 semester hours) of graduate level coursework in management, OR
• Any combination of education, training and experience that demonstrates the ability to perform the duties of the position
• Ability to direct strategic planning, employee relations, diversity initiatives, and compliance with federal, state, and local laws
• Relationship building skills with both internal and external clients and stakeholders
• Skills in promoting and implementing process improvements and innovation
• Ability to motivate employees and foster teamwork
• The successful candidate must pass a criminal history background check. Adverse data may be grounds for immediate disqualification
• Employee relations, investigations and progressive discipline
• Federal and state law compliance
• Deployment of corporate policies and procedures
• Oversee bi-weekly payroll processing
• Oversee annual merit increase and bonus process
• Oversee talent acquisition and employee onboarding
• Oversee immigration and Visa process
• Facilitate training courses as required
• Annual Performance reviews
• Compensation recommendations
• Benefits implementation and annual negotiations
• 401(k) fiduciary responsibilities
• Supervision of human resources staff
• Reporting as required by Senior Management
• Strong communications skills: interpersonal, oral and written
• Exercises good judgment, and must be able to work with highly confidential information in a discreet manner
• Must be able to provide excellent customer service to staff at all levels within the organization
• Efficient time management in order to handle multiple projects simultaneously including prioritizing, organizing and planning effectively to meet all deadlines
• Ability to function effectively both independently and as a member of a team
• Self-motivated, with a proven ability to learn quickly and work effectively in an evolving and fast-paced work environment
• Basic accounting knowledge and mathematical skills
• Computer Skills: Microsoft Office Suite, including Excel, Power Point, Word, and Outlook

Human Resources Director New Businesses Division Resume Examples & Samples

• Developing HR strategy to support the growth of the business, including, but not limited to talent management, rewards and compensation, employee relations and related
• Ensure that the business structure supports the growth strategy, including leading any possible restructures, acquisition integration or divestments that may result
• Provides oversight and direction to the Business Unit HR Managers with respect to all aspects of Human Resource management. Effectively leverages and collaborates with non-NBD HR staff who are supporting hosted employees in other JM sites
• Manages the hiring of qualified applicants for approved positions at the senior management level. Ensures that Business Unit HR Managers are complying with Group policies and practices around the recruitment and selection process for their local business units
• Leads the acquisition integration process for any acquired businesses within the division
• Leads the divestiture process during change in direction or restructuring
• Ensures that Group and national or regional HR policies and processes are applied consistently and in alignment with Johnson Matthey‘s policies for relevant countries and locations
• Participate in the Johnson Matthey senior HR leadership team and specific projects at the NBD or Group level
• Ideally educated to degree level and preferably professionally qualified; or equivalent experience gained in an HR environment within a global business
• Demonstrative knowledge in UK employment law and general HR policies and procedures. Knowledge of employment laws and regulations in other countries a benefit
• Employee / labour relations experience
• Proven experience of operating effectively within a team, as well as independently at all levels within an organisation
• An understanding of behavioural safety, LEAN manufacturing and working within a business that supports a coaching culture is desirable
• Fluency in spoken and written English is required. Fluency in other languages is an advantage
• Proven experience of
• 31st March 2017
• Compensation/Benefits: Maintains relationship with area hotels and conducts regular wage surveys to ensure competitive wages. Works with B. F. Saul Company Hospitality Group’s HR/Payroll department to ensure timely processing of team member increases. Monitors and administers compensation/benefits for both hourly and salaried team members
• Team Member Relations: Provides leadership support in maintaining union free status. Responsible for ensuring fair and consistent application of federal, state and local laws. Plays a key role in ensuring effective team member relations, and serves as a resource for performance management with hourly and salaried team members
• Training: Analyzes quality issues, identifies training needs and ensures implementation to improve results. Assists in the administration and delivery of all training and development programs. Utilizes available resources and adheres to B. F. Saul Company Hospitality Group training policies
• Safety/Risk Management: Manages the workers’ compensation program and assists in providing a clean and safe work environment

Global Human Resources Director Resume Examples & Samples

• University degree in business or Human Resources
• 7- 10 years of HR business partner experience, preferably in a retail organization, and 2-3 years leading an HR team
• Demonstrated management or leadership skills, preferably experience leading other HR professionals
• Proficient with SEA countries' HR practices and employment laws, compensation, hiring, performance management, coaching and employee relations
• Knowledge of HR and payroll technology
• Ability to travel within Southeast Asia and to the U.S., when required
• Participate in Division’s Senior Leadership team in management of the business (multiple manufacturing plants in N America)
• Establish the long term vision and strategy for the Imerys Division's HR function
• Oversee the development of yearly objectives and development of action plans to achieve objectives
• Responsible for compliance with Employment laws and Imerys Human Resource policies, practices, and standards
• Oversee the recruitment and selection; training and development; salary and benefit administration; organizational development; and policy administration for the Carbonates North America work force
• Lead efforts towards positive employee relations and organizational alignment through internal communication and other methods to maximize employee engagement
• Oversee labor relations activities, including union contract negotiations
• Focuses efforts to achieve targets such as those associated with absenteeism, turnover, lost work days, productivity, % of overheads; and time to fill a vacant position
• Lead and develop the team of human resource professionals
• Provide managerial coaching to leadership team and subordinate managers
• Bachelor’s Degree in Business, Management, Human Resources or related field
• Manufacturing and/or Mining Industry preferred
• Over ten years of experience in human resources with increasing supervisory responsibilities
• Thorough knowledge of laws affecting human resources administration
• Minimum of 3-5 years leading complete HR function for a site/business with a
• Proven ability to create a vision and develop an action plan to achieve the vision
• Demonstrated ability to gather people’s involvement and commitment to accomplishing tasks/objectives
• Strong communication skills, including developing the intended message, supporting the message with appropriate aids, and communicating the message both in writing and verbally through various platforms, such as, personal, written, electronic, telephonic, video-conference, etc
• Must have a bachelor's degree in human resources or in a related field OR documented evidence of equivalent demonstrated knowledge, skills, and abilities
• Professional certification (e.g., PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred
• Must be able to provide effective human resources assistance to ED and all department or facility supervisors in areas including but not limited to: associate relations, recruitment/retention, selection, compensation/benefits, and corrective action
• Must be able to maintain personnel files, confidential/medical files, Form I-9s, and other documentation as required by law and facility policy
• Must be able to plan, coordinate, and conduct (or supervise) all in-services
• Must exhibit excellent customer service and a positive attitude
• Must demonstrate dependable, regular attendance
• Must be able to concentrate and use reasoning skills and good judgment
• Must be able to sit, stand, bend, lift, push, pull, stoop, walk, reach, and move intermittently during working hours
• Must be able to read, write, speak, and understand the English language
• Act as strategic and tactical Human Resources support to the US Manufacturing business unit by being embedded (as appropriate) within the BU and being fully engaged in the day to day operations of the BU. Provides HR assistance, counsel, advice and operates as a strategic thought partner to the BU Leader pursuit to achieving the BU goals and objectives. Sit on leadership team influencing both HR and non-HR business issues
• Lead a team of 4 direct reports (HR Managers and HR Generalists) and 1 indirect report to support total US Manufacturing footprint of 1700+ employees in Union and Non-union facilities across 5 states through strategic and tactical support to the organization in Business Partnership, Compensation, Benefits & Payroll, Labor Relations, Recruitment, Organizational Design & Development, and Change Leadership
• Teach, mentor, guide, and coach individual contributor direct reports to hone technical and leadership skillsets and competencies in order to enable development and growth in career
• Drive and lead Labor Relations
• Drive action plan and strategy with BU Leaders to ensure appropriate organizational structure, evaluate employee performance and development, drive talent improvement, and manage succession planning. Drive talent development across assigned organization
• Lead HR function in acquisition and integration of businesses
• Recruits to staff open positions by working through the company "Talent Acquisition Group", contingency search firms, job fairs, governmental agencies and on-line applicant searches. Implement recruiting/interviewing processes and standard work within Business Unit
• Define and drive organizational culture. Facilitate metrics and organizational communication strategy to drive culture
• Develop HR bench strength; ensure delivery of HR support across multiple locations
• 9+ years plus the education listed below
• Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) preferred
• Knowledge of U. S. labor law, its application in an industrial environment, how it affects the administration of policy and decisions relevant to their application, demonstrated knowledge of Management/Union relations including labor negotiations, dispute management and the skill to operate effectively within a union environment
• Ability to achieve results and follow-through
• Demonstrates leadership abilities
• Must be able to give feedback to and present across all levels of the organization
• Demonstrated ability to drive culture change, integrate businesses
• Strong organizational and talent development skills
• Knowledge of employment law and how it affects the administration of policy and decisions relevant to their application
• Skilled managerial expertise that enables the individual to appropriately manage a staff to ensure successful completion of responsibilities and coaching skills that enable him/her to coach/counsel other management personnel in the management of their reports
• These skill sets include strong verbal and written communications, math skills that are sufficient to manage compensation calculations and project costs, the ability to adapt the communication to the audience and positively influence others
• Well developed skills in evaluating talent to determine the highest probability of success for potential hires or promotional assignments and career development
• Functional computer skills such as Microsoft Office, Excel, Power Point, Outlook, Visio
• Master’s degree in Human Resources or related field or equivalent experience
• Experience in union settings
• Ability to commute to regional locations
• At least 8 years of Human Resources experience in healthcare
• Knowledge of current labor and employment laws and trends
• Proficient knowledge of Microsoft applications, Workday and/or other HR MS technologies
• Strong communication, interpersonal and analytical skills to effectively collaborate, build relationships and manage change
• Oversee Personnel and Employee Relations
• Oversee Labor Relations
• Oversee Employee Benefits
• Oversee Risk Management
• Administration of total pre-employment process, including the recruitment, interviewing, and screening of all applicants
• Administers weekly payroll, wage and salary policies, and the performance appraisal process for employees
• Practice and comply with all Company policies and procedures (EEO, Harassment, Safety, Sarbanes Oxley, etc.), as well as all local, state, and federal laws
• Maintains all human resource files and salary records for employees and temporary labor
• Keeps legal counsel abreast of any pending human resource and labor matters
• Administer orientation process for all new hires, the employee recognition program, and wage and benefits surveys for non-exempt positions
• Develops and administers necessary in-house training
• Performance of other duties which are deemed by management to be an integral part of the job, including but not limited to fulfillment of work schedules, adherence to attendance policies, and other applicable operating rules, policies and procedures
• Drive business results by ensuring HR strategies and plans are translated into concrete actions and tangible outcomes
• Champion culture by aligning people with the business mission, vision and values; champion employee advocacy and relations
• Attend Quarterly Meetings to report and describe any issues, programs and concerns in the operations functions
• Shape organizational structure by aligning business requirements and conditions with people and capabilities
• Implement position and competency frameworks and design motivational career paths
• Monitor and foster talent development through consultation, development plan execution and measurement/evaluation
• Plan for succession and identify the values, behaviours and skills required for future leaders
• Enable a working environment where sharing knowledge and expertise is encouraged
• Serve as general advisor on employment law and government regulations
• Monitor KPIs and provide excellent HR service delivery (timely, accurate, efficient and responsive)
• Maintain knowledge of industry trends and employment legislation; insure compliance
• Drive for continuous improvement – HR processes
• Minimum of 10 years progressively responsible HR experience; minimum of 5 years HR leadership role; field experience required
• BS in Human Resources or related field; MBA or MS with HR emphasis a strong plus
• Demonstrated understanding of core HR competencies – Employee Relations, Compensation and Benefits, Recruiting and Retention, Talent Management and Organizational Development, Performance Management, Compliance, EHS & Risk Management, Change Management
• Demonstrated success implementing HR programs, systems and initiatives
• Strong business aptitude; specific industry/business experience preferred
• Development of strategic recruitment plan for identifying both management level positions and all hourly positions
• Drive/reinforce the Omni Culture
• Administers the salary administration policies and programs. Reviews and readjusts salary ranges every 12 months; conducts local wage surveys annually; monitors merit increases pools and increases
• Coordinates management development and associate training. Recommends new programs based on need
• Oversees associate benefit program administration
• Stays abreast of all Federal and State laws and keeps management advised of changes which affect associate and operations
• Provides counsel and assistance to all management personnel in regards to associate problems dealing with supervision and administration
• Conducts annual associate engagement survey in conjunction with corporate personnel
• Four or more years in HR Management in a four or five diamond property hotel with over 150 Associates
• Proven leadership skills which support an environment of employee growth and development, interdepartmental teamwork and exceptional customer service
• Must be service and detail oriented; possessing a friendly approachable demeanor and strong problem-solving skills
• Computer proficiency; to include Microsoft Office and Windows
• Exceptional communication and influencing skills – strong EQ
• 10+ years Human Resources experience in a large, decentralized, unionized environment, or strong management background with exceptional track record in getting things done through others, and a thorough understanding of the business
• Demonstrated ability to drive results, through influence and effective change management
• Strong knowledge of HR functions: associate relations, labor relations, staffing, compensation, benefits, leadership development, compliance
• Ability to work well independently and as a team member, is self-driven with a sense of urgency
• Team leadership experience
• Strong analytical skills and leadership skills
• Ability to travel 60%
• Bachelor's degree required, Master’s Degree preferred
• Develop, maintain and direct all Live Pork human resources activities, e.g., record keeping, policy compliance, benefits and leave administration, performance management, talent acquisition, etc
• Ensures adherence to all federal, state and local regulations governing human resources processes, including FMLA, EEOC, ADA, etc
• Develop, collaborate, and communicate changes in the organization's personnel policies and procedures and ensure compliance
• Oversee and facilitate HR operations including the recruiting, selecting, orienting, training, coaching, counseling, and disciplining functions; maintaining compensation; resolving problems; and implementing change
• Direct the business unit’s EEO and AAP recruiting and activities
• Implement corporate programs and directives, collect and provide feedback to affect improvement in overall HR functions
• Provide counsel to managers on performance management and employee relations that will promote commitment to JBS culture
• Work with management to plan and implement employee engagement and retention programs
• Reviews reports and develops procedures to reduce absenteeism and improve employee retention
• Represents Company at personnel-related hearings and investigations
• Maintains knowledge of industry trends and employment legislation and ensures compliance
• Accomplish special project by identifying and clarifying issues and priorities; and communicating and coordinating requirements
• Perform other duties as needed and/or assigned
• Bachelor’s degree in Human Resource Management or related field
• 4 or more years in HR-progressive HR generalist experience within food industry
• Strong communication and public speaking skills
• Willingness to work in agriculture/hog farming environment
• Strong leadership, interpersonal and communication skills
• Managed a municipal human resources department in full-service community
• Experienced in Risk Management including worker’s compensation, safety programs, and insurance
• Strong background in civil service recruiting, affirmative action, wellness, HRIS, and organizational development and training
• Played a significant role in municipal collective bargaining, including units covering public safety employees
• Proactive, forward thinking, and have a track record of effectively leading change, improving customer service
• Building mutually productive relationships with a wide variety of internal and external stakeholders

Human Resources Director to Volvo GTO, Köping Resume Examples & Samples

• Being responsible to drive, implement and secure the HR strategies, processes and KPIs within Köping
• Driving change management by using our Volvo Production System (VPS)
• Taking an active role and responsibility in Köping management team and GTO Powertrain Production HR network
• Coaching & mentoring management in HR related issues
• Support to improve the important engagement and participation from all employees in order to define and implement needed improvements
• Communicate HR strategic information to the organization and secure an honest cross-functional dialogue
• Develop organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives
• Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and labor relations
• Manage human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change
• Enhances department and organization; exploring opportunities to add value to job accomplishments
• Min 5 years relevant experience. Multinational/ exposure
• Experience in health care preferred
• Must be able to provide effective human resources assistance to ED and all department supervisors in areas including but not limited to: associate relations, recruitment/retention, selection, compensation/benefits, and corrective action
• Must be able to conduct facility orientation for all new associates
• Must be able to effectively manage and operate within budget
• Must exhibit excellent customer service and a positive attitude towards patients
• Must be able to assist in the evacuation of patients
• Must be able to communicate and function productively on an interdisciplinary team
• Advises Entity leaders on HR issues including employee and labor relations, training, performance management, leadership development, compensation & benefits administration, talent acquisition
• Facilitates activities and makes decisions concerning employment and employee relations
• Conducts employee training on HR policies and programs
• Ensures HR programs support the direction and goals of the Entity while maintaining System alignment
• Acts as an advocate for local employees in the design of system-wide HR programs
• Partners with Corporate HR to implement system-wide initiative and programs
• Promotes, models and oversees the mission, vision and values of Steward Health Care
• Bachelor’s Degree in Business, Human Resources, or related field. Equivalent combination of education and experience
• 10 years Human Resources Generalist experience, 3 years at a supervisory level
• Provides strategic support to the Facility CEO and management team by recommending human resources objectives that promote a higher level of morale, increases employee engagement, fosters employee retention of “A” players, and drives improved productivity consistent with growth and profit objectives
• Maintains and applies knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance; acts as primary contact with labor counsel
• Conducts training and provides coaching to facility employees on topics including interviewing, hiring, terminations, performance evaluations, safety, and compliance
• Manages the performance review program to ensure effectiveness, compliance, and equity within organization
• Manages a process of organizational development by evaluating organization structure, job design, and succession planning
• Manages pay policies consistent with the Company’s pay philosophy
• Manages the talent acquisition process by ensuring consistent recruiting and placement practices and determining position requirements in support of the facility business needs
• Oversees new employee orientation and the on-boarding process to ensure a positive transition into the position
• Analyzes Human Resources key metrics (turnover, exit interviews, days to fill positions, cost per hire) and utilize data for process improvements
• Ensures necessary HR licensure requirements to ensure compliance with CARF, State, and local agencies
• Oversees leave of absence process in compliance with State and Federal regulations
• Coordinates or conduct exit interviews to determine reasons behind separation
• Oversees work place accident investigations and claims reporting with Workers’ Compensation insurance carrier
• Consults with legal counsel as appropriate or as directed by the CEO on personnel matters
• Responsible and accountable for managing direct reports
• Preparation and presentation of performance evaluations
• Provides objective feedback to employees
• Makes appropriate compensation recommendations, if applicable
• Provides appropriate training for department and hold staff accountable for attending required training
• Holds interviews for vacant positions and makes appropriately selects candidates to fill open positions
• Responsible for recommending and ensuring regulatory staffing patterns & managing annual budget
• Monitors adherence to company and department policies, procedures and practices
• Creates and supports a positive, professional, team-oriented, harassment free work environment by understanding and complying with the company’s policies
• Business partner and strategic HR resource for the Manufacturing organization
• Provides change management, organization effectiveness, design and development leadership to support: the HR, Manufacturing and Business Strategies
• Owns the HR strategy in Manufacturing to deliver positive employee and relations and to ensure a winning workplace for employees at all levels
• Partners with clients to determine core objectives and deliverables, aligns them with the HR strategy, then plans and ensures their implementation
• Drives Human Resources process improvement and standardization
• Serves as a liaison to Domtar Corporate Centers of Excellence to better serve the HR and Manufacturing Personal Care Group needs. Determines when specialist participation is required
• Develops, executes, communicates, and supports corporate HR / People initiatives
• With DPC HR VP, leads the Human Resources Manufacturing team talent development strategy and implementation
• With the VP of Manufacturing, leads and designs organizational change initiatives to achieve quantifiable improvements in organization effectiveness across the manufacturing organization
• Directs and/or performs internal investigations of escalated employee claims
• Remains abreast of and leads and manages all Manufacturing compliance, regulatory, and legal related issues including governmental inquiries
• Identifies, develops, and implements new policy and procedures
• Active participant in acquisitions including due diligence, integration planning and execution. Leadership role in post-closing integration and restructuring
• Directs training and development initiatives across the Manufacturing organization
• Guides recruitment efforts to support Domtar Personal Care Manufacturing hiring needs
• Manages the resolution of significant employee and or labor issues / grievances
• Develops both employee engagement and employee relations strategies to create and sustain positive team relations at all organizational levels, and supports the Great Place to Work Strategy
• Drives union avoidance initiatives, training, and implementation as appropriate
• Provides HR functional feedback to HR VP for manufacturing team members
• Management experience supervising staff in a university or other organization
• Experience with organizational assessment and planning
• Experience with the creation of policy and procedures, and implementation
• Intermediate skills with MS Office applications
• Experience communicating sensitive information and maintaining confidentiality
• Experience working with dynamic and diverse groups and individuals, building consensus and establishing compromise in difficult situations
• Excellent communication, interpersonal, and problem-solving skills
• Experience leading teams and facilitating discussions
• Effective management of multiple projects and assignments, and complex administrative processes
• Master’s degree; PHR and SPHR Certification
• Knowledge and interpretation of university policies and procedures
• Experience with academic appointments and Academic Human Resources policies and procedures
• Experience with software and systems supporting management of employee documents
• Experience with change management
• Experience with Workday payroll and HR services
• Develops recruiting and retention strategy for the region with a focus on short- and long-term staffing. Partners across divisions for company-wide initiatives around recruiting, technology, and analytics as needed. Ensures all recruiting efforts comply with the Company’s Affirmative Action Program as well as state and federal laws
• Forecasts the number of trainees needed to build bench strength and the talent pipeline for both short and long term needs. Directs recruitment and selection of trainees. Monitors trainee progress throughout the program, ensures the program goals are met, and that trainees successfully complete their program
• Increases bench strength of the employees within the region. Monitors current openings, identifies training and development needs of employees, and facilitates work experiences to enable employees to develop professionally
• Manages the Division Training Manager and serves as a liaison with the Training Department in Atlanta. Provides input suggestions to enhance the value of the training programs to the business. Monitors overall training efforts in region, ensures employees are trained in a timely manner, and that they meet/exceed the company training goals
• Manages the preparation and maintenance of regional succession plans
• Interprets questions and provides answers regarding human resources policies, procedures, and benefits
• Consults on sensitive employment issues such as progressive discipline up to and including employment terminations. Works closely with corporate Human Resources to ensure consistency with corporate policies, philosophy and resources
• Acts as initial contact and investigator for all charges of discrimination or employee litigation within the division. Assists corporate Human Resources to prepare answers to charges and with managing legal challenges to most effective close
• Conducts semi-annual audits of all regional locations to ensure
• Leadership of HR team and function to achieve excellence in
• Strategic Alignment (IDEX and BU) and Execution
• Feedback/Coaching for SLT & President
• Compliance and HR Administration
• Health, Safety & Risk Management
• Work with HR team to develop skills and capabilities involving, delegating to and/or coaching them in the appropriate areas outlined below
• 10+ years of experience in Human Resources Generalist roles including past
• Contributes to the overall success of the company by effectively managing the Human Resources function within the Dallas- Fort Worth Area
• Provides leadership, develops and implements HR initiatives: Associate relations, HR policies and procedures, wage and salary management, benefits, employment laws and regulations, staffing and retention, payroll law and processing, and training & development
• Interfaces directly with field supervisors, associates, and senior leadership on organizational changes to meet operational short- and long- term goals
• Manages the recruitment, sourcing, selection and hiring of Management positions within the all divisions
• Ensures legal compliance with all employment-related federal, state, and local government laws
• Develops and ensures fair treatment and equitable application of company policies and procedures for all Associates
• Oversees the management of Associate relations and grievance issues including investigation, documentation, and resolution. Works directly with management as needed to assist them in carrying out their responsibilities on personnel matters
• Resolves escalated communications and work related disputes between Associates and management either through direct negotiations or working with outside legal counsel
• Coordinates with Corporate Shared Services Center to support benefits administration, including execution of the open enrollment process, daily administration, and Associate communication
• Oversees the maintenance of HR-related content on the company's HR/payroll ADP Vantage
• Ensures timely response and interaction with appropriate agencies: TWC, OSHA, DOL, EEOC, etc
• Supports and administrates Associate and Leadership training
• Administer and processing Associate leave (FMLA, LOA)
• Assesses and reports to the Vice President on the Company's compensation structure to ensure competitiveness in the marketplace
• Additional corporate projects and responsibilities as necessary
• Minimum of 5 years of general and progressive HR experience is required
• 3-5 years of supervisory experience preferred
• Experience working in multi-unit/division environment (400-500 employees)
• Must possess strong knowledge of applicable federal, state and local HR and Employment Laws (i.e FMLA, FLSA, ADA, etc)
• Ability to maintain strict confidentiality is a must
• Ability to read, analyze, and interpret technical procedures, regulations or documents with a similar degree of complexity
• Strong interpersonal skills. Excellent verbal and written communication skills
• Computer literacy: Proficiency and working knowledge of Microsoft Office
• Experience in analytical reporting on KPI's
• Manage company-wide unemployment program which includes response and participation in hearings as appropriate
• Prepare and maintain handbook on policies and procedures
• Responsible for managing employee records and ensure compliance with legal requests and records retention
• Interpret related policies and procedures and monitor compliance with appropriate laws and regulations
• Will collaborate with HR Directors to respond to any legal inquiry related to formal employment/disability complaints
• Recognize potential employee relations issues and take or recommend necessary corrective action
• Research and document any state or federal agency complaints, and coordinate response with legal counsel
• May support recruitment efforts for call center and corporate to maintain the quality and level of staffing
• Minimum of 5 years of progressive HR experience as a generalist
• Excellent organizational and time management skills
• Must be able to work with confidential information
• Proficiency in utilizing HR technology and systems - HRIS, ATS, LMS, etc
• Collaborates with business leaders within assigned business divisions and the HRD, to guide the development of HR strategies that attract, develop, and retain talent
• Proactively assess business performance to develop HR solutions that enable business strategies, foster leadership success, and drive the employee experience
• Works closely with HR infrastructure and functional partners within the business to deliver solutions and change management plans that drive sustainable business results
• Develops and drives the implementation of HR strategies and initiatives that align with the business priorities and goals of Rent-A-Center
• Coaches coworkers and business units on various human resources matters including employee relations, performance management, employment law compliance, policy interpretation, and recruitment support
• The HRD will be the primary interface for one or more business unit at the divisional level. This typically includes alignment with business units that are P&L based. The role interfaces with leaders at the SVP level and below
• Bachelor’s Degree or equivalent combination of education and experience
• SPHR and/or SHRM-SCP certification preferred
• 3-5 years of experience in a diverse range of HR functions desired
• Business Acumen: understand business and industry factors to shape how strategies are developed, implemented and sustained
• Excellent interpersonal, communication, relationship, organizational and presentation skills
• Ability to travel may be required

Human Resources Director First Aid & Safety Resume Examples & Samples

• A valid driver's license
• Willingness to travel 50%
• 2 to 4 years of HR experience as a manager required
• Bachelors degree in business or HR management or equivalent work experience
• Experience in the following HR responsibilities preferred: Payroll, Benefits, Compensation, Talent Acquisition & Retention, General and College Recruiting, Training, Orientation, Employee Relations required

Divisional Human Resources Director Resume Examples & Samples

• Supports the Human Resource efforts of the Corporate Enterprise Units (Finance, IT, HR)
• Works closely with Senior leaders on advising on day to day organization issues including strategic organization design, talent management, recruiting, application of employment, benefits and workers compensation laws and regulations and Covance's employment policies in the contexts of hiring, discipline, employment termination, training, compensation, benefits, leave, equal opportunity and other human resources issues
• Partner with management to model, shape and assess the organizational culture which will foster a continuous improvement culture and achieve targeted business objectives
• Ensure compliance to the company's human resources policies and appropriate government laws and regulations
• Actively seek opportunities for continuous improvement within the human resources function, as well as make suggestions and champion action plans around those opportunities
• The HR Director must be open and available to discuss human resources matters with the entire workforce
• Provide recruitment support within the organizational units (may include identifying staffing needs, working with staffing function in screening/interviewing candidates, and managing the remainder of the process)
• Identify general business skill/HR related training needs; assist in the design/facilitation of this training, work with line management to identify technical/industry training needs of staff
• Manage compensation and performance management process for client groups in accordance with policy and procedures
• Partner with senior management in developing retention incentives and strategies
• Provide mentoring/coaching to Sr. management using tools such as 360 Coaching or Performance Management
• Interpret HR policies and procedures for employees and managers
• Research and recommend career development activities with supervisors/employees
• Collaborate with client groups in organizational analysis as needed
• Liaise with counterparts and managers globally to ensure consistent communications and practices as needed
• Audit Human Resources employee database reports on a monthly basis; ensure accuracy of employee changes
• Maintains the work structure by ensuring job requirements and job descriptions for all positions are up to date
• Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies
• PHR/SPHR/MBA certification/degree a plus
• 7 to 10 years human resources experience in a fast-paced global environment, including direct experience in manager and employee development, hiring, benefits administration, performance management, change process, communication processes, compensation and wage structure, supporting diversity, job descriptions and classifying employees, employment law
• Experience coaching and working with Senior Leaders
• Strong communications skills, including interpersonal and analytical problem-solving skills
• Must have demonstrated strong computer skills in PowerPoint, Word and Excel and People Soft
• Excellent writing, editing, analytic, presentation, organizational and time management skills required
• Bachelor’s degree required, preferably in Human Resources, Organization Design/Development, Labor/Industrial Relations, or Industrial/Organizational Psychology
• 10 years of previous human resources experience required, with at least 5 years in a HR generalist position
• Proven track record of delivering business results and building effective partnerships with business leaders
• Previous leadership/supervisory experience strongly preferred
• Outstanding people generalist with a proven track record in strategic HR leadership
• Problem solving, results-oriented leader with a positive attitude
• Ability to partner well with senior management team; proven strength in providing counsel and feedback to executives and leaders at all levels of the organization with diplomacy and tact
• Solutions-oriented with strong employee relations skills/experience
• A strategic thinker, yet focused on execution
• Experimental, ready to learn and open to change
• Committed to building a diverse, inclusive work environment
• Strong experience with human capital analytics required, with the ability to extract data from information sources and use it for analysis of trends and issues impacting the business, as well as to make recommendations to senior leaders
• Strong computer skills with MS Office products; advanced skills with Microsoft Excel preferred
• Strong collaboration skills, proven success in working with others to deliver results
• Strong planning skills with proven success in project implementation
• Strong prioritization and time management skills
• Comfort handling difficult conversations
• Directly support Sr HRMs within the Group and independently consult Field Leaders on holistic HR practices
• Leverage internal and external factors (new competitors, compensation, team mix/performance, diversity, etc.) to ensure the work of the HR team is prioritized to drive impact and proactively identify Network/Group's staffing challenges & determines priorities
• Plan and direct succession planning initiatives for Field and building leaders
• Identify Group-level trends to pinpoint gaps and capitalize on business opportunities
• Be financially accountable
• Create, model and expect a culture of compliance to protect Target's reputation and team, maintaining routines that satisfy federal, state and local laws and regulations, including minor and meal-and-rest-period laws in all distribution centers in the group; ensure adherence to company policies and procedures and handling confidential information
• Utilize HR data to determine opportunities for improvement and develop action-oriented plans for the group
• Partner with Field Leaders and other partners on escalated employee relations cases, conduct appropriate investigations and find reasonable solutions; further escalate cases that have regional or company-wide impact as needed
• Build a Group-level engagement strategy for Field Leaders, identifying issues and following up to ensure effective solutions are identified
• Act as development partner to management and all team members within the group
• Create meaningful career opportunities for Field Leaders
• Lead market compensation and benefits processes, balancing market needs with business results
• Foster an inclusive, diverse, safe and secure culture; create an environment of openness, trust and recognition and reward great performance
• Serves as mentor and coach to management, peers and other Target team members
• Models the way for leadership behaviors: diversity and inclusion, learning agility, guest mindset, competitive insights, culture evolution, etc
• Be a change agent, proactively identifying the required change management strategies (communication, process changes, readiness tools, etc) to ensure the successful implementation of new initiatives

Human Resources Director Germany Resume Examples & Samples

• To develop and implement HR objectives, policies and practices in Germany, in support of business objectives, and to attract, retain and motivate appropriately skilled and committed employees
• To advise Germany and European management on the application of local employment law and in respect of employee relations issues. Support the execution of projects by providing HR advice ensuring compliance with all necessary corporate assignment policies / tax and immigration requirements
• To develop and agree annual Communications plans for the business. To guide and direct their implementation within the Organization in support of both business and employee relations objectives and within the constraints of local law
• To direct and guide recruitment processes within the Organization such that recruitment takes place within a desirable and appropriate timeframe and cost, and such that appropriately skilled and motivated employees are attracted to the Organization
• To direct pay review processes for all employees, such that
• Pay proposals are submitted on time, and in the appropriate format, with all the relevant Information, and when authorized are communicated and actioned in a timely manner
• Bonus calculations are submitted for authorization and payouts are made in a timely manner and within the scope of the bonus program concerned
• That background information for all senior management pay reviews for the country (i.e. market development and practice, internal and external comparisons), which are outside the authority delegation of management is provided in a timely manner to the European HQ
• To manage overall compensation and benefits program within Company policies and practices - including any ex-PAT administration and the management of HR payroll process
• To guide and direct organization and talent review processes, such that the appropriate information is supplied in a timely and complete manner. To follow up on, and implement as appropriate, career development and succession plans agreed during Organization reviews. To ensure that successors are developed for all key positions within the Organization
• Work with internal and external learning and development providers to support the delivery of the Emerson Automation Solution development strategy
• To guide and direct the development and implementation of performance management processes within the Organization such that every appropriate individual has an annual discussion with their manager on their performance and future development, and such that training needs identified are acted upon, and their impact on individual performance is monitored
• To act as ethics contact for the Company, and ensure the communication and implementation of Company ethics and conflicts of interest policies within the constraints of local law
• Provide metrics, analytical data, and reporting to support budgets, forecasts, and employee surveys
• Manage the HR Business Partners, HR Managers and HR Shared Services team effectively. Develop the competencies and proficiency of Human Resources staff. Sustain an environment where Human Resources collaborate with staff in the planning and execution of Services, utilizing all communication channels
• Develop and maintain internal and external customer relationships to support German Business Vision, mission, values and strategies
• Any other duties which are in line with the requirements of this role
• Educated to Degree level or higher
• 10+ years’ experience in HR; 3+ years managing people
• CIRD qualified or equivalent HR qualification
• Verbal and written communication skills fluent in German and English
• Ideally worked in a Matrix Organization
• Ideally worked in an International Organization
• Strong Employment Law knowledge
• Strong PC skills and analytical qualities
• Partner with Division HR Leader, Operations and Business Leaders to develop and implement strategic HR/business objectives. Understand the business and HR’s impact on our results. Represent the voice of the operating sites
• Partner with corporate HR Centers of Excellence (COE’s) to effectively implement initiatives while providing guidance and support locally. Drive accurate and timely completion of HR processes including performance management, salary planning, annual training, affirmative action, etc
• Counsel leadership teams on development and implementation of effective policies and procedures which support achievement of company goals in a manner that is consistent of GPI’s core values
• Provide guidance to managers regarding employee relations issues
• Ensure consistent, timely, and accurate application and compliance with all applicable state and federal laws and regulations. Support any pending legal action including arbitration, EEOC, NLRB, ULP, and/or third party lawsuits
• Provide guidance and partner with locations and corporate labor relations to develop and execute short and long term labor relations strategies
• Discover, create, and lead sharing of best practices as well as identify issues or opportunities in the operations and develop solutions to address
• Work directly with plant and human resource managers to create and implement meaningful succession strategies and development plans that continue to feed and grow the talent pipeline
• Assess, coach, develop, and mentor site HR Managers
• Proactively network and recruit to build professional network in anticipation of talent needs within the company
• Monitor key business metrics and utilize workforce analytics to identify areas of concern and support the creation and execution of action plans to address any threats
• Work with leadership teams to develop local culture improvements
• Play an active role in Graphic Packaging’s HR Leadership Team
• Minimum of 10 - 12 years of progressive Human Resources leadership experience
• Minimum of 5 years of experience in a unionized environment
• Working knowledge and experience in talent management, talent development and succession planning processes and programs
• Experience in partnering with and supporting finance, commercial and/or marketing functions preferred
• Previous multi-site HR support experience
• Demonstrated success in all Human Resources functional areas within a fast-paced, manufacturing environment is essential
• Demonstrated success working in a highly collaborative environment, with a track record of accomplishment with measurable business impact
• Excellent leadership skills including; superb communication, delivery of results, consultative skills, partnership skills, and team building
• Must be willing to travel 40% - 50% with peak periods of higher travel as needed

Human Resources Director, Dhhs Resume Examples & Samples

• Strong business acumen and understanding HR policies and procedures, to include Federal and State Employment Law; with extensive knowledge of NC State Human Resources policies and processes
• Professional consultant skills to deliver communication in a variety of settings including; one-on-one, team settings, presentations, and various written forms such as letters, memorandums, analytical reports and decision document to express ideas and exchange information clearly and persuasively
• Possess the ability to build strong working relationship with peers, internal and external customers, (Office of State Human Resources and other agencies' HR directors) and all levels of management
• Collaborative leader with demonstrated experience creating a cohesive HR team that works interdependently to achieve agency goals
• Tech savvy utilizing databases, presentation, and quick learning of internal systems (Beacon, LMS, NCVIP, ATS)
• Analytical skills to research, analyze, and interpret policies, procedures, statistical data, regulations and professional publications in order to propose HR best practices that increase management effectiveness
• Strategic planner with ability to establish long-range objectives and specify the strategies and actions to achieve those objectives
• Advanced Microsoft Word, Excel skills and MS Office in general
• Enthusiasm for public service and the opportunity to help the state serve our citizens
• The HRBP will partner with senior HR and Foundation management to establish HR strategies that align with the Foundation’s mission and business plan. The HRBP will evaluate HR needs and services, and recommend and implement integrated solutions
• Consult with all levels of management and staff to provide appropriate and timely HR guidance and support in the best HR Business practices, activities, and interpretation of policies. Areas include Employee Relations and Employment Law Compliance, Benefits Administration, Talent Management, Performance Management, Onboarding, Off-Boarding, Policy interpretation and implementation, Recruitment and Employment, Exit interviews, Timesheet/UltiPro assistance. The HRBP provides a high level of customer service regarding HR Business practices and requirements, streamlining and removing HR business tasks from management wherever possible. The HRBP will provide a high level of on-the-ground services to guide and facilitate HR business requirements. As content experts, the HRBP will expedite HR systems and processes wherever possible on behalf of leadership. Serves as a resource for all employees by being available and accessible to discuss all Human Resource related issues
• Acts independently to manage and resolve complex employee relations issues. Counsels employees and managers on problem solving and issue resolution. Provides day-to-day guidance to local management in all aspects of performance management (coaching, counseling, career development, corrective action, performance improvement plans) in order to enhance managerial effectiveness. Conducts effective, thorough and objective investigations. Seeks out guidance and expertise when required. Maintains in-depth knowledge of policies and legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Maintains compliance with all applicable Federal and State employment regulations. Partners and consults with the legal department as needed/required
• Manages the Foundation-wide human resource functions as it relates to recruitment, compliance, pre-employment process, On-boarding/new hire process, off-boarding, and Diversity initiatives/reporting. Manages a team of recruiting specialists to ensure appropriate support is provided to hiring managers. Develops a recruitment strategy that supports the hiring needs of the entire Foundation and further supports business goals and objectives. Oversee the recruitment processes for the National Office and the Field, manage relationships with staffing and recruitment vendors, including current agreements and contracts
• Facilitates and ensures the proper deployment of Talent Management activities and initiatives. Works closely with management and employees throughout the employee life cycle for overall engagement, to improve work relationships, build morale, and increase productivity and retention. Partners with Talent Acquisition to source and staff a diverse workforce, facilitate the new hire process, ensure a positive onboarding experience, and identify areas of training needs. Analyzes and interprets employee retention and other key HR metrics, and works with business partners to develop appropriate action plans to inform decisions and address identified needs. Partners with Regional leaders and Learning and Development to ensure a solid succession plan is in place for all critical roles. Consults on final recruitment decisions for critical positions
• At least 5 to 7 years of directly related experience
• Understanding of, and experience with, most or all of the core aspects of Human Resources management (recruitment, employee relations, performance management, talent management, HR systems and processes, employee life-cycle, leadership development, training)
• Previous experience in guiding organizations through change management events strongly preferred
• Ability to work effectively in a matrix environment, and provide a high level of customer service
• Ability to deliver difficult messages with professionalism and poise
• Consultative Style and approach. Diplomat
• High level of Communication Proficiency and Business Acumen
• High degree of Ethics, integrity, and discretion
• Strong knowledge laboratory, biotech and other related business industries
• Excellent leadership skills within a team environment
• Excellent problem-solving with sound judgment and decision-making skills
• Ability to establish and maintain effective working relationships with coworkers, managers and clients
• Professional HR accreditation
• Working closely with the Country Manager challenging the status quo and debating strategic issues
• As a member of the executive leadership team, the HR Director will be a key figure, providing input and acting as a sounding board for all critical business decisions
• Playing the role of a strategic partner to the business, developing good working relationships with members of the executive leadership team and international colleagues
• Developing a talent pipeline and driving creative approaches to talent identification, development and retention incl. elaboration of succession planning system and individual development plans implementation
• Improving all HR processes
• Delivering an HR service which meets business objectives, reviewing working practices to ensure that the organization is fit for purpose, focusing on objectives, culture and best practice
• Ensuring the key performance indexes such as retail personnel turnover, personnel productivity and HR costs are in line with the business plan
• Supporting the culture and values based on the global success of the company but with a local feel
• Candidates should have, at minimum, five years HR management experience obtained in major international and local companies (preferably retailers) in Austria
• They should be able to demonstrate a track record of success gained in a fast moving and changing environment. This track record shall include experience in the following areas

Human Resources Director Productivity Software Group Resume Examples & Samples

• Analyzing and generating awareness to implication of short and long-term business and people decisions, strategies and large scale change efforts that will yield sustainable business results
• Contributing to business strategy based on considerations of human capital business capabilities, readiness and developing HR practices as strategic differentiators, , ensuring alignment with the strategic plans of the organization
• Identifying, initiating and sustaining continuous dialogue and driving recommendations on organizational needs, change management and communication practices that impact roles, people and processes
• Collaborating with other HR Leaders on a global basis to build a Human Capital priority roadmap that leverages commonalities across the organization
• Manage employee topics and conflict resolution while mitigating risks to EFI, and fostering an employee climate of self starters who are passionate about innovation, work with a sense of urgency, solve issues through collaborative relationship building, and are nimble and adaptable to changing business priorities
• Acting as advisor and subject matter expert and working in partnership with management in forecasting and planning the talent pipeline requirements in line with the function/business strategy. Provide oversight in this area of focus for those functional groups that are managed/supported by other Productivity Software Group HR Partners
• Act as lead for other HR team members dedicated to the Productivity Software Group, providing mentoring and coaching to accelerate professional growth for the team and inspiring them to deliver best practice HR solutions
• Partnering with Corporate Talent Acquisition team to ensure that workforce planning requirements, talent acquisition strategy and on-boarding programs are achieving the desired business results
• Ensuring leadership coaching and teaming culture is cascaded through the organization
• Coaching and supporting managers in the successful delivery of talent management initiatives, including performance improvement and career and manager development programs
• Partner with corporate Human Resource Centers of Expertise (Talent Management, Compensation & Benefits, HRIS and Leadership/ Organizational Development) to deliver the highest quality data, analytics, tools, and advice/counsel in organizational change efforts
• Managing specific projects as determined in the annual HR operational plan as well as participating in functional and cross-functional initiatives
• Ensuring effective administration of and compliance with Company policies, practices, and processes including talent management, performance management, compensation & benefits, AA/EEO planning and reporting
• Master’s Degree with a concentration in Human Resources Management, Business Management, or related field, or equivalent, and at least 7 years of demonstrated success as an HR Business Partner or HR leader, operating at both the strategic and operational levels
• Strong business acumen to drive People initiatives by
• Strategic business partner for plant management team members, offering guidance and leadership in achieving overall business goals
• Identify HR related initiatives which will influence the implementation of business strategy specific to the New River Valley Operations
• Ensure appropriate leadership of labor relations activities and contract negotiations
• Advise, counsel, and coach business leaders on workforce related issues, including: performance management, individual and organizational development, policy and regulatory adherence, labor/employee relations, staffing, compensation and benefit issues
• Implement Human Resource programs, processes and policies within the plant, compatible with organizational values, ethics and policies in line with labor law and agreements
• Support plant leadership with sourcing, talent development, succession planning, performance management, competence development and compensation & benefits within applicable organization
• Drive, challenge and support line managers regarding change management, employee engagement, organizational- culture and people development, to improve business performance by using available programs and tools
• Analysis of HR data to understand trends and resolve problems in order to support the capability of the organization
• Advise, challenge and support the management on HR and related matters, based on high ethical standards in line with Volvo values, standards and principles
• Provide proactive leadership and creative insights to clarify and resolve complex business HR issues
• Work closely with HR Center of Expertise and HR Services as well as relevant HR Business Partner network to ensure effective joint delivery of HR services to the organization
• Actively participate within the HR team of GTO North America Manufacturing and as required, the US Country CoE
• Establish and maintain an effective working relationship with other business stakeholders within the New River Valley representing other functional groups within AB Volvo
• Consults Corporate Human Resources Center of Expertise and/or legal counsel to ensure that policies, interpretations and implementation comply with management intent and federal and state law
• Stay informed about legislation, arbitration decisions, and collective bargaining contracts to assess industry trends
• Bachelor’s Degree in Human Resources, Business Administration or Related Discipline with relevant knowledge of Human Resources processes
• Additional HR education/training preferred
• Minimum of (10) years of Human Resource Generalist experience
• Previous experience in a large (1500+) unionized manufacturing organization required, including first chair in contract negotiations (UAW experience and knowledge strongly preferred)
• Demonstrated expertise in implementing and leading change management
• Solid negotiation skills with the ability to represent the company’s interest in a variety of business dealings, negotiate and drive best outcomes for Volvo Group
• Experience in Organization Development and Business Cycle Management (i.e. Workforce Planning/Strategic Planning)
• Demonstrated expertise in coaching and facilitation
• Demonstrated knowledge of US employment law and HR professional practices
• Demonstrated experience establishing and maintaining effective working relationships with union representatives and to support local labor negotiations. Experience with interpretation of the collective bargaining agreement
• 5+ years human resources experience at the manager level required
• Proficiency in platform and facilitation skills
• High School Diploma or GED required, Bachelors Degree preferred
• Experience with succession planning and development required
• Knowledge of employment law required
• Experience with talent acquisition and retention required
• Establish and maintain organizational development of team members
• Manage and lead staff acquisition including recruitment, interviewing and screenings for all position
• Collaborate in the creation and implementation of equitable wage and salary programs, development of core competencies and periodic evaluations
• Recommend and/or approve all employee transitions, including on boarding, new hire orientation, transfer, promotion, etc
• Develop, lead and facilitate all HR required training programs
• Participate in and monitor Safety committee
• Practice positive employee relations, including coaching, counseling &development
• Build a creative and sustainable talent strategy to acquire and retain top software talent improving quality of hire and time to fill
• Partner with the WFS leadership team to strengthen succession depth and talent sharing
• Drive sales force effectiveness including supporting performance management, training and development and career development of our sales force
• Drive a culture of performance, results and positive employee relations working across the HR COEs and one country HR teams
• Work on issues that require analysis of situations and/or data that involve an in-depth knowledge of business objectives
• Deliver talent management processes, including the MRR, organizational assessment and learning strategies, and leadership development; ensure organization capability through organizational assessments and development of talent pipeline while ensuring a diverse and globally oriented workforce
• Coach leaders on talent management and performance differentiation
• Partner with the Employee and Labor Relations COE as appropriate to drive positive employee relations and to formulate and establish company objectives relative to participation in union-management contract negotiations and grievance procedures
• Partner with the SPS Compensation and Benefits COE to execute competitive compensation, benefits, and reward and recognition programs
• Manage a team of direct reports to drive HR excellence
• Solid global mindset and experience.Ability to deal tactfully and confidently with internal and external customers
• Strong written/verbal communication skills and understanding of executive conciseness

AVP / VP Human Resources Director Resume Examples & Samples

• Serve as a trusted HR business partner to assigned constituency groups across the organization
• Coach and support managers and staff on feedback, performance management, talent development and employee relations
• In partnership with management, assess organizational structure and employee capabilities, and initiate action plans to meet operational and strategic objectives
• Support all aspects of the annual compensation includes salary, bonus, and equity incentives
• Support and drive the performance management process including goal setting, mid-year reviews, performance appraisals, and promotions
• Work with constituency groups on talent review and succession planning to ensure development and retention of key talent and adequate succession for critical roles
• Collaborate with Talent Acquisition and hiring managers to meet staffing needs, including defining roles and participating in interview process, as needed
• Partner with Learning Development (L&D) and to develop and administer a L&D agenda tailored to the needs of the business and the individual constituencies; identify learning opportunities throughout the organization
• Drive and support efforts to increase employee engagement through the use of surveys and the use of feedback from exit surveys etc., and formulate action plans in conjunction with the management
• Administer HR policies and programs; assist in the development and interpretation of policies and procedures
• Participate in developing Human Resources department goals and objectives to meet changing business needs; recommend new approaches, policies, and programs to support continuous improvement
• 7-10 years relevant experience, preferably as a HR Business Partner or Generalist
• Well versed in HR practices, employee relations along with employment laws
• Experience managing full cycle recruitment
• Strong personal credibility with ability to build trusted relationships with senior business leaders
• Excellent communication skills, both written and verbal
• Ability to thrive and be flexible in a fast paced environment and effectively plan and coordinate multiple projects simultaneously
• Highly organized with strong administrative skills and attention to detail
• Problem solving skills. Able to analyze problems, find creative solutions and make recommendations to effectively resolve problems or issues
• Ability to negotiate conflict and maintain constructive working relationships with people at all levels of an organization (both inside and outside the company)
• Strong teamwork; awareness of how decisions affect the department and the wider organization
• Highly discrete and strong work ethic
• Talent acquisition, recruiting and staffing
• Direct the performance management process
• Organizational development
• Compliance to all applicable laws & regulations as they pertain to human resources
• Engagement and retention
• Bachelor’s degree in Human Resources, Business, or Organizational Development
• A minimum of 7-10 years' experience in employee management, HRIS systems, employee relations, selection, compensation, fair employment practices and regulations, employee benefits, wage and hour compliance, and policy development
• A minimum of 3 years in a human resources management role in a manufacturing environment
• SHRM-CP or SHRM-SCP Preferred
• Assist senior leaders with improving the performance of the organization. This includes, but is not limited to, recommendation of coaching, mentoring, and training for leaders to assist them in improving their ability to manage and lead the organization, and in developing their staff
• Take a proactive approach to anticipate and solve issues. Engage leaders on change management and by giving them the tools to communicate efficiently and effectively with their staff to achieve buy in
• Oversee all operations of the HR department. Ensure that all day to day tasks are being handled in an appropriate and efficient manner. Drive staff to be proactive and solution based, and motivate them to look for both short and long term solutions
• Utilize HR and business analytics to drive data-based solutions. Supervise the complex qualitative and quantitative analyses of financial and workforce data. Create, gather, analyze, scrub, and share human resource and business indicators to identify areas of concern or improvement. Analyze trends over differing data sets and over differing points in time. Make recommendations to address deficiencies and better support the business and HR. Report outcomes to all applicable stakeholders and customers and share best practices
• Drive and champion inclusion efforts and cultural improvement initiatives within the customer base. Recognize areas of need and devise strategies and plans to lead changes in these areas. Recognize, lead, and create employee engagement initiatives to assist in allowing all employees to have a positive employee experience at their workplace
• Establish and foster a professional climate, dedicated to supporting the mission, vision, values, and goals of the organization by providing a value-added service and while providing world class service delivery
• Lead and manager local and/or organization wide committees that focus on projects that move the organization forward and toward meeting organization goals. Prepare reports on the end product and results, the benefits of the output, and how to put it into action
• Bachelors degree in Business, Human Resources, Management or a closely related field. A masters degree is preferred
• At least 7 years of human resources experience and 4 years of management experience is required, with 5 years of employee relations experience
• Proficient in Microsoft office with PeopleSoft experience preferred
• This position requires an experienced HR professional and with demonstrated ability to execute HR and talent programs and processes to support the business
• Ability to lead HR and talent initiatives across a complex organization. Excellent consulting skills, deep human resource knowledge/expertise, client management skills, conflict management skills, business acumen, learning agility, independent judgment and high work ethic

Human Resources Director Italy Resume Examples & Samples

• Significant professional HR experience with global exposure. 3-5 years' experience in an Italian HR Director position preferably in Pharmaceutical Industry/Health Industry
• Exposure to European countries
• Great project management skills, ability to commit to deadlines, build trust with stakeholders
• Ability to collaborate and partner with HR colleagues and peers at global level and in a matrix organization
• Intellectually curious and willing to challenge the status quo by providing solutions that continue to drive and improve efficiencies for the business
• Partners with HR colleagues and leaders to ensure consistency in the application of company policies, procedures and practices. Ensures that the company complies with applicable employment laws
• Provides support, counsel and direction to managers on routine employee relations issues as well as policy/procedure clarification. Investigates and responds to employee issues to ensure a resolution. Prepares documentation and reports on investigative activities
• Facilitates new hire orientations and communicates company information to new hires such as work hours, organizational structure, compensation, benefits, and policies and procedures
• Assists management team in identifying and addressing employee relations issues to create and maintain a positive work environment, while consistently balancing the needs of the employee and the needs of the business
• Maintain a presence in the field to assist in identifying morale problems and offer field management ideas and suggestions in developing meaningful action plans to resolve/enhance the work environment
• Work with field management team to ensure that the recruiting effort, the hiring process and the identification and promotion of internal management candidates is executed and maintained to company standard
• Coordinate with unemployment claims consultants as necessary, regarding state unemployment claims
• Provide guidance to District Managers in implementing and communicating personnel, compensation, and benefit policies and procedures throughout the zone
• Act as liaison between the field organization and the Corporate Office for training, benefits, labor, workers comp, LOAs and employee relations needs
• Big picture thinker who anticipates future trends and creates competitive and creative talent strategies and plans
• Strong analytical skills, including proven ability to develop, manage and interpret metrics
• Excellent interpersonal skills, ability to build trust, maximize relationships, and interact with all levels, from hourly employees to senior management
• Trustworthy HR professional with the ability to handle and maintain a high level of confidentiality and common sense regarding sensitive employee information
• The ability to recognize opportunities and assess risks before they become trends
• Highly organized, good planning, time management and prioritization with the ability to multi-task and handle competing priorities with deadlines
• Leader with strength in coaching and supporting development for individuals and teams
• Personal flexibility and comfort in handling change with little notice
• Self-aware and connected with own personal working style and habits
• Bachelor’s degree in human resources management, organizational development, business administration or a related field,
• Plus five years of recent, progressively responsible HR experience working as an Human Resource Manager, employee relations specialist or in applicable management-level capacity that would demonstrate attainment of the requisite job knowledge/abilities and two years in a lead or supervisory position required
• Recent experience in a large physician practice setting or other healthcare environment required
• HR department development in a start-up company is strongly preferred

Factory Human Resources Director Resume Examples & Samples

• Coordinates, develops and implements human resources policies and programs for factory location
• Advises the general Plant Manager on Human Resources strategies and issues
• Represent Lennox in various community and public relations activities
• Develops and implements training programs based on strategic needs of the plant, including human asset inventory
• Conducts a variety of pre-employment, post-employment and performance management training programs
• Oversees the plant safety, security, and environmental programs and compliance with all local, state and federal laws
• Oversees employee relations including those related to employee complaints, legal requirements and policy violations
• Develops, communicates, and trains employees on HR policies and procedures
• Key contributor to creating and executing the factory strategy, ensuring human resources implications are effectively identified and addressed
• Drive effective talent management strategies across the factory, including recruiting, performance management, succession planning, employee development, employee engagement, diversity, inclusion, and retention
• Drive process and efficiency improvement across all functions of the HR department
• Provide change management leadership to be proactive in anticipating, assessing, and addressing the needs of the factory
• Oversee the development and implementation of human resources policies and procedures designed to effectively support organizational strategy and ensure regulatory compliance
• Provide employee relations guidance to management staff (disciplinary actions, employment termination, employee grievances, performance improvement plans, etc.)
• Manage an effective recruitment and employment program
• Oversee recruitment advertising, applicant selection, pre-employment/post-offer screening processes, etc
• Ensure compliance with all regulatory and legal requirements in all aspects of recruitment and employment
• Ensure compliance with Fair Labor Standards in administration of all compensation and pay practices
• Oversee effective workers compensation case management through on-going communication with Third Party Administrator case management staff
• Oversee Human Resources Systems and ad hoc report writing functions
• Conduct and arrange management training seminars to ensure that management team is abreast of policies and procedures as well as other legal and regulatory compliance issues
• Administer employee benefit program in conjunction with corporate office and third party administrators
• Oversee payroll/HR processing, including review of all Personnel Action Requests (PARs) for accuracy and compliance with organizational policy
• Support all compliance and ethics programs of the company and facilities
• Actively participate in FTE, payroll and expense management processes
• Perform staff reviews and prepare performance documents for direct reports
• Prior experience in health care useful – Not required
• Extensive experience in the human resources field may be considered in lieu of Bachelor's degree
• Salary commensurate with experience
• Bachelor's Degree in Human Resources or related field required. Master's degree in Human Resources or MBA preferred
• Minimum of 7 years of the resolution of complex employee relation issues. Professional in Human Resources (PHR) or Senior
• Professional in Human Resources (SPHR) certification desirable
• Excellent consulting and coaching skills; strong management skills and business literacy skills
• Strong conflict management skills; strong interpersonal and negotiation skills
• Effectively envision, develop, and implement new strategies to address competitive, complex business issues. Effectively manage conflicting priorities in a high volume work environment
• Demonstrated ability to efficiently organize work and maintain a high level of accuracy
• Advanced computer skills with an emphasis on MS Office applications. Knowledge of PeopleSoft very useful
• Able to be flexible and available to interact with employees at all levels
• Meets Health System's Guiding Behaviors and Caring Standards including interpersonal communication and professional conduct expectations
• Manages HR Business Partners who oversee assigned client groups / departments
• Consults with line management providing HR guidance when appropriate
• Analyzes trends and metrics in partnership with HR group to develop solutions, programs and policies
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal department as needed/required
• Provides HR Policy guidance and interpretation
• Develops contract terms for new hires, promotions, transfers
• Provides guidance and input on business unit restructures, workforce planning, succession planning
• Participates in evaluation and monitoring of success of training programs. Follows-up to ensure training objectives are met
• Administers various human resources plans and procedures for all hospital personnel; assists in development and implementation of personnel policies and procedures. Assures that policies are followed consistently
• Functions as the first contact for employees coming to Human Resources with complaints or concerns; follows through and resolve the concerns for the employees
• Assists managers in coaching employees, disciplinary actions up to and including termination
• Understands and administers the organization's compensation program; monitors performance evaluation program and assists in revisions as necessary
• Quickly assimilates the medical center's employee benefits program in sufficient depth and breadth to assist employees with eligibility, plan features and problem resolution
• Direct the development and implementation of HR programs throughout the region including employee relations
• Build professional relationships with regional and global management to ensure proactive approach to HR strategies and tactics
• Lead the recruitment efforts and offer process for the region
• Manage the onboarding process for new-hires
• Drive employee development initiatives
• Create and implement employee retention initiatives
• Build and nurture company culture in conjunction with local leadership
• Participate as part of global HR team to implement global HR programs and initiatives
• Expertise in recruitment, compensation & benefits, HR compliance and employment regulations in multiple countries
• Strong English language skills is a must both written and verbal
• Ability to travel throughout region up to 50% of the time
• Technology and Public company experience required
• Bachelor’s degree with 15 years of experience required including leadership responsibility; advanced degree in related field preferred
• Bachelor’s degree in a relevant field, or equivalent combination of education and work experience. Master’s degree or PHR/SPHR preferred
• Seven (7) or more years of Human Resources generalist experience
• Multi-state/location experience essential
• Computer literacy in MS Office required
• Strong decision-making, analytical, problem solving, and conceptual thinking skills
• Knowledge of local, state and federal employment and labor laws
• Substantial travel will be required on behalf of the Company
• Position requires driving responsibilities (may use Company provided vehicle and/or personal vehicle)
• Will be required to travel up to 85% of the time on behalf of the Company. Travel time is subject to change based on business needs
• Must satisfactorily meet and be in compliance with Atria’s Motor Vehicle Policy standards
• A Bachelor’s Degree in Human Resources, Business, Finance, Engineering or other related field of study
• 7+ years of overall human resources experience with previous experience in a global HR leadership position
• Excellent oral and written communication skills, including English language skills. Additional language skills is a plus
• Previous acquisition experience preferred
• Online State of Kansas Application form (send to Department for Aging and Disability Services)
• Cover letter
• Valid Kansas Tax Clearance Certificate
• A bachelor’s degree in Human Resources, or related field (Advanced degree is desirable)
• Minimum 5 years of progressive human resources management experience
• Must have demonstrated competence in building and leading an effective and cohesive team
• Experience leading within an environment undergoing transformational change
• Possess excellent communication skills (verbal and written)
• Spends time and probes to develop a clear perception of employees’ behaviors and how these impact performance
• Gives critical feedback in behavioral terms and discusses suggestions for improvement
• Uses existing institutional programs to support employees’ career growth in individual ways

Senior Human Resources Director Resume Examples & Samples

• Strategic Advising - partner with a highly evolving organization to help set the agenda and Regional/Functional priorities of the future organization
• Organizational Design - to better leverage common elements across the Region/Function organization
• Executive Coaching - target-rich environment for coaching of multiple senior leaders (B2+) across various geographies
• Provide comprehensive HR support for the clients specified above, including exceptional execution of PMP, OHS, 360/Hogan, MQPI, job evaluation, employee relations, and day-to-day HR activities
• Develop and execute a talent strategy to support business partner's strategic agenda
• Drive people planning within business partner organizations and work with sector HRBPs to ensure a global view of talent
• Lead, plan and execute organization development initiatives as needed by client, such as organization design, change management, organizational effectiveness programs, employee coaching, career development
• Proactively work with clients on workforce planning, and strategic staffing
• Provide direction, leadership and coaching to team members with the uncompromising goal of creating a high performing HR team
• Contribute to the thought leadership of managing and developing Region/Function talent at PepsiCo
• Bachelor's degree required; advanced degree strongly preferred, in HRM, Labor Relations, OD, Psychology
• 8-12 years of experience in HR generalist role, with strong organization capability/organization development, change management experience
• Develop, implement, and communicate company policies and procedures
• Establishes and monitors HR goals and budget
• Manages the Corporate HR staff of 8
• Provides guidance to leadership team on various issues
• Responsible for review and recommendation of all benefit plans and programs to ensure offerings are cost effective and competitive with industry standards
• Develops programs to promote, attract and retain talent
• Works with Recruitment Manager on the company’s overall recruitment strategy
• Advise on all aspects of employee relations
• Ensures compliance with federal, state and local requirements as well as required IRS filings
• Oversees 401(k) Plan compliance and annual audit
• Supports in-house legal on matters related to employment
• Recommends immigration processes and procedures
• Oversees the HRIS in conjunction with the Benefits and Accounting teams
• Serves as the EEO officer and leads Affirmative Action Plan initiatives
• Manages the company’s appraisal and salary review process
• Assists with training initiatives and programs
• Promotes and institutes health and safety programs
• Participates in conferences and training to keep updated on current changes in Human Resources and employment law
• Lead, direct, and manage Human Resources Branch services, programs, and activities directly and through five subordinate managers
• Set and interpret HR policy for the department
• Develop and maintain a performance mindset and service ethic for HR staff
• Advise and consult with agency leadership on HR related issues using a performance mind­set and strong customer service orientation
• Engage and represent ODOT in setting direction at a statewide level
• Maintain a positive relationship with ODOT's labor force including collective bargaining units
• ODOT's HR service­delivery groups include
• Employment development and training
• Corporate services, including a full range of administrative and technical support functions
• Human resources business operations, including employee recruitment and selection and job classification
• Internal EEO/ADA/Affirmative Action, leading programs and strategies for diversifying ODOT's workforce while ensuring compliance with Title VII requirements
• Develop and monitor the human resources budget of approximately $12.7 million biennially
• Collaborate with state and federal agencies to initiate improvements in government human resource programs and systems
• Development of program rules and policies,
• Development of long­ and short­range goals and plans,
• Program evaluation, and
• Budget preparation
• Comparable experience developing and implementing human resource related projects and/or initiatives
• Experience effectively setting and meeting personal, programmatic, or corporate performance standards
• Significant leadership experience that relates to the position
• Resume:In your resume, you must clearly describe how you meet the qualifications for this position as listed above and include a list of verifiable employers and dates of employment, including month and year. Please title your resume using this format, "[last name]_HRD_Resume."
• Cover Letter:Please attach a cover letter that describes your experience related to and interest in the position. Please title your cover letter using this format, "[last name]_HRD_Cover."
• For questions about the job announcement, call 503-­373-­1639
• For technical help with your login or online application issues, call 1-­855-­524­-5627 from 6:30a to 5:30p PT M-­F by leaving a voicemail. It may take up to 24 hrs to receive a response. If you do not receive a response after 24 hours, you can email technical support at [email protected]

Human Resources Director, Corporate Functions Resume Examples & Samples

• Collaborate with functional leadership to identify key priorities to support business objectives and growth
• Lead the delivery of employee relations expertise for the functions’ populations to drive performance, including identification of employee relations themes and trends that lead to insight and delivery of solutions
• Oversee the recruitment of talent to fill open positions, as well as build the internal and external talent pipeline through collaboration with the Talent COE. Drive talent movement and development. Help functional leaders create strong leaders and managers
• Collaborate with managers on identifying learning and development needs. Partner with relevant HR COEs and others as needed to identify and deliver appropriate learning and development support
• Provide guidance to functional leaders on the preparation and delivery of performance reviews and ensure timely completion. Reinforce awareness and application of the leadership competency model as a tool for providing feedback
• Work in collaboration with the HR Total Rewards COE to manage compensation and benefits, including salary planning and administration (i.e. merit, bonus, promotions, adjustments and equity programs (and ensure competitive positioning and internal equity
• Foster a culture of engagement and empowerment that values inclusion and diversity and demonstrates fair and consistent management practices. Ensure all employees continue to feel workplace respect and open communication
• Maintain a strong awareness of best practices internally and externally
• Lead project management activities related to the function and Enterprise-wide initiatives including collection of stakeholder input, communication planning and change management
• Coordinate with global HR service delivery leadership to ensure consistency and cohesiveness across the delivery of services
• Work collaboratively with Employee Services to maintain in-depth understanding of HR systems, processes, policies and practices. Align and educate peers, direct reports and managers to ensure compliance
• Own and/or support special projects as needed
• Must be a strategic thinker with the ability to influence and drive business objectives while maintaining standards of “high touch”
• Employee and/or labor relations experience; knowledge of legal and regulatory factors including relevant employment laws
• Excellent organizational skills and demonstrated ability to handle multiple requests in a timely manner
• General analytical & problem solving skills
• Strong interpersonal, consulting & listening skills; skilled facilitator with sound judgment and diplomacy
• Maintains an awareness of industry best practice
• Minimum Years of Experience:8+ years
• Bachelors degree is required - preferably in human resources, business or a human services field. A Master's degree is preferred
• Detail oriented and able to prioritize tasks coming from many direction to meet all deadlines. Exceptional follow-up skill required
• Incredible communication skills you can effectively communicate verbally to all levels within the organization as well as in writing (as you will demonstrate in your cover letter)
• Proven consultative approach to HR management, with the ability to collaborate with and influence other leaders to reach an optimum strategic approach
• Knowledge of State and Federal healthcare guidelines as well as experience with the Joint Commission is highly preferred

Human Resources Director, EPM Resume Examples & Samples

• Translate business strategy and objectives into goals, plans and tactics that are aligned with business imperatives, while assuring compatibility with enterprise values, ethics and policy
• Plan, develop, implement, and administrate HR processes and programs that increase the productivity, competence, and effectiveness of the EPM organization
• Develop a solid strategic human resource plan that is aligned with the needs of the business and the development of top talent, identifying opportunities for process improvements, staffing great talent, ensuring solid compensation planning which drives results, safety, and communications
• Consult with business line and/or functional leaders and provide analysis and recommendations in such areas as talent acquisition, organizational assessment, performance and career management, succession planning, organizational structure, work force planning and change management
• Contribute and align to both division- and company-wide HR policies and standards development through interaction with Division Human Resources Vice President and the global divisional HR team
• Provide leadership in, and promotion of, a positive One Thermo Fisher company culture by being an advocate for employees while achieving a balance with all levels of company goals
• Manage annual performance management processes, including employee training and coaching, performance appraisal, personnel development planning, and succession planning
• Coach managerial/supervisory employees relative to interpretation and implementation of relevant HR policies, procedures, and programs
• Bachelor’s degree in a related discipline, master’s degree is strongly preferred. PHR/SPHR and/or other professional certifications desirable
• A minimum of 8-10 years of progressive levels experience in all aspects of human resources. Experience supporting manufacturing operations strongly preferred
• Proven experience in implementing programs and processes that yield positive results and high levels of credibility within an organization
• Strong strategic and tactical planning, organization and implementation skills
• Outstanding leadership and decision-making skills
• Superior interpersonal and communication skills; ability to communicate at all levels of employee population. Strong negotiation and influencing skills
• Strong work ethic; positive and energetic
• Highly ethical, fair, and consistent
• Strong “business” orientation; balances needs of business and employees
• Exposure to process improvement efforts (i.e., practical process improvement, Six Sigma) is a plus
• Ability to influence others to reach agreement and gain support for strategies
• Ability to travel 25 - 35%
• Superior interpersonal & confidentiality skills
• Excellent communication skills (both oral and written)
• Ability to manage multiple priorities in a fast-paced environment
• 7 to 10 years of experience in leading a team of direct reports gained through increasingly responsible management positions within Human Resources
• Strong computer skills including Microsoft Office products. Google Kite is strongly preferred
• Team player; strong collaboration skills; ability to influence and listen
• Employee Relations and Engagement, including Diversity
• Compliance with all applicable policies and procedures, including patient care, safety, security, performance, etc
• Organizational Design; Manager and Employee Development
• Internal Communications & Change Management
• Implementing Compensation, Benefits, Employee Development and other HR Center of Excellence initiatives
• Supporting LOB response plans for regional disasters and emergencies (including weather)
• 7+ years' HR experience
• Consult and advise executives and leadership to develop and implement HR strategies and initiatives that support business objectives. Brings HR expertise to strategic and operational business discussions
• Coach executives and leadership on developing leadership capability, performance management, organizational restructures, workforce planning, succession planning and other human capital initiatives to drive business performance
• Support the division President and be an active member of the leadership team to help build and ensure a high performing Stella leadership team
• Work with Stella business leaders and HR to establish the HR delivery model for Stella Division
• Build and/or outsource any applicable HR functionality
• Advocate Stella’s unique needs across the organization
• Bring a deep understanding of change management methodologies and leads strategic change initiatives to drive business outcomes
• Lead and direct HR Business Partners to provide support, process and guidance to identify and develop talent, drive performance management, organizational design and effectiveness, restructuring support and change management
• Ensure effective approach and processes to address employee relations, disciplinary actions, terminations and policy interpretation for the division
• Manage and resolve complex employee relations issues in partnership with Employee Relations consultant legal counsel, and Compliance team as needed
• Maintain in-depth knowledge of legal requirements to mitigate legal risks and ensuring regulatory compliance
• Partner with HR Centers of Excellence to proactively assess the organizational implications of business strategies and partner with business leaders to create and drive organizational, team, and leadership effectiveness
• Manage the team including interviewing and hiring employees following required EEO and Affirmative Action guidelines. Conduct performance evaluation, skill and career development, policy administration, discipline, employee relations cost control

Div Human Resources Director Resume Examples & Samples

• Actively participates in developing, executing, coordinating or communicating human resource plans in some or all of the following areas
• Work and organization design
• Culture assessment and development
• Employee relations & coaching
• Good understanding of employment law
• Strong understanding of division administrative policies and procedures
• Strong financial acumen to understand key financial indicators, and recognize profitability and revenue opportunities
• Global perspective of common business practices and impact on business
• Strong human relations skills, including ability to influence and negotiate
• Strong multi-tasking skills
• Strong long-term conceptual planning ability
• Excellent problem solving skills (identify, analyze, research, evaluate, resolve)

Franchised Corporate Human Resources Director Resume Examples & Samples

• Minimum five (5) years supporting hospitality operations, preferably at a multi site level
• 4 Year Degree
• Proven confidentiality with all company matters
• Excellent interpersonal, oral and written and communication skills
• Proven ability to recruit, and motivate employees in order to balance staffing strength and develop future leaders
• Ability to establish credibility and be decisive but able to recognize and support the organizations preferences and priorities
• Compliance: Ensure organizational compliance with all country, state, and local laws and regulatory guidelines; direct the preparation, maintenance, and communication of reports and records as required. Communicate the impact of new developments and regulations, and make appropriate recommendations for action
• Immigration: Oversee the employee immigration program, ensuring a smooth, timely, and well communicated experience for all employees in the process
• Talent Management: Responsible for performance management process and developing efficiencies in process. Work with business groups to create rating categories specific to positions within groups
• Training/Onboarding: Manage and improve our onboarding process. Establish HR training function and manage our internal learning resources. Develop and rollout training initiatives on an ongoing basis and keep all material fresh and relevant
• Assess business unit's management training needs and conduct 1:1 and group sessions as appropriate. Ensure development initiatives for key and high potential employees while tracking career progressions
• Policy Development: Create and implement new policies to guide management and employees. Revise and update existing policies to align with regulations and corporate culture
• Employee Benefits: Oversee employee benefit plan design, administration, and management. Manage renewal of health and welfare plans to maintain competitiveness
• Compensation: Oversee payroll function and conduct compensation analysis and support, including salary planning, approval of salary actions, promotions and job re-leveling
• Translate overall business strategies and objectives into the appropriate HR actions and initiatives
• Partner across the organization to develop and implement Human Resources programs directly aligned to business strategy
• Provide support, guidance and partnership on HR issues to Celtra’s functional leadership teams
• Be a central resource for all employees on any HR topics and questions
• Education: Bachelor's degree required, Master's degree preferred
• 5-7 years of progressive HR experience (Hospital experience preferred) with a concentration on Employee Relations, Talent Acquisition, Talent Management, Training and Development and Compensation Management required in the healthcare industry
• Supervisory experience overseeing various HR support roles preferred
• Previous experience overseeing the employee relations of a large number of employees in multi-site setting highly desirable
• Extensive knowledge of federal and state employment law, CMS, OSHA and TJC regulatory compliance
• Acts as a true Business Partner through strong relationships with management to provide timely and responsive guidance and solutions that add value to the business
• Handles questions and communications for the region regarding human resource policies, procedures, laws, standards and government regulations
• Administers human resource programs, plans and procedures for company personnel; assists in the development and implementation of personnel policies and procedures
• Monitors and advocates for employee engagement and performance management initiatives to build skills and reduce turnover by analyzing data and making recommendations to the management team for corrective action and continuous improvement
• Responds in timely fashion to employee relations issues such as employee complaints, harassment allegations and civil rights complaints
• Acts as change agent supporting MV culture, values and changes in process, technology and organizational structure to accelerate MV's future success
• Supports talent review actions in the Region by ensuring career discussions, retention, and development of high potential talent
• Interviews and screens job applicants to fill professional and technical job openings
• Coordinates closely with corporate centers of excellence and models collaboration across MV
• Maintains working relationship with Labor Relations team to ensure aligned messaging to unionized employees
• Personally involved and supporting hiring and termination process of all exempt employees in the region according to company policies and procedures by communicating and disseminating hiring tools and sharing field needs with corporate partners. Consults on terminations and hiring for personnel in region
• Assists with HR setup and employee workforce coordination at divisional startups as needed
• Partners with field leadership and corporate HR to identify workforce needs in startups and training needs across the Region
• Assists with AAP hiring goals, required compliance and outreach
• This position requires a Bachelor's degree in human resource management or a related field (or equivalent work experience) as well as 10+ years of experience in Human Resources
• Unionized environments, grievance handling
• SHRM-SCP or SPHR Certification is strongly preferred
• Drive business results through strategic activities (talent management, workforce planning, organizational design and change management)
• Guide HR Managers; engage with global HR partners
• Coach and counsel leaders and managers on personal effectiveness, leadership, team cohesion and development
• Collaborate with Business; participate in management of the business from an HR perspective
• Collaborate with Centers of Expertise to create innovative HR solutions that align with the business needs
• Collaborate with HR Shared Services to deploy the HR solutions in the business
• Governance: Monitor employee relations, training needs, etc. and establish/monitor the HR events throughout the year
• Manage Local HR / Strategy and Execution
• Support culture change and engagement initiatives
• 8-10 years of progressive human resources experience in a large, fast-growth global business
• Experience working in complex, matrix environment
• Mentors and motivates others to reach their optimum performance
• Outstanding business acumen with analytical/metrics capabilities; highly accountable and empowered style
• Previous experience effectively working with global client groups
• Seasoned change management skills; possesses an understanding of innovative approaches to engaging the workforce
• Possesses the ability to see ideas through to execution with attention to speed and quality
• Facilitates effective decision making related to people, including performance management, coaching, compensation planning, succession planning, and talent acquisition
• Develops and uses analytics to support near term decision making & devise near- and long-term talent management strategies
• Acts as a trusted partner to business leaders by promoting talent management strateg(ies) and providing professional HR guidance and support to internal groups, with the objective of adding value to the business
• Helps business leaders identify, prioritize and build organizational capabilities, behaviors, structures, and processes
• Supports leaders in forecasting and planning their talent pipeline requirements in line with the function/business strategy
• Provides expert advice and coaching to leaders and employees, as needed
• Partners in the development of progressive and proactive programs (ranging from compensation and benefits to learning and development) which address the needs of the business and its employees; delivers programs in a quality manner
• Leads HR initiatives and special projects by clarifying objectives, coordinating stakeholders, setting project plans and executing accordingly; may partner with other groups, including but not limited to Total Rewards, Talent Management, Internal Communications, in creating and delivering products and programs
• Ensures that employee relations issues are properly identified, documented and resolved
• Manage both on-boarding and off-boarding processes, complete related activities
• Administer leaves of absence polic(ies), relying on substantive knowledge of leave laws and internal practices/policies
• Manage confidential employee data
• Understand employee opinions and anticipate needs and concerns
• Be an HR business partner to assigned Business Unit and Corporate functions and their leadership teams to identify, develop and deliver HR strategies to support business/function goals
• Represent Business Unit and Corporate functions needs/interests with HR Centers of Expertise leaders
• Contribute to corporate HR strategy, programs, policies, procedures and systems development and deployment
• Monitor and evaluate HR processes, programs, policies and procedures for client groups to ensure optimal effectiveness and delivery
• Lead, coach and develop remote, site-based HR Generalists
• Work with managers and employees, via HR Generalists directly, to provide coaching regarding employee relations, performance issues, leave of absences, benefit, compensation, policy and procedure inquiries
• Monitor federal and state laws changes and ensure compliance
• Ensure a dynamic pipeline of talent through a rigorous talent development cycle that includes leadership assessments, coaching and development of employees, and candid and timely performance feedback
• Facilitate culture and open communication throughout the organization; work with operating leaders to ensure successful implementation of change efforts
• Manage the HR Generalist budget
• Bachelor's degree (or equivalent experience)
• Minimum of 10-15 years of business experience of which 6 years must be HR experience, including HR Business Partner or Generalist roles
• Knowledge and experience in the areas of employee relations, employment regulations and compliance, recruiting, onboarding, engagement, performance management and change management
• Self-motivated and self-confident individual able to forge and maintain strategic business partnerships and interface with all levels of employees in the organization
• Excellent relationship building, negotiating, problem-solving and coaching skills required
• BA/BS in Human Resources, I/O Psychology, or related field
• SPHR/GPHR a plus
• Strong interpersonal, communication, organization and analytic skills
• Strong team player with a positive “can-do” attitude
• Demonstrated ability to work in a fast-paced environment with a geographically dispersed workforce
• Experience gained through employment with a government/defense contractor desirable
• Contact center experience is desirable
• Service Contract Act (SCA) experience is desirable
• Experience in the health IT industry
• Partner with operations leadership to identify human resources solutions to help achieve targeted business outcomes
• Actively participate in the development, planning and execution of operations strategy within region and LOB
• Serve as key change agent on new initiatives, programs, and processes to positively impact the organizational culture for the LOB and the enterprise
• Take time with internal and external clients to explore how to best meet the needs of customers from diverse backgrounds. Foster relationships with key client human resources teams
• Identify priorities, opportunities, and best practices within the region and then formulating and implementing solutions
• Build performance-based relationships with regional leadership team members and local operations teams
• Partner with Talent Acquisition to develop and execute a proactive talent acquisition and pipeline plan to ensure that open roles are filled quickly
• Partner with the business leadership team to support Aramark's Engagement Strategy by helping to identify and diagnose potential engagement issues and by initiating proactive solutions for enhancing employee engagement
• Support enterprise diversity and inclusion initiatives by understanding how to integrate the right balance of diverse backgrounds to support the business, and by partnering to develop inclusive and cohesive teams
• Lead organization design and redesign efforts; ensure the right roles are in place, and that work and responsibilities are allocated appropriately
• Implement consistent and comprehensive assessment and selection processes to ensure succession plans that deliver talent to the organization
• Strengthen effectiveness in this area by maintaining knowledge about the business and the competition
• Engage in performance management and development of the operations team focusing on roles at the region leadership
• Select, manage and develop a team of human resources professionals, including development plans, performance management, retention plans, succession planning, and talent assessment and hiring
• Support and coordinate labor relations activities as needed, taking a more involved leadership role on complex situations
• Utilize technical expertise to identify when negotiation and/or compromise is appropriate to drive the right outcomes
• Bachelors Degree required; Masters Degree Preferred
• 8 years of HR generalist experience - the successful candidate will not only possess an in depth HR generalist knowledge but should also have multi-unit (multiple accounts/geographies)multi-functional (different lines of focus within the business) and multi-leader (quasi matrixed organization in partnership with multiple leaders) experience
• Must have proficient working knowledge of all aspects of human resources, including but not limited to Compensation, Benefits, ER/LR, Talent Acquisition, Leadership Development, Talent Management, Training and Organizational Development, Change Management and Organizational Dynamics
• Must have expert knowledge of compliance, state labor laws and other regulations relevant to the business environment
• Should have a thorough knowledge of the enterprise sales process (base business and retention)
• Must actively participate in HR-specific continuing education in order to stay current on trends, best practices, and changes in the function to include relevant legislation and enterprise initiatives
• Must exhibit the ability to effectively network and navigate through organizational relationships as well as the ability to work in a complex matrixed environment. Must also exhibit the ability to effectively lead remote teams
• Must have acceptable level of proficiency in the use of HR Applications and Microsoft Office applications
• There is a component of travel to this role. The range is expected to be 40% to 50% - that will include a mixture of day and overnight travel
• MAINTAINS effective communication and good working relationship with employees at all levels of the organization. Projects excellent customer relations in all interactions. Possesses courtesy, tack, and dignity of behavior when dealing with difficult people
• TAKES INITIATIVE to analyze the documents used to process employee information, and correct the information
• MAINTAINS the electronic and paper employee records as required by law and regulatory agencies
• STRIVES to promote positive morale by example. Exhibits positive attitude while working with others
• RECEIVES telephone calls and walk in traffic helping them or directing them to someone that can help them. Responds to inquires for employment verification and other routine calls
• SHOWS enthusiasm for new ideas, programs, and procedures
• POSSESSES a pleasant personality with the ability to maintain a good rapport with patients, visitors and staff members
• UNDERSTANDS and utilizes appropriate channels of communications in all aspects of hospital and personal responsibilities. Respects the chain of command, and take things to Administrator first
• DEMONSTRATES a professional attitude and emotional stability by coping with stress constructively
• UTILIZES communication skills in maintaining effective personnel relations
• DEMONSTRATES a positive attitude towards job responsibilities and work assignments. Capable of prioritizing assignments and deviating from a set schedule
• DEMONSTRATES initiative by identifying potential problem areas and channeling information to appropriate staff or resolving the potential problems
• APPROACHES interpersonal relationships in a manner which avoids antagonism, reduces conflict, and prevents undue anxiety
• IS AMENABLE to change in work assignments as priorities change
• ACCEPTS responsibility for own actions
• MAINTAINS and orders HR office supplies
• Wears hospital ID, badge being clearly visible at all times

Related Job Titles

HR Director Resume: Templates, Examples, & Essential Skills

As an HR Director, you’re used to being the one who finds the talent for a company. This time, let us help you get noticed by hiring managers with our customized resume templates. Create the ideal resume and get noticed by an employer in no time.

HR Director Resume Example MSWord® Download our HR Director Resume template in Word to become the talent that every employer wants to pursue.

An HR director is a crucial member of any company’s corporate landscape. HR directors have many duties that are essential to the effective functioning of any organization.

They’re responsible for hiring new employees, managing company policies, creating presentations, planning compensation packages, resolving conflicts, and more.

The most successful HR directors have resumes that stand out from the crowd and emphasize these abilities, putting them in the best possible position to land a job.

In this guide, we’ll help you create a strong HR director resume using templates, examples, tips, and tricks, like:

• Creating an HR director resume that follows the correct format
• Following the job description to optimize your HR director resume
• Highlighting the soft and hard skills you’ll need as an HR director
• Looking at sample HR director resumes as guidelines

HR Director Resume Sample

Let’s take a look at our sample HR director resume template.

[Maggie Smith]

[Human Resources Director]

[137, Pendale Avenue, PA | 241-926-8527 | [email protected]]

Experienced HR Director with 8+ years of experience working in human resource management across digital and IT sectors. Adept at developing work policies and  translating business vision into HR initiatives that improve performance, profitability, growth, and employee engagement.

Human Resources Director Quail and Clark 2014 – 2022 * Oversaw a team of 20 HR professionals to improve work-life balance and mental health of employees during COVID-19 pandemic.

• Curated new work policies and benefit programs for employee welfare.
• Designed an internal platform to assess employee performance metrics.
• Reduced employee turnover rate by 34% through Speak Up initiative for employees.

Human Resources Assistant Quail and Clark 2013-2014 * Oversaw HR policies and programs alongside senior HR managers. * Managed onboarding process for summer interns. * Helped input employee data into company system for annual performance review.

Bachelor of Arts in Human Resource Management

New York University, NY 2010 – 2013 * Graduated magna cum laude with a 3.7 GPA.

• Excelled in management, psychology, and sociology.
• Relevant Coursework: Business Management, Employee Recruitment and Retention, Human Resource Ethics, Foreign Language Policy
• Communication
• Conflict Resolution
• Interpersonal Skills
• Administration Knowledge

Certificates

• SHRM Certification in Human Resource Management (Society for Human Resource Management, 2013)
• HR Certification – Level II (LinkedIn, 2014)

Feel free to use this HR director resume example as a guide when drafting your own. It encompasses all you’ll need to create a robust application and set your human resources director resume apart from the rest.

What’s the Best HR Director Resume Format?

The way you format your director of human resources resume is equally as important as the content you put on it.

An HR director’s resume should usually be 1-2 pages long . In general, though, the shorter, the better; your resume should be easy to read in just a minute or two.

Here are some essential sections you put on a director of HR resume:

• Contact/personal information
• Resume summary
• Work experience
• Qualifications and achievements
• Soft and hard skills

A solid HR director resume should use a reverse-chronological format . This means that your most recent experiences will be listed first, followed by the next most recent one, and so on.

Here are a few things to keep in mind when making your HR director resume:

• Most people are familiar with fonts like Times New Roman, Arial, Verdana and Calibri. They look professional, neat, and, most of all, readable. Stick to the basics with this one.
• In order to ensure your content isn’t cramped, use single line spacing. This makes sure there’s enough breathing space on your resume.
• While it’s good to have breathing space on your resume, you don’t have to have too much negative space. To avoid an empty-looking resume, use single-inch margins.
• Bold headings can help the reader navigate through your HR director resume. Make sure your headings are in a bigger font compared to the regular text on the rest of your resume.
• In almost all cases, HR director resumes shouldn’t have images or pictures; this often doesn’t look professional and can clutter your resume. You can use this valuable space for your qualifications and work experience instead.
• When it comes to digitally sending or uploading your HR director resume, PDF files are the universally accepted format. Stick to PDFs to ensure your resume can be opened by anyone and that its layout remains undisturbed.

If you find it challenging to get the perfect format for your HR director resume, you’re certainly not alone. Fortunately, with the help of our resume templates , you don’t have to worry anymore! In just a few clicks, you’ll have a structured resume ready to go.

How to Write an HR Director Resume Summary

A resume summary is the first thing a hiring manager sees when they start reading your resume.

A resume summary is a 1-2 short paragraph that describes you, your qualifications, experience, and skillset.

Your resume summary is the elevator pitch of your resume. It’s the first impression, so make it count!

HR Director Resume Summary Example

Check out these two sample human resources director resume summaries:

HR director with over a decade of experience in many different industries. Created positive work environments where I worked and provided employees with access to training programs.

Experienced HR director with 12+ years of practice managing various human resource departments across research, consultancy, and technology industries. Created a positive work environment while providing employees access to multiple training programs.

As you can see, the first example gives you a brief summary of the candidate. However, the second example shows personality while giving us adequate information concisely.

Job descriptions have keywords that you can include in your resume summary or objective. Use these to your advantage

Entry-Level HR Director Resume Objective

Below are two objectives from separate human resources director resume samples; one provides a much better breakdown of your skills, accomplishments, and value as a potential employee than the other:

Adaptable, entry-level HR director with experience in salary planning and policy planning. Created suitable work environments through interpersonal skills.

Adaptable HR professional with 2+ experience in salary and policy planning. Used strong interpersonal and team-building skills to create a positive work environment. Praised by senior management for time management abilities.

How to Describe Your HR Director Experience

The experience section of an HR director’s resume is one of the most important; it highlights all your achievements over the years.

Use your experience section to highlight your accomplishments in a professional setting. It’s a great way to emphasize your skills practically.

Use a thesaurus to avoid sounding monotonous! Use action verbs to strengthen your resume. For example, use “collaborate with” instead of “work with.”

How to Quantify Your HR Director Experience

Have a look at those tip for quantifying your HR Director experience:

• Have the job ad on hand and use it to tailor your resume and leave out those responsibilities that aren’t mentioned in the job ad. 
• Then, take those responsibilities and transform them into accomplishment statements, using power / action verbs (led, oversaw, increased) and PAR (Problem-Action-Result) formula.
• Use numbers to quantify your milestones. 

You can see some examples of HR achievements below:

• Handled all HR issues in a 75-employee finance firm
• Oversaw the recruitment process, which reduced lead time by 35%
• Increased employee retention by 17% 
• Created HR organization – recruitment, staffing, onboarding, training – for both expatriates and local national hires in Brazil, Mexico, and Spain
• Rolled out the company’s first HR shared services center for delivery of internal coaching services

HR Director Resume Examples: Experience

Here are a few sample HR director resume accomplishments and experiences you can use to guide your own as you create your HR director resume:

HR Director Jupiter Consultancy, PA 2014-2022

• Had meetings with team leaders to address staffing needs
• Edited job listings for vacant roles
• Screened applicants for hiring process
• Led interview process for senior roles
• Came up with summer internship program

Human Resources Director Jupiter Consultancy, PA 2014-2022

• Provided HR leadership during a period of rapid growth with better than 18% increase in annual revenues and 10% gain in
• profitability. Currently, supporting initial efforts to establish a secondary manufacturing facility to meet customer needs.
• Captured $50K in benefit cost reductions and avoided an additional $800K in retirement plan funding.
• Introduced metrics-based performance management system with a heavy emphasis on operating results. Spearheaded
• value-add employee recognition and awards programs.
• Re-invented and implemented new recruitment, staffing, and workforce development programs to meet advancements in
• product operations, technology, and management.
• Championed successful EH&S program design/implementation and company-wide employee communications initiative

Focus On Your HR Education Section

An HR director often needs a college degree , ideally in a business discipline, so be sure to list the schools you’ve attended and the qualifications you received in this section.

List your most valuable degree first, and use a reverse-chronological format. You can also provide any further training or certificates you’ve received.

You don’t need to include your high school diploma if you have a college degree. The same logic applies if you have a degree higher than a Bachelor’s, too; spend the bulk of your education section discussing the most recent and relevant qualifications you have.

HR Director Resume Education Section

Let’s take a look at how you can keep your HR director resume’s education section engaging for recruiters:

BA in Human Resource Management Penn State University, PA 2015 – 2019

• Graduated with 3.8 GPA
• Relevant Coursework: Strategic Management, Business Management, International Affairs, Foreign Language Policy, Human Resource Ethics

Bachelor of Arts in Human Resource Management Penn State University, PA 2015 – 2019

• Graduated magna cum laude with a 3.8 GPA.
• Excelled in business management and social psychology.

The Best HR Director Skills for a Resume

This section will cover your soft and hard skills. Soft skills are general skills that can be applied across various professions, while hard skills are field-specific skills that are developed on the job.

We’ve listed a few skills that you can list on your HR director resume:

Hard Skills

• HR Best Practices
• Employee Relations & Diversity
• Talent Acquisition
• Staff Coaching & Mentoring
• Organizational Development
• Employee Performance Improvement
• Leadership Development
• HR Policy Design
• Change Management
• Workforce Planning & Development

Soft Skills

• Management skills
• Time management
• Organizational skills
• Communication skills
• Interpersonal skills
• Decision-making
• Problem-solving
• Confidentiality
• Adaptability

How to Add Other Sections for an Effective Resume

The “Other” section of your HR director resume can help set you apart from other candidates. It helps distinguish your resume from the hundreds of applications that recruiters go through every day.

If you know any foreign languages, add them to your resume! Additional languages can be a huge bonus on any resume, especially one in the human resources industry.

HR Director Resume Sample “Other” Sections

Here are some examples of what an “Other” section would look like on an HR director’s resume:

• SHRM Certificate
• IFEBP Certificate
• LinkedIn Certificate
• SHRM Certification (Society for Human Resource Management, 2017)
• IFEBP Certification (International Foundation of Employee Benefit Plans, 2016)
• HR Certification (LinkedIn, 2016)

Key Takeaways

In this guide, we learned:

• When creating an HR director resume, make sure you include a resume summary which highlights your skills and achievements and is tailored to each specific role.
• Make sure to include quantifiable achievements to show the impact you’ve made as an HR Director.
• Don’t forget to include education, work experience, and other sections on your HR director resume.
• Be clear and concise when listing examples of experiences as an HR director.
• Highlight any soft and hard skills you have in the skills section .
• Include any other certifications or qualifications you have that are relevant to the position.

We hope this guide helps you make the perfect HR director resume to land the job you’ve been eyeing for so long!

If you need more help with your HR director resume, our resume builder has hundreds of ready-made templates to help you create a brand-new HR director resume in minutes!

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• Human resources objectives and summaries

Human resources Objectives & summaries

62 Human resources objectives and summaries found

A well-written objective or summary on your resume can be the difference between getting rejected, or getting invited for an interview. Copy any of these Human resources objective or summary examples, and use it as inspiration for your own resume. All examples are written by certified resume experts, and free for personal use.

Learn more about: objective vs. summary

Summary examples

Accomplished HR department operations director responsible for recruitment, employee relations, performance management, and new employee orientation. Train HR specialist on payroll and benefits administration, maintain employee records and manage corporate HR initiatives including diversity recruitment and employee retention.

HR coordinator

Interpersonal HR coordinator providing general HR oversight including assisting with new hire orientation, updating employee information, coordinating onboarding, coordinating candidate interviews, and preparing reports regarding recruiting activity for the HR team.

HR director

Enthusiastic Human Resources Director with 2 years of experience ensuring smooth and efficient HR operations. Proven capacity to conceptualize and execute impactful HR strategies that foster a positive work environment for optimal staff output. Brings in-depth knowledge of employment laws and regulations, HR management principles, and best practices.

Objective examples

Seeking to challenge myself with new opportunities and create a lasting impact on the communication channels between management and employees utilizing my experience in managing critical functions of the HR division.

Skilled HR coordinator seeking to manage the human resources department in a healthy workplace. Proven track record in positive employee relationships and compliance with local and federal laws, leverages interpersonal skills to promote a conflict-free workplace.

Process-driven HR Coordinator seeking a new position with XYZ Company to contribute to developing strategic and business-aligned HR programs.

Experienced Recruiter, processing and recommending high-quality candidates who match the company’s mission, vision, values, and culture. Thrives developing strategic searches for candidates. Interview and assist with the hiring of qualified candidates for all disciplines throughout the company using best practices.

Technical recruiter

Analytical Technical Recruiter with a year of experience in sourcing and recruiting the best talents in technology. Proven capacity to interview, screen, and identify suitable employees for technical roles. Hands-on involvement in advertising vacancies with placement agencies, professional networks, and job boards.

Talent acquisiting specialist

Experienced Talent Acquisition Specialist with 6+ years of success in sourcing, recruiting, interviewing, and retaining top talent. Well-versed in forecasting staffing needs, outlining the selection criteria, and leveraging social platforms and professional networks to source potential talent. Renowned for excellent interpersonal, communication, and leadership skills.

Hard-working and committed, entry-level recruiter seeking to combine advanced coursework and hands-on experience in human resources into a challenging career solving practical staffing problems within an organization in need of talented and motivated employment teams.

Experienced Technical Recruiter seeking a new position within a start-up firm to leverage talent sourcing expertise in attracting the best technology candidates.

Analytical Talent Acquisition Specialist seeking a new position with ABC Company to leverage talent sourcing expertise in attracting and retaining the best candidates.

HR assistant

A self-motivated individual with the passion and drive to take ownership of new tasks and go beyond boundaries to perform and accomplish tasks. Active listener and exceptional communicator willing to understand conflicts and provide a positive resolution. Noted for taking on challenging tasks in a new environment.

Magnetic personality with the ability to develop rapport with individuals. Self-motivated and driven to perfection in handling tasks. Passionate, hard-working, striving for success in a competitive environment to help employees in adjusting to their new organization and making them feel motivated through the use of intrinsic and extrinsic tools. Positive attitude to learn new things and go beyond conventions.

Industrious HR Assistant supporting company-wide HR efforts including payroll and new employee orientation. Assist with payroll issues and errors, benefits questions, and data discrepancies. Update and maintain current employee files and ensure compliance.

Seeking to grow my career by taking up a leading role in HR by working on new HR process and policies coupled with their implementation. Person-oriented and competent individual looking to gain extensive knowledge of managing the relationship with employees.

Seeking an entry-level position to utilize my networking, communication, and presentation skills to become a key pillar of the HR department. Passionate and motivated individual keen to apply classroom knowledge to real-life situations.

Energetic HR assistant seeking to join human resources team in a large company, transferring skills in data entry and compliance, candidate interview logistics, and negotiation. Demonstrated ability to increase potential candidate pool by 45% by forging new relationships with local technical institutes and alumni programs.

HR professional

HR generalist

Human Resources (HR) special programs facilitator providing high-quality HR support to internal and external customers. Support general HR and benefits administration, onboarding and other various HR events and initiatives. Guide and support day-to-day general employee relations issues and escalating as appropriate.

HR specialist

Performance-driven HR Specialist with 5 years of experience encompassing workforce planning, HR development, and employee and labor relations. Well-versed in developing recruitment strategies, interviewing and testing candidates, designing training programs, interpreting union contracts, and performing job evaluations. Brings excellent analytical and problem-solving skills, thought leadership ability, and a track record of hiring and developing high-performing talent.

Seeking the position of HR generalist to maximize impact of HR practices on the strategic vision of the organization by incorporating 10+ years of experience in the industry. Result-oriented, organized and innovative individual looking to establish HR as the key business partner of the organization.

Looking for a Human Resources Specialist position with Acme Company. Offering 5 years of progressive experience in employee recruitment, benefits compensation, and performance management with a Fortune 500 corporation.

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25 Human Resources (HR) Resume Examples for 2024

• Human Resources Resumes
• HR Resumes by Experience
• HR Resumes by Role

Writing Your HR Resume

A company’s most valuable resource is its employees, but it takes a great human resources manager to find, manage, and help those employees succeed within an organization.

From hiring to onboarding to benefits, you know how to help colleagues succeed within a company. When it comes to being a successful human resources (HR) professional, you put people first. But although you can spot a great resume from a mile away,  building a resume  of your own is an entirely different beast.

Our HR resume examples and guide have helped HR professionals learn  how to write a resume  and make a cover letter to  land highly coveted jobs with companies like Facebook and Lyft.  Writing an amazing human resources resume has never been easier!

Human Resources (HR) Resume

or download as PDF

Why this resume works

• If you have more than 10 years of experience, you can add a  resume summary  (also called a career summary) to list your HR experience and biggest achievements.
• Space is limited on your resume, but don’t worry—you’ll have more room to discuss the context of your experience in your  human resources cover letter , so you don’t have to try and cram everything onto your resume.
• Whenever possible, quantify the scale or impact of your work on your human resources resume. For example, how many employees did you help hire or onboard? What was the scale of the compensation plan you managed? How many disputes did you resolve? Numbers speak louder than words!

Human Resources (HR) Manager Resume

• Start by listing your hard skills (the tools and technologies you know) and the areas of HR in which you’re an expert, such as Disability or FMLA.
• Don’t make your skills section a laundry list; only include skills that you can readily demonstrate if asked. Honesty is key!
• You can help the reader out by  formatting your resume  with your most recent experience first. That way hiring managers see your best roles right away, which will encourage them to keep reading.

Human Resources (HR) Intern Resume

• Don’t be afraid to showcase your work and accomplishments! Use strong action words like “developed”, “spearheaded”, or “operated” to show hiring managers that you have what it takes to move into roles with more responsibility. 
• In just two to four sentences, let hiring managers know what company you want to work for, the job title you’re seeking, and what specific skills you have that will be an asset to the company.
• The key word here is  specific.  A vague resume objective won’t do you any favors!

Entry-Level Human Resources (HR) Resume

• Have you started a club, held an internship, or had a part-time job? These can all be valuable on your  entry-level human resources resume !
• You can also highlight your academic abilities by listing your GPA or any awards you won during college. You can even list relevant courses to really show off your skills!
• Some employers prefer resumes in different formats, so check the  Human Resources job description  if you need to use a  Google Doc template  or a  Microsoft Word template  to format your entry-level human resources resume correctly.

Junior Human Resources (HR) Generalist Resume

• Woah, cowpoke! Hold off for a minute and use our  resume checker  to ensure your Jr. human resources generalist resume is formatted correctly and that you’re using all the gold-standard grammar and punctuation rules.
• Leverage metrics about the number of employees at each company you’ve worked for, the percent increase in efficiency after implementing a new HR tool, the number of new hires you’ve added, or the increase in qualified applicants you’ve driven through recruitment strategies

Human Resources (HR) Assistant Resume

• Above all, be specific. A generic, vague objective only wastes valuable space. Instead, talk about your qualifications for the position at hand, then mention why you want this particular role with this specific company.
• For example, did you help plan an event that brought in an extra $3K in revenue? Or maybe you collaborated with your HR team to develop new onboarding processes that decreased the cost-per-hire by 21%. Whatever you did, find a way to tell the employer why your efforts mattered on your  human resources assistant resume .

Senior HR Manager Resume

• Tell your story with the help of your past work experiences! Enrich your senior HR manager resume by depicting the growth in your career. Mention your early career and how you’ve managed to go from simply revisiting policies to finally improving employee satisfaction rate as a manager.

HRIS Analyst Resume

• As long as you list tools like Tableau, Oracle HCM Cloud, or even TSheets, you’ll be able to convince a would-be employer that you know the ins and outs of visualizing employee data that help an organization reduce its turnover rates.

HR Analyst Resume

• Make your HR analyst resume more eye-catching by choosing the “Standout” template and picking a yellow tone that is cool on the eyes. Back this visual appeal with a degree such as a Bachelor’s in Organizational Behavior and Human Resources that you’ve accomplished and show that you’re a professional in handling employee behavior and data.

HR Compliance Resume

• Use and highlight bullet points like “lowering instances of compliance violations by 17%” in your previous roles. These metrics will do the job of solidifying your interest and ability to ensure all workspace operations are compliant with state and federal laws.

Human Resources Recruiter Resume

• For example, you must show your unmatched competencies in skills and tools that track, assess, and help onboard new hires smoothly.

Human Resources Administrator Resume

• A great example you can use in your human resources administrator resume is underscoring your input in achieving a 42% increase in promotion rates for employees under your supervision.

Human Resources Associate Resume

• However, it’s not enough to state that you’re a team player; your human resources associate resume must also show your contribution in identifying, interviewing, and onboarding new hires.

Human Resources Executive Resume

• For instance, integrating Tableau’s HR data analytics dashboard to support decision-making would give recruiters a reason to pick your human resources executive resume ahead of others.

Human Resources (HR) Director Resume

• Use your work experience bullet points to showcase a variety of skills, like management, collaboration, data analysis, and mentorship. Think of each bullet point as a separate skill you want to showcase.
• Using a  resume template  can help you easily change stylistic elements to suit your fancy, like colors, font types, and layouts. Be creative and go for it!

Human Resources (HR) Coordinator Resume

• Set a timer for six seconds. Now, read through your resume until the timer runs out. What stands out the most?
• Hopefully, “numbers” was your top answer. Numbers are easier to scan, and they’re great at showing how you improved your workplace, so include them when you can!
• Try to include rates like ROIs, time and cost per hour, the staff you oversee, reviews, error reductions, efficiency improvements, and employee retention time.
• While you don’t have to use an outline, we would recommend it, especially if you haven’t  written a resume  in a while.

Human Resources (HR) Generalist Resume

• Use small amounts of color (and different font types) to break up an otherwise-monotonous page of black text and draw attention to section headers.
• However, if you personalize your summary by calling out the employer and the role by name, as well as listing your most relevant achievements, you should add it in to help make a great first impression!

Human Resources (HR) Representative Resume

• While that’s understandable when you make a  resume outline , your resume must be polished and customized to highlight past experience that is applicable to the new job you desire.
• In general, we recommend including three to four work experience listings total so you can expand on each. Any more than four, and it starts to get pretty overwhelming!
• This way, you can quickly review your resume against the job description to  build a customized resume  for every job for which you apply!

Human Resources (HR) Data Analyst Resume

• Always double (and even triple)  check your resume  for any typos or grammatical errors before you turn it in. Even areas that you think are perfect, like your Contact Information, might have a missed “t” or an extra period.
• We’d recommend having a friend or colleague read your resume, too, since they’re more likely to notice mistakes. 
• Font : are you using two fonts, one for your body text and one for your headers?
• Layout : is your resume easy to read? Do you have headers for each section? 
• Style : does your resume convey your personality? If not, consider adding some color and different font types, provided your resume is still readable afterwards.

Human Resources (HR) Benefits Specialist Resume

• Numbers will encourage hiring managers to slow down and carefully read your text. Plus, they take less space then words and can demonstrate your capabilities faster. So, if you want to demonstrate your capabilities quickly, use numbers! 
• For example, adding a  resume objective  usually isn’t the best option unless you’ve just changed careers or are starting out in the HR field.

Human Resources (HR) Business Partner Resume

• That internship you had back when pagers and Razr phones were a thing? Probably not relevant—instead, pick three to four recent positions where you’ve showcased your leadership abilities. 
• We’d recommend listing your experience in reverse-chronological order (aka putting your most recent work experience at the top) to increase the chances of making a good first impression right away.

Human Resources (HR) Recruitment Coordinator Resume

• That’s right. Your resume doesn’t need to be boring to command respect. In fact, a bold color can demonstrate confidence and individuality, which can make you an even more desirable candidate. 
• A note of caution: While more companies are valuing individuality and personality, there are times when muted colors (think deep navy, slate gray, or hunter green) may be more appropriate. This may be especially true if you’re applying to work in HR for a legal or investment firm.

Human Resources (HR) Specialist Resume

• If yes, use our human resources specialist resume to add a dedicated section where you can add certs and improve your chances of being hired.

Chief Human Resources (HR) Officer ( CHRO ) Resume

• With a cluttered template, you run the risk of leaving an employer overwhelmed and unsure of where to look on your resume. Using a clean template, like our Elegant, Official, Standout, or Professional templates, will let a recruiter focus on what’s important and help you put your best foot forward.

VP HR Resume

• If you’re applying for a senior-level position, like Vice President of HR, you’ve probably got a ton of experience under your belt. Still, your resume should ideally fit into one page, so select your most substantial achievements at each role to mention under your work experience in your VP HR resume.

Related resume guides

• Office Administrator
• Talent Acquisition
• Operations Manager

You could be an employer’s dream candidate, but you won’t be hired if your resume isn’t readable or logical. So before your professional resignation letter hits your current employer’s desk, walk through our guide on the top resume formats, what to include in your contact header, and how to make your HR resume readable for employers and ATS.

Top resume formats

The top three  resume formats  for 2024 are reverse-chronological, functional, and combination/hybrid. Each format showcases your aptitude for the job in different ways.

• Reverse-chronological : This format stresses your career progression by putting your most recent job at the top. It’s easy to skim, but it can reveal gaps in employment or career changes.
• Functional : Skills are the name of the game with this format, which highlights position-related and transferable skills alike. However, it can confuse ATS and recruiters since it’s not common.
• Combination/hybrid : It’s the best of both worlds with an in-depth skills section and a work history section, but it can be hard to format and isn’t ATS-friendly.

We believe the reverse-chronological format, as shown below, is the best choice for a human resources resume because it’s easy for ATS and recruiters to read quickly and tells a consistent, steady of your career.

Include the right details in your contact header

Your contact header is where you list (surprise, surprise) your contact information. In this section, you’ll want to include the following:

• Job title you’re seeking
• Email address
• Phone number
• City/State (optional)
• Professional links (optional but recommended)

Since your contact header is the first thing recruiters will read, you need to design it carefully. Place your contact header at the top of your resume, either centered or left-aligned, to make it easy to spot. If you’re struggling to fit everything, remove the optional elements or go down a font size.  Just make sure it’s no smaller than your resume body text . 

You should also adjust the color, font style, and layout. Giving your name a different font and a color block outline can showcase your personality and desired role. No matter what you do with your contact header, just ensure it’s easy to read and looks professionally appealing.

Our resume examples can offer inspiration if you’re struggling to format your contact header.

Make your HR resume readable for software and people

HR professionals know the hiring process is complex, so ATS can be a lifesaver when used well. That means that when you write your HR resume, keep ATS in mind to avoid getting the boot.

Our tips on formatting elements can help you format your resume to impress ATS and employers.

• Margins : Avoid margins smaller than half-inch or larger than one inch to give your resume a professional and clean appearance.
• Fonts : Sans-serif fonts are the best for ATS readability, but unusual fonts aren’t a good choice. Choose safe standards like Arial, Verdana, and Helvetica.
• Font sizes : Overly large or small fonts are overwhelming and hard to read. Use 10 or 12-point font sizes to keep reading a cinch.
• Header names : ATS systems aren’t programmed to recognize creative header names, so stick to industry standards like “work experience” and “skills.”
• Skills:  Include skill keywords listed on the job description to ensure your resume passes ATS inspection.
• Logical order : ATS and recruiters read resumes quickly, so organize your resume according to industry recommendations. Namely, put your contact header at the very top and put your work experience in the middle.
• One page : Recruiters have limited time to read endless qualifications, so keep your resume to a single page. 
• File type : Some ATS won’t recognize .dot, .txt, .jpg, or other file types that aren’t .docx. Submit your resume as a Word document and PDF to cover all your bases.

Write a Winning HR Resume

Writing an effective resume  is an overwhelming process, but human resource professionals can get it done in no time by writing only a section at a time.

In the following sections, we’ll introduce:

• Using an objective/summary effectively
• Listing your HR experience
• Choosing the appropriate skills
• Writing the education section and adding optional elements
• Tailoring your HR resume
• Editing your resume for maximum impact

Determine whether you should use an objective/summary

Many people will argue that a  resume objective  or summary is a waste of space that’s “me-centric.” Yet, a worthwhile objective or summary can showcase your qualifications and give a snapshot of  how  you can impact a business. 

Good objectives and summaries tell the recruiter why you should be hired in three sentences or less. They should highlight your skills while expressing how you’ll use your unique experience in the role for which you’re applying. 

Objectives are typically used when you’re changing careers or just starting out, and they focus on your strengths and transferable skills. Summaries are used for those who have been in their career field for some time, and they function as a snapshot of your long-standing career.

You may not need a summary or an objective, but if you do choose one, always tailor it to each job for which you apply. 

For example, generic objectives give nothing more than buzzwords like this:

• Talented human resources professional seeking new opportunities. Skilled at hiring, management, and communication.

This doesn’t tell the recruiter anything about the candidate’s unique experience (or  anything  about the candidate at all). A good objective is specific and personable, like this example:

• Compassionate and detail-driven HR professional with 3 years of experience. I want to use my interpersonal communication skills and conflict resolution abilities to increase employee satisfaction at CORE. My goal is always to foster relationships from the start of the onboarding process, resulting in a 15% decrease in ETR. 

Similar to the example above, notice how this savvy candidate tailors the career objective to the target business.

Summaries are excellent tools if you’re further along in your career. If you’re SHRM-SCP certified or have been in management for years, you should use a  summary for your resume . Summaries can be difficult, though, because you have to cram in years of experience, often resulting in something that looks like this:

• Experienced HR professional who is organized and passionate about people. I am certified and ready to bring my 10+ years of communication, training, and administration skills to your company. 

It’s not bad per se, but it’s vague and not tailored to the company. The one below gives examples of the applicant’s skills and what they’ll provide for their employer:

• Onboarding and employee training are my specialties as a PHR-certified manager with 10+ years of HR experience. I’m passionate about talent acquisition, coaching, interviewing, and compensation/benefits. I wish to use my skills to increase employee satisfaction and training effectiveness while decreasing time-to-hire and time-to-productivity at CORE.

Like the visual below, the above summary explains goals, specialties, and what the candidate can do for their future employer. When writing your objective or summary, make sure it’s detailed and concise to showcase your best qualities.

List your HR work experience

HR professionals wear a lot of hats, so it can be tempting to cram in as many past jobs as you can to showcase your adaptability and skills. This results in a resume that’s overloaded without a clear focus.

Instead, list  two to four of your most relevant job experiences . Doing so provides a clear story of your career and gives you room to expand on the responsibilities and skills you obtained from each position. 

If you lack formal job experience, list internships, volunteer/leadership work, and projects related to your desired HR position.

Write actionable bullet points

Bullet points are the bread and butter of your experience section, so your writing should be as specialized as possible in this area. Use active verbs and targeted language without resorting to personal pronouns to create the most impact. Consistency is key, so match your verb tenses and either use punctuation or avoid it altogether.

Excellent bullet points for an HR resume are distinct and concise. Use the following examples to help you craft amazing bullet points on your resume: 

• Enforced compliance with federal, state, and company employment laws
• Created individualized employee performance reviews in collaboration with management quarterly
• Educated employees on company policies, procedures, and compensation during employee training
• Established a standard set of onboarding processes, including interviewing, office setup, and software training

These bullet points showcase your specialized skills and highlight your accomplishments most effectively and efficiently. 

Harness the power of numbers

Metrics are frequently missed in HR resumes, but they’re a huge asset. They’re definitive proof that you’ve done your job well. So, you should aim to include metrics on 50 percent of your job description bullet points.

When discussing your job responsibilities, try to include some of the following  HR metrics :

• Improved time-to-hire
• Increased employee retention
• Increased employee satisfaction
• Increased employee performance

Below are some sample job description bullet points using the above metric types. 

• Established improved hiring processes, including quarterly job description updates, sourcing plans, and training/development opportunities for current staff, reducing the time to hire by 7 days
• Provided individualized guidance through weekly one-on-one meetings with new staff members, resulting in 13% higher employee retention than in previous years
• Distributed satisfaction surveys in meetings and incorporated feedback into procedures over 6 months, resulting in 50% higher satisfaction rates than the previous year
• Encouraged employees in weekly meetings with special shout-outs and consistently pointed employees to HRIS records in case of concerns regarding payroll, benefits, or training, resulting in 15% higher employee performance than the previous quarter

Choose your HR skills selectively

The skills section on an HR resume presents your attributes and qualifications in an easy way to read. Regardless of your experience, this section showcases why you’re the best candidate for the job because you possess the traits and knowledge the employer is seeking. 

This is why ATS prioritizes skill keywords to weed out candidates, so nailing this section is crucial. To ensure you stay on the recruiter’s list, choose skills that appear in the job description or those related to similar HR positions. 

Below are some good examples of hard and soft skills HR recruiters desire:

• Microsoft Office Suite
• Legal Compliance
• Conflict Resolution
• Performance Management
• Compensation and Benefits
• HRIS or HRMS
• PHR Certification
• Planning and Strategy

These  resume skills  show experience in multiple areas, like recruiting and payroll, while also listing some hard skills like ATS knowledge. 

Include education, and decide on optional sections

As displayed in the visual below, you’ll need to include education, as most HR positions require a BA in Human Resources Management or associated degrees. Depending on your education level, years in the workforce, and any specializations and certifications, you may need to include different sections on your resume.

For example, if you have multiple certifications, it may not be wise to crowd them all in your objective/summary. Instead, list them in your skills section. 

You may wonder if you should add a  hobbies and interests section to your resume , but most HR resumes shouldn’t include these. Interests and hobbies can be useful in tipping the scale in your favor, but most often, they don’t increase your chances significantly.

However, if the job description or ad mentions company culture or the importance of interests, you should include an interests and hobbies section. For example, if you apply for an entertainment company position, including your love of Harry Potter and Star Wars might be beneficial.

Adjust your HR resume accordingly

Every job is different, so each resume you submit should also be unique. Human resources jobs will have things in common, so you don’t need to revamp your resume completely. Still, pay attention to the differences with each position. Tailor your  objective/summary ,  your skills , and  your work experience bullet points  to match the job description or ad for every job to which you’ve applied.

Edit your HR resume for optimal impact

Although it’s tempting, don’t submit your resume right away! Even though it’s technically complete, there could be mistakes you’ve overlooked.

Walk away for a day or two and let others read it. Once you’ve refreshed your mind, come back and  check your resume  one last time for any errors. Then make the necessary changes until your HR resume is spotless.

Nail the interview and get hired

The last step is to celebrate and prepare for your interview! You can use our  resume checker  to upload your resume and check it against our AI-powered tips or use our  resume builder , which allows you to create resumes from scratch. Just remember, whenever you apply for a job, you’ll want to tailor your resume again. Good luck—we’re rooting for you!