My goal is to use my excellent communication and organization skills to achieve the HR initiatives of the company. HR VOC, Policy Standardization, Management Operating Reviews, Honeywell User Experience projects, Right & Fast initiatives, etc. Designed and developed a competency model to attract and retain top performers. Encourage and drive knowledge retention and best practice sharing across the division, Drive positive employee relations to provide an optimal work environment for all employees. Partnered with senior leadership to evaluate on-air talent to determine contract renewal or termination. Oversees the Health and Wellness Plans to include wrap documents, Trust Account management and federal and regulatory compliance. Advice the EVP of EMEAP on Employee Relations (Employment contracts, compensation, benefits, law, working conditions, international assignments) in close relations with local HR, Support change management efforts in EMEAP, Facilitate processes, workshops and team development in EMEAP, Leveraging a strong performance culture in EMEAP by supporting SimCorps performance management processes etc. Provided individual leadership coaching to senior leaders and management. What is a Human Resources Resume? Interviews management- and executive-level candidates; may serve as interviewer for position finalists. A well-organized and self-directed individual who is "politically savvy" and a team player. Served as strategic adviser on all departmental restructuring, workforce planning and business realignments. Established this rapidly growing company’s first ever Human Resources Department covering 150 employees. F or guidance on how to plan your resume's strategy, check out this resume sample for a sales director that Isaacs created below, and download the sales director resume template in Word. Successfully defeated 2 union organizing campaigns, Developed and implemented the conversion of salaried route sales representatives to an hourly pay structure in our NJ market, Increased staffing by 71% to fill 197 incremental positions to support business growth. Focus on localization strategies & action plans, Partner with the General Manager and respective leadership team to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives, Partner with business leaders to develop and embed a contemporary organizational culture and leverage change acceleration techniques to assist in driving broad change, Act as an organizational & simplification champion who builds organizational capabilities, reduces complexity and partners with clients to maximize team performance, Strategically partner with senior business leaders to design and implement the most effective global organizational structures and manage transitions, Provide timely, effective and direct coaching and employee support to business leaders, assisting in the development of strong, contemporary leadership skills, Provide strategic coaching to key talent in extended client group as it pertains to succession planning, career path development, and performance management, Lead the business and HR team through critical HR operating rhythms such as People Review (annual deep dive of organization and talent), training nominations, salary planning and performance management, With the support of the Employee Human Resource Manager (EHRM) team, develop and drive strategies to attract, develop, engage and retain strong and diverse talent, Collaborate with EHRMs to infuse employee insights into organizational strategies, Active member of the SSA HR leadership team. Distributing agendas, presentations and post meeting minutes when required, Completing a broad variety of administrative tasks for the Directors including the organisation of meetings (participant availability, meeting room booking, relevant equipment and picking up of guests from reception and providing refreshments/hospitality); Draft presentations, general communications and correspondence, routine and ad hoc reports; prepare spreadsheets and any other documentation whilst managing the on-going workload, Managing and organising the Directors business travel locally and internationally; booking flights, accommodation and transfers; providing & completing trip itineraries, Responsible for general office administration for and on behalf of the Directors, as required including the organisation of cars and couriers when required, Meeting management including room and equipment bookings, coordination with AV, booking hospitality etc, Phone management on behalf of the Directors e.g. Discretion is key to this role, Ability to work well with others in a consultative and cooperative manner and assist them in making the right decision for the Department, the State, the pensioners, the employees, Strong attention to detail and ability to ensure accuracy in work at all times, Ability to work independently with the support of the HR Director as a delegate when authorized and appropriate, Strong analytical skills to produce and analyze data and make recommendations, Providing office leadership and administrative support for members of the leadership team, Perform wide variety of administrative support activities, which require the handling of business sensitive and confidential information, Responsible for the establishment of meeting and agenda priorities, travel schedules and staff meetings within a very dynamic and ever-changing environment, Interface with Corporate GE, external agencies, and other leadership in a professional manner, Supervise purchase of office administrative supplies, Proactively coordinate executive calendars, which are comprised of heavy meeting schedules and extensive global travel, Plan, schedule, and arrange business meetings and travel itineraries; maintain passport and visa requirements; prepare and reconcile expense accounts, Prepare presentations, reports, spreadsheets, meeting minutes and other business information, Assist in managing expense accounts and budgets, Anticipate needs and accomplishes responsibilities without direction, Manage multiple projects and priorities and initiates follow up to ensure timely achievement of, Ability to effectively interface with all levels of the organization, including executives, High level of proficiency in Word, Excel, PowerPoint and Outlook, Ability to handle confidential and sensitive material and critical assignments in a professional, discrete manner, Able to adapt to ever changing priorities, Strong organizational, time management and prioritization skills, Ability to prepare business letters, proposals, summaries, and reports using prescribed format and conforming to all rules of punctuation, grammar, diction, and style using all parts of speech, Ability to work independently and as well as part of a team, Resourceful, proactive, assertive, detail oriented, and energetic, Ability to support multiple projects and balance conflicting needs, Creates and administers various human resource plans and procedures for all organization personnel; assists in the development and implementation of personnel policies and procedures; prepares and maintains the employee handbook and the policies and procedures manual, Participates in developing company and departmental goals, objectives and systems, Administers the compensation program; standardizes and monitors the performance evaluation program and revises as necessary, Performs benefits administration, including claims resolution, change reporting, approving invoices for payment and communicating benefits information to employees, Conducts recruitment efforts for all exempt and nonexempt personnel, students and temporary employees; conducts new-employee orientations; monitors career-pathing program; and writes and places advertisements, A bachelor's degree and three to five years of HR experience, or a master's degree in HR management and two years of experience in the HR field, or seven years of experience in the HR field, or any similar combination of education and experience, Applicants must read and speak English at a fluent level, Masters' degree in human resources or related field, SHRM Certified Professional (SHRM-SCP) or SHRM Senior Certified Professional (SHRM-CP) credential, Eight to 10 years of human resource experience, SHRM-CP or SHRM-SCP certification or ability to obtain certification within 12 months of hire date, Primary clients include US Sales SVP and Sales Directors, Core functional and HR operational program management role provides country coordination across all field sales Zone HRMs to ensure consistent alignment and execution of activities for US HR, For client groups, define the overarching HR strategic framework, plan and drive highly effective implementation and execution that enable the identification, selection, on boarding, development, reward, retention, and full engagement of a best-in-class, high performance workforce, Partner with Regional HRBP peers, COE’s, and HRMs, along with HR Operations to influence the implementation of the appropriate coverage model, building capabilities into the workforce of the future, Provide on-going direct implementation of world-wide HR programs aligned to global commercial excellence, partnering with and leveraging HRBP’s, Partners with Region and HR COE’s to identify and implement best-in-class programs, tools and solutions focused on talent development and performance excellence, Builds organizational capability through development and/or facilitation of appropriate senior leadership team (i.e., team effectiveness, goal development and alignment, manager capability, etc. Ensure functional leaders are focusing on short and long term priorities that will drive needed business outcome. Talent Management, Performance Management, Leadership Development, Recruitment, Compensation, and Engagement, etc. Work with leaders to enhance current and future functional and leadership capability needs. Provides training to existing and new employees on the purpose and effective implementation of the performance appraisal process and any changes being made in the appraisal procedures and appraisal format, Coordinates with Chemonics Home Office Global HR, Employee Relations, OBC and Recruitment Departments as necessary to keep them abreast of changes and/or issues, Assists in creating and conducting a comprehensive training for security providers and Operations staff on medical evacuations procedures. Not only will you be working with the company’s entry-level employees, you will likely be reporting to a senior executive, such as a Chief HR Officer. Assists in development and executing communication plans, Advises business management and professionals on the interpretation of personnel policies, programs and procedures. Ensured on-time delivery of products, training programs including calendar management and accountability measures. Strong project management skills required for success, Strong influence and interpersonal skills (e.g., executive maturity and presence), Develop and Execute HR organization strategies, Analyze personnel information and trends; Make recommendations to organization utilizing strategic thinking and execution, By Fans, For Fans; engage and learn with the business to deliver on the fan experience for all our customers, Educate, coach and partner HR and Operations teams on performance management and employee development goals, Advise and Coach Leadership Partners on Organization Impact, 4-8 years of human resources experience, with a minimum of 2 years in a generalist capacity advising and influencing business partners, Ability to influence peers and leaders across the company to drive the right outcomes; strong and proven influencing skills, Sets a high bar for themselves to deliver on commitments and being action orientated, Past performance demonstrates the ability to think and act strategically while optimizing results for HR and the Business, Experience supporting hourly population in environments such as manufacturing, distribution, and/or call centers, HR business partner and advisor to the Business Stream leadership, Experienced HR Director/Business Partner, ideally either in a global function role or within an LR operating business, Business Management experience an advantage, experience operating in a business environment including re strategising a business, Able to demonstrate capability in building strong relationships with senior leaders across a business, Possesses experience and generalist expertise in the core areas of HR activity – Resourcing; Talent; Reward; Employee Engagement; Learning, Experience of supporting leaders and colleagues through change, Flexible and can operate well in ambiguity – can navigate through complex structures. Sample Resume 1 Author: Peeling, Andrew It’s actually very simple. Provide coaching and counseling to practice managers and directors resolve employee relations issues and proactively manage employee performance, Talent Management - Develop strategies to attract and retain a high performance workforce and oversee recruitment efforts. Microsoft Excel skills required, This position supports the Engine Business Unit (EBU) Engineering organization of roughly 2000 employees dispersed globally and leads and guides a team of 6 (2 HR Managers, 2 Generalists and 2 HR Associates), Large complex Engineering organization providing line HR support and business partnering and supports all EBU Engineering positions globally. Ability to work to tight deadlines. Conducted Talent Review and Succession Planning sessions to determine organizational deficiencies and built development plans to fill gaps. Manage complex employee relations issues, Facilitate team effectiveness workshops and interventions to build out high performing teams and culture across all organizations, Manage tactical and operational aspects of HR in support of defined client groups such as report generation, data clean up, data transactions, etc, Monitor and analyze key HR indicators such as turnover statistics, time to fill, etc. Updated recruitment processes, encompassing sourcing, screening, interviewing, selection, and onboarding, Spearheaded the annual employee performance appraisal process, Served as Project Manager of the company's first Human Resources Information System, Selected benefit programs for medical, dental, short and long term disability, life insurance, 401 (k), and workers compensation, Implemented new payroll procedures to streamline the entire payroll process, Introduced a new company compensation program based on seniority, title, and performance. Monitors and advises managers and supervisors in the progressive discipline system of the company. Human Resources; Manager, HR Operations Resume Samples Manager, HR Operations Resume Samples 4.8 (61 votes) for Manager, HR Operations Resume Samples. Eg Occupational Health, Diversity etc, Collaborate appropriately across the HR model and SSO to ensure end to end HR service meets relevant needs, Lead on ER activity to ensure business risk is minimised and employee issues are dealt with professionally and in a timely manner leveraging ER CoE and SSO appropriately, Ensure compliance with legal requirements to mitigate business risk (reputational, legal and financial), Work as a unified HR Leadership team to calibrate SL HR plans with global and strategic objectives, Utilise metrics to add value to business decisions by understanding trends and making recommendations to SL Leaders and Talent Partners, A relevant degree and professional qualification preferable at MBA/Masters Level, A strong base line of core HR competence and experience at Director level as well as the ability to partner and influence senior partners and leaders with gravitas and impact, Excellent communication and stakeholder management skills, Being an experienced player in OD and change management with the ability to constructively challenge at the same time as maintaining enduring high quality relationships with stakeholders, The ability to transition needs from firm wide talent agenda into a honed Service Line Organisation & People Strategy, Strong business acumen and commercial skills, The ability to set up and lead major people change initiatives, gain the trust, confidence and respect of business leadership in delivering and measuring results, Able to anticipate trends, insights and changes and bring HR POV to business discussions and decision making, Consulting, influencing, negotiating and partnering skills, Strong leadership capability – the ability to envision, mobilise, motivate and navigate a team successfully during a period of intense concurrent business activity alongside leading HR Function transformational change, Strong business, commercial and financial acumen, A strong relationship builder and business partner with a proven ability to influence, consult, coach, educate and advise Partners and Senior Executives at the same time as maintaining effective relationships, The ability to integrate broader firm wide business and talent needs with those of the Service Line and develop a coherent Organisation and People Strategy & Plan working closely with SL leaders to ensure it is fully aligned with the SL imperatives. Represents and promotes the reputation of HR and takes accountability for the actions of the HR team, Manage the HR Generalist Team in sub-Saharan Africa, Execute Regional HR programs, practices and processes in 28 countries, Ensure compliance with local labour laws and global policies in all counties, Work with external stakeholders and other support functions to ensure an enabling environment for the business in countries where Ericsson is present, Manage delivery from global and local vendors, Engage with Ericson customers when concluding outsourcing deals or Mergers / Acquisitions, A Bachelor degree in a Human Resources or related fields is required, a post-graduate degree in a Human Resources or related fields is preferred, 10 – 15 years’ experience in the HR functional area, Strong leadership track record, senior leadership experience preferred, Sub-Saharan Africa experience or exposure, Experience being on a Senior Management or Leadership Team in a large national or multi-national business, Previous experience in an international business role an advantage, Communicating with local regulatory authorities; sourcing and reporting potential high level candidates for management team of purchased target companies, Assisting in designing the company's recruitment plans based on the business development demands and talent recruitment plans of various department of regional entities, Designing HR procedures and mechanisms regarding on boarding, departure, and internal job transfers, Negotiate with unions regarding collective bargaining negotiations, Administer labor relations policies and agreements, Draft contract proposals and compile information and statistics, Create and implement training and internal development programs, Provide onsite HR leadership, serve as main point of contact for all recruitment, learning, OD, benefits and employee relations issues, Manage staffing process, working with hiring managers and staffing center to identify recruitment strategies as well as ensure diverse candidate slates and top quality candidate selection, Manage performance and union avoidance activities / initiatives in collaboration with legal and labor relations, Manage/mentor more junior members of HR staff, Minimum 5-7 years of relevant HR Business partnering experience including recruiting, performance management, salary planning and organizational development, Experience managing and/or mentoring more junior members of HR staff, Experience with SAP and/or Brassring (or related tools), Ability to and be comfortable working in both a corporate environment as well as a production environment, Ability to work in a diverse and fast paced environment, Significant experience in leading, managing and coordinating HR activities across central Europe, Middle east and Africa specifically in France, Germany and Italy, Experience partnering with business leaders demonstrating a commercial mind, Experience of having supported and lead significant change efforts, Experience of managing a team of HR professionals to deliver shared objectives, Experience of working with ambiguity and in a fast-paced, agile and changing environment that is highly matrixed, building a people network to accomplish results, Ability to communicate and influence effectively with all levels of leaders and employees across cultural boundaries, Experience of influencing and collaborating with a community of experts within HR to achieve business results, Strong business acumen. Currently working as a Head HR with xxxxxx. Provide “in the field” view of how the systems will be utilized by key business partners, 20% - Employee Relations - Provide counsel and direction and/or directly handle employee relations matters - in concert with the Corporate HR and/or legal department as necessary. Assist in the coordination of all aspects relating to organizational design changes, including adverse impact analysis and coordination with Corporate HR/Legal, 10% - Programs and Initiatives - Drive multiple station and Corporate programs and initiatives, such as Health & Financial Wellness and Healthy Lifestyle programs to meet participation goals of 90% or greater, Provide HR business partnering and HR service delivery support for the EMA NA Commercial client groups, Provide strategic HR leadership to the senior leaders within the client groups and participate as an active member of the leadership teams, Provide leadership to the NA Commercial HR business partners supporting the Sales/Marketing, Canadian and Customer Engagement Center teams, Develop and implement strategies to maximize the utilization of human capital within the Commercial teams, Oversee all core HR processes including Talent Management and Performance Management, driving a high performance work culture and supporting critical development and training initiatives, balancing overall functional capability needs with client specific needs, Oversee and ensure recruiting/talent acquisition activities are aligned with talent strategy and meeting business needs for client group, Review client information (trends/analyses) and business reporting to identify trends/issues for discussion and action, Consult with managers to understand future people requirements and act upon them, Identify gaps, propose and implement changes necessary to cover risks, Support the business leaders and direct reports with advice and counsel, ensuring the integration of the business and HR strategies, Ensure compliance to company policies and procedures, government agencies, and all employment related laws. Identify and diagnose issues, gain buy in for change, mobilise resources and implement actions to improve performance and execute against targets and plans, Adjust Organisation and People plans in response to changing internal and external business environment and objectives, Engage with appropriate leadership to assess and agree service line organisation health (diversity, BAME, apprenticeship, respect & inclusion and wellbeing) objectives aligned to firm wide goals and contribute to ensuring competitive, fair and equitable compensation practices and programmes, Understand the ‘market’ and ensure hotspots/niche in critical skill areas eg ‘cyper security, risk etc’ (informed by and aligned to the SL O&P Strategy and Plan) gain specific attention in order to address attraction, compensation, retention needs working closely with SL leadership and relevant CoE’s, Help SL leadership to understand Organisational Health dimensions across the service line and focus attention on relevant measures to gain insights and take appropriate steps to address areas of need. Highly numerate - comfortable with financial reports, financial data, Strategic thinking – experience of defining new policies or practices in line with business strategy, In depth knowledge of all aspects of compensation including short and long term incentives, cash and share based benefits, Strong understanding of job evaluation and grading methodologies, Ability to adapt style to different audiences and cultural differences and influence where appropriate, Experience with M&A, IPO and/or other significant change management/ organizational restructuring initiatives strongly preferred, Be a business partner to the UK Managing Director, EVP UPHE Content Group, EVP Global Partnership & Sales, and Nordics Managing Director and become an active member of these senior leadership teams, keeping them focused on key people priorities, Ensure growth plans are executed successfully by leveraging relationships with the Global UPHE HR team, corporate functions and regional HR roles, ensuring all concerned have clear oversight of business plans and objectives, Manage annual organisational and talent review process for client groups and subsequent strategy planning for the HR agenda, building bench strength across the UPHE teams, Responsible for recruitment oversight, headcount and budget management across client groups, Act as liaison between clients and core functions by communicating information relating to career development, recognition programmes, benefits, training and staffing, Provide HR counsel to leaders and their teams on employee relations issues, ensuring fair and consistent application of policies and practices, Support VP HR with Global UPHE HR agenda, driving consistent initiatives, Provide guidance and support to HR Generalist and Coordinator, as well as establish a close relationship with HRMs in other countries to support their development and ensure the people agenda is prioritised, Partner/collaborate with HR colleagues across NBCUniversal to drive projects and bring initiatives to fruition, Develop and drive a proactive, business human resource strategy, Coach leaders in developing organisational and leadership capabilities – and diagnose (and overcome) issues, Lead the development and ongoing management of a culture that supports high performance in order to position the business appropriately to deliver on long-term goals, Challenge and coach leaders to understand and address difficult people issues, Take the lead on resolving complex employee relations issues that create significant risk to the organisation, Lead talent review and succession planning initiatives, taking a wide look at both internal and external talent, Manages a team of HR Business Partners, Generalists, Consultants and Coordinators; hiring, coaching, and developing top talent that delivers outstanding results, Oversees large-scale, domestic HR and client projects; coaching HR project leaders, guiding clients, assessing scope and resources, and embedding a structured, strategic approach to guide initiatives from inception to outcome, Closely collaborates with Global HR, Total Rewards, Recruiting, Talent Management, HR Ops, Internal Communications, etc., to provide integrated organizational design, employee development and compliance solutions to the people and management of ProQuest, Embeds and drives solid organizational design, change management, project management, and consulting practices across the organization, Leads planning for merger/acquisition integrations, partnering with internal and target company leaders to drive an outcome that minimizes business disruption and leverages the best resources from each entity, Provides direct HR support for senior leaders of major business unit(s) as well as subject-matter expertise for organizational and people-related strategy and execution across the organization, Addresses and provides consultation on complex employee relations matters, balancing employee, company, and risk to reach optimal outcomes, Bachelor’s degree or higher in related field plus a minimum of 10 years’ human resources leadership experience, or equivalent combination of education and human resources leadership experience in a high-growth, complex business, Excellent coaching, management and leadership skills, with demonstrated ability to influence, operate across the matrix, form and drive strategy, and sustain followership, Advanced project management, change management, organizational design, and consulting skills, with current knowledge of models, tools, resources, and practices that support impactful outcomes, Strong business acumen, with deep understanding of business strategy, drivers and trends, Client-centric, consultative approach the supports credibility, professionalism and a positive HR brand; ability to effectively collaborate and interact with a diverse blend of personalities across a matrixed organization, Experience handling HR aspects of mergers/acquisitions, Experience supporting technology and software engineering organizations, Experience in the publishing and/or education industries, SPHR, SHRM-SCP, or equivalent professional certifications, Serve as a strategic partner to multiple business and functional heads, establishing HR business objectives that align with the overall company plans and objectives, Collaborate with teams and other HR leaders/business partners to drive a coherent global culture based on a shared set of values and company mission, Serve as the initial point of contact for human resources matters and liaise with employees at all levels, Coach managers on performance management discussions, employee relations issues, discipline matters, and promotion/transfer/termination discussions, Effectively drive employee vehicles that reinforce our NASCAR culture, Lead the HR Americas HR team-- setting clear goals, inspiring great work and developing the team, Create and deliver on a high-impact HR/People plan for the Americas that directly results in the business (the people) succeeding. `` politically savvy '' and a tiered awards structure ) that increased employee satisfaction and productivity humor... 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