Member of the fei learning council providing guidance and input on global learning programs, vendors, and program quality. Delivered internally developed programs. Significant Employee relations responsibilities including global and local issues. Candidate Info view more resume samples free professional Resume Critique we have partnered with TopResume to bring you a free resume critique service. Upload your resume and within 48 hours TopResume will email you a detailed analysis of what hiring managers and automated systems think of your resume and how to improve. Your resume has been submitted successfully!
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Championed organizational design review that resulted in 5 reduction in middle management positions saving over 50m annually. Provided strategic direction in management training resulting in improved performance and morale. Maximized employee buy-in, ensured smooth transition of Optimum West during sale to Charter. Developed plan to reduce hr staff by 60 through centralized job roles and organizational structure. Candidate Info 9 hr business Partner Kemper Services Group - in a shared services environment, provided support for Chattanooga Unitrin Direct group along with Kemper and Unitrin Specialty home workers for the south Central region Member of project team that combined hr functions for three. Assigned projects: Exit Interview coordinator (prepared executive summary of exit interview statistics for business unit Inappropriate Email coordinator, and Workers Compensation coordinator for Unitrin Direct Candidate Info 10 Global Senior hr business Partner Supported executives reporting directly to the ceo and their global teams including. Worked in a heavily matrixed environment. Provided strategic and operational support to a team of approximately 350 employees. Provided design and implementation of organizational development programs including Talent Management resulting in a training program for managers in writing development plans for high potential and high impact employees as well as plans created for levels director and above. Designed global, multi-media new Employee write orientation program.
Designed and implemented a college recruiting strategy to attract and develop it professionals to create an employer of yardage choice brand. Implemented compensation strategies that promoted retention efforts and reduced turnover rates Designed and facilitated leadership training to minimize legal risk to the organization and further develop leadership skills. Led career tracking initiative with the vp of it security which enhanced employee satisfaction and promoted the career longevity of the it security department. Candidate Info 7 Manager ii, hr business Partner Restructured the reporting process to increase accountability, streamline the expense reporting, and annual appraisal processes Created team Talk portal for expats and locals to connect, seek guidance, exchange ideas and updates. Independently negotiated an agreement with the heartland Community college for a series of training programs which saved approximately 100,000 for the business unit. Guided managers and employees on immigration laws and us employment norms. Candidate Info 8 svp, hr business Partner-sales Provided executive level hr direction, strategy and counsel for over 3,000 employees in the consumer, business and Media sales divisions. Developed and grew relationships with senior Sales management to act as advisor; demonstrated extensive understanding of Sales area.
Led integration efforts for 1,000 acquired employees; created job alignment and salary architecture for the organization. Facilitated talent review and calibration sessions with business leaders to improve organizational effectiveness. Advised on compensation matrix to ensure top talent was retained and rewarded within a pay for performance structure. Accountable for workforce planning; developed pipeline of talent to improve utilization of intellectual capital. Partnered with leadership to resolve complex employee relations issues; conducted effective and thorough investigations keeping all cases out of litigation. Analyzed trends and metrics to develop solutions and programs presentation aimed at creating a sustaining company culture; facilitated several "lunch learns developed mentoring opportunities, organized town halls and implemented team building events to improve engagement and morale. Candidate Info 6, senior hr business Partner Led 11M transformation with executive leadership in Enterprise paper Program Management. Designed and implemented a comprehensive talent management strategy that drove significant business results that enabled the successful completion of multiple enterprise projects that directly enhanced patient care.
Received Central Region 212 Award for this work; work was adopted as a best practice and deployed for use across company name. Effectively managed multiple resource actions reducing headcount 3-7 per year. Candidate Info 4, hr business Partner, hr business Partner supporting Nutrition health's Global Innovation and Strategy business development teams. In addition, support a business Unit r d team. Created talent management plans to align with a short and long term strategic plans. Created and executed plans to integrate teams into the new organization, including organizational. Developed and implemented quick, frequent surveys to assess employee attitudes to inform. Analyzed employee engagement scores, created action plans to increase employee engagement. Candidate Info 5, hr business Partner, manager, managed the hr function supporting 350 employees across the us and Canada.
Benefits Administration, business, plan, sample
Review current business practices and internet recommended solutions for higher efficiencies. Such as evaluating succession plans, preparing for growth or reductions in force. Established successful relationships with C-level and management to enable change and drive employee engagement. Played an integral role in evaluating compensation and performance and creating recommendations to drive higher productivity. Candidate Info 3, senior hr business Partner.
Partner with line executives and management to proactively address business issues related to work force development, employee engagement and productivity. Responsibilities include providing advice and counsel on multiple initiatives, maximizing all hr programs and cycles, and recommending solutions to complex employee relations and hr issues. Partner with other hr functions to drive and leverage all hr programs including performance management, compensation, executive and employee development, succession planning, work force optimization, staffing and benefits. Prepared and conducted on-going training for the organization on key issues and trends such as; remote team building, creating a high performance culture, employee engagement, immigration, performance management, and handling difficult conversations. Initiated a 5 minute drill process to review key staffing decisions and help with organizational talent planning. Program Manager for site-wide development to enhance women's leadership and communication skills including roll out of the "taking the Stage" program for over 100 women. Created new manager orientation training.
Outperformed nadcap / AS9100 audit expectations with minimal findings via excellence in training, documentation, and processes. Launched a wholly new program with more streamlined hris, benefit, vacation, and compensation standards. Negotiated a major reduction in fines from the department of Ecology, dropping from to 29,000 by demonstrating compliance with doe standards and implementation of corrective activities and training. Motivated personnel to rise above the standard by introducing on-the-spot performance incentives. Candidate Info 2, hr business Partner/strategic Consultant, responsible for 50 client accounts averaging approximately 4,500 worksite employees.
Tasked with the design of comprehensive hr solutions that sustain key business requirements and align with the organizations short and long term business objectives. Analyze and diagnose issues; proactively resolve matters through organizational interventions and strategic solutions. Develop and implement vital business and hr strategies, fundamental programs, and processes that drive business results through effective leadership and change management. Collaborate across the organization in design and development of top initiatives. Conducted business needs analysis to isolate problematic errors that were driving up costs. Created an action plan, the return on investment saved the company nearly 150,000 after one year.
Human Resource Planning Steps in your
Promoted to manage daily business operations, gender performance, p l, and strategy, including coordinating performance and revenue monitoring. Leverage analytics and collaboration with executive staff to define core objectives and business mission. Foster an environment of continuous process and staff improvement. Oversee monthly staff evaluations and any necessary one-on-one coaching, corrective actions, and training programs. Build a world-class leadership team through mentorship and management development, focused on decision making, problem solving, and conflict management. Orchestrate all aspects of staffing and recruitment, ensuring the talent and skills necessary to create a leading workforce of motivated, qualified personnel. Liaise with third-party vendors for payroll. Transformed a failing operation to deliver 5 million in revenue for FY13, boost customer quality ratings to 88, and realize a 77 on-time delivery rate. Further boosted performance for FY14 with revenue improving.5 million, quality rising to 91, and on-time delivery increasing to 97 via introduction of departmental sops and resolution of safety / quality issues.
It may be overwhelming to contemplate these benefits and their costs in the early stages of setting up your business, but in a competitive labor market, your firm needs to offer enough to entice qualified people and, more importantly, to keep them happy. Hr business Partners are similar to hr managers in that they work with employees to assist with various needs in human resource-related areas, such as changes related to company policies and hr law. Their resumes reflect such skills as developing and implementing programs designed to achieve strategic, business, and operational goals; and advising senior leadership on matters that include talent acquisition, performance management, strategic planning, policy, staffing, compensation, and succession planning. Sample resumes show that the educational requirements for this position generally include a bachelor's degree and experience in the human resources field. Looking for cover letter ideas? Hr business Partner cover Letter. 1, general Manager / hr business Partner.
administering it, as well as the type of corporate culture you plan to create. Specific items to include in the hr section: pay scale: Clarify the reasonable market salaries for managers and non-managers. Vacation time: This is not required by law, but most firms offer vacation time to stay competitive and keep employees refreshed. Also, outline how vacation time will accrue as tenure grows because this represents a labor cost. Insurance: health insurance is a common staple benefit, although skyrocketing prices have forced many firms to cut back on this benefit. If you cant afford a health plan, look into subsidizing one with employees paying the rest. Alternatively, inquire if a professional insurance representative can help you get a bulk rate. Additional benefits: Other things to consider include life insurance, a 401(k) and matching funds, bereavement leave, religious and floating holidays, and a potential bonus structure.
Be as specific as possible when defining employee's responsibilities because this is what will drive your business. Even Solo Practitioners Use hr manages. Even if you haven't hired an extensive management team, if you expect to hire non-managerial employees (such as salespeople or clerical workers you should consider recruiting a human resources manager. At the very least you should use an hr consulting firm. Human resource management requires an immense amount of time and paperwork, and an experienced hr consultant will be able to quickly get your payroll and benefits program up and running, affording you more time to concentrate on fuller growing the business. Human resource responsibilities should include: Handling fica and unemployment taxes and paperwork. Ensuring compliance with the, family and Medical leave act, staying on top of irs filings.
Role of Human Resources in Small Businesses
Morsa Images/Getty Images, as a start-up, developing your diary business plan is no easy task. While you may never have developed a plan before, it's crucial you start now because your business plan will not only guide your actions as you get your business off the ground but will keep your business on track as your business grows. The key components to include in your business plan are a description of your organizational structure (including your management and human resources capabilities) philosophy and needs, the number of employees you intend to hire, how you will manage your employees, and your estimated personnel costs. Begin by describing your team, begin your plan by outlining your own managerial experience and skills as well as those of your team, the roles of each member of your team, and any particular areas of strength or deficiency in your personnel lineup. Don't worry if you dont have a complete team in place when you write your plan. Simply use this section to outline the organizational structure along with job descriptions, how you plan to recruit key team members, and what their responsibilities will. This section should look like a pyramid with you at the top and will likely have lateral positions.