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Senior HR Manager & HR Director (Human Resources Director) Resume Examples: Proven To Get You Hired In 2024

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Senior HR Manager & HR Director (Human Resources Director) Resume Template

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As a Senior HR Manager or HR Director, you'll play a critical role in shaping the company's talent management strategy and ensuring smooth HR operations. With the rise of remote work and an increasing emphasis on diversity and inclusion, a strong resume showcasing your expertise is more important than ever. To create a standout resume, focus on highlighting your ability to lead HR teams and develop impactful programs that align with company objectives. In today's competitive job market, employers are looking for HR leaders who can adapt to changing business needs and create a positive employee experience. To catch their attention, your resume should demonstrate your ability to drive innovation and foster a collaborative work environment. Additionally, showcasing your knowledge of HR-related laws and regulations, as well as your ability to analyze data and make informed decisions, will make you a more attractive candidate.

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Recruiter Insight: Why this resume works in 2022

Tips to help you write your senior hr manager & hr director (human resources director) resume in 2024,    highlight your strategic hr skills.

As a Senior HR Manager or HR Director, you need to showcase your ability to think strategically and develop HR initiatives that align with overall business objectives. Include examples of how you've effectively implemented talent management programs, workforce planning, or diversity and inclusion initiatives that drove positive results.

   Provide quantifiable achievements

Rather than just listing your job responsibilities, focus on your resume's impact by providing quantifiable achievements. Mention how you've improved employee engagement, reduced turnover, or streamlined HR processes. Using specific metrics to illustrate your success can help you stand out among other candidates.

Senior HR Manager & HR Director (Human Resources Director) Resume Sample

If you work in human resources for long enough, you might eventually reach the top of the ladder as a senior manager or director. When you become a human resources director, you’ll be in charge of the entire department, overseeing managers, specialists, assistants, and others. If you want the job, your resume needs to show plenty of experience in human resources as well as management and leadership roles.

Tips to help you write your Senior HR Manager & HR Director (Human Resources Director) resume in 2024

   accomplishments with measurable outcomes related to leadership and hr.

Vague assertions about what you achieved at past jobs don’t tell a hiring manager very much. Wherever possible, provide specific numbers and figures to quantify your impact, especially if you managed large numbers of employees or implemented staffing initiatives that led to significant growth and change.

   Action verbs demonstrate leadership

Beginning your achievements with verbs like “partnered”, “coached”, or “managed” leaves a strong impression on recruiters, and it also accentuates your skills as a manager and leader of people. These are essential for Senior and Director roles.

HR Operations Manager Resume Sample

Director of people operations resume sample, chief human resources officer resume sample, vice president of human resources resume sample.

We spoke with hiring managers and recruiters at top companies like Amazon, Google, and Johnson & Johnson to understand what they look for in Senior HR Manager and HR Director resumes. The following tips are based on their insights and will help you create a strong resume that stands out from other applicants.

   Highlight your experience with HR initiatives

Recruiters want to see that you have led successful HR initiatives in your previous roles. Provide specific examples of projects you spearheaded and their impact on the organization.

• Implemented a new employee onboarding program that reduced time-to-productivity by 25% and increased new hire retention by 15%
• Led a company-wide diversity and inclusion initiative that resulted in a 20% increase in underrepresented minority hires and a 10% increase in employee engagement scores

Avoid simply listing your responsibilities without demonstrating the value you brought to the role:

• Responsible for employee onboarding
• Managed diversity and inclusion programs

   Demonstrate your ability to partner with senior leadership

HR Directors and Senior Managers often work closely with executives to develop and implement HR strategies. Highlight your experience collaborating with senior leaders and influencing decision-making.

• Partnered with CEO and CFO to develop a three-year workforce planning strategy that aligned with business objectives and resulted in a 15% reduction in labor costs
• Advised executive team on compensation and benefits strategies that improved employee retention by 20% while maintaining budget constraints

Don't use vague statements that don't showcase your impact:

• Worked with executives on HR initiatives
• Provided guidance to senior leaders

   Showcase your expertise in HR functions

Senior HR roles require a deep understanding of various HR functions such as talent acquisition, employee relations, and performance management. Demonstrate your expertise by providing examples of how you've excelled in these areas.

• Revamped the company's performance management system, resulting in a 90% on-time completion rate for performance reviews and a 25% reduction in employee grievances
• Implemented an applicant tracking system that reduced time-to-fill by 30% and improved candidate experience scores by 20%

Avoid generic statements that don't highlight your expertise:

• Experienced in talent acquisition
• Knowledgeable in performance management

   Quantify your impact with metrics

Use metrics to quantify your achievements and demonstrate the impact you've had in your previous roles. This helps recruiters understand the scope and significance of your contributions.

• Managed a team of 15 HR professionals supporting a global workforce of 5,000 employees across 12 countries
• Reduced employee turnover from 25% to 15% through the implementation of a comprehensive retention strategy

Developed and executed a comprehensive HR strategy that supported the company's growth from 500 to 1,500 employees, while maintaining an average employee engagement score of 95%

Avoid using ambiguous terms that don't provide a clear picture of your impact:

• Managed a large HR team
• Reduced employee turnover

   Tailor your resume to the job description

Customize your resume to highlight the skills and experiences that are most relevant to the specific Senior HR Manager or HR Director role you're applying for. Use keywords from the job description to demonstrate your fit for the position.

For example, if the job description emphasizes experience with mergers and acquisitions, highlight any relevant experience you have:

• Led the HR integration of two companies following a $500M acquisition, ensuring a smooth transition for 1,000+ employees
• Developed and implemented a change management strategy that supported the successful integration of two distinct corporate cultures

Avoid using a generic resume that doesn't speak to the specific requirements of the role:

• Experienced HR professional with a track record of success
• Skilled in all areas of human resources

   Highlight your leadership and team management skills

Senior HR roles require strong leadership and team management skills. Showcase your ability to lead and develop high-performing teams.

• Led a team of 20 HR professionals to successfully implement a new HRIS system on time and under budget
• Developed and coached a team of HR Business Partners, resulting in a 30% improvement in client satisfaction scores

Transformed the HR department from a transactional function to a strategic business partner, resulting in a 25% increase in employee engagement and a 20% reduction in turnover

Avoid generic statements that don't provide evidence of your leadership abilities:

• Strong leadership skills
• Experienced team manager

Writing Your Senior HR Manager & HR Director (Human Resources Director) Resume: Section By Section

  summary.

A resume summary for a Senior HR Manager or HR Director role is optional, but can be a strategic way to provide additional context about your career and highlight key accomplishments. While your resume already serves as an overall summary of your skills and experience, a well-written summary can help you stand out and make a strong first impression.

However, avoid using an objective statement, which is an outdated approach that focuses on what you want from an employer. Instead, use your summary to showcase the value you can bring to the organization and tailor it to the specific role you are targeting.

To learn how to write an effective resume summary for your Senior HR Manager & HR Director (Human Resources Director) resume, or figure out if you need one, please read Senior HR Manager & HR Director (Human Resources Director) Resume Summary Examples , or Senior HR Manager & HR Director (Human Resources Director) Resume Objective Examples .

1. Showcase your HR expertise and leadership skills

In your summary, highlight your most relevant HR skills and expertise that align with the Senior HR Manager or HR Director role. Focus on areas such as talent acquisition, employee relations, performance management, and HR strategy.

Additionally, emphasize your leadership abilities and experience managing HR teams. Provide examples of how you have successfully led initiatives, implemented policies, and driven results.

HR Director with 10+ years of experience leading HR initiatives in fast-paced, global organizations. Proven track record of developing and implementing effective talent acquisition strategies, driving employee engagement, and aligning HR programs with business objectives. Strong leadership skills with the ability to build and manage high-performing HR teams.

2. Tailor your summary to the specific HR Director role

While it's tempting to use a generic summary that can be applied to any HR Director position, it's more effective to customize your summary to the specific role and company you are targeting. Research the organization and identify the key skills and experiences they are looking for in a candidate.

Avoid using vague or cliché phrases that don't provide any real insight into your abilities. Instead, use specific examples and language that demonstrates your fit for the role.

• Dynamic HR professional with a proven track record of success. Skilled in all areas of human resources and able to handle any challenge.

Instead, tailor your summary to highlight the most relevant aspects of your background:

• Senior HR Manager with experience in the tech industry, skilled in scaling HR processes and programs to support rapid growth. Adept at partnering with cross-functional teams to align HR initiatives with overall business strategy.

  Experience

Your work experience section is the most important part of your resume as an HR director or senior HR manager. It's your chance to show hiring managers how you've delivered value to past employers through effective HR programs, initiatives and leadership.

Here are some key tips to make your work experience section shine:

1. Highlight HR programs you've led

Showcase the HR programs, initiatives and projects you've spearheaded that had a positive impact. Focus on areas like:

• Implementing a new applicant tracking system that reduced time-to-hire by 30%
• Leading a company-wide diversity, equity and inclusion program that increased underrepresented minority representation in management by 15%
• Launching an employee training and development program that improved retention and internal promotion rates

Quantify the results of your efforts wherever possible. Metrics are key to showing your concrete value.

2. Showcase your HR technology expertise

Modern HR directors and managers need to be proficient in leveraging HR technology tools to be effective. Highlight your experience with:

• HRIS platforms like Workday, SAP SuccessFactors or Oracle HCM
• Applicant tracking systems like Taleo, Greenhouse or iCIMS
• People analytics tools like Visier or Tableau
• Performance management systems
• Learning management systems

Mention specific tools by name and how you've used them to drive HR strategy and operations. Show that you're a tech-savvy HR leader.

3. Demonstrate strategic HR partnering

Effective HR directors partner closely with business leaders to develop and execute HR strategies that support business objectives. Highlight examples of how you:

• Partnered with the executive team to develop a 3-year HR strategic plan aligned with the company's growth strategy
• Collaborated with Finance on a workforce planning initiative that saved $3M in labor costs
• Worked with business unit leaders to design and implement a new sales incentive plan that drove a 20% increase in revenue

Partnered with executive team to design and launch a new company-wide flexible work policy in response to COVID-19, ensuring business continuity while prioritizing employee well-being. Program increased employee satisfaction scores by 25% on internal pulse survey.

4. Show your leadership progression

Hiring managers want to see a clear progression of increasing responsibility and leadership in your career. Emphasize how you've been promoted and taken on higher-level roles over time:

• HR Manager, Acme Inc
• Senior HR Manager, Acme Inc
• HR Manager, Beta LLC

Instead, show a clear trajectory like:

• HR Director, Acme Inc

If you have a strong career progression, consider bolding your job titles to make it easy for hiring managers to see your advancement at a glance.

  Education

Your education section shows hiring managers your academic background and how it relates to the Senior HR Manager or HR Director role. It also indicates your ability to learn and apply new concepts. Here are some key things to keep in mind when writing your education section:

1. Put education at the top for entry-level HR roles

If you're a recent graduate or have limited work experience, place your education section above your work history. This highlights your most relevant qualifications first.

Master of Business Administration (MBA), Human Resources Management University of California, Los Angeles, 2020-2022 Bachelor of Science (BS), Psychology University of Southern California, 2016-2020

2. Keep education concise for senior-level HR positions

For experienced HR professionals, your work history and accomplishments are more important than your education. Keep your education section brief, listing only your degrees, school name, and graduation year (if recent).

Poor example:

Doctor of Philosophy (Ph.D.), Industrial-Organizational Psychology, 2010 Dissertation: The Impact of Employee Engagement on Organizational Performance University of Michigan Relevant Coursework: Human Resource Management, Organizational Behavior, Research Methods

Better example:

Ph.D., Industrial-Organizational Psychology University of Michigan

3. Include HR certifications in education or separate section

HR certifications demonstrate your expertise and commitment to the field. You can list them in your education section or create a separate "Certifications" section if you have several.

• Senior Professional in Human Resources (SPHR), HR Certification Institute, 2018
• SHRM Senior Certified Professional (SHRM-SCP), Society for Human Resource Management, 2020

  Skills

The skills section of your resume is a crucial area hiring managers analyze to determine if you're a fit for their open Senior HR Manager or HR Director role. In this section, you'll want to showcase the HR-related skills, tools, and techniques you specialize in. Here are some tips to help you write a strong skills section:

1. Highlight hard skills relevant to HR management

When writing your skills section, focus on hard skills that are relevant to the Senior HR Manager or HR Director role you're targeting. These may include:

• HR Software : Workday, PeopleSoft, SAP SuccessFactors, Oracle HCM, ADP
• Analytics : HR metrics, data analysis, reporting, dashboards
• Compliance : Employment law, labor regulations, OSHA, EEOC
• Processes : Performance management, succession planning, compensation, benefits

Avoid listing soft skills like "leadership" or "communication" in this section. While important, they are best demonstrated through your work experience and achievements.

2. Tailor skills to the job description

Many companies use Applicant Tracking Systems (ATS) to screen resumes for relevant skills before a human reviews them. To improve your chances of passing the ATS, make sure to include skills from the job description, especially any that are listed as "required."

For example, if a Senior HR Manager job description lists "experience with Workday" as a requirement, your skills section may look like:

HRIS : Workday (Advanced), PeopleSoft, ADP

Avoid just listing "HRIS" or "HR software" without specific tools, as that may get filtered out:

HR software HRIS systems

3. Organize skills into categories

Rather than just listing out your HR skills in a long bullet list, consider grouping them into categories. This makes it easier for hiring managers to quickly scan and understand your skill set. For example:

HR Software : Workday, SAP SuccessFactors, PeopleSoft, ADP People Management : Performance management, succession planning, employee relations, coaching Recruiting : Talent acquisition, sourcing, interviewing, onboarding Compensation & Benefits : Salary structures, incentive plans, benefits administration, equity programs

Aim for 3-4 categories max, with 3-5 skills each. Avoid creating too many categories or listing skills that aren't highly relevant, as this can make your skills section look unfocused.

Skills For Senior HR Manager & HR Director (Human Resources Director) Resumes

Here are examples of popular skills from Senior HR Manager & HR Director (Human Resources Director) job descriptions that you can include on your resume.

• Financial Statements

Human Resources (HR)

• Financial Reporting
• Payroll Processing
• Account Reconciliation
• Accounts Receivable (AR)
• Soap Making
• Financial Accounting

Skills Word Cloud For Senior HR Manager & HR Director (Human Resources Director) Resumes

This word cloud highlights the important keywords that appear on Senior HR Manager & HR Director (Human Resources Director) job descriptions and resumes. The bigger the word, the more frequently it appears on job postings, and the more likely you should include it in your resume.

How to use these skills?

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• Human Resources (HR) Resume Guide & Examples for 2022

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Senior HR Manager & HR Director (Human Resources Director) Resumes

• Template #1: Senior HR Manager & HR Director (Human Resources Director)
• Template #2: Senior HR Manager & HR Director (Human Resources Director)
• Template #3: Senior HR Manager & HR Director (Human Resources Director)
• Template #4: HR Operations Manager
• Template #5: Director of People Operations
• Template #6: Chief Human Resources Officer
• Template #7: Vice President of Human Resources
• Skills for Senior HR Manager & HR Director (Human Resources Director) Resumes
• Free Senior HR Manager & HR Director (Human Resources Director) Resume Review
• Other Other Resumes
• Senior HR Manager & HR Director (Human Resources Director) Interview Guide
• Senior HR Manager & HR Director (Human Resources Director) Sample Cover Letters
• Alternative Careers to a Human Resources Manager
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• • Crafted a comprehensive people strategy, resulting in a 25% improvement in employee engagement scores over a two-year period.
• • Enabled a scalable HR infrastructure supporting a 30% growth in workforce through strategic workforce planning and organizational design.
• • Led talent acquisition strategies that decreased time-to-hire by 15% while improving the quality of hires.
• • Coordinated with Centers of Excellence to streamline HR operations, achieving a 20% reduction in operational costs.
• • Implemented targeted leadership development programs, growing the internal promotion rate by 18%.
• • Successfully negotiated collective bargaining agreements, improving labor relations and operational efficiency.
• • Developed and executed strategic HR initiatives that aligned with corporate goals, leading to a 10% increase in productivity.
• • Spearheaded a diversity and inclusion campaign, increasing minority representation in leadership positions by 12%.
• • Directed a successful restructuring initiative that optimized team performance, resulting in sustained excellence.
• • Managed compensation and benefits programs ensuring market competitiveness and internal equity.
• • Drove performance management processes that enhanced employee accountability and performance.
• • Led a cross-functional HRIS system implementation, improving data accuracy and reporting capabilities.
• • Coordinated with the legal team to mitigate risks, reducing compliance infractions by 20%.
• • Oversaw the development and implementation of a company-wide retention strategy, reducing turnover by 8%.
• • Implemented leadership training modules that increased managerial effectiveness across the company.

10 HR Director Resume Examples & Guide for 2024

The HR Director oversees the development and implementation of HR strategies that align with the organization's goals. Highlight your experience in employee relations, talent acquisition, and performance management on your resume. Include strong leadership, conflict resolution, and strategic planning abilities to demonstrate your expertise. Mention any successful initiatives that improved employee engagement and metrics that reflect your impact on organizational performance.

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Single Column

Resume Guide

Hr director resume sample, resume format.

Resume experience

Skills on your resume

Certifications and education

Resume summary

Additional sections

In conclusion

Being an HR director requires more than simply having the best people skills in the room. It's a role that demands a strategic mindset, the ability to handle high-stress situations, and the flexibility to navigate unprecedented challenges. Whether it's implementing comprehensive policies that ensure the safety and well-being of employees or managing complex workplace conflicts, an HR director's responsibilities are vast and varied.

The 2020 pandemic, for instance, brought about a surge in remote work arrangements and necessitated the creation of new health and safety protocols. According to Deloitte's 2024 Global Human Capital Trends report,  84% of organizations are planning to increase their focus on employee well-being and human sustainability initiatives to foster a more resilient and adaptable workforce.

This guide will walk you through crafting an impressive HR director resume, showing how to effectively highlight your strategic initiatives, crisis management skills, and adaptability in an ever-evolving workplace landscape.

Key takeaways

• Structure your resume with a clear, straightforward layout, ensuring that key information is prioritized at the top.
• Specific achievements and metrics in your experience section underline your measurable impact on organizational success.
• Make your resume align with the job description by incorporating keywords and emphasizing pertinent experience.
• Relevant technical skills and certifications demonstrate your proficiency with industry-standard HR tools and software.
• Highlight significant projects and professional affiliations to showcase your capabilities and active engagement within the HR industry.

To kick things off, let's look at a practical resume example to understand the basics.

The busiest HR directors can adapt the resume example below to their needs. Or, if you have just a few minutes, you can build your own, with our Enhancv resume builder .

Alex Johnson Human Resources Director [email protected] | LinkedIn: alex-johnson-hr | New York, NY

Summary Dynamic and strategic Human Resources Director with over 10 years of experience in leading HR departments, planning personnel requirements, recruiting, and optimizing employee benefit programs. Proven track record in fostering positive workplace culture and driving organizational growth through innovative HR practices.

Human Resources Director Google, New York, NY June 2015 – Present

• Lead and manage the HR department, overseeing recruitment, onboarding, and employee relations.
• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Monitor and report on workforce and succession planning, ensuring alignment with organizational goals.
• Manage compensation and benefits programs, ensuring competitiveness and compliance with legal requirements.
• Foster a positive and inclusive workplace culture, driving employee engagement and satisfaction.

HR Manager Microsoft, New York, NY March 2010 – May 2015

• Coordinated recruitment efforts, including job postings, screening, interviewing, and selection.
• Administered employee benefits programs and conducted new hire orientations.
• Managed employee relations, including conflict resolution, performance management, and disciplinary actions.
• Conducted training sessions on HR policies, employee development, and compliance with labor laws.
• Assisted in the development and implementation of HR policies and procedures.

Master of Business Administration (MBA) in Human Resources New York University, New York, NY Graduated: 2009

Bachelor of Arts in Psychology Columbia University, New York, NY Graduated: 2007

Certifications

• Senior Professional in Human Resources (SPHR)
• SHRM Senior Certified Professional (SHRM-SCP)
• HR Strategy Development
• Talent Acquisition and Retention
• Compensation and Benefits Management
• Employee Relations and Conflict Resolution
• Performance Management
• Training and Development
• HR Policy and Compliance
• Leadership and Team Building
• English (Native)
• Spanish (Fluent)

Next, let's explore how to effectively structure your resume format for maximum impact.

How to format an HR director resume

At a high-level position such as an HR director, your resume layout  is expected to be impeccable. We’ve gathered tips on the key components, from format to file naming.

The best resume format  for an experienced professional is the reverse-chronological . It tells the continuous story of your work achievements starting with the most recent, which is probably the one you’re most proud of.

Resume designs

• Conciseness is preferred , so try to fit into a neat one-page format . However, as an HR director, you might have over 10 years of experience. In that case, it’s acceptable to use a 2-page resume .
• The recommended margin size is 1”  on each side. Don’t go lower than 0.5” as you’ll compromise readability.
• A two-column layout  is perfectly readable by ATS and saves space while presenting key information clearly.
• Elegant colors  and classic fonts  will make your resume memorable but still keep the focus on your expertise. You know how busy recruiters are. Save them time by using a consistent color palette to draw their attention to important information.

Contact information

Your resume header  should clearly state your contact info: name, job title, email, and phone number. Make sure the job title aligns with the position you’re applying for.

HR professionals often have a very-well established LinkedIn presence . Use this to your advantage by including your profile in your header. Check with the specific job ad you’re interested in, but generally skip photos  to appear more professional.

Your resume should present your experience and achievements in a straightforward and organized manner. Surely, you’re knowledgeable about ATS (Applicant Tracking Systems), so just a quick tip. We've done some research and established that fonts, colors, column structure, and the length of your resume don’t  influence ATS performance. Concentrate on aligning your resume with the wording of the job description and paying attention to formatting aspects like date formats and bullet points, as these can impact your application.

File formatting

Avoid causing confusion with your file name. Keep it simple and to the point, using this popular naming convention : FirstName_LastName_JobTitle.

As for format, we recommend using PDF  so you keep all the elements of your resume in place. But check the job description as some places will require a different format.

Top sections on a resume

Your HR director resume should include these key sections:

• Work experience
• Education and qualifications
• Professional profile
• Additional sections such as achievements or projects

We’ll discuss them in detail below.

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Now that you have your resume format perfected, let's delve into the crucial details of showcasing your experience effectively.

How to write your HR director resume experience

The responsible role of an HR director comes with its complexities. You’ll be expected to:

• Collaborate with other department managers to deliver employee training programs, employee feedback, ensure compliance, and facilitate performance management.
• Ensure employees adhere to company policies and procedures.
• Oversee staff operations, business planning and budget development of HR programs.
• Plan, supervise and contribute insights and recommendations in the development of the organization’s strategies.

Rather than navigating day-to-day tasks, you’ll be focused on the macro level, which means complicated decisions. Your experience section  should reflect how you approach the dynamic landscape of workforce management, where each day brings new challenges and opportunities. Make sure you show your ability to mediate, strategize, and lead with empathy.

Create a targeted experience section

Your best strategy for getting your dream job is tailoring your resume  to the job description. That way, you’ll quickly show recruiters you’re a match. Use techniques like adding keywords from the job description  in your experience section.

Let’s look at a real HR director job description.

Director, Human Resources

Position and company overview

As the Director of Human Resources, you will be responsible for developing, implementing, and maintaining effective people team business processes, compliance frameworks, company policies, internal communication, employee engagement, employee relations, talent acquisition,  and relevant procedures. Additionally, this individual will be a trusted advisor amongst the Human Resources Team by offering mentorship on real world application. You will be supporting the Americas and will continuously improve the attention behind our programs, processes and policies and ensure that all are specific to the FENDI culture.

Responsibilities  

• Lead and be the referent point of all employee relations and performance management (Compliance, Policies, Conversations, documentations for all markets, US, Canada, Mexico and Brazil)

• Act as a strategic partner to managers, guiding and supporting people decisions

• Implement learning and development activities to increase the skills of the company population

• Evaluate the professional performance of all employees, intervening with ongoing orientation and feedback activities

• Identify staffing needs and take action in the recruitment process, through ad hoc talent attraction channels and strategies with respect to the professional figure required

• Define the selection process, involving managers and managers, guiding them in choosing the best candidate

• Oversees employee engagement programs (Years of Services, Gifts, etc.) and enhances the programs.

• Facilitate recruitment process by identifying candidates, performing reference checks, and issuing employment contracts.

• Perform corporate temp and intern orientations.

• Keep up-to-date with the latest HR trends and best practice

• Organize onboarding activities for new hires, structuring the assessment and development process for each of them

• Act as a liaison between management and employees by interpreting requests, proposing solutions and activating initiatives to implement services

• Experience with generating and implementing innovative solutions with an understanding of how to get from ideation to execution.

• Strong leadership skills to guide an HR team and support and motivate staff.

Qualifications

• 10+ years of experience in compliance management or a related role.

• A degree and/or certification or equivalent experience in human resources or related fields preferred.

• Experience in retail, luxury retail or service-oriented organization preferred.

• Shown understanding of labor & employment laws, compensation & benefits, policies & procedure

• Proven knowledge of industry-specific regulations and compliance best practices.

• Strong leadership skills to guide an HR team and support and empower staff.

• Exceptional interpersonal skills, including the ability to listen and effectively verbalize ideas and collaborate.

• Analytical and problem-solving abilities with strong attention to detail.

• Strong project management skills with the ability to prioritize in a fast-paced environment.

• High Proficiency with Microsoft Office: Excel, Word and PowerPoint

• Effective in implementing change within the role; seeks to learn and implement best practices.

• Experience with generating and implementing innovative solutions with an understanding of how to get from conceptualization to execution.

• The ability to remain calm in stressful situations including during disciplinary hearings or staff conflicts.

• Confirmed ethics and morals and sound judgement.

• Familiarity with various immigrant and non-immigrant visas preferred.

And here’s an experience section targeting that job ad :

• • Led HR operations across multiple markets (US, Canada, Mexico, Brazil), enhancing compliance frameworks and employee relations which reduced labor disputes by 30%.
• • Implemented cutting-edge talent acquisition strategies that increased employee retention by 25% and streamlined recruitment processes, saving the company over $200K annually.
• • Oversaw the development and rollout of employee engagement programs, resulting in a 40% increase in staff satisfaction and loyalty metrics.

Here’s what makes this entry successful:

• Relevance to the job description:  The experience directly addresses the critical responsibilities and qualifications listed in the job ad, such as leading HR operations across the Americas and implementing strategic talent acquisition strategies.
• Quantifiable achievements:  Includes specific metrics and outcomes (e.g., reducing labor disputes by 30%, saving $200K annually), which help to substantiate the candidate's effectiveness and impact in previous roles.
• Leadership and scope:  Highlights the candidate's ability to manage complex HR functions in a multinational context, demonstrating strong leadership and the ability to operate at the strategic level required for the Director role.

Now that you've outlined your experience, it's crucial to quantify your achievements for clarity.

How to quantify your experience on a resume

We’ve already touched on the importance of quantifiable experience , and we’re sure you’re aware of how important it is for recruiters to see tangible results of your actions.

Always remember: metrics without context are no good. Prospective employers focus on the significance of your accomplishments, rather than just the numbers.

How to effectively quantify your experiences like an expert

• Include specific employee turnover rates from your previous roles, showcasing your ability to maintain a consistent and engaged workforce.
• Highlight the implementation of new HR technologies or systems, along with any measurable increase in efficiency or cost savings.
• Specify the percentage increase or decrease in time to hire since you started a previous role, emphasizing your efficiency in recruitment.
• Detail any diversity and inclusion initiatives that you led, including any measurable improvement in workplace diversity.
• Mention any specific cost-saving labor agreement negotiations, accentuating your negotiation skills and financial acumen.

Quantifying your experience is essential, so—let's now discuss showcasing your hard and soft skills.

How to list your hard and soft skills on your resume

As much as people skills are essential for an HR professional, as an HR director, it’ll be expected of you to have more in-depth industry knowledge, like HR software tools or employment law, too.

You can show that in a separate skills section  that focuses on hard skills , such as:

Best hard skills for your HR director resume

• Talent Management
• Succession Planning
• Human Resources Information Software (HRIS)
• Data Analysis
• Employee Engagement
• Workforce Management
• Recruitment and Staffing
• Microsoft Office Suite
• Employment Law
• Compensation & Benefits
• Payroll  
• HR Policies & Procedures
• Labor Relations
• Change Management
• Oracle HRMS
• Leadership Development

Keep in mind these can be easily measured, so don’t lie to your future employers .

Your soft skills are  best dispersed in your resume summary or your experience section. All HR roles are expected to have a strong arsenal of people skills, so consider weaving specific examples to show what you’re made of.

For example, during the pandemic, an HR director might have shown empathy and excellent communication by proactively contacting employees to address their concerns, offering flexible work options and mental health resources. This leader also displayed adaptability and effective crisis management by quickly transitioning to remote work technologies, while keeping the team united and informed through regular virtual meetings and clear updates on company policies.

Best soft skills for your HR director resume

• Communication  
• Empathy  
• Decision-Making
• Conflict Resolution
• Flexibility  
• Innovation  
• Ethical Conduct
• Teamwork  
• Influencing
• Negotiation  
• Persuasion  
• Multitasking
• Problem-Solving
• Stress management
• Time management
• Collaboration  
• Strategic Thinking

After highlighting your skills, it's time to list your educational background and certifications.

How to list your certifications and education on your resume

A degree in psychology, human resources management or business administration can elevate your resume. Higher education  is key for HR directors, blending deep insights into management with essential leadership skills for smart decision-making. It not only boosts credibility through degrees and certifications but also expands professional networks. Plus, it prepares HR leaders to effectively manage a diverse, evolving workforce with a strong focus on ethical and cultural understanding.

Here’s how to structure this section:

• Clearly state your degree and major  (e.g., a Master’s in Business Administration ).
• List your educational institution to highlight the credibility of your education.
• Specify the year you graduated to provide context and the recentness of your education. Skip the month.
• Mention courses related to recruitment  and human resources, such as Talent Acquisition, Organizational Behavior, or HR Management.
• If you’ve been on the Dean's List , graduated Cum Laude , or received a scholarship , point it out in your application.

Let’s target the job description listed above with an education entry:

• • Specialization in Strategic Management and Organizational Behavior to enhance leadership capabilities in HR settings.
• • Completed courses on Labor Laws and Compliance, equipping with the knowledge essential for managing HR legalities in various markets.
• • Developed a thesis on 'Innovative HR Solutions in Luxury Retail', aligning academic focus with industry-specific needs.

This education entry works because it:

• Aligns with the industry and role:  The education details, including the degree, specialization, and specific courses, are directly aligned with the requirements of the HR Director role, especially in a luxury retail environment. This shows a tailored educational background that prepares the candidate for the specific challenges of the role.
• Demonstrates relevant skills:  The bullets under the degree highlight key areas such as strategic management, compliance, and industry-specific knowledge, which are all essential for the job. This not only demonstrates competence but also the proactive acquisition of relevant skills through education.
• Gives specific details:  The entry includes specific details such as the institution, degree, specialization, and relevant coursework. This specificity adds credibility and shows a clear connection between the candidate’s educational background and the job’s requirements.

Including a certifications section on your resume  serves as tangible evidence that you are actively committed to professional development, not just performing basic duties. Consider adding any of the certificates mentioned below, but make sure to tailor your choices to the requirements of the specific job advertisement you're targeting.

Best certifications for your HR director resume

• Professional in Human Resources (PHR)
• SHRM Certified Professional (SHRM-CP)
• Certified Employee Benefit Specialist (CEBS)

With your education and certifications covered, let's move on to crafting a compelling resume summary.

How to write your HR director resume summary

When crafting a resume for an HR Director role, the goal is to quickly capture the attention of your peers who understand the intricacies of HR management. A compelling resume summary should be concise yet informative, showcasing your expertise and alignment with the role's requirements. Here’s how to tailor yours:

• Summarize your core HR qualifications and leadership traits that directly apply to the HR Director role in 3–5 sentences.
• Employ HR-specific jargon to demonstrate your deep expertise in the field.
• Highlight measurable successes like improved retention rates and HR tech integrations.
• Reference relevant advanced degrees and HR certifications to emphasize your professional credibility.
• Showcase how your leadership will advance the company's HR goals and overall effectiveness.

Here’s a sample HR director summary tailored to the job posting above:

This summary effectively hits the mark because it strategically aligns with the specific needs and challenges described in the job advertisement. It shows the candidate's deep experience in compliance management and HR leadership, particularly in the relevant retail and luxury sectors, across key regions such as the US, Canada, Mexico, and Brazil.

Finally, let's explore additional sections that can enhance your resume's overall appeal.

Additional sections for an HR director resume

Consider enhancing your resume with optional sections. These can show depth of character and your unique traits. Your experience is impressive enough at this point in your career, but additional sections can make your resume skyrocket. Here are our suggestions:

• Recognition and awards : Highlight any accolades or awards  you have received for your exceptional performance in human resources management.
• Professional memberships : Include memberships in professional organizations  such as SHRM (Society for Human Resource Management) or NACE (National Association of Colleges and Employers) that demonstrate your commitment to the HR field.
• Volunteer work : Mention relevant volunteer work that underscores your dedication to helping others and your community involvement.
• Language proficiency : List any additional languages  you speak, showcasing your ability to manage a diverse workforce and communicate effectively in various cultural settings.
• Leadership in HR initiatives : Detail specific HR projects or initiatives you have led or participated in that resulted in significant improvements or achievements for your organization.
• Personal interests and passions : Share personal activities and passions  outside of work that reflect your well-rounded personality and transferable skills, such as teamwork, leadership, or creativity, enhancing your profile as a dynamic HR professional.

Incorporate our expert advice on demonstrating your experience, skills, education, and certifications, and you'll develop a compelling HR director resume that stands out in the competitive job market. Keep in mind that a well-written resume summary can leave a lasting impression, paving the way for your next career opportunity.

HR Director resume examples

Explore additional hr director resume samples and guides and see what works for your level of experience or role.

Looking to build your own HR Director resume?

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HR Director resume examples & templates

Human resources professionals, and especially the all-important HR director, are an increasingly critical part of the corporate landscape today. And to get a job leading this crucial team, it’s more important than ever to have an outstanding HR director resume. 

This HR director resume example and writing guide will cover all the bases of preparing this job-search document. What we’ll cover here:

What does an HR director do?

How to write an hr director resume.

• The five elements of a winning resume
• Choosing the best resume format for an HR director

Resume.io is a leading global provider of resume samples and writing guides for workers in all occupations. Take some time to review some of our 300+ resume examples for more tips.

HR directors oversee Human Resources departments, which are responsible for managing a company’s most important asset – its human capital. HR departments and their directors play an increasingly proactive role at companies today, not just dealing with problems as they arise but preventing them from arising in the first place.

In this evolving occupation, HR directors have an important place among leading executives at a company. They are involved in long-term strategic planning, recruiting and retaining new talent, training the workforce and overseeing employee performance.

Stand out from the crowd! See other resume examples from the Human Resources field:

• Human Resource Generalist resume sample
• Chief Happiness Officer (CHO) resume sample
• Entry Level HR resume sample
• Recruiter resume sample
• Human Resources Assistant resume sample
• Human Resources Manager resume sample

An HR director resume should generally be one page only, consisting of just five elements:

• Summary/profile
• Employment history

The header at the top should contain the applicant’s name, occupation, address, phone and email. In addition to providing vital contact information, the header should be thoughtfully and attractively designed to set a professional visual tone for the rest of the page. 

Choosing the best resume format for an HR director 

One of the most important formatting considerations is whether to list your employment history in the reverse chronological or functional format. The former is by far the most common, and is most appropriate for those with a mostly continuous history of employment in their fields because it features an employment history section where you can list your previous roles. But the functional format can be useful for those with gaps in their work history, as well as for those who have largely worked as contractors or freelancers rather than full-time employees. You can find out more in our resume formats guide.

Resume summary example: Your professional profile

The resume summary, also known as a profile or personal statement, is a description of yourself and your job qualifications in your own (well-chosen) words. It’s usually 2-3 sentences, though these are not necessarily complete sentences, as the word “I” is generally not used.

The summary needs to pack a punch by using original, compelling language, not bland cliches. Typically it will focus on job-related experience, which is key for anyone applying for an HR management position. It may also highlight your education, training and special skills.

Below you’ll find the summary from our HR director resume sample. 

Experienced and dynamic HR director with 8+ years of experience managing a successful human resources department and providing employees with access to training programs and professional development initiatives.

Be wary of Applicant Tracking Systems ( ATS ), which are software programs that employers use to rank resumes according to whether they contain crucial keywords. Employers input the key qualifications they are seeking into the system, which then filters resumes according to searches for these keywords.

Resumes that lack these keywords are often rejected without any human being even looking at them. That’s why it’s very important to read job listings closely to understand what employers are looking for, and then to make your resume match those job listings as closely as possible. This is also why you should customize your resume for each job application.

HR director employment history sample: Your experience

The employment history section is the place to list your previous jobs: employer name, the location, job title and the duration of your employment. Usually you’ll want to list these in reverse chronological order, meaning the most recent position first.

In the bullet points under each heading, be specific, using facts and figures where possible, like the number of employees in your HR department and/or in the overall company, the number of hires you oversaw per year, etc. Check out the employment history section from our HR director resume example.

Human Resources Director, Harold Jones, New York Mar 2016 - Jul 2021 

• Advised a team of 12 HR employees about all strategic decisions.
• Fostered employee advocacy to prevent issues from affecting company productivity and employee satisfaction.
• Piloted 4 employee programs to raise company morale and employee engagement.
• Reviewed and analyzed data and recommended solutions to improve the overall success and productivity of the company.
• Established and interpreted HR core processes including: performance management, staffing, and salary planning.   

Human Resources Manager, Alessia Corporation, New York Jun 2012 - Apr 2016

• Provided coaching, feedback and development for 30+ employees.
• Utilized strong interpersonal and team building skills.
• Oversaw and managed all HR functions, programs, and practices.
• Ensured proper on-boarding for all new hires.
• Helped to manage and oversee annual performance review processes.
• Worked to effectively manage the resolution of complex employment matters.

Resume education sample: Your formal training

A college education is usually required for an HR director, preferably in some business field. In this section, name the universities you’ve attended, their locations, the years you attended and the degrees you earned. Use reverse chronological order, listing your highest degree first. 

You may also list any special training or certifications you hold. If you have a postsecondary degree, it’s not necessary to mention what high school you went to. The education section from our HR director resume sample appears below.

Manhattan College, Bachelor of Science in Human Resource Management, New York Sep 2008 - May 2012 Magna Cum Laude  Iona Preparatory School, High School Diploma, New Rochelle Sep 2004 - May 2008

HR director CV skills example: Your talents

Include a list on your CV of your special skills. (A CV, by the way, is merely the word used to describe a resume outside of North America.) 

Try to include a mix of hard and soft skills. Hard skills are technical capabilities needed for your occupation, typically learned through special training or on the job. Soft skills are interpersonal “ people skills ” like good communication and leadership talents.  

See the skills section from our HR director resume sample below.

• ATS & CRM Software
• HRIS Technologies
• Training & Development
• Program Management
• Change Management
• Employee Recruitment & Retention

Resume layout and design

The look and feel of your resume helps you portray yourself as a serious and motivated candidate. That’s why it’s important to send the right message from the moment the hiring manager sets eyes on the layout and design. Make sure to balance the amount of white space to text and use the same 1-2 professional font styles throughout your resume.

If you don’t want to leave anything to chance, you may consider using a resume template which will allow you to focus on the writing while still giving you the option to customize design elements.

Key takeaways

• Your HR director resume should contain the five essential sections of a great resume.
• Pay attention to the demands of ATS software, and be sure you are delivering a resume that contains the qualifications the employer is looking for.
• Tailor your resume for each employer, highlighting the skills it’s looking for.
• Check out our HR director resume example for more ideas on how to create an effective layout and design.

Best of luck in your job search!

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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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HR Director Resume Example, Tips & Tricks

As HR Director, at the top of your game, you know that it’s the members of staff that make or break an organization. It’s imperative that the recruitment process is a failsafe in order to attract high-caliber candidates for each role and then keep them happy in their work by looking after them. Identifying, hiring, training, and engaging with staff is paramount to the success of a business. If you can’t find the right staff who’ll remain loyal and diligent, it can be a disaster.

Transform your resume

So in your quest to achieve this, you probably scour through and dissect dozens of resumes a week. You’ve got a knack for immediately spotting if someone has got what it takes to join your organization.

But what about your resume? It’s easy to dismiss or champion other resumes and see where the candidate has gone right or wrong. But it’s not so easy to scrutinize your own career, your own skills, your own achievements, and then collate all of that into an easy-to-digest, yet comprehensive, document.

How to write a resume

As you probably know, a very high percentage of resumes are never actually viewed by the human eye. Most are filtered out by Applicant Tracking Systems (ATS) before they reach a desk or laptop screen. To ensure this isn’t the case with your resume, follow these tips to success:

Present a well-written, visually appealing, and ATS-compliant resume that attracts the hiring manager’s attention

Choose a design and layout that emphasizes experience, achievements, skills, expertise, and education so it’s easy to read with enough white space so it’s not crowded or too overwhelming to view

Stick to two pages in length, as this is long enough to be able to show off your level of experience and key assets to the potential employer while being short enough for them not to lose interest

Include between 10 and 12 years of your career history in detail. If you’ve worked for longer than this, insert a Prior Employment section which just has the name of the company you worked for, your job title, and the dates you worked there, but no further information on responsibilities or achievements

HR Director resume examples

It’s vital that you have a resume that demonstrates your true worth, presenting your HR management, policy development, and compliance capabilities in a strong light. Look at the following examples to gauge how to do this.

Summary paragraph example

Check out this example of how to word the summary:

A determined, trustworthy, and logical HR Director who demonstrates extensive experience pioneering and implementing innovative/effective HR solutions that meet business objectives. Committed to delivering quality performance every time, combined with outstanding leadership and communication skills acquired over 12 years in management roles. HR expertise spans a range of industries, including automotive components, construction, packaging, emergency services, engineering, and fast-moving consumer goods (FMCG).  

Work experience example

Be guided by this example on how to present your Professional Experience section, which forms the main part of a resume.

XYZ Company

HR Director | 03/2018 – 01/2022

Provided transformational and organizational HR leadership across a complex portfolio of challenges during a $300m strategic partnering arrangement to support the building of four nuclear power stations. Pioneered a resourcing strategy that enabled effective reach back into AMEC and the external recruitment of 200 nuclear specialists. Headed up the facilitation of appropriate expat terms and conditions reflecting full compliance and legal best practice for 70 white-collar workers.

Key Contributions:

Negotiated robust terms and conditions for 160 staff on assignment employed at the New York headquarters

Dealt successfully with sensitive situations and disparate members of staff by combining excellent interpersonal qualities with an innate understanding of what was at stake

Cultivated excellent working partnerships with key stakeholders to ensure HR and senior management within corporate functions and three business units were fully informed at all times

Key hard & soft skills for an HR Director

Listed below are just some of the skills that an HR Director should possess.

Hard skills

Talent acquisition

Hunting down elusive talent and identifying the best people for the job requires determination and inside knowledge of the recruitment industry, so include this on your resume.

Coaching and developing others

Identifying the developmental needs of others through coaching and mentoring reveals how capable you are of helping others improve their knowledge and abilities, making for a more skilled workforce.

Conflict resolution

Handling complaints, settling disputes, and resolving grievances, are major areas you’ll contend with day after day. Show your expertise for having those difficult conversations and coming out the other side with the right result – both for the employee and for the company.

Soft skills

People management

Highlight your expertise in bringing staff together to work in a cohesive way because of the collaborative way in which you manage people, making sure they have all they need in order to carry out their work to a high standard.

Active listening

Show how you give your full attention to what people are saying, take the time to understand the points being made, ask appropriate questions, and don’t interrupt or talk over others.

Effective communication

Illustrate how articulate you are when serving as a link between management and employees by handling questions, interpreting/administering contracts, and helping resolve work-related problems.

Summary and last words

You excel in your field as an HR Director, now you can show it with our guide and tips. It’s time to put all of this into practice, so go for it!

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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

In addition to this, be sure to check out our resume templates , resume formats ,  cover letter examples ,  job description , and  career advice  pages for more helpful tips and advice.

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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2 HR Director Resume Examples for Your 2024 Job Search

HR Directors are the architects of workforce synergy and the stewards of company culture. Just like an HR Director, your resume must skillfully bring together diverse elements—your skills, experience, and personality—to form a cohesive narrative that resonates with the corporate ethos. It must also strategically align your career trajectory with the needs and goals of the prospective employer. In this guide, we'll explore HR Director resume examples that exemplify how to harmonize your professional story with the demands of this pivotal role.

Resume Examples

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Common Responsibilities Listed on HR Director Resumes:

• Developing and implementing HR strategies and initiatives aligned with the overall business strategy.
• Overseeing recruitment efforts to attract, hire, and onboard qualified candidates.
• Managing a performance appraisal system that drives high performance and employee development.
• Ensuring legal compliance throughout human resource management, including labor law and employment standards.
• Developing and monitoring overall HR strategies, systems, tactics, and procedures across the organization.
• Nurturing a positive working environment by maintaining healthy employee relations and resolving conflicts.
• Overseeing employee benefits programs and informing employees of benefits by studying and assessing benefit needs and trends.
• Supporting management by providing human resources advice, counsel, and decisions.
• Managing HR budgets and reporting on current and future staffing costs and initiatives.
• Leading the HR team, fostering a professional development culture, and ensuring high levels of team performance.
• Developing and implementing learning and development programs to address workforce skills gaps.
• Ensuring succession planning and talent management to prepare the organization for future growth or changes.

You can use the examples above as a starting point to help you brainstorm tasks, accomplishments for your work experience section.

HR Director Resume Example:

• Orchestrated a company-wide cultural transformation initiative, resulting in a 40% improvement in employee engagement scores and a 25% reduction in annual turnover rates.
• Led the development and implementation of a comprehensive talent management strategy, which increased internal promotion rates by 30% and filled leadership positions 50% faster.
• Implemented a data-driven HR analytics system that provided actionable insights, leading to a 20% increase in workforce productivity and a 15% decrease in recruitment costs.
• Designed and executed a global diversity and inclusion program, achieving a 35% increase in minority representation in leadership roles within two years.
• Negotiated and managed a benefits package that enhanced employee satisfaction by 20%, while simultaneously reducing benefits expenses by 10% through strategic vendor partnerships.
• Revamped the performance review process using a 360-degree feedback system, which contributed to a 15% increase in performance ratings and a more transparent and fair assessment process.
• Spearheaded the integration of HR operations post-merger, consolidating systems and policies across entities and achieving a seamless transition for 3,000+ employees.
• Introduced an advanced applicant tracking system and recruitment marketing platform, reducing time-to-hire by 25% and improving the quality of hires as evidenced by a 40% increase in new hire retention after one year.
• Developed and facilitated leadership development programs that prepared high-potential employees for executive roles, resulting in 10 internal successions to senior positions within 18 months.
• Strategic Planning
• Change Management
• Talent Management
• Employee Engagement
• HR Analytics
• Performance Management
• Diversity and Inclusion
• Benefits Administration
• Vendor Management
• Recruitment and Retention
• Leadership Development
• Organizational Development
• HR Policy Formulation
• Workforce Planning
• Succession Planning
• HR Technology Implementation
• Employee Relations
• 360-Degree Feedback Systems
• Legal Compliance
• Conflict Resolution
• Communication Skills
• Project Management
• Data-Driven Decision Making
• Financial Acumen
• Team Building

HR Business Partner Resume Example:

• Strategic Human Resources Planning
• Talent Acquisition & Retention
• Workforce Analytics
• Training & Development
• Stakeholder Engagement
• Team Building & Cohesion
• Cost Control & Budget Management
• Diversity & Inclusion Initiatives
• Problem-Solving Abilities
• Employee Engagement Strategies
• HRIS (Human Resources Information Systems)
• Compensation & Benefits
• Business Acumen
• Emotional Intelligence

High Level Resume Tips for HR Directors:

Must-have information for a hr director resume:.

• Contact Information
• Resume Headline
• Resume Summary or Objective
• Work Experience & Achievements
• Skills & Competencies
• Certifications/Training

Let's start with resume headlines.

Why Resume Headlines & Titles are Important for HR Directors:

Hr director resume headline examples:, strong headlines.

• These headlines are compelling because they succinctly convey the HR Director's extensive experience, strategic approach to talent management, and specific areas of expertise that are highly valued in the field. They also highlight the candidate's ability to address current HR trends and challenges, such as diversity and inclusion and organizational change, which are top priorities for companies looking to stay competitive and foster a positive work environment.

Weak Headlines

• The headlines provided are generic and fail to capture the unique strengths or achievements of the HR Director. They do not quantify experience or highlight any specific successes, such as improvements in employee retention rates or the implementation of strategic HR initiatives that have positively impacted the company. Additionally, they lack any mention of industry expertise or special qualifications that could set the candidate apart from others.

Writing an Exceptional HR Director Resume Summary:

Hr director resume summary examples:, strong summaries.

• These summaries are compelling because they highlight the HR Directors' extensive experience and specific, quantifiable achievements that align with key HR responsibilities. They demonstrate the candidates' strategic influence on the business, their innovative approach to HR technology and wellness, and their commitment to diversity and talent acquisition, which are all critical factors that hiring managers look for in top-level HR professionals.

Weak Summaries

• The summaries provided are weak because they lack specificity and measurable achievements. They do not include quantifiable results or specific examples of successful HR programs or initiatives the candidates have led. The summaries also fail to highlight any unique skills or experiences that set the candidates apart from others in the field, making them less compelling to potential employers.

Resume Objective Examples for HR Directors:

Strong objectives.

• These objectives are compelling for aspiring HR Directors as they highlight the candidates' relevant HR expertise, strategic thinking, and leadership qualities. They also reflect a commitment to using their skills to contribute to the overall success of the organization, which is a key aspect hiring managers look for in HR leadership roles. Each objective is tailored to demonstrate how the candidate's unique background and goals align with the responsibilities of an HR Director, positioning them as valuable assets to prospective employers.

Weak Objectives

• These objectives lack the depth and specificity that demonstrate the candidate's readiness for an HR Director role. They do not mention any measurable achievements, strategic vision, or understanding of complex HR functions that would be expected of an HR Director. Additionally, they fail to convey the candidate's unique value proposition or how their specific skills and experiences align with the needs of the organization they are applying to.

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• Focus on measurable HR achievements: Highlight specific metrics, such as increased employee retention rates, reduced turnover, improved employee satisfaction scores, or successful implementation of HR programs.
• Showcase your strategic leadership: Describe how you developed and executed HR strategies aligned with organizational goals, resulting in improved workforce planning, talent acquisition, or succession planning.
• Highlight your experience in managing complex HR projects: Outline the steps you took, challenges you faced, and the outcomes achieved when leading initiatives like HR system implementations, organizational restructuring, or culture transformation.
• Demonstrate your expertise in employee relations: Discuss how you effectively managed employee relations issues, resolved conflicts, and fostered a positive work environment.
• Emphasize your knowledge of HR compliance and regulations: Highlight your experience in ensuring legal compliance, managing audits, and implementing HR policies and procedures.
• Mention any successful talent development initiatives: Showcase how you implemented training and development programs, leadership development initiatives, or employee engagement strategies that resulted in improved employee performance and career growth.
• Include any recognition or awards received for your HR leadership: Highlight any industry accolades, certifications, or professional memberships that demonstrate your commitment to excellence in HR.
• Lastly, use HR terminology and language that resonates with HR professionals and hiring managers, avoiding excessive jargon or technical terms that may not be universally understood.

Example Work Experiences for HR Directors:

Strong experiences.

• Orchestrated a company-wide cultural transformation initiative, resulting in a 40% improvement in employee engagement scores and a 25% reduction in turnover rates within the first year.
• Developed and executed a strategic HR plan that aligned with business objectives, leading to the successful acquisition and integration of a workforce of 200+ employees from a merged entity.
• Implemented a comprehensive talent management system that improved the efficiency of recruitment by 30%, enhanced performance management processes, and facilitated the development of high-potential employees into leadership roles.
• Revamped the compensation and benefits structure to be more competitive in the market, which attracted top talent and decreased the time-to-hire by 20% while maintaining payroll budget compliance.
• Introduced advanced HR analytics and reporting tools that provided actionable insights, leading to data-driven decision-making and a 15% improvement in workforce productivity.
• Championed diversity and inclusion initiatives that increased the representation of underrepresented groups in leadership positions by 35% over two years.
• Designed and led a leadership development program that resulted in a 50% increase in internal promotions to senior management roles and a 90% retention rate of key talent.
• Negotiated with labor unions to reach an amicable agreement on a new three-year contract, avoiding strikes and improving labor relations.
• Implemented an employee wellness program that decreased health insurance premiums by 10% and reduced absenteeism by 18%, contributing to a healthier and more productive workforce.
• The provided work experiences for HR Directors are robust because they showcase strategic leadership, measurable outcomes, and a focus on key HR areas such as employee engagement, talent management, and diversity. Each bullet point begins with a strong action verb and includes specific metrics that quantify the director's impact on the organization. These examples reflect a deep understanding of how HR strategies can drive business results, which is critical for a top-level HR professional.

Weak Experiences

• Managed the recruitment process, including sourcing, screening, and interviewing candidates for various positions within the organization.
• Developed and implemented HR policies and procedures, ensuring compliance with legal requirements and industry best practices.
• Conducted employee performance evaluations and provided feedback to support professional development and performance improvement.
• Coordinated employee training and development programs, identifying needs and designing relevant workshops and seminars.
• Administered employee benefits programs, including health insurance, retirement plans, and leave policies.
• Maintained accurate employee records and HR databases, ensuring confidentiality and data integrity.
• Collaborated with management to develop and implement strategies for employee engagement and retention.
• Managed employee relations issues, conducting investigations and resolving conflicts in a timely and fair manner.
• Assisted in the development and communication of company policies and procedures to ensure compliance and understanding.
• These work experiences are weak because they lack specificity, quantifiable results, and strong action verbs. They provide generic descriptions of tasks performed without showcasing the impact of the individual's work or the benefits brought to the company. To improve these bullet points, the candidate should focus on incorporating metrics to highlight their achievements, using more powerful action verbs, and providing clear context that demonstrates their leadership qualities and direct contributions to successful outcomes.

Top Skills & Keywords for HR Director Resumes:

Top hard & soft skills for hr directors, hard skills.

• Employee Relations and Labor Law Compliance
• Talent Acquisition and Recruitment
• Performance Management Systems
• Compensation and Benefits Administration
• Human Resources Information Systems (HRIS)
• Training and Development Program Design
• Workforce Analytics and Reporting
• Diversity and Inclusion Initiatives

Soft Skills

• Leadership and Team Management
• Effective Communication and Interpersonal Skills
• Strategic Thinking and Planning
• Conflict Resolution and Negotiation
• Emotional Intelligence and Empathy
• Organizational and People Development
• Adaptability and Change Management
• Problem Solving and Decision Making
• Cultural Competency and Diversity Awareness
• Active Listening and Constructive Feedback
• Influencing and Persuasion Skills
• Discretion and Ethical Judgment

Go Above & Beyond with a HR Director Cover Letter

Hr director cover letter example: (based on resume), resume faqs for hr directors:, how long should i make my hr director resume.

An HR Director resume should typically be two pages long. This length allows enough space to detail relevant work experience, skills, education, and achievements without overwhelming the reader. As an HR Director, it's important to showcase strategic leadership roles, significant accomplishments, and a clear understanding of HR functions. A two-page resume provides a balance between conciseness and depth. It gives the HR Director enough room to highlight their expertise in areas such as talent management, employee relations, benefits administration, and compliance with labor laws, while also demonstrating their ability to contribute to the overall business strategy. However, the length can be adjusted slightly depending on the individual's experience level. For instance, if an HR Director has a very extensive career with multiple leadership roles and significant achievements, it might be appropriate to extend the resume to three pages to ensure that all critical information is included. Conversely, if an HR Director has a more

What is the best way to format a HR Director resume?

The best way to format an HR Director resume is to ensure it is clear, professional, and easy to navigate, while highlighting the most relevant experience, skills, and achievements. Here's a breakdown of an effective HR Director resume format: 1. **Contact Information**: At the top, include your name, phone number, email address, and LinkedIn profile (if applicable). Make sure this information is easily visible. 2. **Professional Summary**: Start with a powerful summary that encapsulates your HR expertise, leadership skills, and the value you can bring to an organization. Tailor this section to the specific role you're applying for, using keywords from the job description. 3. **Core Competencies**: List key skills and areas of expertise that are relevant to the role of an HR Director. This could include strategic planning, talent management, labor relations, employment law, performance management, etc. 4.

Which HR Director skills are most important to highlight in a resume?

When crafting a resume for an HR Director position, it's important to highlight a combination of strategic leadership skills, human resources expertise, and interpersonal abilities. Here are some key skills to consider including: 1. Strategic Planning: Demonstrate your ability to develop and implement HR strategies that align with the overall business goals. This might include workforce planning, succession planning, and organizational design. 2. Talent Management: Showcase your experience in overseeing talent acquisition, employee retention strategies, performance management systems, and leadership development programs. 3. Employee Relations: Highlight your skills in managing employee relations, resolving conflicts, and fostering a positive work environment. This includes knowledge of labor law and experience with negotiations. 4. HR Analytics: Proficiency in using HR data and analytics to drive decision-making and improve HR processes is increasingly important. Show your ability to analyze data to identify trends and inform HR strategies. 5. Change Management: As an HR Director, you may be responsible for leading change initiatives. Highlight your experience in managing change, communicating effectively, and guiding organizations through transitions. 6. Compensation and Benefits: Include your knowledge of designing competitive compensation and benefits packages that attract and retain top talent while managing costs. 7. Diversity and Inclusion: Emphasize your commitment to creating an

How should you write a resume if you have no experience as a HR Director?

Writing a resume for a HR Director position when you have no direct experience in that role can be challenging, but it's important to focus on transferable skills, relevant accomplishments, and a clear career trajectory that shows your potential to excel in a leadership role. Here's how to approach it: 1. **Professional Summary**: Start with a strong professional summary that highlights your HR expertise, leadership skills, and the value you can bring to a director-level position. Emphasize your understanding of HR principles, strategic thinking, and any management experience. 2. **Core Competencies**: List key HR-related skills that are relevant to a director's role, such as talent management, employee relations, performance management, strategic planning, labor law knowledge, and organizational development. Even if you haven't been a director, these skills are crucial and can be acquired in other HR roles. 3. **Professional Experience**: Detail your work history, focusing on achievements and responsibilities that align with those of a HR Director. For each

Compare Your HR Director Resume to a Job Description:

See how your HR Director resume compares to the job description of the role you're applying for. Our free Resume and Job Description Match tool will analyze and score your resume based on how well it aligns with the position. Here's how you can use the comparison tool to improve your HR Director resume, and increase your chances of landing the interview:

• Identify opportunities to further tailor your resume to the HR Director job
• Improve your keyword usage to align your experience and skills with the position
• Uncover and address potential gaps in your resume that may be important to the hiring manager

Complete the steps below to generate your free resume analysis.

Related Resumes for HR Directors:

Hr director resume example, hr business partner resume example, more resume guidance:.

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Director, Human Resources Resume Samples

The guide to resume tailoring.

Guide the recruiter to the conclusion that you are the best candidate for the director, human resources 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.

Craft your perfect resume by picking job responsibilities written by professional recruiters

Pick from the thousands of curated job responsibilities used by the leading companies, tailor your resume & cover letter with wording that best fits for each job you apply.

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• Coaches managers on performance management, which includes providing feedback and developing performance improvement plans for their departments
• Create a performance culture. Coach leaders on talent management, performance differentiation and link rewards and recognition to raise the performance bar
• Act as a strong partner to the Managing Director and the Senior Management to develop a high performance organization and further improve the team culture
• Develop and execute communication strategies and processes that support and/or drive change management and continuous improvement techniques
• Counsel and provide guidance to managers on their workforce strategies
• Provides support and direction to management for creating a positive and engaging work environment
• Provide executive coaching and guidance on employee matters including team building, organizational effectiveness, workforce strategies, and talent development
• Facilitate Performance Management: ensures the implementation at all levels of the performance management process established by global management team
• Coach all levels of managers on how to develop their employees and improve performance. Assists with creation and execution of development plans
• Provides advice and guidance on all aspects of performance management, including leadership development, coaching, and performance concerns
• Manage annual Performance Management Development process for all employees, including employee training and coaching and performance appraisal
• Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions)
• Partner with management to create strategic goals that support employee development, succession, and workforce planning programs
• Develop strategies to deliver improved organizational performance, associate morale, working environment and associate retention
• Provides advice, best practices, framework and methods to the business on how to identify and develop internal leaders
• Proactively identifies designs and executes retention and engagement strategies to continually develop and retain high performer and high potential talent
• Work with HR colleagues to implement best practices, business process improvements and work redesign
• Coaches leaders on a variety of topics including talent development, retention, and performance management
• Work with the business to resolve employee issues and formulate recommendations to management; understand trends and recommend actions
• Provide organizational development consultation and advice for GB initiatives within different business areas
• Provide change management and communication support for business and HR initiatives
• Strong project management skills with ability to manage short term deliverables concurrent with longer-term strategic milestones
• Extraordinary interpersonal skills; approachable, insightful, good negotiator, ability to influence others
• Ability to exercise considerable judgment and discretion in establishing and maintaining good working relationships with management, supervision and employees
• Ability to gain strong credibility and be viewed as a valuable resource
• Strong client focus and be able to effectively and quickly build relationships to establish trust, respect, competence and confidence
• Strong business acumen, in-depth knowledge of the business and client group, and the ability to effectively implement HR strategies to support business goals
• Solid ability to negotiate and ability to clearly present ideas to influence outcomes
• Solid ability to exercise good judgment and discretion in selecting methods and techniques for obtaining solutions
• Solid ability to work in a team environment along with the ability to work independently with minimal supervision
• Solid ability to be results-oriented that makes a difference, taking initiative to make things happen, accepts accountability and has a “can do” attitude

15 Director, Human Resources resume templates

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• Align HR strategy with the business objectives of the Business. Consult with business unit management on Human Resources issues. Assess and anticipate HR-related needs of business unit
• Communicate needs proactively with HR COE's (Centers of Expertise) to develop integrated solutions. Partner across HR functions to deliver value added service to management and employees that reflect the business objectives of the division
• Understand client group business fully in order to align HR strategy to business objectives
• Maintain effective level of business literacy about the business unit’s financial position, its mid-range plans, its culture and its competition
• Participate in key meetings with business unit management bringing HR expertise to business/operational discussions
• Management of day-to-day paperwork associated with employees, Payroll, and Benefits. Ensuring regulatory compliance of all HR related Functions
• Partner with legal department as needed/required. Provide Management with guidance and interpretation on HR Policy
• Generate and maintain paperwork for processing new hires, promotions, transfers
• Responsible for managing the vacation tracking of all employees
• Maintain a presence with employees, through attendance at department meetings, events and games
• Responsible for creating & maintaining personnel files, ensuring compliance of all documents and administering record retention and purging of personnel files
• Ability to read, listen and communicate effectively
• Proficient with Microsoft Word, Excel and PowerPoint
• Good people skills in order to provide exceptional service to employees and clients
• Good organizational skills and attention to detail
• Able to multi-task and prioritize
• At least four years of Human Resources experience in a Supervisory Role
• Heavy labor relations experience working in an environment with multiple unions
• Consult with business leaders on strategic and tactical actions regarding their human resource needs; including employee relations, performance management, succession planning, training and development, compensation, recruitment, on boarding and exits
• Partner with HR team members and corporate departments to successfully communicate and execute HR programs and initiatives
• Handle employee relations issues including: investigations, counseling, conflict resolution and grievances
• Identify, create and coordinate training
• Promote a positive work environment and assure employee relations issues are effectively addressed in a timely manner
• Provide innovative ideas and insights to the client groups by proactively identifying opportunities for change or improvement and leading those initiatives
• 5-7 years of human resources experience in large corporate environment (media industry preferred)
• Minimum of 3-5 years of experience as an HR Generalist with primary responsibility for complex client group
• Excellent communication (verbal and written), active listening and coaching skills
• Strong conflict management, facilitation and collaborative problem-resolution skills
• Demonstrated ability to influence others effectively
• Proven ability to manage multiple priorities and initiatives
• Timely and accurate delivery of commitments
• Actively partners and collaborates towards best solution
• Proven ability to work independently or as part of a remote team
• Interact as business partner with management by driving the human resources strategy that supports business objectives
• Strategize the design, implementation and ongoing management for HR programs which foster positive employee relations, high levels of engagement, and mitigate business risk
• Partner with leadership teams to drive key HR processes/initiatives regarding staffing, organizational design, compensation planning, performance management, goal setting, and leadership and employee development
• Interpret and communicate HR policies; develop and implement HR practices and procedures aligned to meet the strategic needs of the organization. Ensure compliance with Federal, State and local laws
• Provide HR leadership and coaching/counseling to employees and managers regarding employee relations issues. Ensure prompt and effective management of employee relations issues, union grievances, and labor contract interpretation
• Lead succession planning for key management roles and execute staffing strategy to ensure a robust and diverse pipeline of talent across the organization
• Design and administer competitive, equitable compensation practices and incentive plans consistent with corporate guidelines and responsive to business needs
• Develop diversity initiatives in partnership with the business. Build and foster partnerships with key organization within the community to build a diverse pipeline of candidates
• Collaborate with HR team and COE’s to create and deliver employee training, employee on-boarding and other development programs
• BS/BA degree in Human Resources, Business Management or related discipline
• Minimum of 7 years Human Resources experience required inclusive of a minimum of 4 years Business partner/HR Generalist experience
• Minimum 2 years previous supervisory experience
• Graduate degree in Human Resources, MBA or related field and/or PHR/SPHR certified preferred
• Previous experience with unionized workforce and labor contracts highly desired
• Media industry experience helpful
• Outstanding written and verbal communication skills with demonstrated ability to establish credibility and rapport with all levels of employees
• An impactful leader with strong business acumen and the ability to drive change in an effective and participative manner
• Strong employee relations skillset; can earn trust and credibility with employees at all levels
• Demonstrated ability to balance numerous priorities in a fast paced, deadline-oriented environment, with excellent follow-through and analytical skills
• Takes ownership; able to establish self as the “go-to” HR resource
• Must be able to exercise discretion and keep strictest levels of confidentiality
• Knowledge of and proficiency in Word, Power Point and Excel; Visio and SAP experience a plus
• Interprets and implements HR policies, practices and company philosophy to ensure effective administration of the same. Maintains current knowledge of state and federal legislation and regulations pertinent to the WB Games employee population and ensures corporate compliance
• Works with managers to help define and clarify roles and responsibilities. Partners with management regarding department organization and staff responsibilities to ensure effective utilization of resources. Reviews job descriptions and provides guidance and feedback regarding levels. Ensures consistency of levels across WB Games. Partners with Corp Compensation to level positions
• Oversees recruitment function for the studio. Works with studio leaders to set and maintain hiring plans under WB corporate objectives. Utilizes a combination of in-house, contract and agency recruiters to effectively manage recruitment needs. Works with recruiters on compensation issues throughout the recruitment process. Proactively identifies issues and works with Corp Compensation and Recruiters to implement strategies to attract/retain top talent. Reviews salary justifications against compensation ranges, market data and internal comparators and works with Corp Compensation to get necessary approvals
• Works with management to identify soft and hard-skill development needs. Consults with Corp Organizational Development for support where needed. Identifies curriculum needs and selects superior vendors through competitive bids. Works with management to develop bench-strength in key areas and set effective succession plans. Provides career counseling for employees
• Works with managers and employees to ensure consistency of ongoing performance appraisal process, including Introductory/Probationary Performance Appraisals and the PPR process. Educates management regarding the appraisal process and performance measurement criteria to ensure consistent application of the programs. Communicates timelines and measures completion, addressing any issues and ensuring consistency. Oversees the administration of the annual merit and bonus programs to ensure equity
• Maintains accuracy of personnel records and data with the highest level of confidentiality and discretion. Manages ongoing needs related to employment eligibility (e.g. visas and other documentation). Ensures employee records are kept up to date and oversees the creation and dissemination of regular reports and organizational charts. Performs ad hoc reconciliation projects as needed
• Works with department managers on temporary staffing needs. Understands and analyzes resource justifications and works with studio and Corp (where necessary) executives to secure necessary approvals for justified needs
• 8+ years experience as an HR generalist
• Prior experience at a technology or creative company preferred
• Prior experience working in a division of a large multinational company preferred
• Must have strong interpersonal skills and be able to influence key decision makers
• Must be collaborative and diplomatic, able to build consensus
• Must possess excellent critical thinking/reasoning and demonstrate sound judgment
• Effective communication and persuasive skills are required
• Strong organizational skills highly detail oriented. Able to manage multiple large projects simultaneously
• Current knowledge of state and federal employment-related legislation required
• Solid understanding games or software development preferred
• Strong computer skills - proficiency in Excel, PowerPoint, Word, etc

Manager / Director, Human Resources Resume Examples & Samples

• 4 to 7 years of experience as a human resources generalist in a retail and/or wholesale environment
• Mature individual with an keen business sense coupled strong objective conflict resolution abilities
• Proven leadership skills in an USA HR environment with a track record of fairness and objectivity
• Excellent interpersonal skills dealing with highly sensitive matters
• Proven communication, organizational, and analytical skills

Director Human Resources Resume Examples & Samples

• Provide strategic thought leadership to Global Loss Prevention, Global Corporate Affairs and Seamless organizations and associated Leadership Teams on all people-related issues, leveraging resources, programs and tools to achieve desired outcomes
• Actively participate with the Leadership Teams, advising on people and organization impact of business plans and decisions; ensure that change and transformation plans are established and effectively executed
• Work with both leaders and employees to address employee relations issues, ensuring we balance the needs of the business with the needs of employees and all decisions are aligned with Gap Inc. values and culture
• Analyze HR metrics to identify business opportunities; work with leadership to develop and implement solutions
• Identify and implement strategies which improve employee engagement year over year, as measured through the EOS process
• Drive talent management and succession planning activities within the business. Pro-actively partner with the business and HR partners in recruiting and Learning & Development to develop strategies to strengthen or fill gaps, as needed, to ensure a ready now talent pipeline
• Identify and deploy appropriate retention strategies to promote organizational stability
• Lead and develop HR team members to support effective execution of all objectives
• Manage data, measurements and tactics within functional areas to support key people programs and decisions. Leverage data to inform/influence business leaders and/or decisions within functional area(s) opportunities, and facilitate career growth
• Operates with the highest level of integrity and exemplifies courage
• Strong observation & influencing skills to provide leaders with candid observations
• Demonstrated track record of sound, high quality decision making
• Can translate culture into management practices
• Knowledge of organization functions & team dynamics
• Exceptional business acumen skills – understands how business operates, issues facing a global enterprise and how to add value by leveraging and building capabilities within the function
• Strong group presentation and facilitation skills
• Able to work across multiple teams, across multiple cultures and with people on a variety of organizational levels in often ambiguous circumstances
• Significant experience as a strategic business partner, understanding how to add value by developing people plans which deliver against business strategies and annual operating objectives
• Demonstrated ability to manage highly sensitive/confidential exits, investigations or talent moves
• Minimum 7-10 years broad Human Resources generalist experience including at least one senior HR generalist role and preferably one HR specialty role
• Minimum of 10 years of progressive HR experience, with at least 5 in a HR Director role
• Significant depth and breadth of human resources strategy with strong initiative and solid judgment abilities
• Possess expert-level generalist skills and the ability to mentor and provide guidance on complex issues to leadership, management and staff, as well as others within the HR team
• Possess exceptional interpersonal and communication skills, and have the ability to build and sustain effective business partnerships (inside and outside of the organization), and to establish rapport and credibility at all levels within the business units
• Able to multi-task, work collaboratively in a team environment
• Be a trusted adviser to leaders and have the ability to pivot between strategy and tactical execution seamlessly
• Establish effective partnerships and communication with all employees to ensure HR programs and processes are delivered and implemented consistently throughout the group
• Act as key point of contact for HR related questions and Employee Relations issues
• Develop confidence in people management by supporting and coaching managers to identify employee issues and find solutions with minimal risk to the business. Ensure advice is compliant with legal requirements and Company policies and procedures, with consideration of the commercial needs of the business
• Manage the implementation of HR initiatives and provide support to the group to strategically and positively drive organizational change
• Support and coach managers to address performance issues in a timely manner and provide support as needed for the Performance Review process
• Identify opportunities for ways of working, policies, procedures and programs and develop long term strategies regarding employee engagement and retention
• Handle an array of administrative projects/tasks including HRIS Reporting, entering information into HRIS system in relation to employee changes, processing life events etc., and administering Benefits Programs
• Develop, implement and coordinate effective on-boarding process
• Conduct in-depth new hire orientation with all new employees
• Manage FMLA/medical/personal leaves
• Coordinate, process terminations and conduct exit interviews
• Ensure the company is in compliance with corporate and legal requirements
• Identify training needs, define program to address the needs, and consult with leadership on all Training/Development initiatives
• Further develop and influence organizational culture
• Track training, educational classes and provide necessary reports
• Partner with the Talent Acquisition team to ensure that the proper talent is acquired for each role and set a competitive compensation scheme to attract and retain talent
• Manage full-cycle recruitment process for specific roles
• Must have a minimum of three to five (3-5) years of experience full cycle HR delivery, HR Generalist experience
• Experience in various other functions of Human Resources including but not limited to: Policy Management, Employee Relations, Recruiting, Compensation, Performance Management and Legal/Compliance is a plus
• Track record as a strong business partnership
• Ability to flourish in a fast-paced environment
• Interact as business partner with senior management of client groups by driving the human resources strategy that supports business objectives
• Provide HR leadership and coaching to employees and managers, ensuring fair and consistent enforcement of policies and positive employee relations issues. Ensure prompt and effective management of employee relations issues
• Develop and implement programs which foster positive employee relations and high levels of engagement
• Manage all day-to-day HR initiatives and processes, including staffing, organizational design, compensation planning, performance management, reporting/analytics
• Lead succession planning for key management roles and execute a strategic staffing strategy to ensure a robust and diverse pipeline of talent across the organization
• Design and administer competitive, equitable compensation practices consistent with corporate guidelines and responsive to business needs
• Develop diversity initiatives in partnership with SVP HR
• Act as liaison between clients and core staff functions by assisting with rolling out new company initiatives and communicating information relating to career development, recognition programs, benefits, training and staffing
• Mentor and provide guidance to professional staff related to their career goals. Build bench strength within the Functions by identifying training and development opportunities for talent throughout NBCUniversal
• Project and process management skills, demonstrated track record of delivering results
• Excellent interpersonal and communication skills, strong client-support orientation, and the ability to work effectively with all levels of the organization
• Able to adeptly foster positive employee relations in a non-union work environment
• Take charge enabler of change throughout the organization and within HR function
• Spanish fluency a plus, in addition to a fascination for Digital and Hispanic content
• Can seamlessly pivot between self-sufficient leadership and dynamic collaboration in a fast paced environment
• Knowledge of and proficiency in Word, Power Point and Excel; SAP experience a plus
• Digital Media industry experience helpful

Director, Human Resources Business Partner Resume Examples & Samples

• Collaborate with MAC brand leadership to identify key business priorities to support brand business objectives and growth and provide strong leadership within the MAC Corporate population
• Lead the delivery of MAC employee relations expertise for the Corporate population to drive performance, including identification of employee relations themes and trends that lead to insight and delivery of solutions
• Oversee the recruitment of top talent to fill open MAC Corporate positions as well as build the talent pipeline through collaboration with the Talent COE
• Collaborate with managers on identifying learning and development needs of the MAC Corporate staff and partner with relevant HR COEs and others as needed to identify and deliver appropriate learning and development support
• Provide guidance to brand leaders on the preparation and delivery of MAC Corporate 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 HR Total Rewards COE to manage compensation and benefits for the MAC Corporate population (mid-mgmt and below), including salary planning and administration (i.e., merit, bonus, promotions, adjustments and equity programs) and ensure competitive positioning and internal equity
• Communicate and execute Corporate HR initiatives and programs
• Coordinate with appropriate global HR service delivery leadership, including Employee Services, to ensure consistency and cohesiveness across the delivery of the services
• 8+ years of relevant experience in a progressive and dynamic environment
• Must be a strategic thinker with the ability to influence and to drive business objectives while maintaining standards of “high touch”

Director, Human Resources Fm E Resume Examples & Samples

• Provide strategic human resources support for the leadership across multiple Domestic Finance areas. Provide education, advice and counsel to management on initiatives which help to achieve key business goals
• Partner with client groups on executing all cyclical processes. Drive the annual compensation process, analyzing recommendations, reviewing market survey data and advising on appropriate packages to attract and retain employees. Drive the performance management process by equipping line management with the necessary knowledge and skills to effectively manage employee performance and to communicate the highest standards. Coordinate employee engagement survey by analyzing and presenting results to management and employees and partner with leadership to address local issues
• Collaborate with other CCHR Generalists on special projects and cross functional initiatives
• A Bachelor's degree is required. Master's degree a plus
• Minimum 8-10 years of relevant experience in progressively senior roles
• Sound knowledge and experience across the full spectrum of HR disciplines including, succession planning, compensation, diversity/EEO, learning and development, recruiting, employee relations, organization development, etc
• Must be a relationship builder and business ally with a strong ability to influence senior management on Human Resources and employee issues. Strong track record of credibility at the senior management level built on trust and experience is essential
• Willingness to be hands-on and work as an effective member of a dynamic human resources team. Demonstrated ability to manage multiple and conflicting priorities with a track record of effectively operating at both a strategic and tactical level and achieving results
• Proven track record of success as an ambassador of change in a complex and results-driven organization
• Provide solid HR metrics and value-added analysis to enable effective HR related decisions
• Demonstrate outstanding project management, communication and analytical skills
• Ability to be influential, innovative, nimble, proactive and collaborative
• Ability to travel to the Hartford, CT and Roseland, NJ locations
• Deliver business results and profitable growth
• Support a collaborative and aligned organization staffed with the best talent in the industry
• Provide exceptional HR operations and business process excellence in 11 different APAC countries with particular client concentration in China, India, Singapore, Australia, and Thailand
• Develop and deliver HR strategic initiatives aligned directly with key business and financial objectives that address the unique needs of the theater while meeting the goals of the organization globally
• Support the development and execution of the APAC HR strategies and initiatives to support the strategic long range plan (SLRP) and annual operations plan (AOP) objectives in the various areas of talent acquisition, performance management, learning and skills development, compensation and benefits and organizational development
• Manage the APAC HR team of HR Business Partners, HR Solutions and Administration, and direct via matrix management the Talent Acquisition and Compensation & Benefits teams
• Provide HR leadership and functional support for the APAC functions which include Marketing, Finance, Legal, Operations, Engineering, HR and Sales
• Pro-actively deliver compensation, organizational design and strategies for workforce planning, deployment and retention, in order to address current and future needs of the business, whilst simultaneously ensuring a diverse and globally-oriented workforce
• Consult with APAC management team to diagnose and address root causes of issues and systematically provide and implement solutions
• Lead and direct the execution and implementation of Polycom programs aimed at increasing employee engagement, learning and development
• Collaborate and partner with the HR business partner leaders who directly support the following 3 functional groups based in the San Jose, California headquarters – Products (Engineering, Product/Solutions Management and Manufacturing/Operations); Go to Market (Sales, Services and Marketing); G&A (HR, Finance, IT, Facilities and Legal)
• Drive the implementation and deployment of effective corporate HR procedures, policies, systems, standards and infrastructures, in order to ensure a systematic and integrated approach to HR solutions working closely with country HR managers
• Drive and influence the local HR organizations and promote and develop trust with all levels of employees, using strong leadership and communication skills
• Counsel leaders on decision making regarding impact on employees. Lead diversity initiatives and coach leaders on how to leverage talent and teams across the organization
• Attract and help retain top talent for the APAC organization
• Understand and articulate key labor issues and employment law within and across countries and states. Recommend actions and changes required to meet business results and strategies
• Champion a culture of growth within the matrix set-up, conduct organizational assessments and upgrade talent through strategic staffing and talent pipeline development
• Lead and develop on-the-site effective succession planning, retention, performance management, communication, and employee satisfaction and development
• Identify and provide career development opportunities for APAC HR team
• Partner closely with corporate HR teams and subject matter experts to rollout global HR programs
• A passion for the human resources profession and a deep understanding of how structure, process and people combine to deliver desired business results
• A demonstrated capability to create and foster a collaborative work environment within HR and across all functions
• Experience supporting countries and employees across all APAC countries
• Data driven with extensive experience in business analytics beyond just gathering data – understands how to leverage data to make informed decisions and recommendations
• Proven change leadership – admit it, you thrive on change!
• Ability to develop trust at all levels
• Brings a certain “joie de vivre” and good sense of humor to the work place – we all need to have some fun at times!
• Has extensive business partner experience supporting the unique human capital needs of global teams working across regions
• Results driven and execution focused. Measuring progress and continuous improvement is core to what you do!
• Organizational Effectiveness experiences are a big plus!
• Advanced communication skills with a strong desire to leverage Polycom technology
• Business, HR, or other similar degree minimum (Master's/MBA/MBL preferred) with a concentration in the areas of business, labor relations, organizational development and strategic HR disciplines
• Progressive professional HR experience, including previous leadership and management roles ideally in a high tech environment
• Proactive in nature with a strong bias for action and a keen sense of urgency
• Pro-actively set up strategies with solid knowledge of, and experience in APAC employment laws and regulations
• Self-motivated and able to resolve issues quickly and creatively
• HRCM/HRIS experience a must
• Attention to detail, a self starter, able to lead a lean but effective team
• Solutions oriented, no complainers need apply
• English fluency is a must with additional proficiency in another local language highly desirable
• A proven track record and experience in leading APAC-wide HR teams across the spectrum of Talent Acquisition and Management, Performance Management, Organization Development and Compensation and Benefits
• This role requires successful management of relationships in support of business and department goals and the ability to establish strong working partnerships with management, employees and HR colleagues
• Working closely with the Media and Software Division Presidents and Group Level Sr. Executives, this individual will be accountable for advising his or her teams regarding matters related to performance management, talent management, employee relations, organizational design, recruiting, compensation and leadership development
• Partner with Division Presidents, Group Leaders, Leaders and COE leaders and teams to: Assess the organization’s talent strengths and weaknesses/risk areas
• Bachelor’s Degree with a minimum of 15 years of progressive experience in Human Resources, including 7-10 years as a Human Resources Business
• Partner, with experience in managing people. Master’s degree and/or SPHR a plus. Deep understanding of Human Resources functional and technical areas including, but not limited to: employee relations, organizational design, compensation and change management
• Experience supporting senior leaders, executives, and employees
• Strong client focus with outstanding judgment, analytical skills, critical thinking and verbal and written skills
• Ability to deal with change in an evolving dynamic organization
• Ability to develop, attract and asses talent and assist with ensuring we have the right people in the jobs
• Ability to bring new ideas and leverage HR expertise as well as a demonstrated ability to interact, coach and influence senior leaders
• Experience working in a fast pacing, high performing, complex matrix organization
• Demonstrate ability to be self-directed and results oriented with the ability to effectively work across all levels of the organization and with our parent company leaders
• Experience in a leadership role in a growing organization is a must

Director Human Resources, Enterprise Group Resume Examples & Samples

• Ensure HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures
• Typically 12+ years experience in HR function or multiple HR functions and/or generalist role
• Designing and implementing HR strategies globally, or within a large matrixed organization

Director Human Resources, Finance Resume Examples & Samples

• Drive the people strategy and organizational design, and the process of transformation, talent management, and workforce planning
• Align performance management and reward systems to drive and reinforce desired behaviors
• Collaborate with worldwide HR program/policy/process owners to deliver effective HR programs
• Leading an organization through significant change

Director Human Resources, Converged Systems Resume Examples & Samples

• Lead change initiatives and implements specific HR strategies to achieve organization goals and objectives
• Acts as a consultant and partner to HP businesses and functional organizations
• Balance corporate, function, geographic and business needs in deploying HR programs to the business unit
• Partnering with managers to deliver HR solutions
• Experience driving organizational change initiatives, developing workforce plans, and influencing business managers
• Experience leading HR for a technology business
• Direct the human resources organization within client groups to develop and execute best practices to promote employee engagement and to enable a high-performing workforce to contribute to the company's strategic growth
• Drive an effective client-service HR team that instills company-wide trust and value for the HR function
• Ensure that human resource costs and services are aligned with organizational goals
• 8-10+ years of human resources leadership with exposure to an innovative business, one that continues to reinvent their business proposition. Industry is open with a preference for the consumer, financial services or technology industry. Multi-company experience is strongly preferred
• 5-7+ years of successful business partnership at a divisional/executive level, with proven success in linking HR strategies to the business
• Successful implementation of operational and strategic HR programs and processes across a dispersed region
• Possess strong influencing and interpersonal skills, honed in a demanding and high performing work environment
• A bachelor's degree is required. An MBA or master's degree, in a related field, is preferred
• Lead and leverage HR processes and drive key HR initiatives across departments, including staffing, performance management, compensation planning, succession planning, training and development, rewards & recognition, organizational effectiveness and employee communication
• Create and execute a comprehensive employee relations strategy
• Help to drive change within the organization, to include adoption of new technologies, workflows, staffing models, and organization structures
• Identify, select, develop and retain world-class talent and ensure a dynamic pipeline
• Provide interpretation of HR policies, practices and procedures to employees and managers
• Bachelor’s degree in Human Resources or related field. MBA or master’ degree in Human Resources preferred. HR certification desired

Director, Human Resources, Field Services Resume Examples & Samples

• Work closely with senior management of the business unit to build and take responsibility for the Company’s talent development, assessment and review activities
• Ensure the effective team management of the business unit with regards to organizational effectiveness, organizational development, change management, and business strategy by acting as a facilitator/coach/trusted business partner to the executive team
• Provide forward-looking, human resources counsel to business leaders, in accordance with their business and future talent needs, human capital challenges and priorities, and identifying and advising on appropriate solutions
• Implement strategically relevant leadership development programs and processes that are aligned with the businesses current and future talent requirements
• Implement effective communication processes to ensure employees and leaders buy-in to new directions and are supported through cultural and situational change
• Provide the support that leaders require in order to obtain employee engagement in achieving Bell’s business objectives
• Identify best practices and emerging issues in the area of labour relations; and enhance and maintain a proactive strategy
• Incorporate best practices into current strategy and practices, as appropriate
• While supporting this important business unit, the successful candidate must ensure they become an integral part of the broader HR Management Team

Director Human Resources, Wbitvp Resume Examples & Samples

• Participates in business planning and strategic direction
• Provides assistance and direction in HR planning to management teams in each WBITVP local Opco, including WBTVP UK
• Together with the SVP International HR, manages from an HR perspective the senior executive population for the WBITVP local Opcos (recruitment, development, C&B issues, coaching/counselling, employee relations)
• In conjunction with the SVP International HR and in partnership with the local Corporate HR teams (as applicable), ensures that WB key processes are properly implemented and managed across WBITVP, including
• Must have ability to deal with all levels of employees and management
• Effective communication and persuasive skills required
• Strong relationship-building skills with high emotional intelligence skills
• Must be able to perform in a high-pressure, fast paced environment
• A thorough understanding of strategic and tactical business plans and the human resource implications of those plans are essential
• Work with Talent Acquisition team to proactively recruit executive talent with partnership with the VP/General Manager
• Proactively, consistently, and successfully work with the store management team to identify and recruit internal and external candidates for current job openings and future job openings
• Lead the annual executive performance appraisal process, providing materials and communication as directed by Corporate
• Bachelor’s degree and 5-10 years previous Human Resources experience, preferably with multi-unit responsibility
• Must possess both strong oral and written communication skills
• Must be willing to travel up to 60% of time with overnight travel when needed
• Collaborate with MAC brand leadership and the MAC HR team to identify key retail business priorities to support brand business objectives and growth and provide strong leadership within the MAC retail population
• Develop and lead MAC Retail Operations HR team to excellence in delivery of HR capabilities to the MAC retail organization through further development of skills and capabilities, leveraging strengths and building additional bench strength
• Lead the delivery of MAC retail employee relations expertise to drive retail performance, including identification of employee relations themes and trends that lead to insight and delivery of solutions
• Oversee the recruitment of top talent to fill open MAC retail positions as well as build the retail talent pipeline through collaboration with the Talent and Sales Capability COEs
• Collaborate with managers on identifying learning and development needs of the MAC retail staff and partner with relevant HR COEs and others as needed to identify and deliver appropriate learning and development support
• Provide guidance to brand leaders on the preparation and delivery of MAC retail 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 HR Total Rewards COE to manage compensation and benefits for the MAC retail population, 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 diversity and demonstrates fair and consistent management practices. Ensure all employees continue to feel workplace respect and open communication
• Requires a skilled facilitator with sound judgment and diplomacy
• Maintains an awareness of industry best practices
• Administer, maintain, and improve existing policies and programs. The Human Resources Director will also develop new strategies and programs and implement new policies as appropriate. This individual will work proactively and collaboratively with all levels of leadership to help meet their needs
• Manage and successfully resolve employee relations issues as they arise
• Create and / or manage constructive conflict for the sake of innovation and driving best outcomes
• Partner with leadership in our Scranton, PA office to offer strategic counsel on location-related matters
• Drive collaboration across both the Prudential Retirement HR organization and broader Prudential Human Resources teams
• Support or drive HR-related initiatives, as needed
• 7+ years of experience in the HR field, preferably in large, complex organizations experience working with large operations and / or call centers a plus
• Experience in dealing with complex employee relations issues
• Proven ability to balance the strategic & tactical aspects of the job
• Familiarity with HR disciplines such as organizational effectiveness, compensation, diversity, and talent management
• Very strong verbal and written communication skills
• Highly motivated and action-oriented individual
• Prudential is a multinational financial services leader with operations in the United States, Asia, Europe, and Latin America. Leveraging its heritage of life insurance and asset management expertise, Prudential is focused on helping individual and institutional customers grow and protect their wealth. The company's well-known Rock symbol is an icon of strength, stability, expertise and innovation that has stood the test of time. Prudential's businesses offer a variety of products and services, including life insurance, annuities, retirement-related services, mutual funds, asset management, and real estate services
• 10 Years of experience with Human Resources Management
• 7 years of experience with Change Management
• 5 years of experience with Project Management
• 5 years of experience with People Management
• Coach managers and employees on employee relations matters. Providing consultative support and guidance for resolution of performance and relations issues
• Lead development and management of ER tracking system, generating metrics for analysis, identifying ER trends, and recommending solutions
• Develop proactive methods for positive organizational culture and efforts to build manager capabilities
• Program management of HR policies, including but not limited to, Harassment and Discrimination compliance trainings, H&D procedures and delivery of H&D key controls
• Develop and train ER case representatives of deep ER expertise for investigations, documentation, etc
• Thought partner in planning, developing and recommending of effective employee relations programs, policies and procedures
• Foster a client-focused environment and mindset to ensure delivery of an exceptional employee experience
• 8 to 12 years in related field
• Demonstrated expertise and knowledge in employees relations
• Proven ability to make judgment calls and sound, ethical decisions displaying a heightened level of responsibility, confidentiality, integrity and professionalism
• Superior client service and interpersonal skills

Director Human Resources Western Europe Consumer Direct Temp Months Resume Examples & Samples

• Drive relevant Consumer Direct (Retail, Franchise and eCom) HR Strategies and the respective support areas (Merchandising, Store Expansion, Consumer Care, Store Operations) in close alignment with the CD Strategic Business Plan (SBP) and manage the execution and coordination with global partners as needed. Ensure harmonized implementation in all relevant locations (Cluster, Zone and Sales Country) across all CD functions
• Support further development of HRM and Training Team to include implementation of the SHINE framework. Responsible to drive SHINE within Western Europe and ensure that Cluster nuances are considered. Ensure consistent implementation and update of SHINE regionally
• Ensure the overall Organisational Design Principles (Span of Control Guidelines) are in place; designing a Consumer Direct Organisation that balances the demands of the business strategy and the overall allocated budget of personnel costs
• Build capability of the Consumer Direct Leaders and Organisation to deliver Talent Management Processes that attract, engage and retain the best possible talent for each and every position
• Serve as the custodian of the Development Plans for the Consumer Direct Top Talent and support the development of ready-now succession planning at all levels. Communicate to our Consumer Direct workforce all available relevant development opportunities provided by our Talent Learning Partners
• Ensure flawless and legally-compliant HR administration at HQ and within Western Europe
• Drive Play to Win Culture and Change Management for the Consumer Direct Organisation. Actively support business initiatives and business needs with effective HR measures and promote positive employee relations in the work environment
• Build, develop and lead a strong team of Consumer Direct HR professionals within Headquarters and Clusters measured by specific KPIs. Ensure overall strategy is understood and supported as well as embedded in local target setting
• Ensure that all aspects of staffing, employee relations, employee development, compensation & benefits for all employees of the Consumer Direct Organisation are delivered timely and in accordance with relevant labor and commercial legislation, in line with corporate guidelines and modern HR Management practice
• Establish Retail relevant HR Reporting in close cooperation with Controlling and global partners and ensure its regional implementation
• Experience working with Senior Leaders
• Experience in managing local and remote employees, excising great partnerships and influencing skills cross culturally
• Demonstrated expertise in managing complex mid to large size projects within HR
• Culture and Change management experience across cultural and geographical borders
• Demonstrated presentation and facilitation skills to a senior management audience
• MS-Office skills, SAP experience is a must?
• Basic knowledge of European Labour Laws
• At least 10 years of progressive experience in Human Resources Management of multinational company with experience in HR Management, Rewards and/or Development. Thereof min 5 years cross-functional HR leadership experience
• Solid understanding of Consumer Direct Businesses (Retail and eCom)
• Proven strategic HR business partner, who supported business partners internationally and globally while contributing to the further development of standard/global HR tools and programs
• Experience leading HR team on acquisition/divestiture and integration of a new organization is required
• Oversee, and manage the work of the reporting HR staff (current team size of 7)
• Make the ongoing development of the HR team a high priority
• Lead, and implement all employee engagement, and retention programs for their teams
• Monitor the organization’s culture to ensure alignment with our core values
• Counsel employees and management on HR related issues
• Keep senior management and HR management informed of problems that may jeopardize the achievement of company goals
• Collaborate well with other HR leaders and managers across the organization
• Take a pro-active part in the design and execution of the Strategic Business Plan (SBP) pertaining to people management, organizational design & competencies to ensure that the market achieves the critical objectives of double digit growth as well as being the Employer of Choice in a highly competitive market and industry. Ensure that global HR Strategies are properly assessed and accordingly embedded in the the market SBP. Lead the execution and control of the global SBP for the respective support area in the location and coordinate this with global partners where needed. Ensure harmonized implementation in all relevant locations (Lead, Multi-functional and Sales Force countries)
• Understand and identify cultural practices and sensitivities in order to reconcile with new international and modern business practices as part of the ongoing change management. Support the Managing Director and Senior Management in the implementation of change
• Be a critical part of the regional Emerging Market HR Leadership team that determines overall HR Strategy, programs and initiatives for the Region by representing the needs of South Africa
• Maintain a high level of communication with Management and contribute to the decision- making process pertaining to the organizational design and people development. Act in a (internal) customer centric solution orientated way. Actively support business initiatives by seeking practical solutions, accessing Group best practices and staying Policy compliant- while keeping “speed” and “simplicity” in mind
• In conjunction with Emerging Markets HR functions contribute to, adjust, develop and implement practices as well as support initiatives that achieve high employee engagement at every level through effective motivation, coaching, training, people development and company/social teambuilding initiatives and activities
• Support/drive initiatives and efficient processes, in close co-ordination with Emerging Markets HR partners in the areas of CoE Talent Learning/Training, Leadership, Performance + Succession, Talent Acquisition/Recruiting as well as Organizational development efforts
• Identify training / skills/ competency needs within the organization and develop mid- term and annual training plans & programs in cooperation with Senior and Line management and in alignment with Emerging Markets HR and Talent. Coordinate career development, succession planning and Talent management needs in partnering with Senior Management and in coordination with Emerging Markets HR Talent
• Ensure that skills and qualities required for each particular job is properly evaluated and respective Job Descriptions evaluated and updated. Manage the recruitment process effectively to ensure that candidates do fit the role and company culture and are recruited with “speed” and “quality” in mind
• Ensure smooth processes for talent acquisition and transfer activities in support functions in close cooperation with CoE Rewards and lead the recruitment for the Senior Management team of the market
• Implement and cooperate with Emerging Markets Rewards on development of compensation & benefit programs in alignment with the strategic business objectives. Ensure that the framework for local compensation programs is competitive in the market place and compatible with the objective of recruiting and retaining a strong workforce. Ensure compliance of local benefits programs with GSMS and in line with corporate guidelines
• Oversee all aspects of Rewards for the Market, International Mobility, eHR, and Compensation & Benefits
• Manage personnel planning & budgets set by the senior management. Based on given Emerging Markets guidelines execute the process of annual salary rounds and promotions/salary adjustments for defined areas in accordance with GSMS- process and in close cooperation with the MD, Emerging Markets HR and Rewards
• In cooperation and coordination with Emerging Markets HR develop, update and implement all HR policies and procedures
• Ensure high employee engagement at every level through effective motivation, coaching, training, and development of personnel in the team
• Strategic thinker
• Practical and speed in execution
• Strong inter- personal and active listening skills, must have ability to interact at the highest levels of the company
• Strong team player
• A strong dedicated understanding towards the Group and customer needs
• MS – office skills, SAP experience is a plus
• At least 8 years of progressive experience in Human Resources Management of multinational company with experience in HR Management, Rewards and Development
• Excellent oral and written knowledge of English
• Develop, champion and deliver on short and long term people strategies in support of client group objectives by
• Providing advice, guidance and/or coaching on sensitive confidential and complex HR issues such as organizational re-design and incentive compensation plan design
• Monitoring current HR practices within the client groups to ensure they continue to adhere to guidelines established by Corporate HR and reflect the values articulated by the Scotiabank senior executive group
• Proactively recommending changes to existing/historical practices to increase value-add to the client group
• Act as a member of the larger HR team by
• Participating in corporate driven projects as required
• Maintain an awareness of emerging trends and best practices in HR by
• Capitalizing on resources which lend to increased knowledge of trends and best practices in HR (i.e. courses, seminars, articles, etc)
• Exhibiting active listening skills
• Negotiating and effectively communicating individual and team goals
• Recognizing subordinate/team development needs and taking an active role in addressing gaps
• Exhibiting self-awareness around one’s own impact on the team and when necessary, adjusting leadership and motivational qualities to maximize subordinate/team performance
• Strong understanding of the client groups - both from a business and organizational perspective
• Strong business acumen to align both business objectives and HR strategies with corporate goals (Financial, Customer, Operational & People) to maximize shareholder value
• Excellent ability to evaluate options/alternatives and develop solutions/recommendations for solutions to complex and multi-dimensional problems/issues
• Thorough knowledge of HR policies and best practices including the Bank’s Global Mobility policies and guidelines
• Strong project management skills and proven ability to successful deliver/implement/execute initiatives, products, processes and policies
• Strong team building skills and proven ability to effectively motivate a high performing team
• Position responds to all production employee concerns and complaints of potential unlawful behavior, such as discrimination and harassment, by conducting internal investigations independently or in conjunction with supervisor and at the direction of employment counsel
• During investigation process conducts intake meeting(s), witness interviews and conclusion meetings; interprets and analyzes data gathered
• Provides guidance and advice to production management team in handling day to day production concerns
• Makes recommendations to EVP, Business Operations and Programming regarding appropriate disciplinary action, including termination of employment as a result of misconduct and/or violation of company policy identified during an investigation. Composes written counseling and termination notices
• In conjunction with Employment Attorneys or independently, regularly conducts training sessions to employees on the topics of employment practices and sexual harassment
• Provides guidance and ensures compliance of company policies and procedures, as well as federal & state laws. Responds to employee inquiries regarding policy interpretation and serves as liaison between production and corporate departments
• Implements company initiatives within Telepictures Production in a timely manner
• Makes training recommendations for production staff as a result of deficiencies identified during an investigation
• Extensive experience as HR Senior Business Partner, with broad generalist knowledge
• Experience of working in a globally-integrated business, operating in a matrix environment
• Proven track record working with senior business leaders in a client- serving, consumer-driven context
• Experience of merger/acquisition or large-scale integration projects
• Must be prepared and eligible for global travel
• Experience of presenting HR/development concepts to large groups
• Develops, implements, and coordinates policies and procedures for the Human Resources department to establish and maintain an effective department through managing, advising, and motivating department employees
• Maintains an efficient recruitment/interviewing function to ensure adequate staffing at all levels
• Develops Human Resources strategies for business groups that includes workforce planning, pay-for-performance, talent management, talent acquisition, and succession
• Provide leadership, advice, and counsel to management on all human resources issues
• Partner with all HR functions, including talent review and acquisition, performance management, organizational development, compensation, benefits, diversity, leadership development and training to deliver easy access, quality service
• Identify and develop leadership talent for pipeline and succession planning
• Ability to communicate effectively and build relationships at all levels of the organization
• Facilitate performance management corporate initiatives (performance appraisals, succession planning, talent review etc.)
• Communicates, implement, and interpret HR policies and practices to ensure fair and consistent administration
• Manage the growth and development of an HR Manager
• Provide mentorship and oversight to HR Coordinator
• Advise management in appropriate resolution of employee relations' issues
• 6-8 years related experience and/or training; or equivalent combination of education and experience
• Proficient in PC skills – Microsoft Windows office – Word, Excel, PowerPoint, Visio, Outlook
• Ability to shift work needs without losing focus in an extremely fast-paced environment with rapidly changing priorities
• Ability to make sound compensation proposals
• Ability to make decisions in face of challenges or lack of consensus
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists; ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form and successfully deliver to associate populations; ability to coach managers
• Flexibility with periodic late hours in connection with RIFs or strategic re-organizations
• Global Wholesale Operations (GWO),
• Global Banking and Markets Finance (Finance)
• Global Banking and Markets Infrastructure teams (Regulatory Initiatives Group, Trading and Operational Risk Management, Communications); and
• A segment of GBM’s Global Corporate Banking (CB) business
• Act as an advisor to the GWO, Finance, Infrastructure and CB Leadership teams
• Acts as key advisor to leadership for all HR related issues
• Effectively builds relationships with leadership, providing sound advice and influence around leadership of the business
• Ensures ongoing contact with senior management to keep abreast of new/changing priorities and aligning HR initiatives/priorities accordingly
• Supports Leadership in efforts to drive performance and customer focus
• Develop, champion and deliver on short and long term people strategies in support of business line objectives
• Identifies and plans execution of Human Capital priorities
• Manages business and HR projects/initiatives including leadership reviews, ongoing diversity initiatives, annual performance, compensation etc
• Provides HR leadership to drive change management initiatives, in alignment with client group
• Ability to build successful HR business partnerships at all levels, across all areas of the organization with proven success in linking HR strategies to the business
• Proven ability to quickly learn and understand the client’s business
• Results-focused, able to identify and take action on issues that include recruitment, learning and development, career and leadership resource planning, performance management, total compensation plans
• Strong coaching and development skills
• Proven ability to effectively navigate through complex, matrix organization
• Energetic, resourceful, with a positive can-do attitude
• Strong results focus. Never satisfied with status-quo, continually striving for excellence
• Exercises sound judgment at all times

Director, Human Resources, Caribbean Resume Examples & Samples

• Establishes critical relationships between Caribbean HR and the centre of excellence subject matter experts to provide guidance to leaders on HR policies, programs and processes
• Provides Caribbean HR with guidelines, procedures and available tools from the HR centres of expertise to assist and facilitate the delivery of all HR programs in order to enhance manager experience
• Works to secure opportunities for developmental assignments for Caribbean employees to ensure skill transfer occurs
• Manage the participation of Caribbean employees in ongoing CIBC programs including FSLP and Wholesale Banking Rotation Programs
• Ensure that Caribbean employees are integrated into the talent management framework for CIBC
• Work with Caribbean as required to establish development requirements and establish development assignments with clear goals to be achieved during the assignment
• Support issue resolution or issue escalation
• Work in partnership with Mobility Services and other stakeholders to address pre-assignment deliverables including immigration, health insurance, accommodations, SIN requirements

Director Human Resources Brands Resume Examples & Samples

• Takes active part in the design of the HR Strategy and manages the execution and control of the plan for the respective support areas in coordination with global partners where applicable. Ensures harmonized implementation of strategies across all relevant locations of functional support
• Maintains a high level of communication with Management and contributes to the decision-making process by structuring and preparing HR team to best support the organization. Actively supports business initiatives and business needs with effective HR measures to promote positive employee relations in the work environment
• Ensures all aspects of staffing, employee relations, employee development, compensation & benefits for all employees in your respective area of the adidas group are delivered in a timely manner and in accordance with relevant labor/commercial legislation, corporate guidelines and modern HR Management practices
• Ensures smooth processes for recruitment and transfer activities for support functions in close cooperation with global competence centers and lead the recruitment for 1st and 2nd Line Management for designated partnerships
• Ensures strong HR reporting for respective functional areas in close cooperation with Controlling and global partners
• Four year college or university degree with emphasis in Business Administration, Human Resources Management, Personnel Administration or other related field
• Contribute to the design of the HR Strategy and manage the execution and control of the plan for his/her assigned business units and teams. Coaches Leadership Team members and provides direction to his/her HR team members to ensure a consistent approach and timely execution of all relevant HR processes throughout the Company
• Contributes to the strategic design and implementation of all aspects of staffing, employee relations, employee and development for employees are delivered in a timely manner and in accordance with corporate guidelines and best HR Management practices
• Partner with the Talent Management Team to support and drive development initiatives in the areas of training, career/succession planning and other organizational development efforts
• Partner with the Director of Compensation and Benefits to manage annual salary review process and promotions/salary adjustments and to deliver a successful annual open enrollment
• Screen and interview senior candidates (corporate and field based management)
• Support company efforts to drive a high preforming culture by counselling managers and supervisors. Provide advice on how to optimize alignment of employee efforts to business strategies and objectives
• Help drive continuous improvement in all areas of HR in support of the business
• Perform special assignments or projects assigned by VP of Global Human Resources
• Knows HR principles, is customer oriented, applies HR policies and procedures, manages resources, and uses HR tools effectively
• Experience in recruitment and selection processes
• Well organized and able to maintain high level or accuracy
• Bachelor’s degree, or equivalent experience
• Twelve years or more years of experience in Human Resources, with at least five years of experience managing a HR functional area
• Demonstrated ability to balance organizational interests with employee interests, values diversity, can resolve conflict, respects others, communicates well and has courage to take sometimes unpopular positions
• Talent, Human Resource and Climate consulting
• Learning and Development needs identification
• Succession Management planning and coordination
• Identification and management of Employee Relations matters
• Candidate Interviewing
• Organization Development and Change
• Job definition and design
• Employee Opinion Survey review and action planning
• 7-10 years of HR generalist consulting experience in partnering with and influencing business leaders
• Experience of consulting with Financial Services Sales and Distribution functions preferred but not required
• Strong change management, organization/climate effectiveness and employee engagement experience
• Proven ability to think and work strategically and tactically
• Thorough knowledge of human resources best practice, legal/regulatory requirements and risk management
• Collaboration skills and a team player capable of working effectively with all levels
• Diplomatic individual who has the ability to adapt to, coach and be effective with diverse leadership styles
• SHRM qualification preferred but not required
• Position can be based in one of the following locations (1) Newark, NJ; (2) Plymouth, MN; or (3) Hartford, CT
• Must be willing to travel up to 20% of the time

Director, Human Resources, ADF Resume Examples & Samples

• The successful candidate will have a minimum of 10 years of human resources experience, with at least five years of direct partnership with a business to drive measurable results. Demonstrated strong business acumen, operational skills, and successful partnership with line leaders
• Significant leadership presence and leadership courage required in this lead HR role
• Deep generalist and HR business partner experience is critical for success, with exposure to all core functions within the discipline and with increasing scope
• Organization design and development and change management work is preferred
• Ability to successfully navigate in changing and complex environments
• Experience in a global environment is preferred. Any global and multi-country responsibility with extensive travel and cultural sensitivity is ideal
• Demonstrated ability to drive the HR strategic agenda using knowledge of the organization and its talent
• Ability to travel globally up to 15% of the time
• Provide information, analysis, and recommendations to help guide the organization’s strategic thinking and direction, and establish and administer HR plans in line with organizational objectives
• Develop, update and ensure compliance with all HR policies and procedures for all of the organization’s offices; assist in the HR administration of the collective bargaining agreement covering Major League umpires
• Assist in the design and management of company-wide compensation, evaluation and training programs that address issues such as superior workforce development, key employee retention, succession planning and organizational effectiveness
• Implement and administer the organization’s performance management process and work with managers to ensure that timely and effective feedback is delivered
• Identify and diagnose talent and organizational issues, and partner with company managers to implement solutions
• Provide day-to-day employee relations support to management and staff; lead or assist with internal investigations as needed
• Remain knowledgeable about all applicable employment laws (including EEO, wage and hour, leaves of absence, safety and health, etc.), and help ensure compliance
• Assist with the coordination and development of any industry meetings for Club HR leaders
• Deliver outstanding customer service within the organization and to the Clubs in a fast-paced environment
• Assess culture and outline strategies to ensure a positive morale in an engaging and supportive workplace
• Perform related duties and special projects as required

Director, Human Resources Wbsl Leavesden Resume Examples & Samples

• Lead, oversee, communicate and deliver company-driven HR programs (e.g. annual review, incentive plans, training, community services, etc.) to management and all employees. Manage the employee performance evaluation and review process, performance improvement planes, and succession programs including training. Adjust in alignment with business goals and feedback
• Assist (with support of the HR team) local management with performance issues and alignment to objectives in order to ensure HR best practices and compliance requirements are met. Oversee Recruitment efforts and practices in order to develop and ensure flexible staffing solutions in an ever-changing environment
• Lead and drive positive organizational change. Conduct and assist in job analysis/evaluation, position descriptions, team expectations and skills inventories. Identify and proactively explore flexible solutions to workplace issues, given Corporate and local business parameters
• Manage the HR team, leading by example. Responsible for developing each individual and the team in general by assessing resources and practices in order to provide strong service levels to the organization. Responsible for managing the HR Budget. Effectively communicate and work with the Burbank HR team for consistency across the WBSF organization in both countries as well as Corporate HR
• Proficiency in MS Office Suite and HR Systems
• Able to think outside of the box and suggest innovative solutions for the benefit of the business
• Able to apply common sense to problems and solutions rather than relying on strict procedure
• Must foster professional and effective working relationships with coworkers at all levels
• Must meet objectives while working independently in an ever-changing, fast-paced environment
• Excellent collaboration and communications skills with the ability to influence business leaders and drive strategic HR and business objectives. Strong written communication skills are essential to this position
• Projects a professional image and acts as a positive representative of the HR function within the store
• ​Bachelor Degree in a related field
• A minimum of 7+years of human resources /labor relations experience required
• Partners with business leaders to create and drive human capital strategy for specific areas of the business, in alignment with the overall business strategy
• Collaborates with HR Centers of Excellence (COEs) to deliver HR services and solutions in line with function or business unit strategy (Talent Acquisition, Talent Management & Organizational Development, Total Rewards)
• Works with business leaders to develop strategic workforce plan in line with the function or business strategy. Helps develop next generation of leaders
• Utilizes data to identify trends and diagnose organizational effectiveness issues. Influences leaders to implement changes needed to improve functional performance
• Develops comprehensive change management strategies to guide their respective functions from current to future state. Drives the execution of these strategies throughout the business
• Builds commitment amongst leadership towards the performance management program and develops/executes performance solutions in alignment with organizational values
• Help drive employee review process based on goals and objectives
• Provide on-going coaching and feedback to all managers for on-going development
• Assist as needed in the administration and compliance of all the organization’s benefit programs
• Update and maintain company policies and procedures and ensure all employees are aware and understand the policies regarding their employment
• Develop HR Metrics and analysis
• Knowledge of federal and state laws, and compliance requirements
• Provide guidance and expertise on employment regulations as needed
• Ability to develop, analyze and manage HR budget
• Performs other incidental and related duties as required
• The ideal candidate will have at least 8+ years experience in a progressive human resource role, preferably in the retail and/or consumer industries
• BS degree in Business or HR, MBA preferred
• Excellent communication and interpersonal skills both internally and externally, comfortable in facilitating meetings and making presentations
• Effectively resolve conflict with a variety of stakeholders ensuring strong working relationships. Strong Employee relations experience
• Organized and detailed-oriented with thorough follow-up skills
• Flexible and able to multi-task
• Embraces change with confidence. Mentors and coaches HR colleagues
• Extensive knowledge of the principles and practices of organizational development/effectiveness/behavior with the ability to positively impact the structure, culture and effectiveness of the organization
• Ability to collect and synthesize large quantities of both qualitative and quantitative data. Ability to recognize trends and influence leaders based on data analysis
• Experience supporting organizational strategy by aligning the vision, mission and values of the organization with individual goals through the performance management platform
• Ability to provide coaching and guidance to leaders on a variety of performance related situations or circumstances
• Strong computer experience with Microsoft Word, Excel, Outlook and PowerPoint as well as experience with HRIS systems
• Serving as a member of the HR Leadership Team & the Northstar Senior Leadership Team
• Leadership of the HR function for all Northstar employees including Mountain, Hospitality, Retail, and Summer (approx 1900 winter employees and 600 summer employees )
• Ensuring all Human Resources practices & programs are consistent and effective while maintaining compliance with local and state employment laws and regulatory requirements
• Effectively partnering with operational teammates and senior leadership on key issues and business strategy
• Collaborating with mountain, hospitality, retail, and corporate divisions to provide integrated HR tactics and strategy
• Oversight of Northstar employee and uniform center, and uniform distribution and collection process
• Oversight over the strategic direction of the Northstar Training programs
• Position reports to Sr. Director- Human Resouces- Tahoe and dotted line to COO of Northstar Resort
• Ensure a global HR Reporting for respective functional area in close cooperation with Controlling and global partners
• Lead the HR team members and give functional direction according to the global as well as regional strategies and concepts ensuring a harmonized approach to all relevant HR processes (one voice to the customer)
• At least 8 years of progressive experience in Human Resources Management of multinational company with experience in HR Management, Rewards and/or Development
• Develop and maintain client relationships aligned by business group and execute with excellence on all HR platforms
• Exercise a balance of thought leadership and service delivery to proactively meet client needs and partner to define issues, determine appropriate solutions and plan execution aligned with vision and strategy
• Ability to travel to various office locations approximately 30% of the time
• 7-10 years in an HR Business Partner Role supporting all levels of leadership
• Excellent consultative & relationship building skills
• Contributes to the development of the organization’s strategic plans and objectives
• Drives organization HR strategy through creation of the Human Resource Plan to meet organization objectives
• Acts as a strategic business partner, change agent and member of the line management staff
• Drives organizational structure, content of jobs, and establishment of performance standards within the client group. Manages company-wide and organization-wide HR programs and initiatives (e.g., compensation & benefit review, equity programs, workforce planning, training & development, retention and engagement strategies, and organizational change) within client group. Ensures desired behaviors are identified and reinforced in total reward programs and professional development programs
• Partners with HR functional specialists in training, compensation, organizational design, and staffing as appropriate to help drive organizational initiatives
• Effectively facilitates acquisitions, organizational restructures, and staffing within the client group
• Ensures comprehensive development and succession plans are in place for key positions. Drives manager and employee development efforts throughout client groups including leading skills development workshops, encouraging participating in training and development, and working with managers to create individual professional development plans
• Facilitates organization and leadership development efforts to address root causes of human resources issues. Coaches managers and employees at all levels within client groups on a variety of topics including management skills, organizational effectiveness, professionalism, conflict management, and communications
• Influences senior management across the company to clarify and resolve cross-organizational business and communication issues and improve overall organizational effectiveness
• Maintains a partnership with geo based HR team and the HR functional groups to strengthen the effectiveness of worldwide HR community
• Oversee day-to-day HR issues relating to additions to staff, replacements, compensation, benefits and training and development, ensuring that timely, appropriate and consistent action is taken by coordinating with respective areas of HR Shared Services and management
• Provide HR and organizational support and counsel to management and individual client groups by recommending and drafting performance management plans, conducting departmental organizational overviews, staff development and employee relations
• Analyze department turnover data by reviewing detailed exit information
• Train managers and employees on annual processes such as reviews, performance feedback and goal setting
• Participate in Company, HR and community events as well as employee recognition events
• Minimum of 8 years HR experience required, demonstrating an excellent knowledge of HR practices, policies, and employment laws in order to ascertain the correct action and respond to issues as they arise
• Experience providing HR support for a large organization required, with experience in the entertainment, media or publishing business preferred
• Outstanding interpersonal communication skills, both written and verbal required, with the ability to communicate effectively and tactfully with all levels
• Must possess business savvy, demonstrate a strategic focus and sense of urgency, with the ability to exercise strong influence and negotiation skills
• Start-up environment mentality a plus
• Strong working knowledge of budgets, with excellent analytical skills required
• Must be proficient in MS Word, Excel, PowerPoint and Outlook
• Must have experience with Visio, Taleo and PeopleSoft systems
• Must have the ability to work in a high paced environment while maintaining poise and focus
• Must be able to organize and prioritize, pay close attention to details, work well under time constraints, and handle multiple tasks easily
• Must have strong leadership skills and the ability to work and make decisions independently
• Support senior leaders and partner with the functional leadership team(s) to align and provide HR service, expertise, insight and solutions to advance the function
• Help the business leader to provide Avon Associates with development opportunities, and ensure that they are able to meet current and future performance standards
• Develop and promote feedback mechanisms for Associates to influence the continuous improvement of HR services and processes
• Manage one or more HR Associate
• Drive meaningful impact through talent reviews, succession planning, organization effectiveness and design, change management, as well as consult clients on performance management, employee relations, compensation, and coaching
• Partner with HR Centers of Excellence and client groups to effectively design, implement, communicate, manage and enhance HR programs and initiatives
• Play a key leadership role in building functional excellence
• Consult and influence senior corporate leaders on key HR strategies, in a meaningful and impactful way
• Effectively partnering with corporate HR counterparts in a highly matrixed environment
• Bachelor's degree required; graduate degree is highly preferred
• Minimum 10+ years of progressive Human Resources experience including experience in a Business Partner/Generalist capacity
• Ability to accomplish objectives through influence, build credibility quickly, and demonstrate excellent consulting skills
• Ability to work independently, deal with ambiguity, and demonstrate sound judgment
• Superior communication at the executive and senior management level
• Must have proven tracking record of successfully working with management to build leadership skills and teams
• Ability to engage, inspire and influence people
• Mexico leadership team member providing strategic HR and business recommendations to Mexico business President and North American HR leader
• Develops appropriate human resource plans in support of key business needs in a dynamic, changing environment. Develops/implements appropriate change management plans as required
• Identifies key human resource needs and develops appropriate solutions to provide a full complement of services to the organization
• Strategically lead initiative to implement standalone benefits and payroll process for Mexican employee base. Partner with North American specialist leaders (benefits/payroll/HRIS) as necessary to ensure efficiencies across Element Fleet North America
• Executes tactical HR generalist responsibilities and engages directly on employee relations issues and questions
• Conducts annual employee’s reviews for organizational design, including compensation planning processes
• Develops/implements comprehensive staffing plans for the organization to generate a candidate pipeline. Manage all staffing processes as needed and coordinate with future shared services support model
• Implements and monitors adherence to all organization-specific Human Resource-related policies, procedures and practices. Acts as liaison between HR, management and employees regarding HR policies, procedures
• Assessment of organizational requirements and implementation of Human Resources interventions, processes, programs and practices necessary to drive business objectives for the country
• Consult in creating organizational capabilities necessary to meet current and future business challenges
• Provide Human Resources expertise to lead business divisions in all aspects of Human Resources, including but not limited to employee relations, performance management, talent management/organizational development, reward and workforce planning with the support of the COEs
• Ensure that Human Resources policy and advice to client group is in accordance with employment law, Visa strategy and best practice
• Lead employee related policy implementation
• Lead clients with the development of the most appropriate organizational structures and bring about effective organization and cultural change
• Show preparedness to make changes through Human Resources intervention to meet business needs
• Work with Clients to build high performing teams
• Work with business to create and manage a workforce plan
• Assist with the implementing of Talent Management programs
• Ensure Human Resources support is provided in an effective and timely manner
• Manage Talent Day process in Country(ies)
• Strong business partner with supporting employees in an environment where employees are in one location most likely call center
• Experience supporting a large workforce
• Collaborates with colleagues and team members in talent acquisition, training and other functions to ensure adequate staffing, training, etc

Director, Human Resources, LA Resume Examples & Samples

• Direct the annual performance management and succession planning processes linking performance appraisal and career development with rewards to drive a high performance culture
• Implement HR strategies to support short and long term objectives for the department and business
• Proactively advise on organizational effectiveness and structure and make recommendations for improvement
• Develop and deliver strategies in the areas of organizational design, succession planning, retention, associate engagement initiatives, and training and development
• Serve as liaison between various groups, including payroll, training, benefits, and Legal
• Provide coaching and consultation to ensure that the needs of employees at all levels are recognized and serviced
• Oversee the management of all HR legal matters
• Act as a strategic business partner and provide support to functional leaders in employee relations, engagement programs, talent acquisition, corrective action procedures, and terminations
• Facilitate full life-cycle recruitment process for all open positions in Los Angeles while driving sourcing strategies to attract best in class talent
• Must have 7-10 years of experience in all functional areas of HR
• Bachelor’s degree required; PHR/SPRH certification is a plus
• Strategic Planning and Leadership skills
• Policy and Procedure Development skills
• Easily adapt to changes or shifts in priorities
• Knowledge of apparel industry is a must
• Poses a global viewpoint and cultural sensitivity
• Displays integrity and honesty in all business transactions
• Develop, champion and deliver on short and long term people strategies in support of business line objectives by
• Maintaining a solid understanding of the business line and their annual objectives/strategies
• Providing strategic planning and support to the business line’s senior management team to identify and plan HR priorities for the coming year
• Partner with RM HR project leads for the business transformation initiatives that are currently underway
• Ensuring ongoing contact with the business line’s senior management team to keep abreast of new/changing priorities and aligning HR initiatives/priorities accordingly
• Providing coaching and support on change management initiatives, (i.e. downsizing, divestitures, re-organizations, etc), associated with business line strategies; and,
• Working with Domestic HR’s M&A team as required on due diligences and integrations which are part of the RM’s client group
• Act as an Advisor to business lines(s) by
• Monitoring current HR practices within the business lines to ensure they continue to adhere to guidelines established by Corporate HR and reflect the values articulated by the Scotiabank senior executive group
• Proactively providing business lines with information/updates on issues which may be relevant to them either now or in the near future
• Successfully implementing corporate HR programs while ensuring effective two-way communication between business lines, policy groups, Shared Services and other partners by
• Ensuring the business line’s senior management team is kept abreast of existing/new/changes to corporate policies and programs
• Representing business line challenges/needs/concerns to policy groups and Shared Services and facilitating discussions to ensure effective resolution
• When necessary, persuading business line’s of the importance of new policies/programs and/or changes due to regulatory/compliance/other factors; and,
• Working with Corporate HR and Shared Services, ensuring seamless delivery of annual programs (i.e. ViewPoint, LRP, Compensation, etc), and Proactively recommending changes to existing/historical practices to increase value-add to the business line
• Providing input and direction on overall HR issues and represent the views of the business lines on these issues
• Openly sharing ideas and opinions with other RMs, Corporate HR, and Shared Services to maximize efficiency and share successes
• 8 to 10 years HR experience
• Results focused to identify and take action on issues that include recruitment, training, career and leadership resource planning, performance management, total compensation plans and employee relations programs
• Strong understanding of business lines - both from a business and organizational perspective
• Sound knowledge of HR policies and best practices

Executive Director, Human Resources Resume Examples & Samples

• Leading, mentoring, and inspiring 5 Regional HR Directors
• Partnering with Operations and HR leadership to prioritize needs, balance resources, develop solutions, make decisions, and achieve outcomes
• Driving the HR strategy to enable a successful holiday season. This includes the hiring, training, and retention of 40k+ seasonal workers
• Focusing and aligning actions and decisions on ways to enhance service and commitment to exceptional customer service
• Managing across the organization through influence and by building strong, collaborative relationships. Persuading others to pursue important courses of action, which they may not have been initially inclined to accept, by obtaining buy-in and developing relationships
• Aligning the field organization around change. Not only acting as a change leader, but creating a series of change leaders to support a coordinated effort
• 15+ years of Human Resources leadership experience
• Must have leadership experience in a large, retail, multi-location environment
• Experience leading initiatives for both part-time and full-time employees in a company with at least 10,000 employees preferred
• Strong analytic skills with proven ability to draw conclusions, make recommendations, and identify opportunities based on analytics
• Superior communication, presentation, influence, and negotiation skills
• Demonstrated knowledge of multiple human resources disciplines (employee relations, labor relations, performance management, employee communication, recruitment, succession planning, compensation, training, etc.)
• Proven managerial and leadership experience to provide guidance and direction to Human Resources staff

Director, Human Resources APJ Resume Examples & Samples

• Understand the business environment and translate its effect on HR for local, regional and corporate feedback. Provide factual and relevant feedback to parties involved
• Provide a range of HR services that support and help drive business initiatives and operations in the following areas: workforce planning, organization design, leadership development, performance management, employee engagement, employee relations, policy development, process improvements, talent review and development planning, and total rewards
• Design, lead, manage, and support outstanding HR programs and services that support business goals and align and enhance VMware’s values, creating a distinct VMware culture in VMware sites
• Implement key HR operational programs and plans to support the Company's strategic objectives (e.g., on-boarding, goal and performance management & review, total rewards, employee engagement, talent review, shared services)
• Communicate and partner closely with local management to gain support and alignment for HR initiatives and changes
• Manage and provide role model leadership to local HR team, both direct and dotted line reports
• Serve as a resource/consultant in strategic and tactical approaches for all HR areas. Coach senior management on all HR matters as well as formal VMware processes
• Proactively identify and effectively address employee relations issues and assist managers to identify solutions/alternatives
• Handle employee relations issues contributing to a harmonious work environment including counseling employees, effective resolution of employee issues and grievances, performance and disciplinary issues, dispute handling, counseling, exits and terminations, coaching managers and partnering with legal and finance departments as required
• Contributing to (and potentially project-managing) pan-Asia Pacific programs/processes/initiatives as and when needed

Director, Human Resources Product Groups Resume Examples & Samples

• Own all talent processes for respective teams (including performance & development process, talent reviews, culture survey communications & action planning and all other facets that impact the employee experience.)
• Working with leaders, define roles and participate in all talent selection decisions for these groups, including capability assessment, final hiring decisions, and compensation and rewards (working within company framework and working back to subject matter experts within broader HR team)
• Partner with business leadership to ensure our structure and roles & responsibilities are appropriate given our stage of growth and where we are headed ; help build for the future in terms of structure, roles and identifying ways to bridge any capability gaps
• Be a present and respected Talent resource to all teams you support; Proactively oversee Employee Relations across functional areas
• Partner with managers to build their own solutions to people-related opportunities; build leadership capability
• Partner with Talent team leadership and Talent Effectiveness team to map out and implement our unique and relevant approach to what the employee career experience should be at Tory Burch
• Bachelor’s degree; Masters preferred
• Must have experience working with a fashion/retail company and / or creative teams and senior level/high profile leaders; International experience; cultural awareness and openness
• Strong knowledge and experience in creating tools and processes to support a complex talent base
• Provide proactive coaching, counseling and advising for business unit leaders, directors, managers and supervisors on handling various employee issues, including but not limited to, the issuance of corrective actions, the development of performance improvement plans, conflict resolution and general application of company policies
• Direct Staffing team in the execution of new and existing recruiting techniques in order to obtain the highest qualified candidates. Develop and implement external recruitment strategies to reach a wide range of qualified candidates while maintaining economical costs per hire
• Supports company initiatives
• Participates in all union grievance and arbitration hearings, ensures all facts are presented, and works with business unit heads to determine resolution
• Monitors the tracking of employee relations issues including grievances, hearings and arbitration's and communicates with department heads and union representatives as required
• Direct recruitment efforts for Madison Square Garden’s Venues for
• Interact with business management and provide HR support regarding all facets of the hiring process
• Develop expertise in the unique human resources needs for specific functional areas, and proactively identify ways for the area to improve performance
• Ensure fair and consistent application of Company policy and procedures, while promoting positive employee morale. This includes performance management, interpersonal issues and adherence to Company policy and procedures
• In conjunction with training & development, design and implement programs customized to the needs of the functional unit: Particularly in areas of succession planning, management training mentor programs and organizational development
• Attend business unit staff meetings in order to partner with businesses to achieve goals
• Work with training staff to identify training and development needs of existing staff and new hires and collaborate on the development of the most effective content and methods
• Review turnover analysis and reporting, and make recommendations as appropriate
• Direct and counsel recruitment team through communication and staff development
• Responsible for implementation of new HR programs stemming from new legislation (e.g. FMLA Act, ADA, Clean Air Act, etc.) as directed by the Vice President, Employee Relations
• Direct and execute comprehensive diversity and retention management programs
• Direct all investigations in such as, but not limited to, EEO, Wage and Hour, Unemployment, FMLA and Workers' Compensation
• Direct staff activities in the accomplishment of department objectives. Lead and manage team consistent with company performance management and reward system process
• Direct and execute the timely administration of all ER programs, processes and procedures
• Guide performance reviews for functional groups' employees
• Create, review and update employee and administrative policies under the supervision of the Vice President, HR
• Address employee generated problems and manager to employee problems
• Serve as an employee advocate in assisting employees with sensitive issues including violations of Company values, addressing FMLA issues, etc
• 10+ years HR experience (Sports and/or entertainment environment preferred)
• Experience with managing within collective bargaining units preferred
• Working knowledge and understanding of all applicable employment/human resources laws, rules, codes and regulations (ie. EEO, ADA, FMLA etc.)
• Exposure to all aspects of Human Resources including recruitment, compensation, benefits, training and development
• Bachelors Degree in HR or related area (graduate degree preferred)
• Experience working with executives and high level management
• PC proficiency including Outlook, PeopleSoft and GreenTree
• Investigative skills
• Ability to work evenings, weekends, holidays and nights
• Strong knowledge of employment law, union hiring and legal compliance issues
• Experience interpreting collective bargaining agreements
• Directs the organization and performance of certain functional areas and the activities of senior managers. Provides staff direction with an understanding and following of established company policies and procedures
• Oversees business activities to ensure a high standard of professional excellence is maintained among staff members
• Directs business function including, approval of overall project plan, budgets, and work breakdown structure
• Establishes and implements short- and long-term strategies to deliver services to customers within reasonable schedules and budgets
• Establishes and communicates goals and objectives, defines methodologies, tasks, and activities, and clearly describes roles and responsibilities for performing to personnel. Communicates broadly to help ensure overall coordination for cross-functional teams
• Master's degree in related field preferred
• Fifteen or more years of related experience
• Nine or more years of experience in a supervisory or management capacity included
• Experience working with the past and present CSC business environment
• Experience working with concepts, practices, and procedures in areas of responsibility
• Experience working with the management implications of various forms of financial data
• Strong communication skills needed to interface with high-level customer representatives
• Strong strategic management and planning skills
• Ability to publicly represent company with internal and external clients
• Ability to use own judgment and initiative in problem resolution
• Guides and coordinates daily HR operations for the Repair COE
• Provides leaders guidance on policies and programs
• Provides consultative services to the VP of Repair COE and leadership team on organizational performance, compensation, and other HR related activities
• Leads and develops a team of 8 Human Resources Managers
• Presents key HR data to leaders that impacts the business and assists them in making critical decisions
• Leads and supports organizational change by seeking and developing ways for the organization to be more effective
• Responsible for ensuring staffing targets and employee engagement initiatives are met
• Responsible for ensuring compensation programs are administered effectively
• Ability to serve as a strategic business partner and advisor to leaders with a solid track record of achievement in the human resources management function
• Demonstrated Strategic planning acumen
• Exceptional verbal, written and interpersonal communication skills with demonstrated presentation skills
• Run the HR Operations for your areas of responsibility across several business locations, including international. Focus relentlessly on execution and operational excellence in all aspects of the HR field
• Represent and foster the highest levels of international work and cultural standards needed to support a global work force
• Support a culture of diligence, exceptional collaborative teamwork, and achievement that fosters rapid innovation and implementation
• Develop and implement practices that attract and retain top talent
• Contribute to the broader business strategy by helping executive leaders identify, prioritize, and build organizational capabilities; as well as behaviors, structures, and processes
• Facilitate long-term people initiatives aligned with the over-arching strategic agenda
• Develop the Workforce Strategy in support of the Business Strategy, which entails forecasting and planning the talent pipeline requirements
• Lead the Employee Relations agenda
• Ensure that HR service provisions are aligned with business needs
• Broad human resources management experience strongly preferred
• Five years managerial/leadership experience preferred
• Exceptional track record of human resources strategy development and implementation
• High performance in a top-tier scientific or engineering/tech company
• HR role in a rapidly expanding organization from start up to growth stage
• High level interface with executive leadership
• Flexible, with a good sense of perspective and focus
• Ability to develop actionable steps in support of an overall business strategy
• Ability to engage, inspire, communicate, and influence people
• Strong interpersonal, communication, and customer service skills
• Significant knowledge of HR policies and processes (e.g. workforce planning and talent management)
• Responsible for the provision of human resources expertise to lead business functions in all aspects of HR including ER, performance & talent management; learning & development; workforce planning, recruitment & the delivery of strategic & operational initiatives
• Proactively partner with business to develop & execute commercial & creative people plans that will result in driving business outcomes & are future orientated. Readily engage in change through HR interventions to meet business needs
• Ensure that human resources advice to client groups is in accordance with employment law, Visa strategy, values & best practice
• Consult, partner, advise, support & develop managers on addressing & dealing with employee related issues in order to maintain positive employee relations. Lead ER related policy implementation (e.g. flexible work requests, disciplinary, grievance, retrenchment etc.)
• Lead clients with the development of the most appropriate organizational designs & bring about effective organizational & cultural change
• Work with clients to build high performing teams (real, virtual, matrix, cross-functional etc.)
• Extensive generalist HR generalist experience & technical competence
• Previous HRBP role within an international company, supporting client facing functions
• Strong experience in AP markets
• Strong understanding of relevant employment laws & the proven ability to interpret employment law in other markets
• Experience in international markets is preferable
• Developed competencies in consulting, organization design, learning & development, workforce planning, resourcing & talent management
• Partners closely with business leaders and participates in cross-functional teams to develop and implement solutions to drive objectives and impact the attraction, motivation, development and retention of the people resources of the corporation, including employee development, succession, and workforce planning programs
• Review, develop, and champion strategies, organizational structures, and succession planning designed to further organizational development efforts in support of management initiatives and planning
• Continually enhance knowledge of state and federal regulations, current trends, and best practices pertaining to Human Resources. Provide expertise and ensure that practices comply with regulations and ethical guidelines. Ensure proper adherence of all government laws and regulations in the varies countries and assist the international leaders
• 12+ years of varied HR Generalist experience within a progressive organization
• Ability to conduct investigations and employee relations issues, advocating for the employee while keep the interest of the company in mind as well as to see both sides of a story
• Understanding of remote sales, corporate office and retail business processes and employment demographic
• Must speak fluent Chinese and advanced English. Vietnamese preferred. Japanese and Korean a plus
• Must be able to work with remote business partners and HR colleagues
• Posting Notes: Shenzhen || China (Peoples Republic of) || China (Peoples Republic of) || || Rockport || Asia Pacific || Yes
• Lead, oversee, communicate and deliver company-driven HR programs (e.g. annual review, incentive plans, training, community services, etc.) to management and all employees. Manage the employee performance evaluation and review process, performance improvement plans, and succession programs including training. Adjust in alignment with business goals and feedback
• Ensure accurate interpretation and administration of HR policies and programs. Must remain current with all legal and compliance requirements in the UK and within the Time Warner family. Provide guidance in accordance with WB Legal on employment investigations and disciplinaries
• Collaborate with Corporate Compensation, Benefits and Payroll to meet the goals of WBSL and ensure compliance. Responsible for accuracy of position management, payroll, leave administration and benefits programs. Provide systems reporting as needed
• Build and maintain solid relationships, working effectively with business leaders, management, peers and employees. Attend industry networking opportunities as possible to maintain relationships with similar business HR professionals and remain current with industry best practices
• Lead and drive positive organisational change. Conduct and assist in job analysis/evaluation, position descriptions, team expectations and skills inventories. Identify and proactively explore flexible solutions to workplace issues, given Corporate and local business parameters
• Adhoc HR projects as needed
• 10% - Assist with the development, coordination and facilitation of various HR-related initiatives. Act in HR project lead role as needed. Manage OFCCP compliance for the organization
• 5% - Manage organizational HR policies and HR Employee Handbook
• 5% - Partner with HR team and business leaders to ensure highly effective company acquisitions as well as business closings

HBO Director, Human Resources Resume Examples & Samples

• Demonstrate a high level of business acumen to support assigned business group’s position in the marketplace, culture and competition
• Effective 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, planning & administration of compensation and headcount
• Lead and organize the annual Organization Review process. Work closely with department heads to identify high potential talent, talent gaps, and succession planning. Partner with Organizational Effective and Talent Acquisition team to support initiatives to attract, develop and retain high potential talent
• Partner with HR colleagues as it relates to employment practices, including the relevant compensation activities of internal equity and market analysis, succession planning, retention programs, workforce talent assessment and development, performance management, and other relevant legal matters
• Establish and maintain strong working relationships with senior executives
• Review and interpret metrics and trends and make appropriate recommendations to align with HBO’s strategy and values
• 10+ years progressive HR experience preferably in the entertainment/media industry
• BA/BS degree required; Master’s degree a plus
• Complete knowledge of applicable federal and state labor laws
• Must be effective at partnering with and influencing management and have proven ability to maintain strong client relationships and function as a business partner with all levels of clients
• Experience in fast paced atmosphere and ability to handle multiple on-going projects simultaneously and with minimal supervision
• Self-motivated, results-driven HR professional with proven experience designing, implementing and executing complex policies, processes and programs
• Demonstrated experience making effective decisions; must possess sound judgement
• Must maintain diplomacy of the highest integrity and possess sound judgment
• Proven leadership skills with the ability to build strong productive relationships with all levels of staff
• Ability to effectively plan, prioritize, execute, and follow-up in a timely manner
• Excellent communicator (both written and verbal) with strong interpersonal skills; including the ability to communicate effectively with senior leaders and business stakeholders
• Collaborative team player with the ability to partner across departments and influence outcomes
• Experience working in a union environment is highly preferred
• Ability to think out of the box, be agile and flexible
• Strong Proficiency in MS Office, HR Database, and Org Chart tools
• Proactively supports the delivery of HR Processes at the client's side
• Manages complex and difficult HR Projects cross-functionally
• Actively identifies gaps, proposes and implement changes necessary to close the gaps
• Recruits key talents for the internal client, designs succession plans for key talents and key job positions
• Reviews the organizational structure of the internal client and proposes changes
• Develops HR team members
• Provide leadership and partner with management to drive processes in support of the Business and HR priorities. These include change management, talent acquisition and development, performance and compensation management, succession planning, associate engagement, employee relations, organizational design and restructuring
• Monitor/assess the effectiveness of human resources programs and processes, using metrics to evaluate progress and taking actions as appropriate to achieve improvement
• Experience in both corporate and field HR roles is desirable
• Experience working within a large company preferred
• Change agent
• Ability to work effectively in a matrixed organization
• Ability to establish priorities and work independently
• Strong technical Human Resources knowledge base
• Proficient in Microsoft Office and understanding of HR systems
• Ability to travel periodically
• Work with Regional VP and leadership to create a high performing culture across the region focused on open communication, maximizing talent and driving high levels of service to internal and external customers
• Partner with senior business leaders to assess organizational design, leadership effectiveness and leadership development needs
• Responsible for advising leadership on aligning the workforce with company goals, strategic organizational design, performance and change management, human capital management and development
• Provide support, guidance and direction to senior leadership team to achieve business goals and objectives for the Region
• Identifying new business strategies to grow both people and revenue
• Consulting on complex, strategic OD and change initiatives
• Drive improvements in the quality of organizational design and change management support to the business; improve internal and external capabilities to support organizational growth and change
• Responsible for the overall development and implementation of employee-related hiring programs and processes that will focus on Comcast as an employer of choice
• Strategize and influence compensation plans and strategies for the Region
• Provide advice and consultation on complex employee relations matters
• Create an environment that encourages open communication, sharing ideas and best practices and building strong cross-functional relationships
• Annually reviews and makes recommendations to executive management for improvement of the company’s policies, procedures and practices on personnel matters
• Maintains knowledge of industry trends and employment legislation and ensures company’s compliance
• Oversees responsibility for company compliance with local, federal and state legislation pertaining to all personnel matters
• Oversees benefits administration and leave administration
• Oversees 401(k) retirement program, managing contributions and auditing for compliance
• Communicates changes in company personnel policies and procedures and ensures proper compliance is followed
• Oversees human resources information system and legal reporting requirement
• Oversee safety and risk management, including workers compensation
• Assists executive management in the annual performance review, preparation and administration of company wage and salary program
• Coordinates or conducts exit interviews to determine reasons behind separation
• Consults with legal counsel as appropriate, or as directed by the President, on personnel matters
• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters
• Recommends, evaluates and participates in staff development for the company
• Oversees and manages building and facility operations. Supervises the Office and Facilities Manager
• Competent in the following areas: Human Resources Capacity, Ethical Conduct, Strategic Thinking, Leadership, Training & Development , Decision Making, Financial Management, Communications Proficiency, Presentation Skills
• Supports the company’s Mission Statement, Core Values and business strategies
• Oversees, administers and maintain company’s corporate insurance program
• Ensure the expedient investigation and resolution of all claims, including liaison with the outside counsel in matters concerning claims and associated litigation
• Ensure proper controls are in place; that accurate records of claims, payments and recoveries are kept
• Evaluate corporate risks and exposures and provide input to reduce or alleviate the respective risk
• Assist in other areas when required
• Degree in Business, HR, Psychology, or in similar field. PHR or SPHR certification highly desirable
• 7 + years of experience in human resources management. Staff supervisory experience is required
• Excellent working knowledge of all functions in Human Resources
• Excellent knowledge of employment laws and legal compliance
• Experience in claims management to facilitate and coordinate restoration or replacement of lost or damaged materials
• Ability to negotiate property, casualty, and workers’ compensation insurance programs/policies
• Excellent written, oral and interpersonal skills
• Ability to interface with all staff including Board of Directors

Director, Human Resources, Sales COE Resume Examples & Samples

• Guides and coordinates daily HR operations for the Sales COE
• Provides consultative services to the VP of the Sales COE and her leadership team on organizational performance, compensation, and other HR related activities
• Leads and develops a team of 4 Human Resources Managers
• Responsible for ensuring effective training & development plans are in place for
• Ability to function as an internal coach to management, peers and others by helping them identify and resolve issues, encouraging excellent management practices, anticipating internal organization issues, proposing solutions, and understanding/representing the employee perspective
• Demonstrated ability in leveraging key performance indicators to drive organizational success
• Demonstrated history of successfully managing human resource activities across multiple facilities and geography
• Demonstrated process improvement skills
• Provides support, direction, and coaching for training and development programs

Director, Human Resources, Gap Inc Resume Examples & Samples

• Strong analytical and synthesis skills; able to extract key themes from disparate data points to develop a compelling story
• Ability to coach, develop & influence leaders
• Project management experience, strong operations background
• Strong credible activist skills; confident in delivering an opposing point of view to fuel discussion
• Building and executing elements of a strategic people plan (inclusive of L&D, change, communications, workforce and diversity plans)
• Superb verbal and written communication skills
• Flexibility and adaptability; ability to successfully work under pressure and handle sensitive issues
• Ability to manage a rigorous work schedule, multiple priorities and competing demands
• Proven experience in managing others including ability to coach, develop, provide direction, recruit/retain top talent, understand resource capability and successfully drive results working with direct reports and other internal resources
• OE and L&D background strongly preferred

Director, Human Resources, Wc Resume Examples & Samples

• Manage the tactical, day-to-day administrative tasks surrounding the HR support of up to 300 Viacom and PBE production employees
• Consult with sr. level HR management and internal/external legal counsel, as appropriate
• Work closely with Finance and Viacom Payroll to ensure timely and accurate time collection and payment
• Five (5) years or more experience in Human Resources
• Two (2) years or more experience managing in a Human Resource capacity at a Director level
• A “hands-on” leader – a sincere interest in people, process, and contributing to a true service organization
• Two (2) years or more experience supervising others
• Basic knowledge of the production environment
• Experience with Human Resource Information systems (input, update, reports, etc…)
• Understand client group business fully in order to align HR strategy to business objectives. Maintain effective level of business literacy about the business unit’s financial position, its mid-range plans, its culture and its competition. Participate in key meetings with business unit management bringing HR expertise to business/operational discussions
• Management of day-to-day paperwork associated with employees, payroll, and benefits. Ensuring regulatory compliance of all HR related functions. Partner with legal department as needed/required
• Maintain a presence with employees, thru attendance at department meetings, events and functions
• Responsible for creating and maintaining personnel files, ensuring compliance of all documents and administering record retention and purging of personnel files
• Coordinate performance review and merit increase process, review and track all performance discussion forms, and bonus sheets
• Provide Management with guidance and interpretation on HR policies. Generate and maintain paperwork for processing new hires, promotions, transfers. Responsible for managing the vacation tracking of all employees
• Participate in Union negotiations and provide feedback during the CBA process. Maintain all files and provide Unions with all pension documentation as well as union dues agreements and payments as necessary
• Champion AEG Encore program including training and development of team members and vendors in the facility. Sustain the Encore calendar and provide monthly feedback to all team members on the program
• Provide progressive and proactive HR leadership and support to business units within client group always ensuring alignment with corporate objectives and governmental regulations
• Handle ER issues in compliance with relevant legislation
• Develop and maintain positive and productive working relationships with employees, vendors, and business partners
• Manage, implement, and build upon various best-in-class HR programs and initiatives such as onboarding, retention, recognition & rewards, performance management, succession planning, and leadership development
• Work closely with department heads on organizational development
• Partner with recruiting team to acquire top talent for open positions
• Accountable for key business metrics and budget items including headcount, compensation, and other HR functional areas
• Develop innovative HR solutions, always striving to make WWE a top employer of choice
• Keep current with WWE programs, talent, products, and businesses
• Holistic HR Management: Understand eBay Inc’s overall strategic direction and Shared Purpose. Provide the appropriate HR programs, strategies and processes pertinent to rewards & compensation, staffing, talent management/OD, employee relations and learning to achieve business results. Leverage all HR programs, policies, processes and systems. Effectively partner with and fully leverage HR corporate functional areas
• Executive Coaching and Organizational Effectiveness: Strengthen the senior leadership team of each function by providing coaching and counsel to senior executives to further develop their leadership capability. Partner with senior executives and leadership teams of the client organizations to design and build organizational capability to delivering against the strategic goals and objectives of the businesses
• HR Leader: Improve HR capability by partnering with other members of the HR team to develop and implement new and / or improved programs and processes. Bring new HR expertise and capability to the eBay HR team. Participate in the on-going development of the human resources strategic direction for the business and company
• The ideal candidate will have 12+ years of human resources experience, with minimum 10+ years in an increasingly senior and complex business environment, influencing and driving results
• Strong business acumen that includes an extensive knowledge of the business, a clear understanding of market trends, competition, company policies, procedures, and culture
• Strong stakeholder management skills that include the ability to effectively consult, negotiate, resolve conflict and influence change
• Strong leadership and coaching skills
• Strong team player with the ability to facilitate team building, develop effective partnerships and collaborate with a variety of stakeholders at all levels
• Build credibility with business partners by demonstrating an understanding of the business strategy and challenges, 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
• Ensure compliance with all federal/state/local employment laws, and regulations (unemployment, OSHA/safety, worker’s compensation, affirmative action, FMLA etc.)
• Influence business partners consistently follow appropriate procedures and properly document employee relations matters/investigations
• Communicate with and educate assigned clients on CMG human resources policies and procedures
• Facilitate leadership team development; coach and counsel leaders on communication planning and processes, performance management, and organizational effectiveness among others
• Support and facilitate effective recruitment/retention strategies that focus on diversity in collaboration with hiring managers
• Improve and streamline operations through the continuous assessment of policies, procedures and program effectiveness/value, leveraging technology whenever possible
• Participate in special projects/task forces as assigned. Lead initiatives for CMG HR team. Provide guidance and support for other locations as needed
• Ability to build business partnerships with senior leadership and serve as the principal HR contact and expert for client groups
• Ability to consult on strategic initiatives, including strategy, technology, structure, process and people issues
• Technical HR knowledge, e.g., compensation, employment laws, FLSA, FMLA, employee relations, staffing and selection, performance management, training and development
• Ability to understand business functions and metrics within the business and industry
• Ability to direct initiative and processes and gain buy-in from stakeholders
• Strong organizational and leadership skills and demonstrated ability to manage conflicting priorities
• Knowledge of management principles and practices with demonstrated leadership and team building abilities
• Ability to proactively identify and diagnose business needs and deliver relevant solutions
• Serves as the primary HR business partner to the business and collaborates within HR Centers of Excellence (COE) to execute strategy and evaluate the success of initiatives impacting business performance
• Conducts needs analysis to identify training related opportunities and leverages talent management resources to further analyze and recommend appropriate solutions, to include performance management, OD interventions and training solutions
• Participates in Company-wide initiatives/projects acting as functional HR representative to provide direction and information on user needs and best practices, identifying interdependencies which have a people impact, and influencing the decisions made
• Independently consults with leadership teams on an on-going basis to review the accuracy of organizational structures, job design and team performance to meet business goals
• Consults with the business to facilitate a variety of employee interventions such as team building, select meeting facilitation (executive, strategic groups, leader assimilations), EOS action planning, etc
• Facilitates the implementation of talent management practices that enable business leaders to conduct ongoing succession planning resulting in key talent identification
• Manages a high performance culture by actively coaching and mentoring direct reports, providing regular feedback and developing employees for wider roles and responsibilities to foster professional growth and development
• Supports the company’s employee engagement and inclusion/diversity strategies into the integrated functional business plans
• Strong functional HR knowledge; is well versed in disciplines of the HR function and stays current in emerging talent practices and developments
• Proven track record of successfully working at all levels of the organization, demonstrating influence and client consulting skills with employees, managers and senior leadership
• Demonstrated ability to understand complex business issues and develop HR initiatives/actions to support broad business strategies
• Operates with a high sense of urgency and initiative; able to proactively anticipate issues while providing viable, alternative solutions to the business
• Strong interpersonal and communication abilities; skilled in communicating with diverse clients, both 1:1 and in large groups
• Displays courage and confidence when tackling tough coaching situations while maintaining trusting client relationship
• Bachelor Degree A minimum of 7 years of direct HR business partner experience
• Assist in the design and execution of large-scale change to ensure human capital impact and issues are handled effectively
• Advise business leaders regarding the best human capital management practices and coach leaders with respect to integrating these practices into their daily operations
• Provide consultation and guidance to senior management and organizational partners across a variety of strategic human resource issues, with an emphasis on communicating best practices
• Provide leadership, consultation and advice to senior executives and supporting management teams to ensure HR provides high quality support for business unit and enterprise-wide strategic initiatives
• Advise clients of risks related to human capital issues and develop strategies to mitigate these risks
• Maintain expert level knowledge of emerging human capital issues and trends, proactively assess their impact, and identify organizational remedies or responses
• Influence the design of business unit strategies/strategic plans with respect to human capital considerations
• May lead a team of internal consultants that analyze and recommend solutions for addressing strategic and systemic human resource issues that either facilitate or inhibit business performance
• Conduct strategic workforce planning and work with other COE directors to ensure business continuity
• Spearhead change management initiatives specific to the business unit; directly support leaders and managers in communicating, implementing and sustaining change
• 8+ years of experience in roles of complementary responsibility and scope
• Demonstrated experience managing an HR team skilled in addressing strategic issues and experience developing a knowledgeable staff
• Works effectively in complex business environments executing high-pressure, fast-paced projects in a collaborative team setting
• PHR/SPHR or SHRM-CP/SHRM SCP certification preferred

Director, Human Resources & Administration Resume Examples & Samples

• Under the oversight of the Associate Vice President of Student Affairs and Chief of Staff, works in cooperation with members of the Student Affairs Leadership Team (SALT) to analyze and prioritize the critical challenges faced by the division, and deploys sound, appropriate organization development and HR interventions accordingly. Consults with SALT, employees and cross-functional committees to solve complex organizational challenges. Leverages organization development skills to drive leadership alignment, organizational excellence and performance. Develops innovative solutions to deliver short-term solutions while also solving for long-term division opportunities and challenges that support and execute Student Affairs' strategic plan. Proactively obtains, utilizes metrics to measure success, identifies trends, analyzes systemic issues and develops holistic solutions. Interprets and presents metrics and analysis to SALT to inform decisions (on performance, attrition, hiring, vacancy, employee engagement, etc.)
• Bachelor's Degree in Business, Human Resources or other related field
• 7+ years of HR Generalist experience and/or combination of HR generalist and other HR functional experience
• Masters degree in human resources, higher education, business administration, organization development, or related field
• Manages and contributes to the effective HR operational and administration execution for the Honduras site
• Promotes a positive, vibrant, and engaging culture and work environment through employee inclusion initiatives, talent programs, Here for Good culture initiatives, as well as implementing new directives for talent growth
• Is responsible for ensuring the talent operations and human resources administration activities day to day meet all local statutes, laws, and regulations
• Provides input and may lead improvements in coordination and communication between shared services and business functions
• Research, develop and recommend solutions to employee/management concerns related to human resources management
• Assess the total rewards model and ensure fairness, equity, and performance differentiation
• Develop, update, monitor, implement and interpret policies, procedures and practices For LNO Honduras site that are in compliance with local laws
• Work closely with legal staff to address employee relations issues and opportunities to assist employees and protect the company
• Bachelors degree in Human Resources Management or related field. Masters preferred
• Overall 15 years of professional experience with a minimum of 10 years in progressive Human resources generalist and specialist roles
• A minimum of 5 years leadership experience
• A minimum of 3 years in an HR operational role
• Fully bilingual (English/Spanish); Portuguese is desired
• International experience is required
• Must possess planning, organization and problem-solving skills
• Should have the ability to make sound decisions fast and work in a high paced, high pressure environment
• Must possess strong leadership, supervision and time management skills
• Must be self-motivated and demonstrate initiative
• Business process management skills
• A demonstrated commitment to high professional ethical standards in a diverse workplace
• Excellent people leader who is open to direction and collaborative work style and commitment to get the job done
• Able to process information in a highly digital environment (Office, internet, email, teleconferences, and web meetings)
• Develops HR strategy, solutions and a strategic workforce plan that align to the business strategy and objectives
• Contracts with Country HR Leads and/or the Director of Field HR for generalist support
• Ensures activities throughout the business unit are core, common and consistent
• Facilitates organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change; guides and directs organizational design, development and change management solutions
• Keeps abreast of industry, market and functional trends, and leverages these insights to develop appropriate divisional HR strategies and solutions
• Manages HR resources and priorities, commissions HR solutions via the HR Generalist or HR Specialists or third party vendors, as appropriate, aligning to business and HR goals and leads successful implementation of initiatives
• Helps guide COEs owners in the shaping of appropriate and innovative HR solutions
• Develops robust talent management plans to attract, retain, develop, and engage talent in critical roles
• Maintains knowledge of changes in HR law and important issues which could affect the business and shares knowledge with business and HR teams
• Coaches senior leaders on complex leadership and HR issues including development and talent performance and issues which could have the potential to create a competitive advantage for the business
• Ensures fairness and organizational consistency with our 4I Values (integrity, Intensity, Innovation, and Involvement) in everything we do
• Bachelor’s degree in Business, human resources, psychology, related discipline required
• Ten to fifteen years of progressive experience in all aspects of Human Resources
• Experience supporting multiple functions
• Experience building business teams and managing in complex leadership matrixes
• Experience managing field-based employees strongly preferred
• Translates business plans into HR strategic and operational plans
• Acts as senior level advisor on human resources issues to other leaders within the organization
• Develops cultural competence and diversity programs to allow the organization to embrace applicants and employees of all backgrounds and to assure the full development and performance capabilities of all employees
• Enhances and/or develops implements and enforces human resources policies and procedures by way of systems that will improve the overall operation and effectiveness of the organization
• Facilitates the resolution of Employee relations issues
• Up to 10% travel may be required
• Bachelors Degree from an accredited college or university in Human Resources, Business Administration or related field; or eight years related experience and/or training; or equivalent combination of education and experience
• Eight to ten years of broad-based HR experience, six of which must be at the leadership level
• Expense Management - Plans budget appropriately, uses sound judgment; analyzes operation for improving expense efficiency; demonstrates knowledge of financial process & results
• Provides program management to GB for successful implementation of HR programs and initiatives
• Responsible for delivery of annual HR programs and policies within GB
• Identify HR trends and issues in GB including possible management actions
• Research external best practices and trends
• Work with the division leadership, functional leaders and plant managers to drive change, aligning human resources programs and initiatives with strategic objectives and annual business goals
• As strategic business partner, work with Leadership teams to set direction, priorities and culture expectations, championing the Eaton Business System (EBS)
• 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
• Manage and develop skills of the Human Resources team to support business initiatives and goals including direct and functional reports
• Build organizational capability through ownership of talent management processes including acquisition, assessment, performance management, employee development, succession planning and retention
• 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
• Bachelor’s degree in related field (Master’s degree and/or HR certification preferred)
• Minimum of 10 years of increasing responsibility in a progressive HR environment
• Deep knowledge of relevant local/federal/provincial employment laws
• Significant experience with works councils and deployment of labor relations strategies including flextime models
• Demonstrated development of HR systems and strategies, leadership and organizational development and compensation administration
• Fluent/Proficient in English and German
• Prior experience in a manufacturing environment or working with a large field-based organization preferred

Global Director, Human Resources Resume Examples & Samples

• Partner with senior business and functional leaders to develop organizational strategies and ensure organizational capability
• Ensure the assigned functions have the resource capability and bench strength to achieve Grace’s business goals and growth strategies
• Provide leadership, guidance and counsel to the functional leaders on matters related to talent, organizational change, and human capital
• Provide leadership to the functional leadership teams to ensure understanding and execution of strategic plans and HR strategies
• Execute on day-to-day HR processes and initiatives, including but not limited to Talent Acquisition, Organization Design, Talent Reviews, Performance Reviews, merit and bonus processes, M&A activities, and other relevant initiatives
• Partner with executive leadership on programs, policies, and procedures
• Collaborate across the organization to ensure commitment to the organization’s mission, values and long-range strategy, as well as the successful execution of talent management initiatives
• Lead culture change and organizational effectiveness initiatives
• Engage in long-range scenario planning with consideration for the impact of various talent risks
• Continuously evaluate existing talent and organizational structures to maximize efficiency and meet the needs of business partners
• Lead/facilitate the HR workstream for finance and IT transformation
• Demonstrated ability to develop and execute successfully on strategic initiatives as well as tactical tasks that drive high performance in a multi-generational, globally diverse employee population where flexibility and adaptability are crucial
• Demonstrated organizational design experience including major transformation, restructuring, and change management skills and experience
• Strong professional maturity and judgment and accustomed to dealing with confidential situations
• Ability to generate alternative solutions from diverse opinions
• Progressive HR experience
• Global experience and awareness
• Demonstrated ability to successfully manage multiple projects from conception to completion in a fast-paced, global, team environment
• Ability to work with all levels in an organization and work across teams, departments, businesses, and cultures; keenly attuned to issues of diversity and inclusion as it pertains to a global, multi-generational workforce
• Strong cross-functional business understanding with a P&L orientation
• Demonstrated ability to achieve KPIs through an inclusive, collaborative leadership style
• Exceptional interpersonal skills, with the ability to articulate a clear and compelling vision and develop effective working relationships with people from diverse demographic and cultural backgrounds
• International travel as appropriate, approximately 10–15%
• Relevant talent management/human resources software familiarity
• Bachelor’s degree in Human Resources, Business or related field with a minimum of 10 years’ experience as a HR Business Partner leader
• SHRM-SCP or SPHR preferred
• Bachelors’ Degree
• Minimum 8 years experience in a Service business. Dealing with people management challenges
• Minimum 5 years’ experience working in a complex highly matrixed organization
• Experience leading and managing direct and matrix reports
• Solid work experience in various levels of People Management roles
• Experience operating HR in a complex global and matrix organization, with relatively independent and remote locations
• Solid understanding of global HR practices, legislation and employment cultures – and how to get results in a global HR environment
• Knowledge of how business to business / industrial organizations operate, and proven success in such organizations
• Strong level of Business Acumen – understand what makes a business successful, and the interconnections of functions and regions across an organization
• High level of both written and verbal Communication Skills, capable of adapting style and tone according to the situation and audience
• High level of demonstrated of planning & organization skills on a daily basis
• Highly Customer Focused approach, demonstrating success through a ‘Voice of the Customer’ approach on a daily basis
• Highly self-aware, recognizing the impact of approach and behaviors on peers, direct reports, customers and other internal and external stakeholders
• Excellent people management skills, with the ability to motivate and develop a team
• Demonstration on a daily basis of a high level of personal integrity
• Demonstration of the 12 Honeywell Behaviors – particular focus on Global Mindset, Champions Change, Customer Focus, Intelligent Risk Taking, Leadership Impact
• Serves as the key point of contact for multiple C-Suite members including the President & Chief Medical Office - Strategic Consulting, CFO, Chief Marketing Officer, and General Counsel
• Initiates and sustains dialogue with business leaders on both internal and external change issues and opportunities. Facilitates development of change plans and implementation of people change
• Supports long range and strategic HR business planning and provides input into HR strategies and leads projects as needed. Lead efforts to sell, build and improve HR programs in support of Press Ganey’s long-term vision and mission
• Oversees the implementation and accountability of HR solutions utilizing COEs such as talent management, training/development, total rewards, and talent acquisition, where applicable
• Support and execution of the People plan and related initiatives
• Proactively manage the engagement of Press Ganey associates, continually improving the employee experience and advancing the Company’s goal of becoming a top employer
• Influence senior leaders; Acts like an owner; Strategic Thinking; Customer Focused; Problem Solving/Coaching, Motivating; Provide Feedback; Develop Others; Delegating; Perceptive; Leadership; Influencing; Negotiating; Teamwork; Communication Skills; Presentation Skills; Risk Oriented; Analytical Thinking; Strategic Thinking; Problem Solving; Creative Thinking; Change Management; Project Management; Process Management
• Ability to work with minimal supervision; excellent interpersonal, and conflict resolution skills; ability to interact with all levels of employees and management; excellent facilitation skills; strong organizational and time management skills; ability to take complex issues and communication to client teams; ability to make recommendations to business leaders
• Able to work through complex situations, finding and utilizing available data to influence business leaders, though will rely on experience and advanced common sense when data is incomplete or not perfectly suited to the situation
• Seasoned leadership/supervisory experience, preferably in an acute and/or healthcare setting with responsibility for multiple facilities, demonstrating success in the development and implementation of budgets, Human Resources policies, practices and programs is required
• Experience in a multi-site integrated system in a matrix management environment and Human Resources experience in a union environment is preferred
• Must have well established concept of the contemporary definition of human resources management and how to make it effective within the organization
• The successful individual must have the ability to understand and manage change and transition
• Strong knowledge of CA labor and wage and hour laws
• The individual must be able to demonstrate knowledge of all areas of human resouces to the degree necessary to provide leadership on major human resouces policies, programs and initiatives
• Must be open to sharing information and collaborating with others in the organization
• Excellent leadership skills will be most important to the success of this individual as s/he must be politically savvy, have good persuasion and negotation skills, be a good facilitator and consensus builder who is able to lead change while being politically sensitive
• Must be able to develop and maintain strong working relationships with the operating entities
• Must have the tenacity to deal with complex structures and tasks over a period of time and must be able to influence others without direct lines of authority
• The successful candidate will have keenly developed human relations skills, be viewed as a caring and compassionate leader, friendly, self confident, visionary, and a true team player who is not territorial but knows how to cooperate to get the job done
• Must have excellent interpersonal (written, oral and presentation) skills and have the flexibility to adapt to a changing environment
• Must have well developed problem identification, analytical and problem resolution skills
• Must be able to represent human resources in an influential and persuasive way in dealing with a broad range of human resources issues
• Displays integrity and ethics in hadnling confidential information
• A creative, conceptual thinker, who is a passionate human resources advocate and can articulate the human resources vision within the organization will have the best results

Director Human Resources, CFO Resume Examples & Samples

• Determine the human capital plans required to deliver the function’s strategic and operational goals, including recruiting, development, engagement and annual talent assessment processes
• Develop and drive stakeholder change management plans appropriate to support incremental and transformational organizational change
• Act as an executive coach to senior leaders
• Lead executive recruiting efforts
• Provide organization development and effectiveness strategies and solutions which respond to a dynamic and evolving business organization
• Ensure that a global mindset is brought to the work and team, understanding and respecting the local markets that our teams operate and win in
• Manage employee relations, partnering with key stakeholders to develop strategies and mitigate risk
• Lead key HR processes and initiatives, leveraging and partnering with COEs
• Define and achieve functional excellence in human resource programs and corporate-driven HR initiatives
• Benchmark against human resource/talent best practices and implement innovation and continuous improvement in support of a dynamic, evolving business organization
• Oversee the finance talent agenda and budget, ensuring that individuals, teams and the organization have the career and capability development required for current and future success
• Organize, staff, motivate and lead a highly effective HR and Talent Development team that delivers value to the organization with expert recruiting, training and development, succession planning and other human capital activities
• Bachelor’s Degree in Business Management or Human Resources discipline
• More than 10 years of experience at the director/executive level, with greater than half in a multinational/global business, with team leadership in a complex progressive environment along with a strong track record of personal achievement and advancement
• Experience & proven competency as an influential member of senior leadership team
• Exceptional leader coach
• Broad understanding of management styles, HR polices, compensation, legal, and employment issues globally
• Strong strategic agility, critical thinking, and problem-solving skills – proven high learning agility
• Decisive, yet highly collaborative and inclusive
• Demonstrated experience working in a fast paced setting; enthusiastic about the potential strategic options facing Kimberly-Clark; well-grounded in pragmatic approaches to structuring options available
• Experience working in the context of a large, complex, global organization where working across boundaries and leading through influence are keys to success
• Experience in driving change to deliver business results – knows what it takes to transform an organization
• Excellent presentation and communication/skills, and overall business acumen
• Strong interpersonal skills along with exceptional influence skills – ability and credibility to establish a strong network and align with functional peers and business leaders across a globally matrixed organization
• Ability to move seamlessly between execution and strategic thought, development and alignment
• Master’s or MBA
• International experience
• Diverse industry and client group experience
• Proven thought leader in the HR/Talent field

Regional Director, Human Resources Resume Examples & Samples

• Lead and oversee the day to day operation of the Human Resources Department
• Ensure effective administration of collective agreement
• Provide advice and guidance to the Human Resources Directors at the properties in the North East U.S. Region
• Follow all safety policies
• Previous experience as a Director, Human Resources within a luxury hotel setting
• Solid understanding of U.S. employment laws
• Experience in a unionized hotel a must
• Ability to focus attention on guest needs, remaining calm and courteous at all times
• Must have 2+ years experience in a similar role within hospitality
• University degree in Human Resources or related field desirable
• Fluent in Turkish & English (further languages desirable)
• Exceptional interpersonal skills: listening, coaching & training
• Ability to develop strong relationships and work with senior level executives
• Proficient with applications such as Word, Excel, Power Point & Taleo
• Excellent speaking and presentation skills
• Adaptable & flexible
• Promote positive Colleague relations through an environment that encourages open communication, trust, mutual respect and fun
• Balance operational, administrative and Colleague needs
• Handle all union grievances; investigations and is the hotel lead in union negotiations
• Previous human resources leadership experience required in a union environment
• Collaborate with Centers of Expertise (COE) and all elements of the HR delivery model to ensure delivery of world class cost effective HR services and programs to address critical business needs and employ relevant measures of success
• Partner with leadership to create a culture that supports the strategy for business growth
• Collaborate with managers to resolve everyday issues and develop short and long term HR strategies and solutions designed to achieve optimal departmental performance and organizational effectiveness
• Manages organizational change
• Develops and implements workforce plans
• Creates and executes action plans to develop leaders and key talent in the organization
• Provides leadership and work guidance to the HR business partner team
• Minimum 15 years of progressive experience in all aspects of Human Resources, including leadership positions with people management responsibilities
• SPHR or Masters degree preferred
• Broad and deep experience across all HR functional area with a demonstrated ability to provide solutions in a complex, matrixed and fast moving environment
• Strong business acumen in the services business and an understanding of the fundamental financial drivers used in this industry
• Demonstrated ability to work collaboratively and influence at all levels (including senior leadership) in a matrixed and shared services environment
• Experience leading multiple business locations preferred
• Must have proven experience working as a business partner with a leadership team
• Strong skills using Microsoft Office and HRIS
• Ability to travel approximately 10%
• Ensure a high level of organizational effectiveness through ongoing performance management, organizational design, analysis and implementation; change management, talent assessments, leadership development and succession planning
• Design, direct, monitor and assess corporate-wide HR policies and programs to ensure the company has the human and organizational capabilities to win in the marketplace
• Assess, coach and develop HR team
• Ensure quality client HR support is provided to corporate and International clients. Provide consultative support to senior business team on organizational performance and all HR products and services
• Deliver human capital data and insights to senior team that impacts the business
• Direct corporate administration, relocation, corporate EEO/AA program initiatives and reporting
• Lead and drive succession planning process and focused training initiatives
• Access staffing processes and implement methodology to improve efficiencies and reduce cost per hire
• Provide advice and guidance to Client Groups
• Bachelors Degree in Business or related field; Masters Degree a plus
• 5+ years experience leading a business unit HR function
• Experience working in the healthcare, medical, pharmaceutical, or bio-technology industries is a plus
• Strong functional depth in employee relations, organizational design and development, and performance management
• Must be results-oriented and have experience providing coaching to senior team
• Must know how to challenge, manage, influence and lead in a decentralized organization
• Must be capable of building trust and rapport quickly
• Must be intellectually, emotionally and logically capable and confident
• Successful build of a strong relationship with leaders and associates to become a trusted and respected partner and coach
• Use that relationship to implement and coach through organizational development initiatives and actively addressing issues governing change
• Reward: Responsible for the putting into place and ensuring of the global salary review process within own area of responsibility. Taking responsibility for the appropriate link between performance rating and reward
• Perform due diligence on potential acquisitions; assist with HR, benefits and payroll integration of acquired US companies, employee communication and full integration into company benefits and policies as assigned
• Assist with administration and oversight of payroll, benefits, compensation and performance management and expatriate programs
• Assist with preparation and ongoing management of HR annual budget
• Coach and develop direct reports to maximize individual and team performance
• Evaluate processes and procedures, explore and drive continuous improvement initiatives
• Ensure legal compliance under all state and federal laws, including ERISA, DOL,IRS, etc
• Perform all functions in support of and in compliance with all state and federal employment regulations
• Ability and willingness to travel to Eurofins US business unit sites for extended periods of time as needed
• Recommend and perform any other duties to ensure the smooth running of the Human Resources Department
• Ensure that the quality policy/program is understood, implemented, and maintained at all levels of the organization; identify, prevent, or correct any departures from the quality system
• Demonstrate and promote the company vision
• Regular attendance and punctuality
• Conduct all activities in a safe and efficient manner
• Strong computer, interpersonal, and organizational skills
• Excellent communication (oral and written) and attention to detail
• Ability to work independently and as part of a team, self-motivation, adaptability, and a positive attitude
• Ability to perform multiple tasks simultaneously, keep accurate records, follow instructions, and comply with company policies
• Proficient in Microsoft Office; advanced Excel skills, Lawson HRIS and Accounting programs preferred
• Bachelor's degree in related field and minimum of ten years related management experience in Human Resources, benefits, payroll with strong focus on regulatory compliance or equivalent combination of education and experience preferred
• Demonstrated proficiency with project skills including analysis, planning and organizing, and implementation of new programs
• Authorization to work in the United States indefinitely without restriction or sponsorship
• Ability and willingness to travel as needed
• Acts as a strategic partner in the implementation of the organizational culture at this site. Will design policies for internal communications to inform and motivate employees. Designs motivational programs around social, cultural, community, charity, recreational or athletic initiatives to promote and maintain interdepartmental harmony and ensure the company remains a responsible corporate citizen in the local community
• Directs the compensation program for the site including analyzing and preparing job descriptions, researching market data to assess and provide recommendations to compensation policies and practices. Develops policies and procedures for planning, managing and appraising employee performance, analyzes salary structures and policies and prepares a detailed salary budget for the site. Participates in the design of individual and/or team incentives programs. Recommends and manages employee benefits ensuring compliance with both organizational policy as well as federal, state, and local regulations
• Through the HR team, manages and directs employee services such as: Work Certificates, Employee Transportation, Medical and Life insurances, FONACOT, INFONAVIT, Savings Plan, and any other benefits or service to be provided to employees. Oversees the recruitment, selection, and hiring processes in order to hire and retain top talent at the site
• Develops Labor Management processes and procedures (internal work regulations, individual contracts). Acts as the Legal representative of the company before appropriate authorities. Authorizes and conducts employee dismissals. Interfaces with Mexican Immigration for the documentation of non-Mexican employees
• Leads the process to assess needs and gaps, implement and evaluate programs, and register such programs with the appropriate authorities
• Directly and indirectly leads a team of reports, guides activities, provides coaching and mentoring, and manages direct reports’ performance. Delegates responsibilities and tasks based on business needs and individual capabilities
• Provides partnership and support as needed to the Employee Health and Wellness team to ensure a safe work environment for employees and also meet legal requirements
• Represents the plant before private, governmental and/or educational institutions to promote the company’s interests. Establishes relationships and gathers current and relevant information that is beneficial for employees to know. Advocates for company’s business, the Watkins Way values, and supports efforts for all external relations
• Bachelor's degree (B.A. or B.S.)in Industrial Relations, Human Resources, Business Administration or related field is required
• Five years’ minimum experience in a leadership role (preferably HR or related) in a manufacturing environment or similar environment
• Strong business acumen and the ability to understand business needs and translate those needs into HR strategies
• Deep knowledge of/expertise in HR and Labor laws and regulations within a manufacturing environment, including compensation regulations and benefits laws
• Strong proficiency in MS Office applications and HRIS systems
• Demonstrated ability to lead a team with a collaborative approach while delivering positive results
• Excellent communication skills (verbal and written), strong presentation skills, and the ability to build positive relationships at all levels within the organization
• Ability to conduct investigations and handle employee relations issues using sound judgment and decision making
• Ability to analyze complex issues, provide suggestions, and take decisive action
• Must be hand-on in approach to handling issues and working with employees
• Ability to effectively interface with co-workers, internal departments, service providers, and customers in a fast paced environment
• Ability to read and interpret documents such as safety rules, owner’s operating manual, and service procedure manuals
• The individual will be communicating through e-mails, so accurate typing and good grammar skills are necessary
• Must be bilingual in English and Spanish
• Must be able to travel to United States (San Diego company headquarters) as needed
• Oversees the overall Operations program support of strategic plans, processes and programs impacting the human resources function throughout U.S. Retail Stores
• Partners with leaders to identify and plan human resources requirements necessary to meet short and long-term business needs
• Oversees the analytical function in support of human resources initiatives. Defines success metrics and builds interactive reporting to drive consistent results
• Oversees the field communications and process improvement function in support of human resources initiatives. Develops communication strategies to inform, align and develop filed human resources teams
• Acts as a liaison with the field human resources team across all levels and SSC human resources functions to ensure the seamless execution of business needs and to understand the business holistically from the everyday functionality of the stores to the SSC departments
• Exhibits the ability to build relationships across all levels in the organization
• Technical knowledge of Human Resources specialties including employment law, employee relations, management and organizational development, staffing, training and compensation
• Business analysis skills
• Strong knowledge of Home Depot business processes
• Provide HR oversight to help develop and implement HR initiatives which support business success while furthering the TCO Global HR mission
• Manage organizational risk in application and implementation of all policies and practices
• Be visible and focused on external recruitment balancing short term and long term talent planning, on-boarding and diversifying talent levels
• Identify Compensation and benefits trends/shortfalls/opportunities. Work with Global Compensation and Benefits to review appropriate data to ensure programs as competitive. Conduct local industry compensation analysis through networking and recruiting insight
• Act as a constant conduit for communication between key Client Leaders, NA HR Team and Corporate HR Specialists to ensure the identification and development of initiatives and projects to meet business needs (i.e. strategic staffing, employee relations, compensation, training, organization redesign, recognition and rewards, bench strength, localizing large scale corporate projects etc.)
• Oversee HR budget development and expenditures to ensure they are in line with fiscal requirements – evaluate large line items such as Recruitment, Relocation and HR Team T&E and assess for cost saving opportunities
• Manage HR reporting, dashboard and analysis- Identify themes and trends in HR/functional areas. Work with Clients and HR Leadership to develop creative solutions (ex: ER/Legal Trend analysis and response development, analyze HR Metrics such as Scorecard, Employee Survey and Exit Interviews and propose solutions)
• Develop HR talent focused on team and peer relationships
• Coach, develop and mentor HR team
• Minimum 15-20 years HR experience, including HR Generalist experience
• Knowledge of Retail, outside Sales or Service Management practices
• Strong leadership skills and experience managing differing groups of individuals
• Strong consultative, coaching, communication and influence skills
• Demonstrated expertise & proven success in HR service delivery
• General business acumen, demonstrated analytical and creative thinking ability
• Experience with HR Metrics and creative sourcing/ talent pipeline strategies
• Develops and implements HR strategy within the business unit with VPHR
• Assists with setting and accomplishing HR priorities for the business unit with guidance from the business unit VP HR
• Develops strategies and programs to assure compliance with applicable federal, state and local laws and regulations related to associates
• Provides policy interpretation and conflict resolution options to management for associate relations issues
• Identifies associate relations issues, which would benefit from organizational development and training interventions. Works with the leadership and organizational development team to deliver these interventions
• Acts as a second level of appeal for associates with employment related claims or charges
• Provides consultation and coaching to leaders on managerial style, culture alignment, business issues, leadership and associate development, and on HR issues (compensation, performance, etc)
• Supervises and integrates the work of the OE consultants, senior consultants and administrative staff
• Provides effective leadership to subordinate staff with particular attention to mentoring and development; responsible for creating positive work climate
• Excellent ability to collaborate and provide technical leadership as a key member of the Human Resources team
• Strong skills with consulting to senior business managers in a broad range of HR issues
• Understanding of the business unit, its issues and operating plans, and how to support that unit in the development of HR strategies, programs and capabilities
• Strong knowledge of compliance requirements, relevant laws and HR policies and procedures
• Identifies levers to drive employee engagement across studios
• Lead the building of cultural values or changing of cultural values as needed
• Provide analysis and recommendations for organizational change, help set direction and provide appropriate resources
• Build relationships with leaders to ensure we can be as proactive as possible about engaging and retaining talent
• Help identify areas for learning & development, provide recommendations/resources to management
• Coach leaders on difficult situations, employee relations, mediating discussions, and performance management
• Assess/Identify HR strategy/policy/process improvements as needed and work with the HR team to implement
• Regularly address complex employee issues and regularly guide business leaders through issues
• Consistently layer in the business perspective into business/studio interactions
• Partner with compensation team
• Proactively identify future team needs and develop long-term plan to support business objectives
• Monitor and ensure company compliance with changing employment laws, update management
• Partner closely with leadership and HR recruiters to ensure recruitment needs of studio are met
• Collaborate with other specialist functions to work on global HR initiatives
• Manage other special projects on an as needed basis
• 10+ years in progressively responsible HR business partner roles, preferably in corporate environment at a high-tech, CPG or creative company; gaming industry knowledge is a plus
• Experience across all areas of the Human Resources functions
• Experience work with and influencing c-level executives
• Demonstrated success operating as a strategic HR leader and business partner
• Ability to build relationships and trust with employees and management
• Confidence in expressing opinions and recommendations and regular demonstration of independent thought with senior level leaders
• Ability to translate business objectives/priorities into a corresponding people plan
• Able to tailor messages to a variety of audiences, craft complex communications for all levels within their client groups and convey updates and training presentations to small or large groups
• Highly collaborative and a team player with other HR team members, employees, and managers
• A strong ability to influence people and decisions without authority, push back where appropriate and to become a trustworthy partner within the organization
• Firm understanding of compensation and organizational design principles
• Ability to work independently required
• Strong conflict resolution, decision making, and communication skills a must
• Ability to conceptualize, plan, and implement new projects and programs
• Provide leadership, strategy, structure and management for the India HR Department
• Provide strategic HR business partner support to India region
• Coaches/consults with managers and associates on all regional HR issues, leads regional recruitment strategy, manages compliance of applicable company policy, practices and country laws
• Understand Global Winshuttle business model and objectives and contribute to the development of both business and HR strategies that align with objectives
• Collaborate with Global HR department to successfully drive company-wide programs and initiatives including performance management, salary administration, recruiting, workforce planning, Training and change management
• Drive informed decision making by using data to identify trends and work with business leaders to determine root cause of issues; develop organizational effectiveness solutions
• Partner with leadership and recruiting to develop work force plans and staffing models that support business objectives and advance the business and functions (talent acquisition, onboarding, development, talent movement)
• Implement effective strategies to enable the organization to thrive and provide group and one-on-one coaching with managers and employees to support leadership development, business decision-making, human resources management, and problem solving and performance management
• Play a role in implementing succession planning, career management, performance management and recruiting strategies and ensuring that employees are rewarded and recognized for high performance, innovation and creativity
• Identify HR trends and proactively proposes programs to address these trends
• 25% Travel Required
• Cascades strategic goals into aligned departmental
• Drives execution – sets high performance standards, mobilizes resources and removes barriers to success. Holds self and others accountable
• Drives change – challenges assumptions and takes responsibility for leading and executing change
• Makes sound and timely decisions – uses good problem solving, decision making and planning tools. Analyses and take corrective action where necessary
• Uses the full capabilities of employees in department – understands their development needs and aspirations, takes these into consideration when assigning roles and responsibilities
• Knows employees and looks out for their well-being – takes care of employees and communicates their importance in both words and actions
• Over communicates – clearly translates corporate goals into departmental goals and targets. Communicates with passion and purpose in a way that makes employees want to listen
• Creates an environment that recognizes the importance of listening to employees and encourages them to communicate their ideas
• Displays ethical character and competence – gains trust by acting with integrity and intent. Is professionally credible in role
• Is a role model – displays high levels of commitment and energy, role models our PACT values and sets high standards of behavior. Influence others positively, act as a good citizen of Winshuttle
• Tenured manager with proven track record of team development and performance consulting
• Organizational development, change management, employee relations, performance management, talent and leadership development
• 5+ years HR management experience in a global technology company
• 8+years Progressive HR generalist or business partner experience
• Bachelor’s degree in HR, Business Administration, Organizational Psychology, or related area
• SHRM Senior Certified Professional (SHRM – SCP) certification preferred
• Ability to lead by example while providing Management, career development, mentoring, and performance feedback
• Strong interpersonal skill and team collaboration abilities
• Strong business acumen, consulting, analysis, project management, communication, presentation, negotiation, conflict management and problem solving skills
• 10 - 12+ year’s human resources managerial experience
• Government environment EEOC
• Strong working knowledge of all labor laws
• Experience with HRIS, Time & Attendance, and Payroll systems, and Web based application
• Organizational and time management skills
• Judgment, decision making, and problem solving skills
• Advanced ability to speak clearly and persuasively; listens and gets clarification; responds well to questions; demonstrates group presentation skills; and participates in meetings
• Microsoft Word, Excel, and Outlook
• Identifies trends and developments in the personnel and employee relations field and makes recommendations for action to deal with these developments while permitting or enhancing the accomplishment of short and long range objectives
• Manages employment activities insuring that properly qualified employees are recruiting, screened, hired or transferred through cost-efficient means
• Assess needs, proposes and assists in the development and conducting of employee development and training programs
• Monitors, investigates and advises management regarding possible or actual problem areas in employee attitudes, moral or motivation
• Consults with management regarding development of organization structures which will faciliate achievement of objectives while providing an environment for individual achievement and growth
• Ensures the development and control of wage and salary administration practices necessary to maintain equitable and competitive compensation structures within planned and approved financial allocations
• Manages employee insurance, benefit services, and activities prgrams to assure that maximum participation and satisfaction are achieved while maintaining costs within actuarial and budgeted guidelines, oversees the preparation of employee communications
• Provides consultant services to management and acts as a liasion with regulatory agencies in the areas of pre-employment practices, unemployment insurance, wages, hours, safety, EEO, and other ears controlled by local and federal governement
• Develops programs which insure a sensitive and rsponsiveness to the needs of the communities in which facilities are located
• Responsible for participation on the Lutonix Technology Center Compliance Committee
• Knowledge in the areas of employment, employee relations, compensation, training, manufacturing operations, safety, affirmative action, and pertinent government regulations relative to personnel administration
• Minimum of 10 years experience in the management of human resources matters
• Knowledge of and experience gained through hands-on operations responsibility
• Take an active part in the design of the Strategic Business Plan (SBP) of the Market and lead the execution and control of the global SBP for the respective support area in the location and coordinate this with global partners where needed. Ensure harmonized implementation in all relevant locations (Lead, Multi-functional and Sales Force countries). The Market currently operates through subsidiaries in Morocco, Egypt, Lebanon, Jordan and UAE
• Be a crucial part of the market HR Leadership team that determines overall HR strategy, programs and initiatives for the Region
• Support/drive initiatives and efficient processes, in close co-ordination with the COE Talent (based in the UAE) and in close alignment with global HR partners, in the areas of Learning/Training, Leadership, Performance + Succession, as well as Organizational development efforts
• Ensure smooth processes for talent acquisition and transfer activities in support functions in close cooperation with COE Talent Acquisition (based in Dubai) and participate in the recruitment for the Senior Management team of the market
• Work closely with the COE Rewards team (based in Dubai) to promote and develop overall compensation & benefit programs and ensure proper implementation. Ensure framework for local compensation programs based upon Global Salary Management System and local benefits programs in line with corporate guidelines
• Manage personnel planning, annual salary rounds and promotions/salary adjustments for defined areas in accordance with GSMS-process and in close cooperation with the CoE Rewards
• Lead the HR team members in office and secondary tier countries (Multi-functional and Sales Force) and give functional direction according to the global, as well as local strategies and concepts - ensuring a harmonized approach to all relevant HR processes (one voice to the customer)
• Strong interpersonal and active listening skills, must have the ability to interact at the highest levels of the company
• Strong HR Business Partner; ability to support leaders in the U.S. and internationally on talent acquisition, talent management, organization structure, HR strategies, employee relations, compliance, training and development, and workforce planning
• Demonstrated ability in establishing and administering compensation and performance management systems that allow UWW to attract top talent and deliver performance
• Demonstrated change management ability; need to work closely with business leadership to drive integration of new business strategies and practices
• Demonstrated ability to lead a team of HR professionals and ensure that tasks and deadlines are accomplished with high quality and in a timely fashion
• Demonstrated ability to implement quality HR solutions; must be able to understand conceptual solution and then develop plans, communications, and processes to implement new systems and processes
• Must be extremely professional; someone with clear credibility sought out for guidance and counsel from individuals at all levels of the organization
• Demonstrated effectiveness in building inclusive, highly engaging work environments
• Union relations knowledge and experience a plus
• Works well with others; team orientation
• Maintain a best practice recruitment approach, including the Company's vacancy management system, to attract the best applicants
• Implement training and development strategies to continuously improve performance and customer service
• Oversee the hotel's human resources database and payroll system
• Tertiary qualifications, or other collegiate-level degree, in Human Resources or related field, required
• Previous human resources management experience in the hotel, leisure, and/or retail sector
• 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
• Minimum five (5) years of management experience
• 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
• To be effective as a trusted and credible advisor on people, organizational and business initiatives
• Utilize interpersonal and communication skills to build relationships, provide clear and effective guidance, while also utilizing business acumen to consistently deliver results with integrity
• Proficient at implementing policies, processes and HR technology that are flexible, consistent and strike the right balance between the efficiencies of standardization and unique business or geographic needs
• Utilize strong analytical skills to assist managers and employees in understanding the sales compensation plans and recommending changes as needed
• Continuously look for opportunities to streamline, collect and utilize HR data, improve delivery and understanding of core HR process in areas including talent acquisition, talent management, and compensation
• Understand the business strategy and potential obstacles to success and recognize marketplace trends and the impact on the business
• Translate these challenges into business and HR initiatives that align with the business strategy
• Responsible for driving performance management, development and reporting and analytics associated with these critical functions to assist in reducing turnover and managing a high performing workforce
• Work on special projects that will positively impact the business, always focused on how we can improve organizational effectiveness
• Will be a main point of contact for escalated HR related items specific to the sales and training organization including employee relations, payroll, compensation, performance management and recruiting
• Manage all HR activities for client groups including: organizational development, employee relations, Human Resource process/compliance related documentation, exit process & attrition analysis and change management in partnership with Alexion Global Human Resources. This will include aspects that relate specifically to the site and to the functions s/he is supporting
• Recruitment, as necessary
• Lead the Talent Management and Succession planning exercises for client groups, and play an active part in any organization re-structuring or design exercises to ensure consistency, fairness, and compliance with company policy
• Create tools and programs that integrate, grow and retain employees
• Partner with Legal/HR to process and ensure visa compliance of employees for overseas travel or Expatriate assignments
• Identify and address the human capital and organizational implications of the relevant client strategy and deliver on those key objectives
• Build an HR culture and team that is proactive and anticipatory, viewed by its internal clients, at all levels to be absolutely expert, leading edge, confident, bold, thorough, strategic, effective and vital to the organization’s success
• Play a leadership and design role in the continuing roll out of Alexion's articulated goals, values, vision and culture while encouraging entrepreneurial, bold and prudent risk-oriented business activities by leaders across the business
• Proactively develop and lead, in concert with corporate CoE HR Leadership (Talent Acquisition and Development, HRIS, and Total Rewards), cutting edge programs that will continuously stretch the organization to ensure that the company establishes itself as “best of class” in human capital – talent and culture
• Human Resources Strategy: Development and delivery of innovative and strategic HR solutions as the lead HR Business Partner to GMA, CMO and SPPM
• Organizational Design: Alignment of organizational structure, processes and culture supporting business goals & objectives
• Talent Management: Work with senior leaders to maximize growth through effective workforce planning. Partner to administer performance management, employee development, and succession planning processes to optimize clients performance and create organizational depth
• Change Management: Drive effective strategies that support ever-changing global business environment, growth and innovation
• Total Rewards: Drive employee performance & engagement through the creation of effective rewards and recognition strategies that support the business goals and objectives
• Talent Acquisition and Development: Consult with and support the client leadership teams relative to recruitment, retention and motivation of talent
• Minimum of 12+ years of human resources experience
• Experience supporting R&D is a plus
• A combination of strategic thinking and operational skills
• Proven ability to handle conflict and challenge the business effectively
• Outstanding communications skills
• Experience with Lominger or other competency-based tools preferred
• Knowledge of HRIS systems, basic HR measurement, and process improvement techniques required
• Special projects related to mergers and acquisitions and organization development
• Serve as an ambassador and role model promoting the principles of Developmental Leadership and High Performance Management throughout the organization
• Excellent interpersonal, verbal and written communication, and consultative skills
• Organizational behavior/organizational development knowledge and intervention experience
• Good process and process improvement skills
• Data based decision making with a bias for action
• Ability to analyze data and extrapolate relevant information
• Influencing - includes climate setting, organizational consulting, interpersonal skills, communications, and change management
• Knowledge of US and MA employment laws and relevant institutions, including EEOC, INS, ADEA, ERISA, ADA, FMLA and FLSA laws
• Technical proficiency in HR processes – includes performance management, compensation planning, benefits enrollment, employee relations investigations, performance improvement processes
• Business Knowledge – includes value added perspective, financial awareness and cost control, industry knowledge, strategic focus, diverse business experience
• Strong command of MicroSoft Office products: PowerPoint; Excel, Word
• 10+ years of Human Resources management experience
• 3+ years managing people preferred
• Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required
• Demonstrated ability to partner within and outside of HR
• Knowledge and experience in technology businesses including a familiarity with global HR practices and policies
• Collaborates with the business to define HR strategies that effectively support the business and deliver results
• Provides consultation on organization design, team effectiveness, and change management
• Works closely with the leadership teams to create and implement organization design and scaling initiatives
• Leads the implementation and maintenance of programs such as talent management, succession planning, total rewards and incentive compensation, and employee development
• Provides consultation on employee engagement and retention designed to support the desired organization culture
• Works closely with local site HR teams, tenant unit HRBPs, and corporate HR in the coordination of initiatives for the Foster City site
• As the Foster City site lead, serves as the local first point of contact for site HR concerns
• As the Foster City site lead, builds and maintains relationships with site business leaders to understand the site culture and build programs to develop and enhance site unity
• Serve as a strategic business partner and resource to the businesses within your region
• Partner with a global HR team to develop impactful HR programs and strategies that allow the business to grow and employee creativity and innovation to flourish
• Continuously innovate on best policy and practice in all areas of human resources management
• Develop and drive programs that encourage diversity/inclusion and internal employee satisfaction
• Develop, mentor and motivate a team of HR professionals to optimize both individual and team performance
• Provide technical expertise in key HR functions, employment law, and HR best practices
• Provide advice and direction in handling difficult and sensitive employee relations issues
• Help drive increased engagement across the company
• Align with NYU Steinhardt leadership to prioritize goals and identify workforce needs in the creation of a Human Capital strategy
• Partner with University Human Resources’ Centers of Expertise and Finance Operations & Treasury’s PeopleLink team to customize and facilitate processes that ensure high quality HR service delivery
• Actively monitor HR service delivery and advocate changes and improvements on behalf of Steinhardt’s evolving needs. Project manage strategic initiatives as required
• Provide both strategic and tactical, actionable guidance and expertise on matters related to employee and labor relations, recruitment and talent management, compensation and job design, performance management, and organizational and staff development. Interpret and communicate federal, state, and local employment laws, University HR policies, and terms of collective bargaining agreements

Director Human Resources, West Region Resume Examples & Samples

• Provides guidance & coaching to HR Managers within his/her area. Translates the direction/strategies of the region/country to help them execute locally
• Provides talent insights and feedback to Centers of Expertise (CoE)
• Ability to achieve results/outcomes through influence, persuasiveness, good project/change management and a bias for action
• Sophisticated computer skills and utilization of software (proficient in MS Office, including Excel). Prior experience in utilizing HRIS
• Ability to effectively work effectively within a matrix organization, including working with “dotted line” managers
• Extremely knowledgeable in all areas of HR including: change management, performance management, talent management, management coaching / development, organizational design, employee relations, labor relations and legal compliance
• Ability to travel approximately 50%+ of the time, not always being able to plan in advance

Director Human Resources, North Region Resume Examples & Samples

• Employee relations: Provide support and consultation on employee relations, consulting with legal where appropriate; Executes waiver and releases for employee separations (both union and non-union employees); Conducts compliance investigation, documenting actions and outcomes
• Labor relations: Responds to day-to-day union issues, including grievances and Step 2 meetings; Partners closely with Director, Labor Relations to provide consultation on Labor Relations matters
• Performance Management: Coaches and provides feedback to managers and employees; Supports performance management cycle including reviews, performance plans and individual development plans
• Talent Management: Supports managers in understanding and following TA processes; Interviews top candidates for managerial positions; Coaches and develops managers on behavioral based interview skills and candidate quality; Supports succession planning locally as well as collaborates with colleagues to share talent across borders
• 10+ years of progressive Human Resources experience
• Experience working across global organizations strongly preferred
• Demonstrates ironclad integrity, engenders trust amongst peers and colleagues
• Ability to communicate effectively both verbally and in writing with people at all levels and in a diverse range of settings (Executive presence). Excellent communication skills (written, oral, listening, influencing through compelling argument)
• Ability to travel approximately 30% of the time, not always being able to plan in advance
• Actively participate as a member of the Hotel’s Executive Committee, participating and contributing to the hotel’s strategic plan
• Oversee the day-to-day leadership and administration of all aspects of the Human Resources Department, focusing on maximizing the capabilities of your team. by reviewing the coordination of initiatives and activities and providing regular coaching and performance development opportunities
• Assess organizational needs, develop aligned HR solutions, and implement strategies in the areas of recruitment, selection, employee relations, recognition, performance management, health, wellness and colleague engagement
• Act as a strategic business partner to hotel leaders providing them with tools, resources and guidance in all areas of people management
• Working closely with the General Manager, lead colleague engagement initiatives, providing Department Heads and senior managers with the development of action plans to address issues and concerns identified in annual Colleague Engagement Survey
• Advise and assist with the interpretation and consistent application of HR policies and procedures, and applicable employment legislation
• Ensure that the Hotel is compliant with all Company HR standards, procedures, and policies
• Be a role model within the hotel and exhibit and practice professional leadership skills that are fully aligned and in support of the Fairmont culture and values
• Counsel and coach leaders on job related issues, career development, performance management and conflict resolution
• Foster and promote positive Colleague relations through an environment that encourages open communication, trust, mutual respect and fun
• Ensure a strong Health and Safety culture, directing and overseeing workplace safety programs to ensure regulation compliance, employee awareness and an accident free workplace
• Organizing employee social and celebratory events, through leadership of the Service Plus Committee
• Direct, coordinate and implement hotel and employee training programs to promote exceptional guest service experiences
• 5-10 years experience as a Director of Human Resources required
• Proven track record for driving business performance through people strategies
• Previous knowledge and understanding of Hawaiian market is preferred
• Computer literacy a must, with strong knowledge of in Microsoft Window applications required
• University/College degree in a related discipline
• Self-confident, creative and proactive, able to prioritize and make effective decisions
• Unquestioned integrity with assertiveness, presence, and confidence. Excellent influencing skills at all levels in the organization and competence in making timely, effective, principles-based decisions
• Ability to bring new ideas and leverage HR expertise and operations knowledge
• Demonstrated ability and experience working effectively in a self-directed, proactive, results-oriented, matrixed, fast paced environment across all levels

Director Human Resources Americas Resume Examples & Samples

• Broad HR leader experience of at least 8 years in a complex international environment (Americas), preferably a technology company, with strong experience in performance management / talent management practices
• A decisive individual who possesses a "big picture" perspective and is well versed in organizational and human capital development
• Experience in a multinational environment with strong HR processes and reporting requirements
• Preferably Master degree in HR, Psychology or Economics
• GPHR or SPHR certification preferred
• Willing to travel frequently, including to Latin America English with good command in Spanish as a plus
• Good Finance & project skill fundamentals
• Act as an internal consultant to leaders, managers and employees providing coaching and advice on a range of organizational and change issues
• Ensure the business attracts, develops and retains high quality talent at all levels to support the growth objectives and strategies of the business
• Build strong partnerships with HR specialist functions to roll out corporate wide programs and ensure client’s needs are met
• Work with clients to implement and manage key HR processes, such as year-end performance management process
• Provide employee relations expertise to client groups ensuring compliance to company practices and country laws
• Previous human resources experience including implementing HR strategies, organizational effectiveness and change management
• Strong interpersonal and communication skills and the ability to work with all levels of staff
• Self motivated individual who is comfortable operating with minimal direction
• HR Business Partner for GTA & JVs (Technology & Purchasing)
• As a member of the Function Management Team, take the lead in identifying HR-related issues that will influence the implementation of business strategy
• Design strategic HR solutions to address these issues and support management in their roll out
• Support the management in developing the organization and employees to meet business needs, i.e. talent management, performance management, succession planning and competence development
• Define and ensure effective processes to secure talent management, including recruitment/development and retention of required competencies/capabilities throughout the organization
• Implement the employee communication programs and engagement activities
• Manage workforce planning and reporting as well as compensation related matters
• Coach and challenge managers in decisions making on HR matters and in the roll out and management of HR processes/activities/tools in line with the service delivery model
• Provide managers with advice on questions relating to good practice and legal compliance in HR matters
• Support managers on operational labor and employee relations matters
• Coach individual managers in the application of the Volvo Values in their teams and in identifying and acting on their own development needs
• Collaborate and share best practices with other HR business partners in GTA & JVs and other BAs in the field of Human Resource Management & Communication
• Holds a university degree and/or master degree or appropriate academic qualification
• Formal trainings in leadership, communication and people skills considered as a merit
• Proven overall leadership skills with at least 10 years of leadership experience demonstrating a strong track record of professional achievements
• Specific and proven experience/expertise in the relevant business/functional areas
• Distinctive problem-solving abilities, synthesizing and communication skills
• Excellent organizational/administrative skills with ability to prioritize and handle multi-tasks
• A can-do mind-set with high drive and energy – i.e. willingness to ‘go the extra mile’ when/if needed
• Robust personal credibility, integrity and creativity
• Good understanding of the truck business environment and the transport/logistic industry
• World-class technical/ functional skills supported by real business experience and proven academic education
• Expert relationship development skills - across all levels of Press Ganey
• Employee relations experience across multiple areas within an organization
• Demonstrated success at providing exceptional customer service
• Must be highly motivated, have solid organizational skills and the ability to multi-task
• Strong business solving ability
• Act as a consultant to management and employees regarding all aspects of the employment life cycle including recruiting, onboarding, performance management, leadership development, succession planning, employee training and development, compensation planning, employee benefits, employee relations (including employee investigations), EEO issues, discipline, and terminations
• Recruit for all open positions in Miami as well as senior level positions in within the North American business unit. In conjunction with the hiring manager, ensures comprehensive onboarding and training plans are in place. Work with local management team to source contingent workforce as needed
• In conjunction with business unit Finance group, develop and maintain North American staffing plan which includes managing and reporting the North American headcount on a monthly, quarterly and annual basis. Drive teams to hire, promote and transfer a diverse group of A players ensuring continued talent growth in all North American businesses
• Lead and manage performance evaluation process for Miami and oversee the performance management process in North America, ensuring performance review deadlines are met and all employees receive timely annual reviews
• Support salary planning process locally in Miami and across North America. This includes guiding and assisting managers with relevant and timely compensation market guides while ensuring compliance and equity. This also includes but is not limited to; performing job analysis, writing and updating job descriptions for all positions, analysis of compensation levels, and wage survey interpretation to determine the appropriate compensation for each position
• Partner with North American business unit leadership and site leadership for annual Leadership Development Review, as well as, developing appropriate career development plans to support an individual’s professional growth, and identifying appropriate training opportunities
• Developing employee recognition programs, encourage communication and teamwork; conduct post orientation interviews; proactively managing retention risks via various feedback methodologies including exit interview and focus group data collection; plan employee events; and respond to employee questions and concerns in a timely manner
• Function as a change agent, driving and implementing HR initiatives that focus on enhancing the business in a collaborative manner while maintaining confidentiality at all times
• Communicate employee benefit programs during annual benefit open enrollment period
• Maintains knowledge of legal requirements and government reporting regulations affecting human resource functions and ensures policies, procedures and reporting are in compliance
• Maintains local Miami handbook, and in conjunction with site HR staff, also oversees an annual review of handbook content in other locations. Prepares and revises policies and procedures as needed, including researching and writing policy, distributing and training to employees; informing employees of additions or changes to policies; interpretation of policy and determining application to various situations
• Administers Drug/Alcohol Abatement program in compliance with FAA regulations
• Maintains employee files to be in compliance with EEO, ADA, and HIPPA requirements
• Process new hire, promotion, termination, and other data integrity audits for the HRIS system
• Responsible for the submission and audit requirements for the bi-weekly Miami payroll process
• Support Environmental, Health & Safety efforts acting as a health and safety advocate across both locations in Miami. Partners with Corporate Workers’ Compensation Manager to administer the Workers’ Compensation program including working with insurance carrier to reduce employee lost time. In conjunction with site leadership, investigates accidents and prepares reports for Corporate EH&S staff and workers’ compensation carrier
• Responds to unemployment claims and gathers information for representation at unemployment hearings
• Recommend and lead projects to improve HR department with new approaches, policies, and procedures to effect continuous improvements in efficiency of department and services performed
• 8-10 years of HR Generalist experience with 5 or more years in an HR business partner role, preferably in a manufacturing or multi-site environment
• Candidates must be bilingual with a fluency in Spanish (reading, writing and speaking)
• Demonstrated ability to consult with business unit management staff and develop strong relationships at all levels
• Must be self-directed with a proven ability to successfully work under pressure, prioritize multiple projects and manage demands in a matrixed organization, while still meeting all critical deadlines
• Must be a team player with excellent interpersonal skills and a commitment to relationship-building and influencing at the local and business unit level, and externally with customers and vendors
• Highly responsive with strong employee/customer focus
• Change agent who questions the status quo and develops proactive solutions to increase optimal business and/or employee performance
• Energetic professional, with a roll up their sleeves style and the ability to see the big picture and drive results
• Solid business acumen; understand business and industry factors to shape how business unit strategies are developed, implemented and sustained
• Strong interpersonal, organizational, time management, consulting and problem solving skills
• Strong analytical thinking and communications skills (both written and oral) with extreme attention to detail required
• Ability to make good decisions, including exhibiting sound and accurate judgment; supporting and explaining reasoning for decisions; including appropriate employees and management members in decision-making process in a timely fashion, and identifying when issues should be escalated to senior management
• Ability to listen, consider other points of view and when necessary, “agree to disagree”. Must be equally comfortable in the delivery of positive and negative outcomes
• Detailed and current knowledge of federal and state employment laws and regulations; proactive ability to interpret and effectively implement these laws and regulations
• The right person will be ambitious and flexible, eager to learn and grow professionally
• Experience with remote teams preferred
• Previous experience in a public company preferred
• Proficiency in the Microsoft Office suite of products
• Must have the ability to travel to other North American business unit sites, as needed, approximately 1-2 times per quarter
• Prior experience working in the aerospace industry, with a focus on FAA regulations, is a plus
• HR Leadership/Partnership (20%): Support global and regional HR initiatives designed to build a compliant, competitive and cost effective HR function; lead HR processes, initiatives and day to day activities for assigned areas; Partner with assigned business leaders on planning and implementing reorganizations, zero-based reviews, reductions-in-force and culture/change initiatives; Manage special HR projects to achieve desired outcomes and participate on project teams as assigned; Effectively help manage HR budget and contribute to Pall’s overall cost containment initiatives
• Talent Management (20%): Partner with local business leaders and HR Centers of Excellence to ensure effective and timely Talent Acquisition, Performance Management, Talent Reviews, Succession Planning, & Talent Movement; Implement and administer an effective on-boarding process to promote new hire productivity; Partner with business leaders on initiatives that engage associates and promote retention of key talent
• Engagement (20%): Partner with business leaders on initiatives that engage associates and promote retention of key talent Foster constructive associate relationships across the local organization; Understand associate needs and facilitate effective communication channels between management and associates; Sponsor and drive events and programs designed to increase employee engagement; Consult with and advise business managers on disciplinary process and risk assessment on employee relations and performance related issues
• Compliance (15%): Ensure compliance with federal & local employment law; Comply with all corporate and local policies including Ethics & Compliance Program; Assure accurate AAP record keeping and timely local plan administration; Liaise with Manager and Legal Department on associate relations issues and investigations; Assure employee data and records are accurately maintained
• Total Rewards (15%): Partner with HR Centers of Excellence and Line leadership effectively leveraging and implementing total reward programs and processes including merit review; equity planning; bonus planning; promotions; special adjustments; Effectively communicate Pall’s benefits plans and manage local benefits open enrollment
• Training & Development (10%): Recommend & facilitate functional training; Ensure corporate compliance training, safety training, and other required training on common policies and programs
• Ten (10) years Human Resources management experience; with a minimum five years managing people (including working with global responsibilities)
• Bachelor’s degree in Human Resources or related field, Master’s degree preferred
• Knowledge of US and Florida employment laws and relevant institutions, including EEOC, INS, ADEA, ERISA, ADA, FMLA and FLSA laws
• Strong command of Microsoft Office products: PowerPoint; Excel, Word
• In-depth knowledge and ability related to strategic human resource operational thinking
• Ability to prepare and communicate clear and compelling messages to senior leadership
• Strong analytical and reasoning abilities
• Executive presence and excellent interpersonal, oral and written and communication skills
• Proven ability to recruit, train, and motivate employees in order to balance staffing strength and develop future leaders
• Results oriented with the ability to balance other business considerations
• Drive strategic and tactical HR-related planning, organization design & integration, staffing, compensation planning, manager coaching, employee relations, employee training and development, succession planning, and performance management for the Information Technology organization
• Execute strategy changes and improvements by conducting extensive research and analysis of emerging business trends and consulting senior leadership team to align business plans with organizational growth and development for the Information Technology organization
• Work to resolve employee and organizational issues in a proactive manner
• Interpret and implement HR policies, practices and procedures for managers, teams and employees that further the mission, values and strategic vision of the business
• Deliver quality HR services across HR administrative and operational functions
• Work with leaders and employees to establish and maintain a positive work environment; act as an employee advocate
• Manage Information Technology staffing process by working with clients and the internal talent acquisition team to identify recruitment strategies as well as ensure diverse candidate slates and top quality candidate selection
• Collaborate and communicates with cross-functional and internal and/or external support as needed
• Drive a performance management culture by mobilizing and developing individuals at all levels, encouraging cross-team collaboration and leading department to achieve positive results for the organization
• Work closely and partner effectively with several HR leaders sometimes geographically dispersed to ensure consistent HR practices across related organizations and functions
• Foster a positive environment by modeling cultural expectations and guiding leaders to reward performance and value "can do" people, accountability, diversity and inclusion, flexibility, continuous improvement, collaboration, creativity and fun
• Model ascena values in personal work behaviors, decision-making, contributions and interpersonal interactions; manage own career development by soliciting feedback and valuing other perspectives
• Minimum of 10+ years in Human Resources with experience in a large organization as a Human Resource Generalist and previous experience in retail a plus
• Experience working directly with the CIO in supporting Information Technology business units is required
• Seasoned HR business partner with direct experience supporting multi- location and / or multi- brand and multi-global IT organization
• Experience in current / agile technology models
• Strong business acumen and analytical skills, superior project and process management skills and demonstrated track record of delivering results
• Excellent verbal and written communication skills; strong interpersonal, facilitation and presentation skills; effective influencing capability, established executive presence
• Strong client-support orientation and the ability to work effectively with all levels of the organization and with a wide range of clients, individually and in groups
• Demonstrated coaching, mentoring, and leadership skills; change agent; results orientation
• Demonstrated ability to translate 'big picture' business strategy into an executable plan
• Highly motivated self-starter with the ability to work with minimal guidance
• Proven ability to manage conflicting priorities in a fast paced environment
• Demonstrated experience in establishing strong rapport and credibility with executive leadership
• High degree of flexibility/works well with ambiguity and adaptable in an immature, fast-paced and rapidly growing environment
• Delivery of quality services across HR administrative and operational functions
• A BS degree in Human Resource related discipline is required. SPHR or PHR Certification preferred

Director Human Resources Western Region Resume Examples & Samples

• Building and implementing the Aerospace US One Country model
• Recruit, select, and retain business leadership and HR talent within the region
• Lead MRR (Management Resource Review) process, salary planning and performance management
• Managing work/site transitions projects
• Maintain a pulse on all leadership and employee relations issue for each of the sites
• Work as a key player in employee and labor relations
• Help drive functional initiatives (e.g. functional excellence, career pathing, leadership top grading, bench strength improvements)
• Participate in functional and business reviews
• Provide organizational design expertise and change management facilitation to functions and SBUs
• Partner in functional and business task forces (e.g. cost reduction initiatives, policy/procedure development)
• Must have experience managing people in multiple locations
• 10 years of HR experience, including 5 years as an HR generalist
• 2 years working with an hourly production work force
• Master’s degree in business, human resources, or related field preferred
• Prefer multi-industry and multi-location HR experience
• Prefer experience in both union and union-free environments
• Labor relations skills are strongly desired
• Green Belt certification a plus, along with demonstrated knowledge of Six Sigma Plus
• Defense and commercial experience also helpful
• HR experience with a top tier HR program
• Commercial experience a plus
• Results-oriented with strong bias for action
• Bachelor’s degree and 12 years’ experience in Human Resources OR
• Master’s degree and 10 years’ experience in Human Resources
• Minimum of 4 years’ experience in US employment law
• Experience as HR Business partner in manufacturing environment
• Leadership of virtual HR team
• Strong knowledge of US labor law
• Experience working across multiple site locations
• Bachelor’s Degree required with 8 + years of years of experience in a strategic global HR function
• Leadership role in human resources with global business experience
• Strong background in creating HR strategy, talent planning (career management and succession planning), organizational design, workforce planning, training, employee relations, talent acquisition
• Experience in business and management experience in strategic planning, resources allocation, managing remote locations in global organization
• Proven record in management of complex matrix organization; building collaborative relationships
• Business and management experience in strategic planning
• Requires a pro-active individual with ability to influence and work independently
• Ability to travel globally up to 20%
• Align HR strategy with the business objectives of the Business. Consult with business unit management on Human Resources issues. Assess and anticipate HR-related needs of business unit. Communicate needs proactively with HR COE's (Centers of Expertise) to develop integrated solutions. Partner across HR functions to deliver value added service to management and employees that reflect the business objectives of the division
• Understand client group business fully in order to align HR strategy to business objectives. Maintain effective level of business literacy about the business units financial position, its mid-range plans, its culture and its competition. Participate in key meetings with business unit management bringing HR expertise to business/operational discussions
• Proactively provides strategic leadership and guidance on challenges and hurdles, serving as sounding board, key advisor and overall project manager
• Applies best practices and provides input based on the implications for staff, taking into consideration organizational strengths and constraints. Frames issues and brings the right analytics to discussions and to facilitate problem solving
• Identifies organizational needs and develop and implement human resources strategies, programs and policies that enable successful execution of business strategies
• Management of day-to-day paperwork associated with employees, Payroll, and Benefits. Ensuring regulatory compliance of all HR related Functions. Partner with legal department as needed/required. Provide Management with guidance and interpretation on HR Policy. Generate and maintain paperwork for processing new hires, promotions, transfers
• Leads and mentors the HR team to effectively partner with business leaders to create sustained impact and achieve results to strengthen the overall effectiveness of operations through positive employee relations, problem diagnosis and resolution, organization effectiveness interventions, competitive compensation and benefit programs, performance assessment, learning and development, succession planning, and workforce analytics
• Provides strategic direction and oversight for learning and development strategy, initiatives and ongoing organizational and employee needs assessments to identify gaps and learning solutions needed to drive business strategy
• Maintain a presence with employees, thru attendance at department meetings, events and games
• Responsible for implementation of maintaining personnel files, ensuring compliance of all documents and administering record retention and purging of personnel files
• A minimum education level of Master of Arts/Sciences Degree in Human Resources or Industrial Psychology
• A minimum of 7-10 years of Human Resources experience in a Supervisory Role
• PHR/SPHR or SHRM-CP/SHRM-SCP Certification Required
• Ability to read, listen and communicate effectively in English
• Exceptional verbal, written, listening and public relations skills
• Demonstrated ability to forge strong, trusting relationships within all levels of management
• Excellent customer service skills working with diverse backgrounds
• Ability to multi-task and prioritize projects and tasks while remaining productive and professional
• Self-starter with a willingness and enthusiasm for taking on additional responsibility
• Knowledge of federal, state and local employee laws and regulations
• Ensure implementation and application of agreed upon Danaher/Pall directives, policies, processes, systems and programs across the globe and strive for the standardization, harmonization and alignment of local HR activities within the country, wherever possible, but always with the business requirements in mind
• Execute effective Talent Management (TM) initiatives in line with Danaher /Pall to attract, identify, develop and retain the right employees and to maintain a powerful talent pipeline for the business
• Provide support and guidance to senior executives and local management thus enabling them to drive the talent management agenda. By doing so he/she will help the line management to align associate capabilities to mid-to-long-term business needs
• Support organizational changes (restructuring, mergers, acquisitions and divestments) providing appropriate solutions to the business from the HR perspective. Provide business leaders with appropriate change management support and in the development of change initiatives, as required
• As part of the HR community he/she will encourage and promote the use of best HR practices and embrace global collaboration
• 12+ years senior human resources leadership experience with a fully integrated business unit
• 3+ years’ experience managing people
• Functional depth in staffing and selection, change management, talent management, compensation and benefits, labor law and organizational development
• Experience leading change
• International experience and the capability to work in a multi-cultural environment is preferred
• Life Sciences experience a plus
• Coaches senior leaders on complex leadership and HR issues including development, engagement, and talent performance and issues which could have the potential to create a competitive advantage for the business
• Helps guide Center of Excellence (COE) owners in the shaping of appropriate and innovative HR solutions
• Represents HR on BU leadership teams and BU leadership on HR Leadership teams
• Highly preferred: Experience from multi-national highly technical life sciences business with a strong emphasis on innovation
• Experience working with a variety of functions including R&D, commercial (sales, field marketing and service), marketing, product development, engineering, strategic planning, and operations
• A track record of positive results and an ability to show how his/her programs and initiatives have contributed to the growth and bottom line profitability of an organization while enhancing or driving cultural change
• Experience with Process Improvement approaches (Lean Manufacturing, Six Sigma, Practical Process Improvement, etc.)
• Self motivated; bias for action
• Ability to travel up to 20% of time, as needed
• Partner closely with local business leaders on business issues surrounding talent management and cultural integration
• Lead all Human Resources aspects of mergers and acquisitions due diligence, and provide necessary integration support to other functions within the organization
• Control integrity of the HRIS system including input and reporting
• Responsible for the recruitment of all full time, temporary and contract employees
• Develop and implement HR policies and procedures and partner with employees and management to communicate various Human Resources policies and procedures
• Lead training and development initiatives for employees to enhance their capabilities, and create a culture of continuous improvement and growth within the organization
• Responsible for staying current on relevant country employment laws and other human resources compliance issues. Update management on policies and processes as necessary
• Ensure all sites are in compliance with relevant country and local employment laws; liaise with local legal counsel on outlying countries as needed
• Manage compensation processes; ensure adherence to corporate process and ensure in-country compensation is consistent, appropriate, and competitive
• Conduct exit interviews, analyze data and make recommendations to the management team for corrective actions and continuous improvement
• Bachelor degree in Human Resources Management or related field
• 10-12 year experience in Human Resources Management, experience in multiple countries within the region preferred
• Experienced in working in multi-national company environment
• Must be able to resolve escalated issues and make tough decisions
• Skill to objectively coach employees and management through complex issues
• Talent to research and analyze various types of data
• Strong communication, organization and time management skills required
• Experience with various HRIS; Workday preferred
• Excellent computer skills required in MS Word, Excel and PowerPoint
• Fluent in Standard Mandarin and English
• 10-15% travel required
• Promote and foster a positive work environment through employee engagement and recognition programs
• Represent and effectively communicate messages, expectations and direction to employees across all levels of the company
• Assist with goal setting and professional development plans
• Advise management on performance improvement and promotions opportunities, including termination procedures
• Identify and implement best practices for full lifecycle of employee development including recruitment, orientation, training and development, performance management, retention and succession planning
• Partner with management to evaluate staffing needs, develop the appropriate organizational structure, define roles, and create communication plans regarding organizational change
• Communicate and provide guidance to ensure compliance with the company’s policies and procedures as well as local, state and Federal employment regulations to reduce risk and achieve satisfactory outcomes
• The Director, Human Resources (Country Office) is responsible for directing the planning, development, implementation, administration and budgeting of the following human resources disciplines for all FHI 360 country-based programs and local national staff: employment, compensation, benefits, employee relations, equal employment, organizational development, human resource information system management, government employment reporting, and training. The Director will ensure harmonization and standardization of employment-related matters across country programs and will oversee a team of HR professionals structured to provide full-scope HR services to all projects and staff. This position will participate in headquarters-led projects and will assume regional responsibilities for assisting with the development and implementation of global HR strategies, programs and policies
• Develops and implements organizational policies for local staff to attract, retain, and motivate candidates and employees
• Serves as the strategic advisor and business partner to country office leadership and project management staff
• Collaborates with country office leadership and project management staff, as well as headquarters Human Resources, on HR strategies and practices that will help achieve the strategic and programmatic goals of the country portfolio
• Ensures that HR programs are developed and implemented in all HR disciplines, including Employee Relations, Organizational Development (OD), Recruitment & Retention, Training & Development, Compensation, Benefits Administration, HR Information Systems, and Compliance
• Manages staff to ensure a high level of customer service and confidentiality is provided throughout the organization
• Provides guidance and direction to functional managers, groups, and operations on company policies and programs
• Ensures compliance of employment laws and regulations among the organization
• Stays abreast with changes in country labor laws and regulations
• Bachelor's Degree or its International Equivalent - Business Administration, Human Resource Management, Education, Organizational Development or Related Field
• Typically requires 10+ years with human resource management experience in employment,employee relations, compensation, benefits, and organizational development
• Articulate, professional and able to communicate in a clear, positive manner with clients and staff
• Must be able to read, write, and speak fluent English; fluent in host country language as appropriate
• Prior work experience in a non- governmental organization (NGO)
• Work closely with the Regional Senior HR Director and RGM Indonesia for the HR strategy/tactics and set yearly people target for the region
• Provide a full range of consultation and support to designated population in all HR matters and HR functional coaching for the hotel HR team members
• Manage people related and HR new projects/initiatives including Performance Management, Talent Review, Year-End Compensation Process, Diversity and Global Team Member Survey etc
• Partner closely with all HR Functional Experts to lead the region implementations of new policies and programs in areas of Compensation & Benefits, Recruiting, and Talent Management to support strategic initiatives in reaching the business goals
• Manage the talent pipeline and succession plan at the region level to ensure a strong HI-Potential talent pipeline to support the fast growing business, including leveraging the talent resource, talent development and L&D resources
• Collaborate with University Alliances project leaders in facilitating the Universities’ relationship, follow up and monitor the Management Trainee/intern programs in the hotels
• Manage ad-hoc requests and projects such as HR related transactions, Pre-opening projects, headcount/FTE approval requests and other projects and responsibilities as necessary
• Collaborate with sub-regional Human Resource partners to ensure the delivery of HR services and solutions
• Closely drive and monitor the region/hotel 9-box matrix updates, HR dashboard, People Audit and other tools and at the same time provide counseling and guidance to the hotel HRs for improvement
• Collaborate with RGM Indonesia Indonesia and hotel GMs to communicate with the owners regarding Human Resources initiatives and programs
• Advise GMs and HRD/HRMs in the region on owner relationship in relation to Human Resources matters
• Assist the RGM Indonesia to prepare the pre-opening budget before the hotel DHR comes on-board
• Manage HR Operations in the respective regional office/hotel position is based
• Drive & manage the HR Talent Pipeline Program
• Provide support and guidance to new DHRs
• Attend monthly regional HR conference calls/Meetings
• Conduct monthly meetings/calls with DHRs of each sub-region
• Actively involved in the 4D recruitment process in all the hotels in the region
• Collate, check and consolidate HR reports from the region for Singapore Area office
• Advise GMs and HRD/HRMs in the region on business strategy and the operating plan which relate to HR issues, helping departments initiate and manage change
• Advise GMs and HRD/HRMs in the region on organizational and job design, salary grades, Department Managers' HR effectiveness as well as the reward and recognition programs/celebratory events
• Support and champion excellence in customer service
• The key driver to the Global Team Member Survey (GTMS) action plans and the training hours within the hotel and region
• Bachelor's degree in Human Resources or related field/equivalent
• At least 8 - 10 years experience in Human Resources with exposure to and demonstrated competence in all functional areas and team management experience
• Well versed in multiple facets of Human Resources with prior experience administering policies and practices, preferably in a global and/or matrix organization
• Strong relationship management skills with strong track record of establishing credibility and delivering results
• Strong knowledge of Indonesia local labor legislation
• Fluency in English writing and speaking skills
• Excellent presentation skills and written communication
• Ability to direct collaborative efforts and marshal resources throughout the Hilton organization, including internal resources, external resources and other constituent groups as appropriate with aim of furthering Company goals
• Ability to analyze financial data as required in order making strategic and tactical decisions
• Ability to manage change, resolve conflicts and ensure collaboration within teams and/or units; includes maintaining the highest standards of ethical conduct and integrity
• Ability to take initiative to identify, prioritize and implement all elements required for team to fulfill responsibilities in keeping with core strategic goals
• Strong problem solving skills, including ability to effectively address any issue in collaboration with others as appropriate; ability to proactively identify and prevent potential problems; ability to develop problem solving skills among direct reports and other team members as appropriate
• Ability to advocate and implement professional development for self, direct reports and others, including capability to work with peers and other resources to provide development and mentoring opportunities; includes adherence to organization’s standards for performance feedback
• Ability to evaluate and identify opportunities from a strategic perspective, including ability to develop, prioritize and implement plans to meet organization’s core strategic goals
• Ability to assimilate new concepts and practices into position and provide effective training to subordinates for on-the-job training, policies and procedures, departmental training topics and professional development
• Proficiency in MS Office
• 10 - 12 years of partnership and/or hospitality industry experience (preferred)
• In-depth knowledge of contract negotiation (preferred)
• Experience implementing Human Resources Information Systems (preferred)
• TAAt least 5 years of HR experience (all-rounder – specifically looking for labor management)
• 2 - 3 years of managerial experience
• Previous human resources management experience in the hotel, leisure, service and/or retail sector
• Excellent leadership skills and exceptional communication skills (both Japanese and English)

Assistant Director Human Resources Resume Examples & Samples

• Ensure Affirmative Action Plan compliance
• Manage the hotel team member relations program to include, but not limited to, picnics, holiday parties, health fairs, team member communications, special promotions, etc
• Recruit, interview and train team members
• Assist in the preparation of reports related to the Human Resources function
• Act in the absence of the Director
• Bachelors’ degree or equivalent experience
• Minimum of 7+ years of experience in Business HR or in a business function
• In depth and significant HR expertise and experience and up to date knowledge of the HR agenda
• In depth knowledge and understanding of the jurisdictional and functional area Ability to think long term around HR solutions
• Leadership to coach in future state Senior HR Business Partner
• Consistently adapts the content / style of a message, based on an understanding of the climate and culture of a particular group and what will produce the best response
• Demonstrates the ability to assemble complex ideas, issues and observations into clear and simple explanations
• Direct the formulation and implementation of HR programs, policies and practices in accordance with the division’s business objectives
• Provide leadership to the organizational development and training of employees to ensure effective skills development to meet strategic goals. Lead and facilitate the succession planning process
• Manage and further develop the employee compensation/reward and recognition programs in terms of pay-for-performance strategies tied to division’s performance objectives
• Direct the recruitment, selection and placement of employees in a timely and cost-effective manner with an emphasis of promoting a diverse workforce
• Recruit, evaluate and develop high quality HR professionals & managers to meet the strategic needs of the business
• Lead and manage the performance management system
• Acquire and maintain knowledge of current human resource trends and legal requirements for all countries where the division has a presence. Manage expatriate assignments by selecting and developing top talent that builds bench strength for Eaton
• Provide leadership and support to the division’s leadership team during assessments of prospective acquisitions, divestitures and organizational restructurings
• Lead the division’s transformation to a high performance culture in support of the division’s quality and growth objectives. Lead development of cultural change section of division’s strategic plan
• Facilitate the promotion and implementation of the Eaton Philosophy, Values and Global Ethics across the division
• Upgrade and develop talent in positions key to successfully achieving the Division’s strategies (e.g., engineering, project management, operations)
• Facilitate and support the promotion / implementation of Eaton EHS processes/programs within divisional manufacturing & administration facilities
• Develop progressive employee relations practices to enhance productivity, quality and growth objectives for the division
• Basic qualifications
• Provide strategic human resources support to the leadership across specific business groups. This includes education, advice and counsel to management on initiatives which help to achieve key business goals
• Provide support in all HR related disciplines, including, but not limited to, staffing, organizational development, employee relations, talent management, organizational redesign, and performance management and employee development
• Develop organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to client’s strategic thinking and direction; establishing human resources objectives in line with organizational objectives
• Partner with Staffing, Talent Management and Training and Development teams to acquire, train and develop diverse and high performing talent to drive current and future business objectives
• Collaborate with client groups on executing all cyclical processes
• Drive the annual compensation process, analyzing recommendations, reviewing market survey data and advising on appropriate packages to attract and retain employees
• Lead the performance management process by equipping line management with the necessary knowledge and skills to effectively manage employee performance and to communicate the highest standards
• Coordinate employee engagement survey by analyzing and presenting results to management and employees and partner with leadership to address local issues
• Partner with other members of the broader Corporate Centers Human Resources (CCHR) team on special projects and cross functional initiatives
• Minimum 8 years of relevant human resources experience in progressively senior roles
• Bachelor's degree from an accredited college/university
• Experience supporting a financial services company and/or investment organization, a plus
• Admirable relationship building skills with all levels in the organization Strong track record of credibility at the senior management level built on trust and experience is essential
• Strong project management and time management with identifying and driving initiatives to completion skills
• Willingness to be hands-on and work as an effective member of a dynamic human resources team
• Demonstrated ability to manage multiple and conflicting priorities with a track record of effectively operating at both a strategic and tactical level and achieving results
• Provide solid HR metrics and value-added analysis to enable effective decisions
• Possess clear, confident and concise oral and written communication skills
• Professional certification (PHR or SPHR) a plus

Director, Human Resources GSS Resume Examples & Samples

• Bachelor’s degree in Business, Human Resources, Psychology, related discipline required
• At least 10 years of progressive experience in all aspects of Human Resources
• Experience supporting globally distributed Commercial teams and multiple functions
• Experience building teams and managing in complex leadership matrixes
• Thorough working knowledge of contemporary practices in the administration of HR policies, including (but not limited to): salary administration and performance review processes; performance management; proactive employee relations; issue investigation and resolution; recruiting
• Experience supporting call centers, service organizations, and technical support
• Experience managing field-based employees
• Strong strategic thinking and analytical skills

Director, Human Resources, Product Groups Resume Examples & Samples

• Provide strategic organizational perspective to company’s leaders and partner to ensure we instill a feedback-rich, open, collaborative and talent-centric mindset throughout the company
• Be the primary HR/Talent partner and coach for our heads of Design, Chief Merchant, and the Head of Production and Product Development
• Provide guidance and oversee team effectiveness work from offsite design and facilitation to cross-functional team engagement to ensure teams are working cohesively
• 7+ years general HR + OE/OD experience
• Ability and passion in building versus maintaining
• Able to establish a high level of trust and credibility in the organization
• Ability to work autonomously
• 10+ years HR Generalist experience
• Master’s Degree in Business, Human Resources, or related field, preferred
• 5+ years of people management experience
• Experience partnering with senior business leaders (Vice President and/or Director Levels)
• Ability to travel per business needs. Up to 25%
• Proactively supports the development and execution of Human Resources strategies and processes
• Manages complex and difficult Human Resources Projects cross-functionally
• Actively identifies gaps, proposes and implement changes
• Executes the Talent Management strategy, including succession planning for key positions
• Acts as the performance improvement driver and provokes positive changes in people management
• Acts as the member of the Human Resources Leadership Team
• Provides support and development of Human Resources team members
• 8 – 10 years’ experience as a senior level HR Business Partner with broad generalist experience
• Experience of providing business unit specific strategic and consultative services to senior leaders and creating, leading and delivering the people plan in support of their strategic priorities
• Experience of working in a matrix environment to deliver successfully
• Demonstrated ability to manage concurrent, complex matters
• Administer HR guidelines and policy supporting a regionally diverse employee population in both functional and operational areas across various countries
• Lead and design leading edge HR administration required within the Lifestyle Division and aligned with Corporate HR policies
• Manage and oversee the annual Harman People Cycle for the EMEA Region which includes the merit review process, target setting & tracking, bonus calculation processes, compensation management and analyses, and benchmarking activities
• Accurately interpret, counsel, and partner with managers and staff on compensation policies and procedures to ensure smooth operation of EMEA HR activities
• Partner with regional management to lead and direct manager/employees related to performance management, employee relations, recruitment, succession planning, compensation, compliance, and training & development
• Lead the identification and proactive management of key talent across the Region; work with Lifestyle HR Division to identify critical roles and high potential employees
• Partner with Regional Management on hiring plans across various countries; build a workforce development plan to understand hiring needs and locations
• Lead and execute the EMEA Learning & Development programs using corporate available programs and seeking specific programs for EMEA as needed
• Develop deep understanding of the Harman Talent center, Success Factors platform, which is essential to the management and operation of the Talent Management program for the EMEA region
• Knowledge of payroll administration across various countries, currencies and tax laws
• Lead the benefits administration across various countries
• Minimum of 10 years of HR generalist experience throughout EMEA focused primarily on leading all HR activities that will support and drive HR initiatives
• International experience with European operations, customs and laws
• Experience in managing an EMEA HR organisation
• Relevant experience in managing HR programs, interacting with senior executive team members and cross divisional project teams
• Proven track record in leading organisational change as well as EMEA wide restructurings and aquisitions

Director Human Resources & Office Operations Resume Examples & Samples

• Minimum 10 years HR generalist experience in a company which is known for good HR practices
• Facilities management including staff safety and security
• Experience of working in a global environment
• Experience in a technology and/or media company preferable
• Knowledge and skills in most aspects of HR: recruitment, training, reward processes, procedures and policies
• Knowledge of registration and visa processes
• Strong knowledge of employment legislation and regulations in India
• Ability to learn, adapt and advise with ease
• Numerate with some experience of reward – benchmarking, annual processes
• Understanding of invoicing processes
• Knowledge of office and facilities management procedures, vendor and leasehold management
• Strong computer skills with competency in Microsoft Office, Google suite, Excel
• Fluent English, both spoken and written essential for effective working relationships globally (other languages would be helpful but not required)
• Sound, thoughtful judgment about people and situations
• Ability and willingness to work collaboratively
• You are self-sufficient, self-motivated and proactive
• Able to work independently but also within a collegiate atmosphere
• Excellent communication and networking skills to gain the respect and trust of colleagues quickly
• Ability to lead directors of The Economist Group businesses in Gurgaon as well as managers and employees
• Ability to represent the Group, Regional, EIU and CQRC HR, other Group functions – legal, finance
• Business partner to the CFH RS leadership team
• Lead and manage the global Reliability Services HR team
• Become a trusted advisor throughout the organization on matters pertaining to employee engagement
• Champion HR throughout the organization, underscoring function credibility
• Be in tune and responsive to the voice of the customer
• Lead HR related initiatives and execute accompanying plans including, but not limited to
• Minimum 15 years HR generalist experience with 7 of those years as a Sr. HR Leader with global exposure, preferably in a manufacturing or field services environment. Oil and Gas industry highly desired
• Minimum of 7 years directly managing an HR team(s) in multiple geographies
• Extensive knowledge of the field of human resources withfull generalist scope experience
• Hands-on leader with exceptional execution track record
• Creative and inclusive in overcoming problems and finding resolutions
• Effective Manager with strong ability to identify and coach talent and is decisive in addressing poor performance
• Thrives in a high-pace environment
• Strong resiliency
• Highly energetic
• Influential; high ability to understand multi-party concerns and drive strong path forward to achieve short and long term results
• Initiative taker
• Possesses strategic agility and a pragmatic approach
• Ability to engage through high standards, meaningful communications and mutual feedback
• Knowledge of employment legal requirements including but not limited to EEO/AAP, COBRA, FMLA, FLSA, HIPAA, unemployment and workers compensation
• Ability to use a full range of technology including internet and social media along with expertise in Microsoft Office with an emphasis in Microsoft Excel and PowerPoint to the level of using these applications to drive, support and communicate analyses and recommendations and meet objectives
• Lean / Process Improvement experience including use of continuous improvement tools such as 5S, value stream mapping, 5 Why’s, RASCI
• Experience working across time zones and with varied cultures
• Able to travel both domestically and internationally
• Ability to work safely in a manufacturing environment
• Advise management and ensure compliance with laws and regulations pertaining to Human Resources. Develop and implement processes and programs that ensure readiness and compliance in a highly regulated healthcare environment
• Collaborate with leaders to execute, implement and oversee ongoing employee relations activities and ensure they are consistent with the directives, strategy and policies established by the applicable governance bodies
• Partner with HR Centers of Excellence and fellow System HR leaders, Legal, Compliance, Payroll and other functional areas as needed to ensure human resource operational excellence
• Develop systems and programs which support and enhance the employee experience by striving to exceed the service delivery expectations of leaders and employees
• Overcome obstacles that hinder the development of the Human Resources function as a Business Partner fully integrated into the operational and strategic objectives of the System
• 8-10 years progressive management experience in Human Resources or related field is required
• Currently operating at level of Senior Manager/Director of Human Resources, Organizational Development or other related HR functional area
• Previous experience providing HR strategic support to IT and Call Center operations preferred
• Bachelor’s Degree, preferably in Human Resources, Industrial Relations, Organizational Development or a related field
• Strategic Partnering
• Interpersonal Savvy and Integrity
• Execution and Results Orientation
• Tolerates Ambiguity
• Critical Thinking
• Influential Negotiations
• Job and Industry Specific Knowledge
• Develop and maintain an in-depth understanding of Dignity Health’s strategy, and specifically its cost, growth, quality, integration, connectivity and leadership objectives, to effectively partner with leaders regarding operational and people strategies
• Partner with Human Resources leaders to implement and manage an integrated people strategy and project initiatives consistent with Dignity Health’s overall strategies
• Respond to workplace complaints. Conduct and/or oversee sensitive Human Resources related investigations, evaluate and analyze results and make recommendations to resolve issues
• Overcome obstacles that hinder the development of the Human Resources function as a Business Partner fully integrated into the operational and strategic objectives of the organization
• Diagnose and determine the scope of organizational issues. Participate in and/or advise on transition and organizational change initiatives. Develop and lead implementation of Human Resources solutions. Ensures that leadership has the competencies and tools needed to effectively achieve its strategic objectives. Partner with leadership to ensure leaders understand their role and have the tools and resources to effectively drive change
• Develop, implement and oversee education/training programs and vehicles that support strategic objectives and address Human Resources related operational regulatory and compliance requirements
• Minimum 5 years progressive management experience in Human Resources or related field is required
• Previous Healthcare experience is strongly preferred
• HR Project Management Experience
• International Human Resources Experience
• Labor Relations/Employment Law and Regulatory
• Bachelor’s Degree, preferably in Human Resources, Industrial Relations, Organizational Development or a related field, or equivalent experience
• Advanced degree in a relevant field strongly preferred
• Establish HR strategies to meet business objectives. Drive a culture of performance, results and positive employee relations
• Drive and improve HR processes across all client groups. Drive and deploy corporate and PeopleID/PDC HR initiatives, procedures and policies. Partner with the PeopleID/PDC leaders to execute staffing processes at all levels within the business and develop staffing strategies to ensure a robust pipeline of quality candidates
• Partner with and coach PeopleID/PDC leaders to execute talent and organizational development initiatives to elevate management of talent programs, succession planning, and leadership development
• Partner with the Compensation and Benefits leader to execute competitive global compensation, benefits, and reward and recognition programs
• Partner with the Communications leader to direct the planning and maintenance of communications as required
• Global mindset and approach – demonstrated ability to manage the complexities of global workforce; develop and implement processes and procedures for global application
• Multi-Plant, Multi-Geography HR Responsibility – international experience preferred
• Bachelor’s degree Human Resources Management or a Business related discipline preferred; Master’s degree in a related discipline is desirable
• At least 8 years of relevant experience in a Human Resources Business Partner and HR Program Management functions
• Proven success working with senior leaders in a highly matrixed and/or global structure
• Global point of view; experience and success in driving teams and initiatives in a global organization
• Demonstrated success designing and implementing changes using a consistent framework of reference
• Exceptional influencing skills
• Guide, and mentor a team of HR Business Partners aligned to their respective groups as they strive to facilitate HR Operational excellence on behalf of each business
• Leverage strong organizational development and change management expertise to create and provide the right resources to meet our business, culture and employee needs
• Co-create and design effective engagement strategies and act as a trusted advisor and internal consultant for leaders, managers, and employees throughout the implementation and lifecycle of those programs
• Ensure the business defines, attracts, develops, and retains high-quality talent at all levels to support the growth objectives, opportunities, and strategies of the company
• Work with leadership to evaluate and define skill assessments and forge clear paths and processes to close any identified gaps
• Partner across the HR Organization with the heads of Talent Acquisition, Rewards & Operations and Operational Development
• Bachelor’s degree in human resources, business, or related field
• 8-12 years of progressive Human Resources experience and a proven track record of operational excellence
• Highly-motivated, driven professional who works with the highest level of integrity and has a proven track record of success in leading a team and coaching Business Partners
• Extensive experience individually aligning with a business as a Business Partner; preferably sales, client service and/or product development
• Experience within a technology company strongly preferred but not required
• Align business support (HR) strategy with business needs in order to develop and drive results
• Improve senior leader/manager capabilities through coaching and implementation of various methods of leadership development
• Foster a culture of engagement and empowerment that values diversity; Establish trust and credibility with management and employees
• Use business data to measure success. Analyze business trends and develop proactive, strategic solutions to support overall business objectives
• Partner with senior leaders to define, execute and monitor talent management strategy & processes necessary to support the business units. This includes building a robust slate of internal candidates for critical leadership roles, diagnosing and developing specific plans to address talent gaps, and ensuring a short and long term talent pipeline exists to support movement and growth
• Drive change management efforts at both the organizational and individual level as needed
• Partner with other HR business support team members to ensure alignment and to create a strong, cross functional team
• Partner with expertise centers to solve business problems and to execute on corporate initiatives
• Proactively assess, and create short term solutions to business needs while also solving for long term problems through root cause analysis and improvement
• Develop a team environment that values diversity and leverage individual strengths to the benefit of the team as a whole
• Facilitate communication among employees and management. Guide managers and employees on problem solving, dispute resolution, regulatory compliance and litigation avoidance
• Lead employee relations resolutions and investigations pertaining to issues such as harassment allegations, disciplinary actions and employee grievances
• Objectively coach employees and management through complex, difficult performance issues by acting as a neutral advocate
• Facilitate the performance management process, including ensuring effective and consistent performance and development discussions are held and counsel managers through compensation decisions
• Develop, lead and implement HR projects that drive business value
• Partner with recruiting and business managers to ensure success in attracting, hiring, and retaining high level talent that is a good fit for our culture and is aligned with organizational needs
• Ten (10) plus years of broad-based Human Resource generalist experience
• Experience with organizational development, change management and leadership development
• Experience in employee relations and strong knowledge of employment law
• Previous experience in a corporate environment working with operational and support groups to achieve business objectives
• Experience providing leadership and HR support across multiple geographic locations
• Strong computer skills, including Microsoft Office and proficient with HRMS systems (JDE)
• Strong consultative and facilitative skills
• Demonstrated competence in variety of HR functional areas including organizational development and effectiveness, talent assessment and management, employee relations, performance management and coaching
• Strong influence, negotiation and coaching skills
• Critical thinker with demonstrated success in developing and implementing innovative solutions to business needs
• Ability to manage a range of complex issues and prioritize projects concurrently
• Ability to develop business/financial acumen to better understand the business's economic and financial value drivers
• Restructuring, M&A, and organizational diagnosis experience preferred
• Serve as the lead HR resource for the LA office; understanding and maintaining the office culture, needs of the business and align HR strategies with business strategies; direct management of HR coordinator in LA
• Build and maintain trusting relationships with LA executives in order to be seen as an integral business partner to the success of their business
• Provide oversight and direction in the handling of complex employee relations matters, ensuring compliance with all applicable employment laws and regulations, particularly CA state laws
• Provide management coaching to build leadership capabilities to address and resolve employee relations issues
• Ability to source, recruit and on-board talent including talent pipelining for critical areas of the business
• Partner with other HR team members and HR disciplines to champion HR initiatives within the LA office that support the success of the organization’s growth and reinforce a collaborative, aligned, and engaged culture
• Assist with employee communication initiatives within customer groups and provide advice on performance and related issues
• Play key leadership role in implementing workforce planning, succession planning, career management, and performance management to support the division’s growth plans
• Provide compensation support including salary planning, approval of salary actions, promotions, and job re-leveling
• Implement effective strategies to enable the organization to thrive through periods of change, and provides group and one-on-one coaching with managers and employees to support leadership development, business decision-making, human resources management, problem solving and performance management
• Build management capability to facilitate an open and inclusive environment that increases team member engagement
• 10+ years of directly applicable HR experience in a progressive and fast-paced environment
• Previous experience working in entertainment/media, particularly in a studio or production environment is a plus
• Must be well-versed in California state law and regulations
• Demonstrated advanced understanding and application of Human Resources areas including Talent Management, Employee Relations, Employee Engagement, Organizational Design, Compensation, Talent Acquisition, and Change Management
• Demonstrated advanced client focus, judgment, analytical skills, critical thinking and attention to detail
• Strong ability to work in a matrixed organization, with excellent communication skills (both written and verbal) so that fluid communication with business partners (locally and in NY) is maintained
• Strong business acumen, including strong problem solving skills, critical thinking, and business analysis skills
• Demonstrated ability and experience working effectively in a self-directed, proactive, results-oriented, matrixed, fast-paced environment across all levels
• Manage cost effective recruitment and selection activities in conjunction with Recruitment Manager to insure a pool of qualified candidates for every open position
• Manage salary administration programs including merit increases, promotions, budget forecasts, performance appraisals, etc.; maintain all related records
• Manage and coordinate separations from employment; conduct exit interviews
• Facilitate corporate training programs with Head of T&D, to support individual, management and functional development activities; monitor effectiveness of programs; may assist in developing in-house programs
• Coordinate and/or conduct on-site training and related training records
• Other duties as assigned and travel as required
• Effectively and diplomatically translates Trinity Meyer Utility Structures business strategy and objectives into goals, plans and tactics that are aligned with business imperatives, while ensuring compatibility with enterprise values, ethics and policy
• Oversee and improve the performance management process: job specs/requirements, review process, staff ranking, individual development plans, compensation, promotions and recognition
• Counsel or coach business leaders regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline, and/or terminations in line with local culture and the business and legal environment
• Work with operations leaders to grow employee confidence and morale by offering improved onboarding, in addition to continuous improvement training and development opportunities
• Improve reporting structure fluidity and line of communications to maintain an environment of “informed employees”
• Minimum of 10 years of leadership experience in Human Resources
• Experience with labor relations, supporting grievances and negotiating contracts
• Demonstrated track record of being a decisive leader with the objective of maintaining alignment with the operating division
• Possess superior written and verbal communication and presentation skills
• Ability to analyze complex problems quickly , develop and implement solutions
• Ability to assess risk and develop Human Resource plans and programs to mitigate liability and ensure operational success
• Demonstrated ability to bring process, structure and clarity without instituting bureaucracy or slowing the organization’s momentum or adversely affecting an entrepreneurial culture
• Highly motivated team player with a “can do attitude”
• Ability to exercise sound judgement
• PHR, SPHR & GPHR designations highly desired

Director Human Resources Physician Svcs Resume Examples & Samples

• Provides leadership and direction to the human resources staff ensuring competent and creative delivery of professional services. Supports the development of the human resources staff to effectively partner with management and serve as subject matter experts. Provides guidance and oversight for the human resources management team within the various unites of the division
• Plans and coordinates human resources policies and practices. Promotes good employee relations principles. Acts as liaison between human resources, the workforce, and management
• Utilizes staff resources to plan methodologies for effective implementation of recruitment/retention strategies, workforce planning and succession planning initiatives
• Provides guidance and supports operating management on the development of employee and labor relations strategies and programs with an emphasis on Patient & Family Centered Care and Workplace of Choice, and that are consistent with the Just Culture philosophy. Provides advocacy and support for both staff and leadership in the resolution of workplace issues
• Serves as a member of the divisional leadership team and partners with Corporate Human Resources to ensure human resources services are aligned with the strategic business imperatives of the division and Beaumont Health
• Partners with key stakeholders in the areas of talent management and total rewards to implement best practices in compensation programs, succession planning, and work force development and performance management
• Ensures adherence to all regulatory, diversity, and compliance requirements, including Affirmative Action. Maintains appropriate record keeping, organization statistics for administrative and regulatory purposes
• Attends meetings and participate on committees as required. Maintains professional affiliations as appropriate and participate in professional activities to keep abreast of development in the profession. Performs other related functions as required and/or directed
• Develop, deliver and drive the company’s organization culture of greatness that emphasizes continuous improvement, teamwork, high performance and quality
• Participate in the development of the Company’s plans and programs as a strategic partner but particularly from the perspective of the impact on people
• Collaboration with corporate teams in the development, evaluation and deployment of new programs and plans
• Partners with Corporate and other Sonova group company HR teams as the business executes its global growth strategies
• Coordinates with corporate HR on matters of regulations, industry trends, practices, new developments, applicable laws pertaining to human resources and coordinating integration and alignment to the business
• Develop talent acquisition strategies and implementation plans and programs to identify talent within and outside the corporation for positions of responsibility including identifying appropriate and effective external sources for candidates for all levels within the company
• Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps in the areas of talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the business of the Company and retail healthcare industry
• Continually assess the competitiveness of all programs and practices against the relevant comparable companies, industries and markets
• Coordinate and deliver the programs and change management strategic HR plans as outputs of partnered projects involving all Sonova GC’s
• Evaluation of the human resource structure to ensure efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible) for individuals
• Partners with executive leadership on organizational design and development, including acquisitions, integrations, divestitures and restructures
• Healthcare HR experience, preferred
• Retail HR experience, preferred
• Proficient computer skills with word processing, spreadsheet, email and presentation software; Microsoft Word, Excel, Outlook and PowerPoint
• Ability to interact within a team environment across all levels of the organization
• Ability to multi-task and work under the constraints of deadlines
• Superior people management skills, including coaching and counseling skills
• Demonstrated leadership ability
• 7+ years of experience in Human Resources, including executive leadership experience
• Minimum 10 years of experience in successively challenging senior HR positions with deep knowledge of manufacturing operations
• Previous managerial leadership experience required
• Currently operating at an HR Director level
• Depth and breadth of experience as an HR generalist in a non-union environment
• Solid understanding and knowledge of Human Resource practices in recruitment, organization development, policy administration, benefits, training and associate relations
• Comfortable and capable seeing the big picture; able to think conceptually and strategically, yet deliver measurable results as a “hands-on” contributor
• Capable of managing multiple challenging assignments concurrently; moving swiftly and decisively, but collaboratively and effectively with others
• High energy and self-motivated; confident leading change
• Ability to persevere with resilience in the face of challenges and adversity
• Strong project management and presentation skills
• Excellent working knowledge and experience with MS Office is required

Director, Human Resources Osss & DSF Resume Examples & Samples

• Supervises and is responsible for the organization and direction of all personnel actions: H bank, E bank and Z bank, including appointments, terminations, resignations, fingerprinting, supervision of the administration of health and welfare of all personnel, leaves of absences, placements, promotions, transfers, and reinstatements
• Maintains and refines position classification for managerial and non-managerial titles which involves development of job descriptions, analysis of job responsibilities, and comparison to related job titles and duties involved
• Manages the Table of Organization related to headcount of positions. Serves as The Chief Executive’s advisor on matters pertaining to a wide variety of subjects, including labor management and negotiation issues, management of labor, cost savings, and reductions to overall budgets and expenditures
• Serves as a member of the senior staff within the Office of School Support Services and the Division of School Facilities. Sets policy and makes recommendations regarding operational efficiencies. Through organizational knowledge and critical thinking, effectuates positive change within the organization
• Directs all human resources functions related to the Division of School Facilities. Oversees hiring, processing, and payroll of all DSF staff and oversees HR functions related to the School Construction Authority. Preserves and enhances internal procedures related to HR
• Researches and responds in an effective and timely manner to inquiries from other offices within the Department of Education for complex information requests related to law suits and Section 75 charges. Serves as a member of a larger team putting forth cases against civil service employees for charges such as poor work performance and other work-related issues
• Oversees the work carried out by the Timekeeping Unit, which includes distribution of over 1,300 bi-weekly annual checks, payroll processing and inquiries, on line functions, W-2 inquiries, time balances, and payroll deductions; expedites the resolution of payroll problems; ensures proper laundry reimbursement; ensures proper payroll processing of teachers, student apprentices, and seasonal employees who work during the summer program totaling over 1,200 additional summer employees
• Serves as chief subject matter expert on human resources processes related to enhancements of personnel and payroll functions throughout the Department of Education
• Coordinates and directs grievances for Office of School Support Services employees, personnel performance conferences, Step I, II, III hearings, technical assistance conferences, and arbitrations. Represents SchoolFood with employee and labor relations matters, labor management meetings and conferences; makes recommendations to the Chief Executive Officer for terminations and suspensions; interprets rules, regulations, and contractual agreements; clarifies and enforces policies throughout the Office of School Support Services
• Responsible for staffing of all personnel within SchoolFood, which includes implementation of an advanced staffing program that enables Personnel to readily see each employee who works within the organization on line, and an extension of this program which will integrate systems outside the organization into the staffing system
• Responsible for the development and implementation of comprehensive recruitment of personnel, selection and training programs for office and field personnel related to food safety; coordinates training and issuance of food handling certificates to all cooks, assistant cooks, and food service supervisors within the field; oversees evaluations of new school food service managers, managers within the profile system, and substitute and promotional employees
• Responsible for the development and updating of manuals and forms to ensure better communication among units and between the field and headquarters, resulting in tighter records of active employees
• Establishes and maintains a coordinated and compatible relationship between the Office’s personnel operation and the various bureaus/offices of the central board designed to expand, improve, and enhance personnel administrative operations; is involved with development committees to enhance personnel procedures throughout the Department of Education
• Organization Design, Development and Change
• Performance Management Planning
• Compensation consulting and calibration
• Employee Engagement Survey review and action planning
• Position can be based in one of the following locations (1) Fort Washington, PA; (2) Plymouth, MN; or (3) Newark, NJ or Jacksonville, FL
• Helping assess and diagnose the needs of the business partners in order to ensure effective HR support
• Partners with VP, Human Resources on HR programs, practices and key initiatives to drive business results
• Supporting business objectives by working with manager and directors on development, role clarity, transition management and effective practices; helping lead initiatives aimed at creating, effectively managing, valuing, retaining and leveraging a diverse workforce
• Assuming responsibility for specific topical projects as assigned by VP, HR
• Experience in various HR disciplines and in emerging practices and developments
• Relevant experience as HRBP, Generalist or Employee Relations Specialist
• Global client support and Apparel/ Retail/ Consumer Goods industry experience (preferred)
• Experience working in a large, complex matrixed organization (required)
• Previous experience as an HR strategic partner to Supply Chain business functions (highly desired)
• Project management experience (required)
• Consulting and HR change management experience (desired)
• Previous experience developing “people-strategies” and driving transformational org change initiatives
• Experienced in Compensation Planning, Succession Planning, Performance Review Process
• Familiarity of Workday HR systems (nice to have)
• Strategic thinker, hands-on business partner with strong work ethic
• Drive execution, alignment and delivery of all HR services in assigned client groups. Manage and track quality of service delivery, including regular client feedback
• Support the business with organizational change and development, influencing leaders to address complex organizational design issues where required for business success
• Develop high-performing partnerships with the broader HR team, Talent Acquisition, Talent Management, Finance and other critical partners across the firm
• Partner with the business on all key talent decisions, providing HR advice, consulting and expertise. Leverage subject matter experts from across the HR function as needed
• Manage Employee Relations working with legal counsel, HR leadership and other key stakeholders on the identification, escalation, risk mitigation and resolution of employee relations issues
• Proactively partner with managers and HR team to give advice and counsel to business leaders including interpretation regarding employee practices, policies and procedures
• Act as the primary interface with the HR Decision Support team for issues and inquiries which relate to assigned groups
• Partner with Finance and Compensation and Benefits teams on the execution of the annual compensation cycle as well as identified compensation, personal wellness and financial wellness issues in assigned groups
• Understand and implement inVentiv Health's compensation philosophy and processes, ensuring tight alignment of specific compensation decisions
• Partner with the Director of Staff Development and the Talent Management team to assess, define and execute the development needs of assigned businesses
• Help design and manage the annual Talent Agenda for inVentiv Health Commercial Division, aligned with the firm wide Talent Agenda, priorities and objectives. Leverage and track critical metrics to assess performance against objectives
• Support clients in the execution of inVentiv Health's annual talent practices, including performance management, talent review, succession planning, promotions and development
• Facilitate talent review and succession planning discussions and drive ongoing follow-up and updating of succession plans
• Provide expert counsel and coaching to support business leaders in their roles and with their own development
• Work with the Talent Acquisition team to ensure delivery of effective hiring and resourcing plans, and attract the most talented, skilled and diverse workforce by cost effectively leveraging inVentiv Health's strong employer brand
• Facilitate and supervise the campus recruiting program
• 10+ years' progressive experience within HR BP/Generalist role along with prior leadership experience; background in Consulting industry a plus
• Demonstrated expertise and experience in a consultative capacity to senior business leaders shaping organizational strategy, goals and alignment
• The ability to execute firm-wide talent initiatives with excellence in a fast-paced, global corporate environment
• A proven ability to build and sustain high performing partnerships, both locally and globally
• Familiarity with HR reporting; experience analyzing and presenting findings to the business as well as tracking and disseminating key HR data
• A Bachelor's Degree; certifications and course work in specific areas of HR expertise preferred
• Strong client relationship management and consulting capabilities
• Analytical skills and ability to come up with creative solutions to changing demands: anticipating the local, regional, global impact
• Proficiency with MS Office applications and HR systems including PeopleSoft
• The drive for self-development, the ability to collaborate, and an action-oriented work ethic
• Drive execution, alignment and delivery of all HR services in assigned client groups.Manage and track quality of service delivery, including regular client feedback
• Partner with the business on all key talent decisions, providing HR advice, consulting and expertise.Leverage subject matter experts from across the HR function as needed
• Help design and manage the annual Talent Agenda for inVentiv Health Commercial Division, aligned with the firm wide Talent Agenda, priorities and objectives.Leverage and track critical metrics to assess performance against objectives
• Drive core HR processes including performance management and differentiation, management resource review (MRR), succession planning, salary planning, and incentive compensation; partner with HR COE’s for guidance
• Participate/Lead Aerospace and/or Corporate teams; implementing change initiatives e.g. exit/stay, optimization of organization design, development of COE’s,
• Assist in organization assessments, respond to employee feedback, and develop action plans along with client leaders to drive employee engagement in a global environment
• Manage employee/labor relation issues, and serve as the investigative resource, coordinating with legal counsel on all related issues and litigation in a complex global environment
• Anticipate and identify ongoing and future business capability needs and direct the development of skills to support business requirements through staffing, talent development, performance management, and succession planning processes
• Partner with leaders to develop and grow effective leadership teams. Use coaching, communications, consulting and influencing expertise to develop strong leadership behaviors
• Partner with the leadership team to identify and address human resource needs, effective resource utilization and organizational alignment
• Lead census management and staffing planning across the business/function
• Partner with the Staffing COE to ensure flawless execution of staffing processes at all levels, including UR
• Actively partner with function leaders to establish, implement and monitor short term and long term strategies for driving business results
• Align HR and business strategy
• Evaluate the current HR organization and develop a strategy and time-bound plan to further integrate the HR initiatives, practices, and processes within the Buildings business North America organization to drive “One Johnson Controls”
• Serve as a key advisor to both business and HR leaders by building trusted relationships, learning the businesses, and partnering to architect the Johnson Controls of the future. Additionally, build authentic relationships across the company by demonstrating trustworthiness, business acumen, and results
• Collaborate with a professional HR staff across talent acquisition, compensation, benefits/total rewards, HCM technology, employee labor relations, strategic organization, and policy
• Determine the best operating model to help ensure all HR transactions are effectively executed across the organization during a time of change, and that HR-related M&A processes are refined to support long-term business goals
• Develop the best and brightest leaders in each of the industry segments
• Involvement in succession planning, and succession management across the Buildings Business - North America
• Ensure accountability for performance management
• Build-out of a manager self-service model which will increase the decision-making autonomy of managers, requiring less oversight from senior leaders across the organization
• Commercially-minded HR leader with 7-10 years of relevant experience across the HR functional chairs, with a focus on integrating and developing top talent within a high-performing, global company
• Successful business partner known for leading accountability across a results-focused company, with a visible commitment to mission, core values and operating principles
• Skilled HR architect, leveraging, building and integrating people and businesses
• M&A capability, with the experience to offer advice on new opportunities, and efficiently on-board acquisitions as they occur
• Has led successful talent management initiatives that become part of how the organization does business
• Prior experience supporting a technology driven employee population is highly desirable as is experience with large field operations
• A bachelor’s degree is required, and an advanced degree is preferred
• Outstanding communication skills and a transparent disposition
• Analytical thinker with intellectual agility and innate curiosity
• Change agent with the ability to concisely articulate strategy and vision, align people and process, and drive execution to achieve the desired results
• A leader with growth DNA, high energy, results-orientation, resourcefulness and capability to quickly learn the businesses. At the same time, s/he understands that building personal credibility will take time and will initially be judged by each decision or action
• An individual of unquestionable integrity, who will be viewed as credible and trustworthy, both within the company, as well as with customers, vendors, and shareholders
• Able to work with others as a team player within HR and also with executives who may (at times) have competing agenda’s
• Leads courageously, acts with integrity and moves easily between shaping strategy, visionary thinking and execution
• Thought Leadership
• In partnership with the Global Head of Talent Management and her team, lead end-to-end talent management across the organization, which includes
• Attracting, retaining and developing the best and brightest leaders in each of the industry segments
• Succession planning, and succession management across Security Installation and Services North America
• Commercially-minded HR leader with 10- 15+ years of relevant experience across the HR functional chairs, with a focus on integrating and developing top talent within a high-performing, global company
• Provide first-line support for Company owner associates and all resources
• Partner with leadership team to implement the business strategy and to develop staff
• Provide timely and sound consultation on organisational design and culture change while
• Rigorously pursue own learning and understanding of the Company, its products, technology,
• Strong understanding of process and workflow as well as technology and tools that enable
• Effective meeting manager that drives clear, understandable agendas and action plans as
• You will design HR policy and strategy for European Air Transport Leipzig GmbH, covering, for example, labor agreements and compensation and benefits for groups such as pilots
• As director, you will implement EAT’s policies, conforming to DHL Express strategy, at EAT Leipzig GmbH and EAT Brussels GmbH
• Your specific responsibilities will range from recruiting and retaining employees to representing the company in negotiations with work councils, as well as in maintaining contact with authorities and national insurance (government audits)
• Serving on the Senior Management Team for HR issues, you will advise EAT Leipzig GmbH management
• You will be responsible for the company’s staff and social issues, thereby strengthening network culture and improving employee performance

Corporate Director, Human Resources Resume Examples & Samples

• Assists in planning, developing and implementing HR strategies in support of the business strategy such as employee relations, compensation, benefits, talent management, succession planning, performance management, HR policy, talent acquisition and training
• Manages of HR projects and/or programs as assigned
• Develops HR communications strategy and vehicles to support the needs of the organization
• Analyzes trends and HR metrics to develop solutions, programs and policies necessary to drive company results
• Manages HR vendor relationships as needed
• Drives enterprise wide HR and talent management programs and processes to ensure we attract, retain, motivate and develop talent and to ensure fair and consistent treatment of employees in all aspects of employment focusing on driving high employee engagement
• Partners with business leaders to create and drive the human capital strategy within the organization and in alignment with the overall business strategy
• Consults with business leaders to develop strategic workforce plan in line with the function or business strategy, helping identify and develop next generation of leaders
• Develops comprehensive change management strategies to guide the function from current to future state, anticipating challenges and recommending solutions for complex problems
• Analyzes trends and metrics in partnership with the HR team to develop solutions, programs and policies
• Resolves ambiguous, confidential and sensitive situations and issues of a complex nature while providing flexible solutions
• Other activities and projects assigned as needed
• Minimum of 8-10 years of progressive HR generalist related work experience with demonstrated proficiency in employee relations, compensation, benefits, talent management, communications and change management
• Strong business acumen and the ability to effectively implement HR strategies to support business goals
• Strong communication and presentation skills both verbal and written
• Excellent project management, organizing and planning skills
• Ability to deal effectively with people, communicate clearly (verbally and written), and exercise sound judgment in a manner consistent with the essential job functions
• Master in HR or Business preferred
• Partner: Participates as part of the operational leadership team of assigned business unit or service line
• Strategic Alignment: Works collaboratively with designated partners to support and maximize operational performance with particular attention to those activities that lead to the successful accomplishment of organizational strategic priorities and goals
• Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals and objectives
• Strong understanding that to build a highly successful organization capable of delivering extraordinary results foundationally starts with people at heart of the business. This individual must be able to bring deep business acumen and the executional know how of building and growing businesses globally through the ongoing development and supports of its people
• Ability to match effective HR strategies with business goals and articulate a practical vision for global change as well as the ROI for HR initiatives
• Significant depth of experience in Organizational Design, Compensation, Talent Management, and Talent Acquisition/Executive Recruiting
• Demonstrated ability to develop and implement innovative cultural and structural change and global solutions
• Experience in a high profile, strategic HR role with heavy executive-level interface and a high degree of executive influence
• Ability to partner with leaders on plans related to acquisition integration, including developing and executing against a holistic integration roadmap
• Strong analytical background with experience delivering data-driven presentations to key business leaders
• Serve as the HR leader and business partner to the FDF Operations and support teams. This includes proactive planning, coaching, and strong HR generalist expertise
• Lead a team of (4) HR Business Partners (HRBPs), (1) Talent Acquisition Manager, (2) Training Managers and (1) HR Projects Manager who are responsible for executing HR best practices in their respective disciplines
• Strong focus on creating positive working environments with a union-free workforce and ensuring management and associate relations remain collaborative and supportive
• Partner with Panera Support Center HR to implement talent management strategies that align with overall business needs and Paneras future
• Working with the organizational development function, implement strategies to improve team and business performance
• Enhance the FDF culture by aligning on-boarding processes with Paneras Concept Essence and Cultural Values
• Prepare and manage annual FDF HR budget, implement cost effective initiatives that drive performance and plan for expenses accurately and timely
• Handle employee and labor relations within compliance guidelines including education, training and audit controls
• Serve as a key business partner with Panera Support Center and FDF leadership to provide the people strategic focus and perspective for the purpose business planning
• Consult, advise and counsel, as needed, with FDF leadership and Regional HRBPs on employee relation issues to ensure fair and equitable treatment all FDF associates and management staff. Ensure adherence and compliance to legal guidelines
• Provide proactive coaching, counseling and guidance to the Regional HRBPs FDF management in areas of HR best practices, policy interpretation, employee relations, compensation and benefits, training/learning development, and proactive conflict resolution
• Assist Regional HRBPs to mediate conflict with FDF management and associates
• Ensure appropriate recruiting and selection strategies, programs, systems and metrics are developed and implemented to support FDF people needs
• Partner with FDF Operations Management to drive FSMA regulations and standards
• Oversee employee development programs to ensure talent acquisition and succession planning are developed and maintained
• Provide human resources development to Regional Managers and their management teams
• Ensure compliance of all federal, government, state, local and safety/OSHA regulations
• Assess, evaluate and develop HR best practices, programs and systems to support FDF operations
• Develop HR strategic plan and initiatives that are aligned with the FDF business objectives, along with accountabilities and performance measurements for HR staff
• Ensure that HR programs, practices, processes and systems are consistent across all FDF operations
• Plan and communicate mid-year and annual performance review and development process for FDF operations
• Bachelors Degree in Human Resources or related field and/or equivalent professional experience preferred. SPHR certification preferred
• Minimum of 8-10 years of senior HR management experience; preferably in a large multi-location QSR/food/beverage manufacturing environment
• Demonstrated track record of delivering measurable HR results to effectively identify organization needs to design and implement appropriate systems, programs, and practices to support business needs
• Excellent interpersonal and communication skills including the ability to collaborate cross functionally, build and manage relationships with key stakeholders; influence management, and transfer knowledge to build capabilities
• Strong management and supervisory experience of remote field HR staff
• Strong planning, time management, organization and problem-solving abilities
• Proficient in MS Word, Excel, PowerPoint and Outlook
• Vendor selection and management and oversight of RFP/RFI process
• This position will require up to 50% of travel
• Provides direction for ConAgra Foods domestic and international health, welfare and retirement philosophy
• Partner with HR shared services in the executional excellence of our benefit programs and policies
• Work with and influence senior management on plan design(s) and policy opportunities
• Develop and implement a multi-year strategy that positively impacts our employees and market competitiveness
• Develop and design defined benefit and defined contribution plans, qualified and non-qualified. Maintain currency on contemporary design and trends
• Partner with internal and external resources to develop a strategic integrated wellness platform
• Advance the benefits communication strategy to an integrated, relevant long-term engagement solution for our employees and their families
• Develop and manage relationships with customers and third party administrators, consultants, outside legal support and actuaries
• Negotiate vendor service agreements including competitive pricing and performance guarantees
• Performs due diligence work and transactional integration for acquisitions and divestitures
• Develop and adhere to KPIs on the performance and effectiveness of our benefit plans
• Assures compliance with provisions of ERISA, Internal Revenue Code, FASB and other regulatory compliance guidelines
• Provide leadership in the development and implementation of a labor benefits strategy
• Provide consultation services and support to HR
• Minimum of 10 years experience in benefits, including wellness and retirement plans
• Undergraduate degree required and graduate degree preferred
• Knowledge of ERISA law and regulations
• Knowledge of IRC and SEC regulations that relate to DB and DC plans
• Knowledge of FMLA, USERRA and other laws relating to leaves and vacations
• Excellent oral, written and mathematical skills
• Competency using Microsoft Word, Excel, Powerpoint
• Leadership and managerial skills
• Ability to manage outsourced record keepers, trustees and consultants
• Ricon, San Fernando, CA - HR, Payroll, Safety
• Wabtec Passenger Transit (WPT), San Fernando, CA – HR, Safety
• Ricon, Elkhart, IN – HR, Payroll, Safety
• Turbonetics - Moorepark, CA - Safety
• Precision Turbo and Engine – Hebron, IN - Safety
• Oversees the payroll function for 145 employees in five states
• Oversees the safety function for 5 different business units in two states
• Develops effective solutions to business problems and concerns
• Provides helpful coaching and advice to executives, managers and employees
• Establishes efficient HR policies and procedures. Proactively keeps top management advised of new HR laws and their impact to the business
• Ensures the organization’s ongoing compliance with employment laws and regulations
• Provides leadership and guidance to supervisors/management regarding employee relations issues. This includes general training on personnel issues and assisting supervisors/managers on specific difficult personnel issues
• Establishes and maintains procedures and systems for processing payrolls and maintaining personnel records. Ensures accurate payroll processing, including appropriate maintenance of employee records in the HRIS system
• Provides leadership and training in areas of an efficient organizational structure - written job descriptions, effective personnel evaluation procedures and forms, etc
• Recruits, selects, and orients new employees for the organization in partnership with the hiring manager
• Administers performance review and salary administration programs to ensure effectiveness, compliance, and equity within organization
• Administers benefit and leave programs in compliance with company policy and state and federal regulations
• Strong leadership skills, with the ability to influence change
• Demonstrated experience in managing and improving Human Resources practices and processes
• Broad knowledge of CA-specific human resources laws and regulations
• Bachelor's degree from four-year college or university preferred; and seven to ten years of related experience in HR functions, preferably in manufacturing; or equivalent combination of education and experience
• Five years of experience in managing Human Resources and Safety/EHS Staff
• Five years of experience in HRIS – Workday experience a plus
• Five years of experience in managing/processing payroll
• Specific experience in drafting and implementing HR policies and procedures
• Bi-lingual, fluency in both English and Spanish
• PHR or SPHR certification strongly desired
• Provide high-level consultation to managers in a variety of HR-related areas, including organizational development, performance management, workforce planning, recruitment and retention, and compensation administration
• Review and approve site-specific human resources policies and procedures, ensuring consistency with corporate policies, procedures, practices, and programs
• Direct the local rollout and administration of corporate human resources programs, policies and procedures, including orientation, training and corporate benefits and compensation programs
• Work in conjunction with site Human Resources to encourage Human Resources as the source for guidance, including interpretation of Human Resources policies, procedures, practices, and programs
• Serve as recruiter for management and senior-level positions as required. Screen applicants; interview candidates; process verbal and written job offers; arrange relocations as necessary
• Partner with legal and other SA HR in support of cross-functional, cross-site and/or cross-border HR-related activities
• Partner with specialty corporate HR functions, including benefits, compensation and learning/organizational development to ensure appropriate support of assigned businesses
• Manage HR staff and provide training and development as appropriate
• Perform personnel management activities related to assigned subordinates such as: scheduling, personnel actions (hiring, promotions, transfers, etc.), training and development, providing regular direction and feedback on performance, disciplinary actions and preparing and delivering annual performance and salary reviews
• Develop short- and long-range departmental objectives, organizational structure, staffing requirements and succession plans
• Integrate activities with those of other major organizational units (e.g. segments, departments, functions)
• Develop and recommend departmental budget and authorize expenditures
• Ensure adherence to pertinent regulatory requirements and to departmental policies, practices and procedures [SOPs, safety procedures and biosafety protocols]
• Ensure optimum performance of group function. Recommend and implement techniques to improve productivity, increase efficiencies, cut costs, take advantage of opportunities, and maintain state-of-the-art practices
• Education: Bachelor’s degree (B.A./B.S.) or equivalent in Human Resources or related discipline
• Other: Excellent project management, negotiation, writing, and oral communication skills are required
• Drive culture change needed to achieve business objectives (leader effectiveness, organization design and employee engagement) to enable better speed, agility, responsive, risk-taking, and growth culture mindset
• Ensure more local, decision-making and ensure fulfillment of HOS Gold driving enabling more authority and resources/direct-line reporting under our Gold Enterprises
• Drive the coordination and completion of the Aero HOS Gold Enterprise Management Resource Review (MRR) and applicable MRR in Electronic Solutions
• Design and implement HR strategies with strong program management skills to support the long-term business goals and objectives of Electronic Solutions
• Proactively support HR transformation through HOS for HR and partnering with One Country, HR Centers of Excellence and the HR Services organization to successfully transform the HR service delivery model while enhancing effectiveness and reducing cost
• Deliver compensation, organizational design and strategies for workforce planning/deployment, and retention to address the current and future needs of the business while ensuring a diverse workforce
• Handles competing priorities skillfully and is proactive with strong communication skills, using data to resolve issues
• Minimum of three to five years of Human Resources Management experience, preferably in healthcare
• Ensures compliance with state and federal regulations when setting policies and procedures and in dealing with daily employee situations
• Is responsible for oversight of all HR office operations; benefits, recruitment and retention, workers compensation, staffing and wages, employee relations
• Ensures that the hospital is compliant with The Joint Commission, state and federal standards
• Manages and monitors WC claims and costs; Investigates all EE accident claims and provides follow-up intervention; Directs case management of hospital EEs for work-related injuries; Manages light duty assignments & return to work program; etc
• Acts as a liaison between corporate HR and Hospital Management
• Works with the management team to identify training opportunities and areas for development
• Develops and reports on data for various committees (Board, Quality Council, Safety)
• Serves as a resource to department managers and other employees
• Works as a Senior Leader that is responsible to help create an environment and culture that enables the hospital to fulfill its mission
• Manages and monitors Workers’ Compensation claims and costs
• Investigates all employee accident claims and provides follow-up intervention as needed, in accordance with hospital policy and Workers’ Compensation laws
• Directs case management of hospital’s employees for work related injuries and illnesses
• Manages light duty assignments and return to work program
• Organizes, plans, and manages time effectively to complete assignments
• Meets position requirements and performs essential functions
• Completes mandatory training and courses required by completion date
• Reports questionable situations, concerns, complaints or harassment immediately
• Collaborate with business partners to develop and execute functional talent strategies that support Old Navy’s annual and long-term plans
• Provide leadership and management coaching at all levels; assess appropriate development solutions/intervention strategies for talent needs within function, including individual, team and bench development
• Partner and build effective relationships within Old Navy and across Gap Inc.Use insights to guide business leader actions and strategies that result in high level employee engagement, commitment and performance
• Drive talent management and succession planning activities within the business. Pro-actively partner with the business and HR partners in Recruiting and Learning & Development to develop strategies to strength or fill gaps, as needed, to ensure a ready talent pipeline
• Strategy Thinking & Planning – Strong analytical and synthesis skills; able to extract key themes from disparate data points to develop a compelling story.Can weigh multiple aspects and impacts of an organizational issue/ opportunity and pull them together into a coherent and comprehensive strategy and plan
• Influence- Strong observation & influencing skills to provide leaders with candid observations; Able to build trusting partnerships and influence leaders at all levels to clearly understand their roles, business impacts & needs
• Business Acumen – Knows how businesses work, knowledgeable in current and future policies; is aware of how strategies and tactics work in the marketplace; uses business acumen to build credibility
• Dealing with Ambiguity – Can effectively cope with change; can decide and act without having the total picture, can comfortably handle risk and uncertainty
• Process Management- Can see opportunities for synergy and integration; good at figuring out the processes to get things done
• Strong Diagnostic & Decision Quality skills-Makes good decisions based upon a mixture of analysis (quantitative and qualitative), wisdom, experience and judgment. Demonstrates sound judgment skills – ability to assess risk and take appropriate action; able to manage competing priorities
• Composure-Is cool under pressure; can be counted on to hold things together during tough times; can handle stress and is not knocked off balance by the unexpected
• High level of comfort with most HR disciplines (compensation, benefits, OD, operations)
• Provide HR leadership for 20 manufacturing sites to deliver key HR processes including: staffing, organization design, talent management, succession planning, communications, employee relations, compensation and benefits, diversity initiatives, training and employee development
• Partner with Operations leaders to anticipate and lead organizational change, identify capability gaps and align HR resources to business objectives
• Build and maintain effective working relationships with managers, individual contributors and other key stakeholders to provide advice and counsel on employee-related and organizational matters
• Serve as business partner/facilitator, team builder, problem solver and creative pro-active change agent
• Assure compliance with corporate/government regulations and requirements
• BS/BA in Human Resources, Industrial Relations or related discipline
• Minimum 10 years progressive human resources leadership or related experience including manufacturing HR experience
• Business focused and knowledge of business strategy and key business drivers
• Willingness to travel 25-50% of the time
• Proven coaching, influencing, communication and facilitation skills
• Strong understanding of Federal and state laws and regulations
• Strong analytical and planning skills with ability to balance multiple priorities
• Results oriented, team player and excellent interpersonal skills
• Ability to work at multiple organizational levels and across diverse cultures
• Demonstrated experience/skills in leading change
• Technically proficient in Microsoft Office and other software
• Masters degree in related discipline
• Team leadership experience including managing direct reports at other locations
• Recruiting and staffing experience
• Acquisition due diligence and integration experience
• PHR/SPHR certification preferred, but not required
• Drive the coordination and completion of the Aero HOS Gold Enterprise Management Resource Review (MRR) and applicable MRR
• Design and implement HR strategies with strong program management skills to support the long-term business goals and objectives
• Minimum 8 years’ experience required in Human Resources Generalist or HR Center of Excellence (COE) role
• 10 years human resources experience preferred
• Advanced degree in HR related discipline or MBA preferred
• Demonstrated success supporting commercial (sales, marketing and general management) leaders and organizations
• Proven track record of implementing HR practices and solutions which drive business revenue and income growth
• Demonstrated breadth of experience and knowledge of contemporary HR practices
• Customer focused and able to establish and sustain effective relationships
• Demonstrated ability to conceptualize complex business changes and structures, and the ability to plan and implement the resulting organizational changes
• Well developed ability to communicate and partner with clients, peers and partners at all levels of the organization
• Demonstrated ability to work right and fast with strong bias for action and demonstrated ability to drive assignments to closure within stated schedules
• Travel as needed to ensure effective outcomes
• Knowledge and ability to use systems supporting HR processes such as HR Analytics, PeopleSoft, Excel

Director, Human Resources, West Region Resume Examples & Samples

• HR Strategy: Partners with leadership to design and implement organizational structures, people strategies and organizational interventions that drive the execution of the business strategy and organizational/ workforce effectiveness. Provides leadership and consulting to senior leaders on matters of reinforcing culture, setting goals, developing policy, and implementing strategic objectives
• Total Rewards: Execution of merit, incentive processes, salary adjustments and promotions; rollout and drive wellness and recognition progress; Provides input and feedback to center regarding rewards from a field perspective
• Talent Management: Supports managers in understanding and following Talent processes; Interviews top candidates for managerial positions; Coaches and develops managers on behavioral based interview skills and candidate quality; Supports succession planning locally as well as collaborates with colleagues to share talent across borders
• Learning & Development: Promotes L&D offerings and utilization of tools; Supports local use of 70-20-10 model; Accountable for ensuring that onboarding plans are developed and executed for all employees
• Provides guidance & coaching to HR Manager within his/her area. Translates the direction/strategies of the region/country to help them execute locally
• 2+ years managing other HR employees
• Experience in working to resolve labor disputes
• Demonstrated experience in multi-functional capacities as generalist or specialist
• Ability to travel approximately 50% of the time, not always being able to plan in advance
• Develop and implement a comprehensive Human Resources Strategy that fully supports the plant and functional strategy
• Drive BorgWarner HR tools, processes and systems across organization and ensure that they are effectively communicated and utilized
• Lead the BorgWarner organizational review process for the plant. Work with management to identify high potential and high professional employees and formulate a succession plan for key positions
• Strategically plan the development of key talent and ensure that development plans are in place and achieved, while ensuring readiness for next likely assignment. Ensure that all employees are developed to ensure their maximum contribution to the organization
• Accelerate talent acquisition process and strengthen HR and management’s ability to assess talent and place the right person in the right job
• Champion change and manage culture; provide leadership that fosters teamwork, cooperation and empowerment, and continued growth and development across all functions of the organization
• Actively pursue and implement best practices in all HR functions
• Develop a strategic Communication Strategy that supports the business objectives and provides for open, two-way communication across all functions and levels of the organization
• Actively participate and/or lead various duties and projects within the Plant to support the organizations strategic initiatives
• Develop and support a health and safety strategy to improve employee well-being and reduce absenteeism costs
• Lead/Maintain HR department metrics, Corporate reporting requirements, and HRIS activity
• Ensure the development of communication lines with individuals or groups within the community in order to assure an applicant flow of qualified diversity candidates
• Utilizing analytics, create standards and repeatable processes in order to create efficiencies within the HR function
• Perform compensation analysis and make recommendations as required
• Support and develop managers to ensure best in class leadership at the location
• Lead global projects for the Business Unit
• Perform all other duties as required
• MBA or SPHR desired
• Ten years HR experience
• Three years’ experience supervising HR professionals
• Proven and demonstrated HR leadership, knowledge and accomplishments
• Excellent oral and written communication skills, including English language skills
• Lead implementation of projects and process improvement activities for the day-to-day development of redesign and new local and global HR initiatives. Partner with senior management to develop and deliver the overall HR strategy for Consulting Services
• Develop, manage and oversee the functional HR budget and manage expenses within budget allocations
• Good computer skills, including Microsoft Office applications and HRIS applications
• Highly persuasive influencing skills
• Provide direction and consultation to
• Create and implement union (23 regional
• Lead talent assessment for the client
• Minimum Bachelor’s degree in Business, Finance or Human Resources related field with advanced academic
• Previous experience
• Demonstrated leadership skills and process orientation
• Strong ability to work in changing environment, and
• Ability to be effective in a highly matrixed environment, to effectively communicate with and
• Willing to travel up to 30%
• Aligns regional human resources with regional business goals and objectives. Operationalizes HR strategy
• Manages and reviews organizational structure on an ongoing basis to ensure optimum performance
• Develops implements and monitors policies and procedures appropriate for the region and specified countries in cooperation with VP HR Services and company policy. Ensures that maximizing staff across the business occurs and best practices are shared within the Region
• Manages local HR representatives and serves as primary Human Resources representative at locations within region that do not have dedicated HR support
• Partners with hiring managers and global recruiting team to recruit, interview, and select employees to fill vacant positions. Monitors approved headcount additions and replacements and reports hiring activity as requested
• Ensures that new employees are oriented to promote effective assimilation into the work unit and foster understanding and support of company goals and objectives
• Serves as primary point of contact representing the company on employee related issues and communication in the region
• Interfaces with HR Shared Services to ensure all regional HR needs are met
• Manages insurance coverage, pension plans, ancillary benefits, in conjunction with corporate benefits and has responsibility for personnel transactions such as hires, promotions, transfers, compensation, performance reviews and terminations
• Manage global mobility processes; immigration, relocation, etc
• Works with local management on employee performance issues and where necessary; prepares documentation for HR and legal review as required
• Works with corporate counsel in the Region to effectively manage Works Council and Trade Union relationships
• Serves as employer representatives in all employee and labor relations activities including negotiation and management of employment agreements, communications liaison with works council, execution of labor agreements, and facilitating resolution of disputes as required and appropriate
• Ten (10) years related work experience with three (3) years experience managing and/or directing a team
• Demonstrated experience managing the following functions with global scope: recruiting, compensation and benefits, communication, compliance, work flow processes, and ISO
• Excellent communicator with a clear sense of urgency. Professional written, oral and presentation skills
• Change leader, coach, decisive, creative
• Adept at conflict resolution, influence capability, teamwork skills
• Experience providing HR consultation and practice leadership in a diverse, matrix organization
• Demonstrated experience working in a fast-paced, matrix environment, satisfying multiple customers. Key strategic partner to the Human Resources leadership team
• Outstanding team player
• Strong interpersonal skills and the ability to foster positive attitudes toward Company goals; build high commitment
• Meets commitments with highest standards of ethics and integrity
• Knowledge and experience with business processes, work flows, lean manufacturing systems
• Current knowledge and effective application of employment law and State and Federal employment-related regulations and statutes
• Proven skills in planning and administration; well-organized and systematic in approach to work responsibilities
• Proficient in Microsoft applications and an HRIS system
• Culture and Organization Effectiveness
• Consults with line management, providing HR guidance as necessary
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies
• Manages and solves complex employee relations issues. Conducts effective, thorough and objective investigations
• 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
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Provides guidance and input on business unit restructures, workforce planning, and succession planning
• Identifies training needs for business unit, including evaluation and monitoring of training programs to ensure success
• Proven ability to influence and work effectively across all levels in a matrixed environment
• HR Expertise
• Self confidence
• Minimum of 10 years’ experience resolving employee relation issues in a manufacturing environment
• Partner with the leadership team to build a high performing, people-focused culture that drives business results
• Identify and develop strategic organizational effectiveness initiatives that enhance performance, productivity, and employee satisfaction levels
• Build organizational capability through individual and organizational development planning, succession planning and identifying high potential performers in line with the overall strategy and direction of the business.Understand the key competencies required to achieve organizational goals
• Build leadership bench strength through individual and team feedback, coaching, training and ongoing development
• Drive for a performance-based organization through our Leadership, Employee Advancement and Development (LEAD) program
• Provide the full spectrum of value-added HR services to the global functional teams working through a strong team of local HR leaders located at the global sites
• Ensure country-wide HR practices are compliant to local laws and statutory/audit requirements and also consistent to corporate strategic direction working with local HR leaders
• Partner with the Corporate Compensation and Benefit team to develop, maintain and implement Compensation and Benefit policies, programs & structure with special focus on talent attraction, employee rewards and retention
• Develop and sustain a robust HR infrastructure that drives growth and business expansion
• Directs the planning, strategic goals and objectives of the human resource department at each Division consistent with the Company HR strategy
• Participates in developing Company's goals and objectives specific to each Division
• Partners with HR Leadership on design and development of Company and Division policies, procedures and business processes
• Responsible for delivery and execution of policies, procedures and business processes within the Outdoor Products Segment
• Partners with HR Leadership to help drive SWHC policy integration within the Outdoor Products Segment
• Assists with integration related to future mergers and acquisitions with the Outdoor Products Segment
• Responsible to build the partnership with HR Shared Services groups/resources to leverage services at each Division
• Provides oversight and direction to managers and staff in functional areas of staffing, compensation, employee relations, affirmative action, training, organizational development, and benefits
• Evaluates changing demographics, legal and technical developments in the field and develops new programs to meet each Division's needs
• Develops and manages the HR department budget for each Division, authorize expenditures, control and monitor allocation and resources, and oversee project plans. Operates each such HR department within allocated funds
• Serves as the senior advisor and resource to Division management for HR matters and issue resolution
• Participates as a key member of the HR Leadership Team for the entire Company and assumes project management responsibilities on both divisional and enterprise level projects and initiatives
• Builds and maintains relationships with key managers and team members.Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance
• Reviews personnel actions including merit increase, promotions, transfers and discipline
• Provides management assistance to all managers, assisting them in performing personnel management activities. Collaborates with managers and partners with HR Training to design and deliver training programs
• Attends various meetings to provide input into policy decisions. Identifies and seeks solutions to complex personnel problems
• Provides resources and information to management and staff to facilitate communication within the company
• Provides internal customer service to employees in accomplishing their work goals and the goals of the Company
• Manages Safety initiatives in conjunction with EH&S
• Participates in professional development activities and maintains professional affiliations
• Maintains department statistics for administrative and regulatory purposes
• Monitors and prepares report on status of performance
• Maintains employee records and files
• Additional non-traditional HR duties specific to the Outdoor Products Segment may be assigned as appropriate
• BBA/BS in Human Resources, Business Administration or related field and 10+ years progressively responsible HR experience with broad generalist exposure to all HR functional areas. A minimum of five years' experience managing an HR function and/or professionals including experience working directly with a senior management team
• Demonstrated ability working with confidential information and to use reason when dealing with highly emotional and volatile topics
• Expert level ability in identifying and resolving problems in a timely, effective manner
• Extensive knowledge of federal and state employment related laws and regulations
• Strong ability to communicate effectively with all levels of the organization. Strong active listening, facilitation and presentation skills
• Strong skills in balancing strategic and tactical HR matters in an evolving environment
• Excellent organization and planning skills. Ability to develop long-term plans and programs and to evaluate work accomplishments
• Ability to establish and maintain effective relationships with other management staff, employees, and vendors
• Strong project management skills, time management skills, and ability to multi-task and prioritize workloads
• Maintains strictest confidentiality
• Ability to travel periodically to multiple locations
• Partner with leadership and HR colleagues to align human resources priorities to enable and drive business results
• Work collaboratively with management and associates to improve relationships, culture and morale, increasing productivity and retention of talent
• Facilitate discussion with management and associates on employment matters and legal issues
• Serve as liaison with associates and Employee Service Center resolving benefit matters
• Communicate and assist in the administration of various HR programs, including; salary administration, health & welfare benefits, performance appraisal, planning, and other key programs
• 10 years experience
• Strong HR generalist background
• Extensive knowledge in performance management, legal (federal/state), employee relations, compensation/benefits, and HRIS also required
• Strong organizational skills, time management and multi tasking ability and prioritizing
• Recruit, select and retain leadership talent
• Lead MRR (Mgmt Resource Review) process, salary planning, stock option allocations, IC program, etc
• Align HR and business strategy, with focus on multipliers and software hiring
• Help drive HR functional initiatives (e.g. footprint reductions, factory improvements, leadership top grading, bench strength improvements)
• Participate in operational reviews across functions
• Participate in development and deployment of function mission and business strategies
• Provide talent management expertise, workforce planning, skills assessment, succession planning, retraining programs, etc
• Lead efforts to maintain union free status in all current domestic sites, and maintain strong partnership with current international union based sites
• Organizational Management - Advise business leaders on all aspects of organizational effectiveness, including recruiting, training, performance management, compensation and labor strategies, employee relations, and the creation of development pathways for employees. Manage organizational development including continuous improvement in job descriptions and requirements, employee safety, and employee policies and procedures. HR lead and critical team member of the Shiloh Production System (SPS) Steering Committee and Product Line Team (PLT)
• Management Coaching and Development – Provide information, advice and direction to leaders, including best practices, common methodologies, available tools, resources, etc. regarding human resources and business issues; Serve as a trusted advisor and business partner to key leaders and managers concerning issues such as personal style, leadership impact, needs, etc. to increase effectiveness and performance success; Provide career counseling information, advice and guidance as needed. Manage and mentor a team of HR Managers and act as a resource for all HR issues. Advise HR managers on challenging employee relations and other matters
• Recruiting, Talent Management, and Retention - Manage and guide the recruiting team to identify qualified applicants. Advise management on recruiting, training, and employee engagement strategies to attract and retain employees in each type of field position
• Oversight of Performance and Compensation Programs - In close partnership with VP HR and Finance, oversee employee performance programs including performance reviews and compensation plans and models
• Training - Partner with HR management to identify new training opportunities. Collaborate to deliver critical new and recurring training sessions and continuously improve the plants training program approach, delivery, and written materials
• Employee & Labor Relations - Execute processes, tools and communication for short-term employee relations (guidance on FMLA, leaves, minor disputes, policies, etc.); Manage and coordinate planning to maintain union-free status of all locations that are union free. Where third party representation exists, maintain productive working relationship with union representatives as well as serve as Shiloh’s spokesperson in contract negotiations. Provide guidance regarding contract and non-contract issues, including but not limited to discipline, grievance and arbitration resolution, employment terms and conditions, problem-solving, contract administration, and negotiations
• Legal Compliance – Execute functional control over policies and programs to assure compliance with federal and state laws, rules, and regulations regarding employee welfare, safety, health and benefits, compensation. Oversee internal investigations and responding to federal and state complaints and charges
• Guide, and mentor a team of HR Professionals aligned to their respective groups as they strive to facilitate HR Operational excellence through soliciting, gathering, and evaluating the overall business needs
• Work closely with the Global Head of HR in reviewing, evaluating and managing the HR function within the Hyderabad office
• Co-create and design effective engagement strategies and act as a trusted advisor and internal consultant for leaders, managers, and employees throughout the implementation and life-cycle of those programs
• Work closely with TA and pull from previous experience to in insure the business defines, attracts, develops, and retains high-quality talent at all levels to support the growth objectives, opportunities, and strategies of the company
• Partner with each business to insure they are fully equipped to deliver effective merit, performance review and compensation assessments that are in line with their respective business goals
• Advance the current system of analytics/reporting available for company use in trending analysis and oversee any regulatory reporting while seeking out ongoing opportunities for improvement
• Monitor, manage, and maintain national HR operation vendors to ensure service delivery and performance standards are meeting expectations
• Partner across the HR Organization globally with the heads of Talent Acquisition, Rewards & Operations and Operational Development
• Bachelor’s or higher degree in human resources, business, or related field
• 12-15 years of progressive Human Resources experience and a proven track record of operational excellence
• Highly-motivated, driven professional who works with the highest level of integrity and has a proven track record of success in leading a team
• Strong analytical capabilities and driving all HR efforts
• Experience working with HRIS systems such as Workday, PeopleSoft or BrassRing
• Advanced knowledge of HR laws, policies, programs, and procedures
• Experience within a high-growth foreign-based technology company strongly preferred

Director, Human Resources & Academic Affairs Resume Examples & Samples

• Contributes substantially to Department strategies and operations as they pertain to employee engagement, management and development, including advising, recommending, initiating, and evaluating the department's people programs and processes
• Manage and support the implementation of programs that create a work environment comprised of a diverse group of employees, by recognizing, appreciating, valuing, and utilizing the talents and contributions of each individual
• Provide leadership in upgrading the capabilities of all employees by identifying and advising in the development, movement, promotion, and retention of staff and faculty
• Assumes comprehensive responsibility for the execution of Academic Affairs/Human Resource activities within the Department, including: budgeting, planning, project management, recruitment and hiring, on-boarding, career development, succession planning, compliance employee and labor relations, process administration, coaching, training, evaluation, and maintaining effective relationships with all key constituents
• Display strong knowledge of human resources principles and implement best practices that strengthen faculty and staff-related engagement and processes within the Department of Surgery
• Demonstrate expertise and solid understanding of a healthcare or academic environment and with an appreciation for faculty and healthcare cultures, leverage knowledge to successfully navigate within those structures, processes and constructs
• Utilize strong writing skills to finalize materials in support of academic appointment processes in a manner that builds the case and garners support for faculty appointments
• Intuitively gauge different audiences and appropriately communicate in the most effective and optimal manner, varying style, tone and manner to fit audiences and at all times, appearing poised, confident, professional, credible and knowledgeable
• Monitor environment and situations to read and assess subtleties to anticipate issues and proactively provide professional consultation before issues escalate
• Diplomatically question for understanding and use fact-based decision making on the right course of action and/or solutions
• Demonstrate professional presence and consistently use sound judgment that instills credibility and builds trust and collaborative relationships across all layers of Department of Surgery staff and leadership

Area Director Human Resources, KSA / Bahrain Resume Examples & Samples

• At least 5 years of experience at HR Director level required (ideally including Operational experience as pre- opening DHR)
• Experience in MEA preferred
• SPHR or CIPD or other types of HR certifications preferred
• Arabic speaker required

Managing Director, Human Resources Resume Examples & Samples

• Solid working knowledge of complex benefit plan design (including 401(k) and defined benefit plans) and compliance requirements
• Knowledge of human resources best practices and the ability to implement them
• Knowledge of formal job evaluation and salary administration practices
• Knowledge of relevant labor and employment laws
• Collaborative/team-based management skills
• Excellent verbal and written communications and interpersonal skills
• Ability to prioritize, multi-task, and objectively coach employees at all levels of the organization regarding complex and sensitive issues
• Ability to stay abreast of competitive and progressive human resource industry trends and best practices
• Ability to convey human resources policies and procedures
• Ability to champion employees’ issues balanced by an understanding of business constraints
• Ability to prepare budgets and forecasts and the related reporting
• Minimum 10 years of experience in human resources, representing multiple specialties including, but not limited to, compensation, benefits and wellness, recruitment, succession planning, development and training, employee relations and employment law, performance management, talent and workforce management, executive coaching, human resource systems and planning and project management. Minimum 5-7 years’ experience in a human resources leadership role in an organization of similar scope and complexity
• BA/BS in Business Administration, Human Resources, or a related discipline; Master’s degree preferred
• SPHR certification desirable; CEBS certification a plus
• Association experience preferred
• Demonstrate a solid understanding of the vision, purpose and strategy of the business and own the development of an aligned HR strategy within assigned client groups
• Partner with executive management to identify and address gaps in skillsets in order to achieve organization objectives and strategies
• Drive people-focused activities in specific business areas such as talent/workforce planning, engagement, and learning initiatives
• As a key member of client team leadership teams, work to forecast and plan the talent pipeline requirements in line with the business strategy
• Manage and participate in functional and cross-functional people initiatives, partnering with the People team’s centers of excellence
• Reviews and benchmarks the internal and external environment to improve employee policies and initiatives and enhance overall business performance and operational excellence
• Proven ability to translate business strategy into people strategy, programs and initiatives
• Extensive experience serving in a consultative capacity to senior business leaders, shaping strategy, goals and alignment
• Strong experience with change management and organizational development strategies in order to influence and assist organizational change initiatives
• Ability to identify new opportunities where the People team can add value and develop associated plans to incorporate ideas into the business
• Understand employee engagement data and contribute to development of action plans and roll-out
• Ability to advise management on addressing employees’ concerns
• Experience leading and project managing cross-functional team in developing and executing clear, actionable steps from overall business and people strategy
• Bachelor’s degree in business administration and/or HR management with a minimum 10 years of progressive human resources experience, including at least 5 years in business partnership

Director, Human Resources M&A Resume Examples & Samples

• Drive the overall HR integration strategy, and lead diligence, integration planning and execution
• This position must be able to quickly establish rapport, credibility, trust, and respect throughout the organization at all levels, and be viewed as a team player with exceptional communication, analytical, and leadership skills
• Identify and advise on opportunities, risks, and trends related to ES M&A while developing action plans to address. Collaborate with M&A peers to consistently improve our processes
• Partner with a virtual and extended team to ensure integration plans are delivered consistently across the globe and in compliance with region and local processes and policies
• Serve as a trusted agent of both the acquired executives and the Salesforce sponsoring executives. Nurture the acquired company through development of authentic, trusting working relationships and a thoughtful change management program
• Drive rigorous integration planning in order to provide detailed guidance to executive leadership
• Conduct ad-hoc qualitative and quantitative analyses for strategic HR planning and integration execution
• Create detailed integration budget models and presentations for senior management to support integration efforts
• Coordinate and lead cross-functional meetings, document decisions and follow-up on actions
• Be a Salesforce ambassador for acquired leaders and employees, resulting a successful on-boarding experience; boost awareness about Salesforce culture and programs
• Thrive in an up tempo environment and comfortable executing with short deadlines. Experience with rapid and complex changing work environment
• Capable of maintaining composure under the intense pressure. Leadership style is collaborative, transparent and candid
• M&A Experience: Experience integrating acquired teams into an organization. Led cross-functional teams, proven track record of a successful HR integration assessment and execution
• Executive Communication Skills: Exceptionally strong communicator equally adept at communications strategy and execution, with the ability to craft a full range of clear, high-impact communications with top level company executives. Ability to communicate in an open and authentic manner in all situations that's on point in both verbal and written form
• Analytics: Strong critical thinking skills. Experience applying various methodologies or practices to address business issues, HR needs, employee engagement, and assess processes. Ability to extract key messages from details and translate into audience appropriate messages. Strong editing skills
• Influencing and Interpersonal Skills: Able to establish and build close working relationships. Strong personal credibility and counseling skills. Team-oriented planner and decision-maker. Able to creatively drive consensus. Change ambassador
• Process Improvement Skills: Ability to analyze poorly defined areas and processes within a cross-functional organization. Effective in implementing new and improved processes
• Delivers results, particularly in ambiguous situations with little data or information
• Adapt to various M&A scenarios. Provide various levels of support to organization based on deal complexity size
• Minimum 10+ years experience in Human Resources Mergers & Acquisitions
• Executive presence - must be comfortable influencing and collaborating in a C-level environment
• Salesforce organization and product knowledge is a plus
• Bachelor’s Degree in Human Resources, Organizational Design, or a similar field or equivalent practical experience
• At least 7 years of progressive generalist Human Resources experience. Working knowledge of HR practices and principles, including federal and state labor and employment laws, such as FLSA and ADA
• Professional appearance and demeanor
• Develops a detailed understanding of the client’s business –departments, jobs, structure, processes, financials
• Proactively assesses client needs for HR services and develops strategies to meet those needs
• Addresses all employee relations issues and other immediate issues to minimize risk
• Manage a process-driven workload and transactional responsibilities
• Facilitate effective on boarding and exit processes
• Ensure alignment between individual, business unit and corporate practices and serve as a credible activist, operational executor, business ally
• Promote positive employee relations and communication by counselling employees and proactively facilitating conflict resolution between employees; escalate issues as appropriate
• Coach employees and manager on career development, goal setting, performance improvement and people management
• Partner with HR team on talent assessment, organizational design and learning and development initiatives
• Represent Universal Music Group and the HR function in a positive light by gaining and maintaining knowledge of industry trends and general business knowledge/acumen
• Supervise HR Coordinator
• Understanding of, and experience with, core aspects of Human Resource Management (staffing; employee relations; labor relations; performance management; leadership development; training)
• Must possess consultative style and approach with proven ability to develop credible relationships
• Exercise a high degree of professionalism and diplomacy in interactions with all levels of the organization
• Strong experience and demonstrated skills in handling a variety of employee relations matters
• Excellent follow through skills and the ability to anticipate and address business needs proactively
• Excellent time management and organizational skills in managing through multiple priorities with overlapping tasks across multiple businesses
• Ability to lead and manage people effectively
• Sense of urgency – motivated/energetic/enthusiastic – dedicated and loyal
• Maintains strict confidentiality and adheres to high standard of professional conduct
• Minimum 7 years of prior Human Resources Generalist and/or Organizational Development experience is ideal
• HRIS experience, SAP and PeopleSoft a plus

Director Human Resources Shared Services Europe & Eemea Resume Examples & Samples

• Participate in defining HR shared services strategy and structure, collaborating with other functions (e.g. Finance, Compensation & Benefits, HR-BP) and divisions to drive synergies across Stryker
• Develop and articulate the HR shared services business case and vision, including the development of organization structure and estimated costs
• Manage the implementation of the HR shared services, interfacing with Leaders across Europe to facilitate the transition of new services and communicating HR shared service activities and efficiencies
• Establish Service Level Agreements (SLAs) and ensure HR shared services continues to meet defined performance measures
• Act as a Iiaison to divisions and centers of expertise {COEs) to continuously improve processes by focusing on the needs of the customer and optimizing existing activities to ensure optimal service
• Lead initial due diligence, acquisition integration and divestiture planning for all shared service related areas. identify and communicate system intersections with other functional areas (i.e. HR BP, Compensation & Benefits) and escalate findings from due diligence or integration checklists to work towards systems resolution
• Coordinate with HR Systems on long term design impacts as it relates to overall HR technology strategy
• Validate process and solution design decisions and communicate system/process changes when needed
• Ensure accuracy and timeliness of materials and information distributed by the shared service team
• Effectively develop and manage the annual EU HR-SSC budget
• Ensure that critical information, trends, strategies, and results (KPIs) are communicated effectively and timely including performance to objectives and identification of areas of opportunity
• Provides leadership and support to direct reports and develops future leaders for succession planning purposes through an effective talent management and development
• Develop strong partnerships with business leaders to building great leadership capabilities and driving HR SSC/business initiatives to achieve business results
• Ensure Talent management processes and practices including management of talent review, support and guidance on creation of Individual development plans, succession planning, and overall building of the talent bench
• Ensure analysis and measurement of current HR practices and recommend/ implement best practices
• Implement changes to HR processes that increase customer satisfaction and HR SSC efficiency/effectiveness
• Work with other departments to develop a joint understanding of HR Shared Services
• Manage relationships with vendors who provide services for the HR Shared Services function
• Coordinate with other HR Shared Service locations to ensure the HR function is aligned with its HR shared service delivery
• Bachelor's degree (BA/BS) or equivalent is required
• 10+ years experience in an HR-related role required
• 5+ years experience in an HR-Shared Service Leadership role with management experience required with skills and ability to drive high Levels of team engagement
• Experience with Oracle applications is preferred
• Strong execution capabilities with ability to embrace new challenges and lead/manage large projects with focus on operational excellence
• Strong process orientation and problem solving skills
• Strong relationship building, customer service and communication skills to collaborate across HR functional areas (HR Business Partners; Centers of Expertise), divisions and other functional areas (e.g. Finance, IT, etc.)
• Collaborates with HR Centers of Expertise (COEs) to execute enterprise-wide programs and solutions that meet business needs
• Effectively balances business partner responsibility with employee advocacy and builds a positive employee relations culture and work environment
• Acts as a change agent/leader and culture steward
• Develops and implements plans and actions to improve employee engagement and manager effectiveness and foster inclusion
• Supports leaders as a strategist, coach, facilitator and architect
• Essential Duties and Responsibilities (continued)
• Assumes leadership role and drives to resolution major HR projects which address strategic HR philosophical issues and have cross-functional impacts
• Consults proactively with and influences senior management on business issues, HR strategies and organizational design issues
• Champions and supports Human Resources service delivery processes
• Contributes to the development of department strategy
• Works on or may lead highly complex projects of large scope
• Independently defines projects; establishes budgets; identifies participants; and mitigates risk
• Consults with management to determine project objectives with long-term implications
• Acts as mentor to less experienced colleagues
• Solves complex business problems in a timely manner through people, systems and processes
• Develops and executes a talent agenda ensuring the right talent at the right time to drive business success
• Drives initiatives to improve employee engagement, culture, diversity, talent assessment and development
• Ensures that performance is managed and rewards are distributed based on demonstrated performance
• Leads organizational design initiatives, ensuring the most effective structure, practices and talent are in place to execute the business strategy
• Oversees the development and implementation of all HR strategies for assigned client groups
• Directs the activities of the HR staff for the designated client groups
• Manages and leads the HR Business Partner team; drives team performance; mentors and develops team members to drive results for the business
• Experience working across multiple sites is strongly preferred
• Must be able to work effectively in a highly matrixed environment
• Must have experience managing a remote group of employees across multiple facilities
• Minimum of 10 years in HR, preferably with 7+ years in a leadership role
• Able to create and conduct formal presentations
• Able to interact effectively with all levels of management
• Able to negotiate skillfully, promote/sell ideas persuasively, and close transactions with mutually beneficial results
• Possesses strong leadership skills with a willingness to lead, create new ideas, and be assertive
• Possesses strong organizational and time management skills, driving tasks to completion
• Additional duties as assigned
• Meet attendance and punctuality standards
• Ability to influence and navigate across complex arguments and engage with senior level executives in a polished and professional manner
• Serve as primary contact for Planning group to assist Associates in resolving issues, navigating workplace dynamics and driving career growth
• Deliver appropriate coaching and development feedback across all levels of the team
• Through partnership with the business, identify trends for HR/people oriented program needs & translate into comprehensive programs to positively impact change management
• Identify, implement and maintain programs and practices that ensure a healthy, productive and growing culture
• Utilize current HR systems and reports to interpret and analyze data and to assist with planning and reporting
• Collaboration
• Minimum 10 years experience in a service industry with a preference for corporate retail experience
• Previous management experience required
• Demonstrated ability to build and foster strong relationships with hiring managers at all levels
• Superior communication skills; a compelling communicator able to engage the attention of busy, senior executives
• Must be able to consistently ensure impeccable follow through and communication to the organization
• Provide counsel, assistance and direction to Regional Sports Networks (RSN) clients on employee relations (ER), employee counsel, staffing, compensation and organizational development and training. Partner with HR specialist teams, Environmental Health & Safety (EHS), HR Shared Services, internal legal counsel and other departments across the company as needed to address client issues
• Partner with RSN management on plans for organizational changes, succession planning, and other employee and department initiatives
• Advise employees regarding HR policies and processes, address employee concerns on a variety of issues, and oversee day-to-day HR processes related to recruitment, new hires, promotions, transfers, leaves, and terminations
• Oversee the execution of annual HR programs for RSN clients, including merit and bonus planning, and performance reviews
• Partner with department managers on annual budget planning and headcount changes, and other special projects as needed
• Hire, mentor and develop staff to provide consistent, high quality HR service to the business
• Four year college degree required. Degree in business administration or related field or HR certification preferred
• 8+ years of progressive Human Resources experience required, ideally providing HR business partner support within a large matrixed organization or for multi-site operations (i.e. Manufacturing, Retail, Hospitality, Food & Beverage)
• Previous experience handling Employee Relations issues required, including investigations, managing highly confidential matters, employee counseling, and engagement of Legal department. Experience within unionized environment would be beneficial
• Must have excellent knowledge of HR practices and employment laws
• Must demonstrate a high level of detail orientation and ability to organize and prioritize while successfully managing time constraints
• Experience handling multiple tasks simultaneously with the ability to make decisions independently
• Exceptional collaboration skills and the ability to maintain strong relationships with HR team and all levels of staff
• Knowledge of and enthusiasm for Sports is a plus

Assistant Director, Human Resources Resume Examples & Samples

• Assist in defining HR strategies and policies, including development of short and long term plans
• Assist in designing, implementing and monitoring programs to ensure compliance with corporate policies, Philippine laws, rules and regulations pertaining to HR management
• Assist in the seamless rollout of Corporate-driven initiatives
• Assist in updating current policies or setting up standards and guidelines in areas including but not limited to new hotel hiring and training, new program introduction, employee communications, oversee local wage administration practices, and implement employee relations strategies for the property
• Liaise with the hotel’s third party service providers
• Plan, implement and develop strategies in HR management and development including talent selection and management, employee discipline, compensation & benefits, learning & development, culture development and drive colleague engagement
• Assist in managing and controlling department expenditure within the approved budget
• Manage, lead and train junior human resources managers/officers
• Maintain positive employee culture and work environment
• Comply with hotel and department policies and procedures at all times
• Carry out any other duties as and when assigned by the Director of Human Resources or Management of the Hotel
• College/University Diploma in Human Resources or other related studies
• Minimum of 5 years experience in as Human Resources Manager
• Proficient in Microsoft Office Suite Applications
• Strong leadership and management skills
• Ability to work under pressure and independently in a fast paced environment
• Ability to focus attention on colleague needs, remaining calm and courteous at all times
• Presentable and well groomed
• Provides guidance, ensures compliance and implements company policies and procedures, as well as, federal & state laws to overhead and production employees. Responds to employee inquiries regarding policy interpretation and serves as liaison between production and corporate departments (ie., benefits, Legal, Payroll, LOA, Employee Connection, etc.)
• Manages employee relations issues for WB Animation & Blue Ribbon Content overhead and production which include investigations, counseling and terminations. Works closely with employment attorney(s), Labor Relations production management, Union Reps and Sr. Management in determining resolutions
• Partners with Labor Relations in interpreting contracts, enforcing union policies and identifying areas for future negotiations. Functions as the liaison between WB Animation employees (Local 700 and Local 839) regarding status slips (hired, promoted, termed) and investigates discrepancies regarding pensionable hours with payroll
• Implements Performance Management Initiatives which include: Initial Performance Appraisals (IPA), Performance Review (CHAT) and Total Rewards Program (TRP)
• Oversees recruitment activity for both overhead and production. Works closely with Comp regarding salary recommendations, promotions, adjustments, development of job descriptions and market data surveys, etc
• Manages overhead headcount/position management including add-to-staff requests, business re-orgs and executive talent reviews
• Oversees intern requests. Acts as liaison between Corporate Reach Program & WBA; oversees annual nomination selection process
• Oversees administration of CWC including independent contractor applications
• Oversees AmEx approvals/delinquencies, tuition reimbursement program, and TW program nominations
• Manages Employee Separation Benefits Plan in conjunction with Corporate Legal. Reviews agreements; coordinates approvals and executes agreements
• Ensures that employees are in compliance by completing mandated online training (ie., Harassment Training, Conflict of Interest, Data Security, Standards of Business Conduct and Ethical Business Practices, etc.)
• Works with OD in developing appropriate management training programs and executive development/coaching for employees
• Conducts Executive Orientation for SVP’s and above
• Conducts New Hire Orientation meetings for both union and non-union production hires
• Responsible for developing the people and talent agenda required to execute the business strategy
• Advise business management on organizational design; counsel on people and talent issues; assess organizational capabilities; and develop plans to close capability gaps
• Work collaboratively with the global Life Sciences team to ensure alignment on overall direction. He/she delivers HR services aligned to the needs of the business thus supporting the business to successfully implement strategies and achieve targets
• 10+ years of directly applicable HR experience in a progressive, forward-thinking environment
• Demonstrated advanced understanding and application of Human Resources areas including, Talent Management, Employee Relations, Employee Engagement, Organizational Design, Compensation, Talent Acquisition, and Change Management
• Demonstrated ability to lead teams of HR professionals
• Demonstrated ability to build credibility and confidence with a wide variety of leaders as a trusted advisor and confidant
• Demonstrated advanced client focus, judgment, analytical skills, critical thinking and communication skills (verbal, written, presentation and interpersonal) required
• Strong business and financial acumen, including strong problem solving skills, critical thinking, and business analysis skills
• Bachelor's degree required with emphasis in Business, HR, Employment Relations, Organizational Development or related discipline
• Minimum of 10 years progressive professional Human Resources experience
• Minimum of 3 years prior leadership/staff management experience
• US Citizenship is required to obtain and maintain security clearance
• Master's degree preferred with a concentration in Business, Human Resources, Emp/Labor Relations, Organization Development or a related discipline
• Strong bias for action, a keen sense of urgency and the ability to drive results in a highly matrixed organization
• Strong knowledge of employment laws and regulations
• SPHR or PHR certification also preferred
• Ability to demonstrate Honeywell core values, foster Six Sigma and Learning initiatives, and create an atmosphere of teamwork and development within HR team

Ntess Director Human Resources Resume Examples & Samples

• Lead requirements determination for benefits, training, employee relations, and recruitment
• Ensure world class, industry standard employee performance management and professional development of talent
• Lead the Employee Performance Management and Professional Development activities and flow of responsibility to leadership
• Manage labor relations and union interactions
• Deploy employee morale/welfare initiatives and programs
• Consult with business unit leaders in areas such as organizational assessment, succession planning, organizational structure, and workforce planning change management in order to strengthen overall organizational capability
• Ensures alignment of HR processes with strategic and operating goals
• Develop HR team members to ensure adequate HR bench strength in the broader HR population
• Manage the partnership with the talent acquisition, including staffing coordination and job requisition management
• Responsible for remaining up to date on relevant US, and state employment laws and other human resources compliance issues. Update management on policies/processes as necessary. Responsible for oversight and coordination of any regulatory requirements including OSHA compliance and Equal Employment Opportunity
• Participate and/or lead Division HR projects focused on continuous improvement of core programs and services
• Ensure employee records are to the standard of Section I clause FAR 52.224-2, Privacy Act
• Directly supervises employees and performs other managerial responsibilities including interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems
• Conducts activities in a safe and healthy manner and works in accordance with established HS&E requirements to ensure the protection of employees, the public, and the environment. Takes actions necessary to "stop" work when an unsafe condition or action is identified. Every employee has the right and responsibility to stop work when unsafe conditions or actions are identified
• Bachelor?s degree in either HR or a business related field required
• Minimum of 10 years senior level HR experience with a large company
• Current or previous employment at Sandia Labs
• Prior experience managing a team of at least 15 employees
• Master's degree or related program field
• Experience in a highly technical environments serving government clients preferred
• Experience leading a multi-disciplined team
• Successful history of working with the National Security Enterprise
• Demonstrated ability to develop and implement business system improvements
• Demonstrated customer service and evidence of six sigma/continuous improvement actions
• Strong analytical and problem-solving skills
• Self-starter with the ability to operate independently in an ambiguous environment
• Demonstrated success translating business strategies into organizational and HR strategies & actions
• Accomplished at building exceptionally productive relationships internally and externally and skilled at consensus building across a broad spectrum of stakeholders and interest groups with internal and external organizations
• Demonstrated ability to establish strong business partnerships with line management and Laboratory staff and must have experience implementing collaborative approaches to finding solutions
• Must be able to effectively collaborate across all enterprise directorates
• Demonstrated success in fostering teams among diverse individuals to achieve business goals
• Comprehensive HR experience, including a complete understanding of and hands-on exposure to the full mix of HR functions
• Demonstrated line management success in the development of staff at all levels of the organization preferred

Director, Human Resources GTA Stores Resume Examples & Samples

• Develop and lead complex cross-functional strategies to address and develop recommendations for major opportunities and issues in Human Resources, specifically at the store level in the GTA. Includes
• Post-secondary degree in a related field or equivalent work experience
• 10+ years of post-university work experience, including a minimum of 5+ years leading a business unit or enterprise-wide strategy
• Extensive experience in all aspects of Human Resources including recruitment, employee relations, workforce planning, performance and productivity management, leadership development, and change management
• Able to develop and maintain highly effective relationships
• Strong business acumen and ability to identify current and anticipated business issues and provide solutions/recommendation
• Demonstrated leadership and influencing skills with the ability to get things done
• Confident and effective communication (written & verbal) and interpersonal skills

Area Director Human Resources Resume Examples & Samples

• Strong business orientation
• Offers through leadership regarding organizational and people related strategy and execution
• Analyzes trends and metrics in partnership with the HR functional team to develop solutions, programs and guidelines
• Connects with our employees to understand how to engage front-line employees to build organizational capability
• Demonstrated experience in successfully leading HR for multiple operating locations
• Knowledge of principles and procedures for recruiting, selection, and training
• Knowledge of employment law, including FLSA, FMLA, ADA, Title VII, etc
• Knowledge of National Labor Relations Act and contract negotiations for collective bargaining agreements
• Experience in handling investigations and employee relations issues
• Ability to impact and influence without formal authority
• Knowledge of a Profit and Loss statement and interpretation of financial results

Director, Human Resources Operations Resume Examples & Samples

• Must be a Human Resources professional with 10+ years of relevant experience
• 5 years of leadership/management experience
• Experience with mergers and acquisitions
• Must have a good executive presence coupled with the ability to manage change
• Experience with ADP Workforce Now preferred

Director Human Resources, Penha Longa Resort Resume Examples & Samples

• Varies by size and complexity but should have been a DHR or HR Manager
• Understanding of application of local labour law (Portuguese)
• Strong coaching and development planning skills
• Strong associate relation skills
• Strong knowledge of labour laws
• Strong knowledge of labour relations
• Strong knowledge of workforce analysis
• Good training and facilitator skills; knowledge of various training methodologies
• Financial management skills e.g., ability to analyze P&L statements, develop operating budgets
• Ability to use standard software applications and hotel systems
• Strategic planning skills
• Ability to evaluate business trends, determine applicability to varying Marriott Brand associate profile and modify business strategies accordingly
• Ability to creatively execute against the strategy and drive results; can originate and invent new ways to create a high performing work environment and maximize the return on talent
• Ability to take constructive action without relying on directions from others
• Ability to network and build relationships to grow the business
• Ability to exercise flexibility rather than rigid adherence to procedures in order to accomplish goals
• Effective decision-making skills; can choose a course of action amongst options involving uncertainty or risk
• Strong problem-solving skills; encourages new innovative solutions when appropriate
• Strong communication skills (verbal, listening, writing)
• Effective influence skills
• Good negotiation skills
• Evaluate the current HR organization and develop a strategy and time-bound plan to further integrate the HR initiatives, practices, and processes within the Security Installation and Services North America organization to drive “One JCI”
• Lead end-to-end talent management across the organization, which includes
• Enterprise Mindset
• Entrepreneurial Risk Taking
• Results Leadership
• Change Leadership
• People Leadership
• Inspire and Influence
• Collaborate Across Boundaries
• Self Leadership
• Self-Direction
• Bachelor’s degree required plus a minimum of 10 years of progressive experience in HR, or Master’s degree and 8
• Deep experience across multiple HR disciplines
• Strong leader of people with experience leading change management efforts
• Excellent verbal and written communication skills, demonstrated ability to effectively communicate with and influence
• Take active part in the design of the HR Support Area (Strategic) Business Plan (SBP) and manage the global execution and control of the plan for the respective support area and coordinate this with global partners where needed. Ensure harmonized implementation in all relevant locations of functional area
• Ensure that all aspects of staffing, employee relations, employee development, compensation & benefits for all employees of the Global Operations of the adidas group are delivered timely and in accordance with relevant labor and commercial legislation, in line with corporate guidelines and modern HR Management practice
• Support and drive development initiatives, in close co-ordination with Group Talent Management and Learning and in close alignment with global partners, in the areas of Training, Career and Succession Planning as well as Organizational development efforts
• Proven strategic HR business partner, who supported business partners globally AND contributed to the further development of standard/global HR tools and programs
• Experience leading HR team on acquisition/divestiture and integration of a new organization is a plus
• Serves as the HR business partner
• Supports senior leadership in designing and implementing operational efficiencies
• Oversees the management of day-to-day employee relations issues
• Proactively identifies and communicates employee issues that impact the organizations ability to meet business objectives
• Ensures employees adhere to company policies and procedures including, but not limited to those identified within the Standards of Business Conduct and the Employee Handbook, as may be amended from time to time.Assists management with staffing planning and managing the process to fill open positions
• Facilitates employee activities and recognition programs by working collaboratively with employee committees
• Responds to employee benefit related questions, defers to the HR benefits team as necessary, and/or directs the employee to the proper vendor/provider contact
• Supports recruiting efforts as requested by the Talent Acquisition team
• Demonstrates genuine interest and respect for people and their concerns
• Administers and tracks disciplinary actions; manages the Performance Improvement Plan (PIP) process
• Consults with managers regarding procedures relating to employee pay.Assists VP, HR with special projects and reporting
• Ensures concerns with internal control design or performance are communicated to management.Ensures process changes that impact internal control execution are communicated to management
• Participates in the internal controls assessment process
• Reports violations of the company’s policies and procedures, Standards of Business Conduct, governance program, laws and regulations through the company’s Help Line or other mechanism that may be available at the time of the violation
• Assures the company is in compliance with legislation (state-specific and federal laws).Assists with legal needs and requirements (e.g. unemployment hearings and alternate dispute resolutions.)
• Organizes and participates in quarterly town hall meetings
• Implements performance management and improvement systems and supports the Talent Management team in rolling out processes
• Assists with organization development initiatives and supports training initiatives
• Support employee relations needs for managers and employees
• Assist with professional development questions for local staff.Communicates and answers questions concerning company-wide initiatives
• BA/BS in Human Resources, Business, or related concentration
• Minimum of 5 years professional level experience in Human Resources required
• Lead the day-to-day operation of the Talent & Culture Department and support the implementation of Human Resources strategies
• Responds to all labour relations matters, including grievances, corrective action, and investigations
• Coach leaders on performance management, grievance procedures, corrective action and other labour relations matters
• Implement and oversee the hotel's attendance management program
• Assist the Director, Human Resources assessing organizational needs, developing aligned human resource solutions and implement strategies in the areas of labour relations, compensation and benefits, recognition, administration and Colleague wellness
• Provides management and support of the Talent & Culture team
• Take an active role in hotel Health & Safety initiatives, accident prevention and disability management, including active participation on the hotel's Joint Health & Safety Committee
• Promote positive colleague relations through an environment that encourages open communication, trust, mutual respect and fun
• Assist Leaders in implementing feedback received from the annual Colleague Engagement Survey
• Provide oversight over recruitment for the hotel, including creating, evaluating and executing recruitment and retention strategies. Be actively involved in recruitment where necessary
• Lead new hire orientations where necessary
• Conduct Discrimination, Harassment & Bullying Prevention Training, and other onsite training programs
• Train leaders on employee relations policies and procedures both individually and in group settings
• Oversee and assist with the completion of the annual WorkSafe BC COR Audit
• Be a subject matter expert on company and departmental policies and procedures
• Maintain a positive demeanour at all times, even under pressure
• Work well under tight deadlines and time constraints
• Occasionally work weekends and evenings as needed
• Liaise with immigration lawyers to obtain work authorization for international new hires and transfers
• Coordinate relocation packages for domestic and international transfers
• Assist with the planning of employee events
• Minimum 3 years Human Resources leadership experience required
• Minimum 2 years Labour Relations management experience essential
• Working knowledge of BC Employment Standards Act and Human Rights code
• Previous Collective Bargaining experience an asset
• CPHR designation an asset
• Knowledge of benefit administration an asset
• Familiarity with Canadian immigration system and work permit process
• Computer literacy in MS Office
• Degree or Certificate in Human Resources Management or a related discipline is preferred
• Excellent interpersonal and communication skills (both written and oral)
• Strong organizational skills, time management and problem solving abilities
• Must be highly responsible & reliable
• 7+ years experience as a successful HR partner supporting multiple business groups with 3+ years experience managing one or more professionals
• Demonstrated ability to provide strategic and tactical HR support
• The ability to operate in a complex environment, leveraging internal and external partners to meet the HR needs of the client base
• Demonstrated ability to manage complex HR matters, including employee relations, performance management, compensation administration (including sales incentive plans) and benefits administration
• Demonstrated understanding of the associated business unit and Sales functions, analytical ability, and results orientation
• Ability to build relationships that help achieve results and influence employees, managers and leaders at every level of the organization
• Demonstrated communication, training and facilitation skills
• Demonstrated ability to manage organizational change initiatives with successful outcomes
• Support HR processes in partnership with COEs to deliver compensation programs, organizational design and strategies for workforce planning and deployment
• Help build organizational capability through organization assessment and management of strategic staffing initiatives, thereby ensuring a diverse workforce
• Participate in and lead key project work as needed (ie. drive sales incentive plan, support technical skills framework)
• Participate in the development and implementation of organizational talent strategy and planning for these functions
• Support Honeywell's key HR performance and talent management processes (MRR) for client groups
• Partners with and leverages the broader HR organization (i.e., Country HR teams / specialist functions/Centers of Excellence) to drive results
• Provides facilitation skills, maintains positive employee relations, and develops employee engagement and involvement
• Support/lead transition activities
• Demonstrating Honeywell core values and fostering continuous improvement and Learning initiatives
• Fostering atmosphere of teamwork and development within the extended HR team
• Coach executives, managers and employees
• Drive and support operational excellence through Honeywell Operative System (HOS) and Velocity Product Development (VPD)
• 8 years of progressive HR experience
• HR experience for a global business with special emphasis on Germany and European HR partnership and practices
• 2 years in a leadership or business partnering role
• Master's degree in business, human resources, or related field
• Integrative and strategic thinker
• Experience working in matrixed organizations and with remote teams
• Fluent in German language
• Support the primary client groups: Global Supply Chain operations, Global RA/QA, Global IBP, M&A, GQO Headquarters Finance
• Work with the leader to define the right organizational design to execute the most effective delivery methods
• Partner with local HR to ensure that in all cases they are in the loop and provide the right guidance
• Create a culture of partnership with managers and employees in the areas of training, communication and development to ensure improved organizational performance and employee growth
• Interpret and administer company policies / guidelines, and advise / counsel others in equitable application
• Coach leaders on the performance management process for the GQO organization (performance reviews, compensation, talent reviews, etc.)
• Plan, evaluate, research and/or recommend systemic and/or process improvements for the HR function
• Manage all financials drivers related to headcount (full time – contractor – temp decisions)
• Partner with the leader & talent acquisition team on all recruitment activity; always ensuring a high talent mindset is maintained and effective talent bench is in place for all roles
• Coach employees and managers with Gallup tools, such as Q12 feedback meetings and Action Planning sessions, provide StrengthsFinder coaching and Team Blends as needed, and provide profile feedback
• Additional projects and assignments as needed for the business
• Primary liaison for GQO OD Council for headquarters teams
• Own all recognition programs and execute Spotlight on Success recognition process for GQO HQ employees globally
• You will work with senior management to develop and implement HR plans and solutions in order to achieve strategic business initiatives and deliver business results
• Partner with the business on organizational design, workforce planning, succession planning, and skills assessment
• You will review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience
• Provide management coaching to build leadership capabilities to address and resolve employee issues
• You will work with people managers and employees to address all types of employee relations issues ensuring a balanced perspective
• Assess your business units’ human resources training needs and leverage our Learning & Development organization to meet those needs
• You build employee-friendly processes and understand the value of being a service organization
• You will partner with people managers to retain, develop and motivate people to achieve their fullest potential
• Deep focus on delivering business results
• Understanding of technology teams and how to grow and develop technology leaders
• Business Understanding: Ability to explore and understand the business processes, financial metrics and organizational systems and structures
• Organizational Development: Demonstrated ability to use a systems perspective to diagnose an organization and facilitate process improvements
• Compensation and Benefits: Demonstrated ability to understand and apply total pay concepts to attract, motivate and retain key employees in the organization
• Employee Effectiveness: Demonstrated ability to keep in touch with the workforce, anticipating employee reaction and impact of business decisions
• Performance Management: Knowledge of the process of performance management that includes defining success, establishing measurements, providing feedback and rewarding performance
• Workforce Planning: Demonstrated ability to identify the HR implications of the business plan and develop and implement solutions to meet identified needs
• Staffing: Ability to assist the organization with the staffing process and build action plans with Staffing partners to maintain an active pipeline of talent. Can effectively close senior candidates
• Employee Communications: Skills in developing a strategy to implement a plan to ensure effective communication channels within the divisions
• Bachelor’s Degree is required. Masters Degree or MBA strongly preferred
• 10 years of progressively responsible experience in HR generalist role is required
• Demonstrated experience managing performance, coaching and assessing talent
• You have experience managing a multi-layered organization and are committed to growing and developing your team

Assoc Director, Human Resources Resume Examples & Samples

• Proven HR Generalist skills including employee relations, employment law, succession planning, comp, performance mgt, workforce planning, recruitment, and training and development
• Strong analytical skills to deliver HR programs and strategies that effectively address business issues
• Proven HR consulting and coaching skills; successful track record of superior service delivery in diverse global environments
• Track record of achieving results that contribute significantly to the business
• Demonstrated ability to work collaboratively with team members in a matrixed environment

Senior Manager / Director, Human Resources Resume Examples & Samples

• Full responsibility for the Human Resources operational and business partnership functions for UT and management of HR Generalist team; management/oversight and hands on responsibilities include culture development, recruitment, onboarding/orientation, employee relations, policy development and guidance, employee development and compliance activities
• Develop and deploy strategies/tactics/initiatives designed to support executive leadership/company milestone objectives, which will help the business to deliver on their goals
• Support, through HR programs and processes, organizational efforts to design a high performance/high accountability culture
• Provide leadership, management, development and coaching to a team of HR Generalists/Associates
• Oversee recruitment process through life cycle; serve as recruiter when needed to support HR team during high volume recruitment
• Manage onboarding processes, ensuring timeliness and compliance
• Manage and maintain job descriptions, ensuring accurate FLSA assessments and ongoing critical review of requirements, titling structure and physical requirements
• Manage termination and exit process, ensuring exit interview feedback is analyzed and appropriate feedback is provided to leadership
• Evaluate employee programs/policies/processes and making recommendations for improvements
• Develop programs/tools/resources to enhance employee relations and offer employee support to each staff member
• Drive employee and community relations activities Provide counsel and support to managers on counseling/performance management; provide support and counsel to HR Generalist team to ensure they are providing appropriate counsel to managers and employees; escalate and partner with legal as appropriate
• Develop and lead organization and leadership development efforts
• Work with employees and managers to identify and address human resources issues
• Ensure HR processes are compliant with EEOC, OFCCP and other relevant state and federal regulations
• Professional, self-motivated, strong organizational skills, excellent communications skills, highly adaptable
• Experience working for a federal contractor, with associated understanding of OFCCP regulations
• Previous pharmaceutical industry experience strongly preferred
• Ability to work well across different functions and locations, including remote/home office based employees and managers
• Hands-on leader, with the ability to see the big picture and the willingness to “roll up their sleeves” to get the job done
• Acts with a sense of urgency, with the ability to reprioritize quickly and effectively, with an ultimate focus on results
• Strong business acumen, demonstrated problem solving and analytical skills to deliver appropriate solutions
• Work as a key member of the Korean leadership team in developing HR strategies that support the business initiatives. Must have strong business acumen to translate business needs into HR strategies and initiatives
• Plan, develop, and implement HR processes and programs that increase the productivity, competence, and effectiveness of the 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 top talent, ensuring solid compensation planning
• Consult with business line and/or functional leaders and provide analysis and recommendations in such areas as talent acquisition, organizational assessment, Human Resources Review (HRR), performance calibration, performance and career management, succession planning, organizational structure, work force planning and change management
• Contribute and align to both country and company-wide HR policies and standards development through interaction with corporate HR leaders
• Manage the annual performance and salary reviews as well as the variable pay programs
• Strategic partner with business leadership on all potential merger & acquisition activity including strong HR leadership for integration efforts that may result
• Drive harmonization of benefit and compensation plans
• Engage and assist in the facilitation of department goal setting discussions and ensure alignment to company goals
• Provides leadership in the strategic planning for organizational development, change management, plan implications with ability to assess risk reward trade-off to address business needs
• Acts as an objective third party in highly charged counseling, problem-solving or conflict situations where it is crucial to make the right intervention. Investigates problems, such as: working conditions, disciplinary actions, and Team Member complaints. According to circumstances, provides guidance and recommendations for problem resolution to departmental officials and individuals
• Assists in the development, implementation, and administration of policies and procedures/programs for the company in a fair, consistent manner
• Reviews evaluations of performance and performance plans for Team Members
• Recommends hiring, promotion, termination, disciplinary, and commendatory actions of all assigned personnel
• Creates and maintain a work environment that promotes teamwork, performance feedback, individual recognition, mutual respect, Team member satisfaction, and commitment to the organization
• Complies with federal, state, and local legal requirements by studying existing and new legislation, anticipating legislation changes; enforcing adherence to requirements; advising management on needed actions
• Prepares reports and presents as needed
• Consistent and regular attendance is an essential function of this job
• 21 years of age
• Proof of authorization/eligibility to work in the United States
• Bachelor’s degree in Business, Human Resources, or equivalent related work experience
• 7 years of experience in management of Human Resources functions such as Organizational Development, HR Administration, Recruitment, and Team Member Relations
• Must possess considerable knowledge of general Human Resources management, principles, practices, and procedures
• Must have a sound working knowledge of statistical concepts, methods, and data collection procedures
• Must be able to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action
• Must be able to prepare comprehensive reports and represent ideas clearly and concisely, both orally and in writing
• Strong analytical thinking, problem-solving and written skills
• Proficiency in Microsoft Word, Excel, Power Point, and MS Project
• Ability to communicate clearly and effectively in English, both in spoken and written form
• Must be able to obtain and maintain a Nevada Gaming Control Board Registration and any other certification or license, as required by law or policy
• Strong interpersonal skills with the ability to communicate effectively with guests and other Team Members of different backgrounds and levels of experience
• Must be able to work varied shifts, including nights, weekends and holidays

Director, Human Resources & Talent Engagement Resume Examples & Samples

• Partner with business leaders to drive improvements in organizational capability by identifying root causes to issues, and recommending concrete solutions to address issues
• Provide guidance and support around organizational design, talent management, change management, employee engagement, and talent analytics
• Coach managers to pro-actively manage associates (e.g. addressing performance issues) and provide counsel to resolve disciplinary issues
• Advocate and facilitate resolutions regarding employee relations issues
• Drive key talent processes within your client groups, including the annual performance and incentive planning and review process and the semi annual talent review process
• Influence and shape the change agenda, including organization and structural changes; self-identify obstacles and develop strategies to overcome them
• Analyze Human Resources key metrics and utilize data for process improvements
• 8+ years professional work experience in HR/OD, Management Consulting or related field
• Exceptional project management and problem solving skills with a bias towards rolling up sleeves to get things done; ability to work cross-functionally and leverage junior resources and coach associates to achieve optimal results
• Collaborative, ability to build a network with current and future leaders & inspire and influence others to lead change
• Experience assessing global HR needs, benchmarking, and developing and implementing “best in class” strategies and programs
• Strategic thinker comfortable giving consultative advice to senior leaders
• Pragmatic, yet creative and innovative; Action-oriented and resourceful
• Excellent coaching skills
• Ability to independently detect patterns and “connect the dots” to solve for root cause
• Ability to thrive in a dynamic, fast-paced environment
• Key contact for senior customers and business leaders
• Trusted advisor on people issues to Senior Leadership Team, coach and mentor Senior Leaders to be empowered around people, engagement and performance topics/decisions
• Drive and execute the People Strategy for the area of responsibility, focussing on any areas of strategic importance
• Drive complex organizational design, change and transformation programmes, redesigning structures around strategic objectives
• Use data, analysis and dashboards to shape organizational strategy
• Build a Talent pipeline with robust succession plans for Senior Leadership positions within the area of responsibility
• Develop Leadership Bench for the future
• Manage consistent execution of core HR Processes in full compliance with adidas Group policy, legal and regulatory boundaries
• Quickly respond to complaints, questions, needs from senior managers
• On a regional level drive and support on site activities e.g. campus closure, holiday parties, all local initiatives, branding, etc
• Highlight business priorities to Rewards, Talent and Strategy Office to ensure needs and requirements are embedded in new initiatives, programs and systems
• Ensure a global HR reporting for respective functional area in close cooperation with controlling and global partners. Anticipating people trends/trend forecasting
• Maintain a high level of communication with Management and contribute to the decision-making process of structuring and developing the team for the organization Actively support business initiatives and business needs with effective HR measures and promote positive employee relations in the work environment
• HR Capabilities: Employee relations, HR Subject Matter Expert, use of HR Metrics, change delivery, organizational design delivery, maintain external perspective, anticipating people trends, workforce planning
• Business Capabilities: Commercial Awareness, business acumen, customer focus, aligning business & HR Strategy, knowledge of the value chain and key processes to use and impact on the people outcome and strategy
• Consulting Capabilities: Brokering solutions to meet business needs, ability to customise/sell HR solutions in creative ways. Trusted Advisor, impact & influence, facilitation and coaching, project delivery and leadership development
• Innovative thinking
• A team leader with excellent management skills
• Strong customer orientation, coaching and mediation skills
• Articulate and clear in written and verbal communication. Engaging presentations to large groups and teams. Provides ideas and thought leadership on people topics. Confident, creative and collaborative and role models this within the team, coaching others across the team
• Presentation and facilitation skills to all employees including senior management
• Drives innovation and fosters the development of new ideas, approaches and methods
• Drives change processes by applying change management methods
• Master degree focusing on Business Administration, Human Resources Management, or related field
• Proven strategic HR partner, who supported business partners and contributed to the further development of standard global HR tools and programs
• Experience in handling complicated employee relations issues (including union drives/organizing attempts, discrimination claims, sexual harassment investigations)
• Experience in leading a HR team on acquisition/divestiture and integration of a new organization
• Partner with senior leaders in the evaluation of mergers and acquisitions and other strategic business activities, with particular focus on the people implications
• Trusted advisor to the business in all areas of the business that impact people, organizational dynamics, and engagement
• Offer thoughtful leadership and insight regarding organizational and people-related strategy and execution
• Use data to guide decision making and provide proactive, creative solutions to business issues with people implications
• Provide leadership to a team of HR Business Partners as well as to a broader organization
• Collaborate with leaders to create comprehensive people plans to influence engagement, development and retention across ViaSat
• Get to the root cause of complex, business and people challenges and recommend solutions that take into account strategic business objectives
• Influence through a compelling presentation of data, strong collaboration with peers and stakeholders as well as business leaders
• Ability to thrive in a culture where few things are black and white (yes, even in HR). Comfortable and capable in situations that require both a tactical and strategic focus
• Partner with SPS marketing, HOS Gold and commercial excellence leaders to strengthen succession depth and talent sharing
• Partner with the Sales and Commercial Excellence leaders across SPS to drive sales force effectiveness including supporting performance management, training and development and career development of our sales force
• Support the VP HOS Gold Leader and respective organization to build HOS Gold capability and understanding across all the SPS businesses
• Work with the Staffing Center of Excellence (COE) to ensure all key roles are filled in a timely matter with high quality candidates
• Works on issues that require analysis of situations and/or data that involve an in-depth knowledge of business objectives
• Drive and deploy Corp and SPS wide HR procedures and policies. When necessary approve and deploy specific functional policies and practices designed to ensure compliance with the business
• Drive and improve HR processes across client groups; enable functional transformation
• Partner with SPS Communications to develop and execute a business communications plan
• Manage a small team of 1-3 direct reports to drive HR excellence
• Bachelor's degree required with emphasis in Business, HR, Employment Relations or Organizational Development or related discipline
• 10 years progressive professional Human Resources generalist experience including prior experience working with executives
• Ability to Travel up to 25%
• Master's degree preferred with a concentration in Business, Human Resources, Organization Development or a related discipline
• Solid global mindset and experience
• Lead all HR processes, programs and policies, including but not limited to talent acquisition, succession planning, performance management, and employee relations while modeling a superior customer service focus. Build successful relationships across the organization and develop a detailed understanding of the business needs so that recommendations can be made that complements our organization
• Develop successful sourcing strategies to strengthen the company’s ability to recruit and retain top talent, anticipating talent needs and partnering to ensure we have the best talent. Evaluate strategies on an ongoing basis and adjust according to market trends and effectiveness
• Work with business partners to identify critical factors influencing staff turnover and engagement. Formulate plans and provide guidance to effectuate positive change
• Oversee employee relations, providing support to management teams to ensure consistency and fairness in addressing company policy and procedures. Coach Managers on any performance issues and assists with resolutions, ensuring appropriate and timely corrective action
• Manage the immigration process for Barnes & Noble company-wide and partner with internal Legal department and external immigration law firm
• Oversee and manage facilities for the office. Ensure that the Facilities team is providing the highest level of customer service and support in resolving day-to-day problems and issues presented by employees and vendors, etc. Manage and design the work space to ensure that the floor plan provides the optimal use of space while providing teams the best workflow possible
• Ensure excellence and consistency in the implementation of all programs in compliance with all applicable laws and policies
• Develop HR programs for Digital and Sterling Publishing, providing direction to ensure employees are engaged, retained and invested in creating a positive workplace and a high level of employee morale and motivation. Set the strategy and define objectives ensuring milestone deliverables are met within timeframes outlined
• Identify opportunities for training initiatives which will elevate the skill set of our current employees and foster growth opportunities within the company
• Identify, develop and execute programs, policies and practices to ensure Barnes & Noble maintains a competitive advantage in the marketplace
• Prepare and deliver performance reviews, provide actionable feedback and create development plans for direct reports, managing all levels of performance
• Develop and monitor annual human resource budget ensuring that we are staying within plan
• Collaborate with Human Resource teams throughout the company to identify best practices. Share knowledge and work together to create a world class human resource department
• Minimum of 10 years of prior HR experience in roles of progressive and increasing responsibility with a thorough knowledge of employment law, recruitment and succession planning
• Ability to build rapport and collaborate across the organization
• Ability to anticipate needs, challenges and potential issues and proactively develop solutions to meet the demands of our fast-paced, constantly changing business
• Act with a sense of urgency and can reprioritize quickly and effectively, with an ultimate focus on results
• Strong business acumen, demonstrated problem solving and analytical skills to deliver appropriate solutions balancing employee needs and business considerations
• Strong written and verbal communication skills with the ability to interact effectively at all levels of the business
• Collaborate with Macmillan leadership to develop and implement an integrated HR strategy
• Ensure that all operational functions of HR run smoothly, are documented, and complete in a timely manner, liaising closely with the shared service HR ops support team
• Analyze trends and metrics in partnership with People Team to develop solutions, programs and policies
• Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations, providing day-to-day coaching, counseling, career development, and disciplinary actions
• Work with management teams to ensure compensation practices attract and retain the most qualified talent. Oversee and manage group compensation plans and annual reviews
• Ensure an engaging, business-focused performance management cycle using existing digital platform, goal setting, mid and end of year reviews, as well as feedback and coaching and development training
• Work with entire HR team to manage special projects related to new manager training, diversity, mentoring, employee engagement, succession planning, as needed by the organization as it continues to develop the work environment
• Minimum of 7 years of HR generalist experience, with solid background in HR strategy, transformation and change management, project management, shared services, and M&A
• Positive, “can do” attitude
• Must be able to work collaboratively in a matrixed environment
• Must have sound judgment and good decision-making skills
• Be a role model within the hotel and exhibit and practice professional leadership skills, which are fully aligned with our culture, values and pillars
• Supports leaders particularly in the area of Colleague Engagement and Labor Relations in a unionized environment
• Assist the Regional Director of Talent & Culture in developing and executing Talent & Culture programs within the Hotel in accordance with Company policies, practices and procedures
• Provides advice on interpretation and implementation of the Collective Bargaining Agreement, employment legislation, and developments in labour relations, Employment Standards and Human Rights in Ontario
• Advance positive employee relations by building effective working relationships with all constituents
• Provides assistance and support with employee and labour relations issues
• Researches and handles all union grievances
• Performs various related duties such as participating as a member of assigned committees and labour/management meetings
• Attends disciplinary meetings when required
• Responsible for the maintenance of grievance and historical data files
• Assists Regional Director with collective bargaining, including but not limited to, researching proposals, participating on local negotiating team
• Fosters positive employee relations and provides a favourable climate for continuous and effective relations
• Manage departmental financial budgeting and month end processes
• Manage the day to day operations of the office and HR team members
• Performs other duties as assigned which are directly related to the responsibilities of the position
• Minimum 5 years management experience required
• CHRL designation or equivalent an asset
• Minimum of 3 years’ experience in labour relations in a hospitality setting preferred
• Excellent communication, customer skills and teamwork skills
• Must be able to multitask and work effectively in a fast paced, stressful environment
• Excellent conflict resolution and problem solving skills
• Develop action plans to respond to staffing issues. Manage recruitment team in selection of candidates, analyze projected and current staffing needs, recruitment strategy, interviewing, testing and select candidates to fill vacant positions. Identify legal requirements and government reporting regulations affecting the recruiting function and ensure policies, procedures and reporting are in compliance
• Establish strong relationship with union representatives and maintain positive labor relations
• Counsel and assist managers to maintain, identify and implement actions that improve or maintain a positive employee relations environment. Identify any internal and external factors that may affect employee retention; address these issues by working in concert with managers/supervisors to develop proactive strategies to meet or exceed turnover goals
• Ensure internal consistency and worth in administering job evaluations and compensation programs. Prepare new and revised job profiles and recommend evaluations. Assist with wage analysis and surveys to ensure that pay practices are in line with local labor markets
• Determine training needs of the organization and select appropriate instructional procedures or methods. Work with managers to develop proactive training plans that prepare employees to meet current and future business objectives
• Facilitate annual talent planning session with leaders to gain agreement and understanding of current talent, identify successors for key leadership roles, and establish development plans
• Develop and mentor staff through on-boarding, open communication, training and development opportunities and performance management processes; build and maintain employee morale and motivation; ensure the team is appropriately staffed with required competencies
• Ensure compliance with local, country, and regional employment. Administer health and safety regulations, monitor activities, prepare and submit required reports. Provide on-site audit support, implement and manage required remediation activities
• Bachelor’s degree; advanced degree preferred
• Willing to travel at least/up to 50% of the time for business purposes (within country and the US)
• At least 3 years of experience managing people including hiring, developing, motivating and directing people as they work
• At least 7 years of human resources or related experience in a manufacturing environment. Multiple site experience preferred. Previous experience working with labor unions
• Thorough knowledge of human resource policies and procedures as well as applicable laws
• Participate as a member of the New Ulm senior team to establish vision and strategic priorities for the organization as it relates to talent acquisition, retention, development, budget requirements, and other related areas
• Serve as a strategic resources and business solutions consultant to leadership. Assure people strategies exist within the business unit that lead to improved results. Understand business issues and identify tailored solutions that deliver measurable results, meet needs, and align with overall organization strategies
• Anticipate market forces and continually recommend cost-effective, appropriate compensation and benefit programs
• Provide processes and methods of identifying and addressing employee concerns and for resolving disputes. This includes identifying trends and issues that affect workforce effectiveness and developing resolution strategies and approaches
• Ensure compliance with all pertinent laws and regulatory bodies, including The Joint Commission
• Lead employee engagement activities including regular feedback from employee surveys and other assessment (employee listening) methods, identification of factors enhancing or detracting from the engagement of employees, and development of strategies for improving employee engagement
• Coach management or provide resources for professional and personal development, change management, leadership skills, organizational planning, rewards, recognition, staffing and other related topics
• Oversee and facilitate the implementation of HR programs, processes, and practices designed to meet business needs
• Assist line managers in the design and implementation of staffing strategies and processes. Identify Hospital staffing needs and create sourcing strategies and selection methods to meet the short and long term talent needs of the organization
• Develop external relationships with schools, community, and professional organizations to serve as a source for short and long term talent
• Serve as an integration point with Allina HR and leverage organization-wide HR resources in solving problems and improving service delivery. Participate on the West Region HR Team to ensure that Allina and Hospital strategies are successful, mutually reinforce, and provide focus and direction for HR resources
• Champion the Hospital’s diversity strategy and develop specific plans and programs for achieving diversity goals
• Assist line managers in developing and monitoring key HR measures that evaluate individual, departmental, and organizational performance. Measure the overall effectiveness of HR initiatives and programs
• Perform cost/benefit analyses of HR activities, programs and practices, and analyze the pro and cons of possible solutions
• Play a strong leadership role in maintaining strong, positive employee relations
• Manage some operational functions (e.g. gift shop, auxiliary and volunteer services)

Director, Human Resources Business Delivery Resume Examples & Samples

• Oversee and manage activities related to developing and executing human resource strategies and plans for business areas
• Create and administer programs to address workforce challenges, performance management issues, and workforce capacity. Collaborate with business unit management in managing programs. Provide technical support in developing solutions and alternatives
• Direct change initiatives in support of the organizational performance management process. Provide expert advice and recommendations
• Lead unit in implementing culture change initiatives within business areas. Monitor progress. Report findings
• Report to senior management on the unit's production, activities, and efforts
• Represent the unit as an expert or resource to cross-functional project or coordinating teams
• Plan, document, and manage the performance of subordinate managers and/or staff. Provide for professional or technical growth through assignment, mentoring, or training
• Plan and manage the unit's budget. Approve expenditures or budget transfers
• Demonstrated ability to collaborate and partner with others both inside & outside the organization to deliver and support key stakeholders/customers
• Demonstrated experience managing key deliverables for customers, driving results and delivering for the business
• Proven ability to deal with conflict, diffuse escalations and objectively problem solve to resolve difficult issues
• Experience in supporting business units in a high change, fast paced environment, applying innovative ideas to meet customer needs
• 10+ years of experience and proven track record of influencing, partnering and supporting senior level clients including C-Suite officers
• Relevant and current experience leading a team of direct reports, showing development and empowerment to create a high performing team that drives results
• Strong organizational skills with appropriate attention to detail
• You must demonstrate strong business acumen and know how HR and talent strategies can drive business results
• You can partner with leaders at all levels to help influence strategic decisions and have demonstrated the ability to provide sophisticated solutions to complex issues
• You have an inherent interest in analyzing data, recognizing trends and themes, and consulting with the business using measures and results
• You are a natural collaborator who easily builds relationships with HR colleagues and business partners to deliver results
• You are well versed in change management and understand key points of engagement, communication, and influence
• You demonstrate vitality and commitment to progress; you are not satisfied with the status quo
• Implement human resource strategies by ensuring department accountability in accordance with HR Policies and ensure compliance with legislation across all jurisdictions
• Manage human resource operations through recruiting, selecting, orienting, counselling and disciplining staff; planning, monitoring staff contributions, resolving problems, ensure data integrity of the HRIS, reporting HR metrics
• Manage the Quarterly Talent Review Process across all Divisions and Group Functions with a focus on Talent Acquisition and Talent Development
• Accomplish special project results based on the HR Strategic Plan meeting priorities
• Support management by providing human resource advice, counseling and decisions; analyze information and applications
• Comply with Federal, Provincial and local legal requirements by studying existing and new legislation and ensuring adherence to requirements; advising management on required actions
• Communicate and enforcing organizational purpose, values, vision and mission
• Ensure engagement programs are embedded in the day-to-day business including the development and reporting of action plans, employee surveys, recognition and rewards program for employees and the Owner/Operator group
• Provide Pension and Benefits input to plan, design and balancing the costs of the plan with the overall effective delivery of the plans for Employees and Owner Operators
• Provide oversight to the Pension and Benefits team providing adjudication of STD files ensuring rigorous adherence to early and safe Return to Work programs are governed by best practices
• Act as a champion for Diversity for the business, ensuring compliance with legislative requirements and supporting the business Diversity program
• Guides management and employee actions by researching, developing, writing and updating policies, procedures, methods, and guidelines
• Enhances HR organization effectiveness and value to the business by accepting ownership for accomplishing new and varied requests
• Demonstrate business acumen and understanding of the business and utilize HR levers to support and drive growth for the business
• Post-secondary degree, preferably in Human Resources and/or Business Administration, or a combination of education and experience. CPHR or CHRP is preferred but not essential if combined with experience
• Minimum 10 years’ experience as an HR Generalist leading an HR Function for a medium to large organization. Leadership skills are essential for this role
• Highly skilled at analyzing and presenting data that helps identify trends and patterns and identify potential root causes. Good interpersonal and communication skills (both verbal and written). Self-starter, excellent time management skills. Attention to detail and decisive. Critical thinker
• Prior supervisory/leadership experience is essential, demonstrating coaching and mentoring
• Proven experience in setting objectives and managing performance
• English/French Bilingualism is an asset
• Technical knowledge and skills utilizing HRIS, Microsoft Programs including Excel, Power Point, Outlook, Web Based Learning Platforms
• The working environment can include long periods of sitting at a desk and data imputing. This position includes infrequent travel, as required
• Provide leadership and support to the Canadian Senior Leadership Team (SLT) and client groups to create, rollout and/or asses people strategies and processes including performance management, employee development, succession planning, staffing plans, compensation and reward systems. Engage with corporate HRBPs, Talent Management and Total Rewards as appropriate. Partner as needed for solutions based on business needs
• In collaboration with business leaders, build a performance based culture that emphasizes McCain’s Core Competencies and functional capabilities. Build the talent and leadership capability and culture that will enable McCain to achieve its objectives
• Assess, develop and implement organizational design and structure improvements that support the business strategy by ensuring roles and responsibilities of the functional team are clear, well-defined and hold incumbents responsible for results
• Provide leadership and support across Canada locations to create, rollout and/or assess people strategies and processes within all locations including performance management, employee development, succession planning, compensation and benefits. Generate insight, identifying needs and translating needs into requirements for the right HR solutions, working with HR expertise leaders (Total Rewards, Learning & Development, Careers) to co-develop solutions (where required) and delivering solutions in collaboration with HR COEs
• Ensure consistent, timely and accurate application and compliance with all applicable laws and regulations and McCain policies and practices. Advise and counsel client groups to recommend, develop and implement effective policies and procedures, which support achievement of company goals in a manner consistent with McCain’s values and good human resources principles. Partner as needed for solutions based on business needs
• Participate in performance improvement and/or disciplinary procedures review for assigned clients to insure compliance with law and company policies and procedures. Counsel and coach employees and managers/supervisors on corrective action
• Define and execute organizational effectiveness concepts in the areas of team formation, development, engagement. Analyze various training programs and recommend plans/approaches to increase work force capability
• Assess and monitor employee engagement and implement appropriate action plans to address identified needs
• Actively participate in staff meetings, providing relevant HR updates, recommendations and insights into the business
• Conduct training programs as needed to support the business
• Moderate travel as required
• Other projects/duties as assigned or needed
• Directly supervise one professional employee and provide HR leadership to HRBP teams
• Bachelor’s degree in human resource management or related field. Masters degree a plus
• Excellent problem solving and coaching abilities
• Knowledge of employment and labor laws
• Knowledge of hourly and salaried pay practices, handbooks, and personnel practices
• Strategic thinking and thought leadership
• Facilitator and leader for change management
• Minimum 10 years managerial-level experience in Human Resources including employee relations, labor relations, training, organizational development and compensation/benefits. Plant and division level human resources experience strongly preferred
• While performing the duties of this job, the employee is frequently required to use hands and fingers to operate a computer keyboard, mouse and telephone keyboard and talk or hear
• Requires visual acuity to focus on desktop and/or laptop computer screen
• Typically work is in an office environment where the noise level is low to moderate
• 7+ years of progressive HR generalist experience with a minimum of 2 years at a Director level
• 3+ years of people management experience
• Superior leadership presence and well honed presentation skills
• Master’s degree in related field preferred
• Builds and maintains productive inter/intra departmental work relationships to optimize operations
• Performs related duties, as required
• Bachelor’s Degree in Human Resources or related field, required. Knowledge of Administration as normally acquired through the completion of a Master’s Degree, required
• Minimum of seven (7) years progressively responsible experience in Human Resources, required
• Strong interpersonal, communication and computer skills, required
• Manages operational projects and initiates value-added projects to increase employee engagement and patient satisfaction. Serves as key participant in creating, planning, and implementing strategic initiatives with accountability for the effectiveness of programs and processes
• Partners with business leaders to help strengthen the overall work environment and to ensure decisions affecting employees are based on data in alignment with our strategic goals. Develops strong relationships at all levels to facilitate attainment of goals
• Provides generalist support with limited direction from HR leadership; implements, interprets, communicates and, where appropriate, recommends HR policies and procedures for implementation
• Provides consultation and coaching to department heads regarding HR and business issues from a strategic standpoint to include coaching on effectively leading their teams, navigating and resolving employee relations issues and managing talent development programs. Makes recommendations to meet department needs and mitigate any potential risk
• Serves as a key change leader and champion of Health System and facility culture and values
• Coordinates and assists with planning and execution of a broad range of HR programs including employee relations, compensation, organization design/change, performance management, recognition programs, workforce planning/headcount management, talent management, learning and development and manager engagement
• Proactively manages HR systems and reporting vehicles to maintain high integrity of employee and organizational data; provides management information, data analysis, metrics and tools that give insight on people issues including retention and career development
• Collaborates with HR colleagues to ensure the delivery of high quality HR services to the business. Partners with Corporate and Shared Services to drive people development and results oriented performance
• Participates and/or leads investigations of employee grievances, claims of violations of facility policies and procedures and works with department heads to take appropriate actions
• Prepares documentation for and participates in contract negotiations and arbitration hearings, as needed. Monitor implementation of policies and ensures compliance with terms of collective bargaining agreements. Advises managers in interpreting collective bargaining agreements and policies and mediates between employees and union representatives, identifying legal issues
• Bachelor’s Degree in Human Resources, Business Administration or related field, required. Master’s Degree, or Juris Doctorate degree, preferred
• SHRM certification, preferred
• Minimum of five (5) years Human Resource generalist experience, required. For sites with union representation, experience in a union environment, required
• Knowledge of labor laws (EEOC, FLSA, FMLA, ADA, NLRA) and HR fundamentals, required
• Proficient PC and Microsoft application skills, required. Knowledge of Taleo and PeopleSoft, preferred
• Exceptional negotiation skills and strong interpersonal skills to support, advise, coach and influence others, required

Associate Executive Director, Human Resources Resume Examples & Samples

• Works collaboratively with CHRO to develop, coordinate, integrate and consistently implement best practice HR programs tailored to the site needs
• Ensures compliance with all HR/labor Federal, State and local regulations
• Supports the site leadership team, provides coaching and resources, and assures the team is linked appropriately to the HR resources they need to build skills, drive strategy and produce results
• Ensures accuracy, quality, timeliness, and responsiveness of products, services and activities of the entire HR function
• Analyzes HR site issues and problems and develops, with site leadership, optimal solutions that maximize performance
• Serves as a member of site department leadership teams to drive HR and business objectives and to provide advice and counsel to focus on creating innovative HR solutions that support strategy
• Builds and maintains constructive relationships throughout the site and develops and leverages those contacts to increase communication and work effectiveness throughout the HR function
• Hires, trains, disciplines and supervises staff. Evaluates performance and ensures appraisals are completed on a timely basis. Ensures that performance feedback, recognition and reward systems drive a team environment
• Collaborates with other functions, departments, teams and individuals to achieve HR business objectives
• Master's Degree in Human Resources or related field, required
• Minimum of seven (7) years experience in Human Resources, required
• Proficient PC skills required; PeopleSoft experience, preferred
• Annually reviews and makes recommendations to Executive Management for improvement of the company's policies, procedures, and practices on personnel and payroll matters
• Trains and assists management staff in ensuring consistent application of personnel policy and procedures in accordance with all applicable labor laws and accreditation standards
• Maintains knowledge of industry trends and employment legislation and insures company's compliance
• Responsible for company compliance with Federal and State legislation pertaining to all personnel and payroll matters
• Leads creation and approval of policy, procedure and strategic planning development related to Human Resources
• Communicates changes in company personnel policies and procedures and insure proper compliance
• Assists the Executive Management Team in the annual review, preparation and administration of the company’s wage and salary program
• Oversees maintenance of all personnel records documentation as required by specific licensing/certification standards and law
• Serves as consultant to management and staff in mediating conflicts
• Develops and monitors performance evaluation policy and procedures
• Negotiates and manages benefit plan and works with external vendors when applicable
• Supervises Human Resource, Safety, and Security personnel
• Develops and monitors Human Resource Department budgets and forecasts
• Conduct employee satisfaction and market salary surveys to assist with retention
• Actively and cooperatively participates in Senior Management Team leadership of company and provides leadership for the Human Resources department
• Provides monthly and/or annual summaries to Executive Management Team on personnel issues such as: trends noted from exit interviews, workers comp claims, etc. and recommends quality improvement actions
• Provides leadership and training for management on best practice supervisory guidelines and skills
• Consults with legal counsel as appropriate, and/or as directed by the CFO on personnel matters
• Maintains knowledge of legal requirements and government reporting regulations affecting Human Resources functions and ensures policies, procedures and reporting are in compliance
• Works with hiring managers to effectively assist in filling open positions
• Works with outside agencies to fill vacancies in manufacturing environment, including programs such as temporary labor, H2B Visas, refugee programs, seasonal employment, etc
• Maintains job descriptions for all positions - update on a regular basis
• Training – coordinate training for managers and staff
• Administers performance review program to ensure effectiveness, compliance and equity within the organization
• Prepares employee separation notices and related documentation
• Manage and drive strategic initiatives of the Training, Building Maintenance and Safety Departments
• Education: Bachelor's Degree in Management, Human Resources or other related fields
• Experience Required: Six or more years of experience in a human resource leadership tole, two years as a director; emphasis in a manufacturing role
• Strong problem solving and analytical skills with attention to detail
• Must be capable of working autonomously, is a team player and possess the ability to interact and interface with all levels of management
• Proficient knowledge of MS Office
• Must be able to handle multiple tasks at the same time
• Action oriented - enjoys working towards goals/deadlines
• Customer focus - dedicated to meeting the expectation and requirements of internal and external customers
• Strong organizational, interpersonal skills
• Master’s Degree strongly preferred (MBA or MHR)
• Have, or intent on pursuing, PHR/SPHR and SHRM-CP/SHRM-SCP
• Ability to actively participate with senior management and present information to employee groups or board of directors
• Should bring experience working in infrastructure including exposure and in introducing new technologies and change in a dynamic environment
• Position requires “hands on" management, hardworking and dedicated individual with experience and ability to define, design and implement all required systems
• Experience in multi-plant, complex manufacturing environment preferred
• Ability to speak and write in Spanish would be a plus

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5 Human Resources (HR) Manager Resume Examples for 2024

• Human Resources (HR) Manager
• HR Manager 2
• HR Manager 3
• HR Manager 4
• HR Manager 5
• Human Resources Manager Resume Writing 101

Employee interactions, company image, recruitment, policies, salary negotiations, onboarding—you do a lot! You serve as liaison between staff and upper management to help mediate problems, too.

But, if your head is spinning from looking at sample resumes , you might be left wondering what your resume should emphasize and how it should look.

No need to worry: We’ve helped plenty of people in HR polish their resumes to a shine! Use these five Human Resources Manager resume templates and additional resume tips to get started.

Human Resources (HR) Manager Resume

or download as PDF

Why this resume works

• Got a moment where you boosted employee satisfaction metrics by 9%? That’s gold—make sure it’s front and center in your resume. And throw in that bit about slashing the hiring process time by maybe, 18%. It’s these highlights that make you stand out from the crowd.

Human Resources (HR) Manager 2 Resume

Human Resources (HR) Manager 3 Resume

Human Resources (HR) Manager 4 Resume

Human Resources (HR) Manager 5 Resume

Related resume examples

• Entry-level human resources
• Human resources assistant
• Human resources director
• HR coordinator
• Human resources

What Matters Most: Your Skill Set & Work Experience

As a human resources manager, you want to show recruiters that you can balance technical prowess with your ability to guide and support employees. Recruiters want to see a blend of hard and soft skills showing that you know when to help and how.

Luckily, when you list hard technical skills, they tend to speak for themselves. Just be specific and spotlight your favorite software tools by name!

Alongside naming the exact programs you use for HR management, make sure you’re very profession-specific with your soft skills. Instead of just saying “communication,” share how you communicate:

9 most popular human resources manager skills

• Interviewing
• Employee Coaching
• Benefits Administration
• Conflict Resolution
• HRIS (Workday)
• Google Suite

Sample human resources manager work experience bullet points

While your skills show what you can do, your work history shows how you put them into practice. Recruiters want to know what you accomplished and how.

You’ll have to back up your claims with quantifiable data, too. This can get tricky while featuring soft skills, but look for ways to go beyond what you did to show the measurable impact it had.

While providing metrics like percentages and improvements in ratings, you also want to exhibit a trend of advancement throughout your experience section.

Here are some sample work experience bullet points:

• Gathered feedback after final interviews, boosting positive reviews on Glassdoor to 4.8/5 stars
• Identified gaps in interview funnel and recommended proactive changes that improved average time-to-hire by 18%
• Led forecasting for yearly full-time and contractor recruitment needs with 27 company executives, increasing team efficiency and elevating employee satisfaction by 14%
• Collected job requirements and posted 53 job descriptions on internal and external sites, acquiring 8 full-time hires within a month

Top 5 Tips for Your Human Resources Manager Resume

• It’s always good to look approachable but professional on your HR manager resume. If you’re asking yourself “How much is too much?” remember: Stick with a modern resume template with two colors maximum, and always use clear, readable fonts.
• Still not totally sure how to present your soft skills with good metrics? If you start to feel like you’re just listing random numbers, step back and look for how they tie into your profession. What impact did they have? Did your work improve employee retention? Reduce onboarding time?
• Your resume should be one page or less, making it easy for a recruiter to skim your highest points, such as your own chops regarding recruiting or your ability to forecast for full-time hiring needs. Any longer than a page, whatever you included on page two will likely go unread if your resume isn’t simply discarded in favor of a more concise one.
• Don’t worry: Not everything you trim away to keep your resume to a single page has to be gone forever! If you had some points that were simply too good to part with, like that time you skyrocketed employee satisfaction rates, they may be useful in your HR cover letter .
• When applying for a managerial role, it’s important to highlight instances when you’ve owned more complex tasks. Mention how you created new hiring plans, optimized workplace practices, and nurtured a supportive work environment.

It’s important for a human resources manager resume to fit each job role you’re applying for. Yes, that means you’ll need to tweak it each time, but it’s not as intense as it sounds. Review each job description for specific skills, keywords, and objectives that you relate to, and reflect those in your resume.

This can be tricky for HR managers. But a good rule of thumb is remembering that you’ve advanced to a managerial role to handle larger, more layered objectives. Since your skills have expanded beyond the more common HR skills, include broader and more technical abilities, like compensation and benefits management or talent management software, than you’d find on an entry-level resume.

You already know to stick with simple colors and user-friendly fonts, but layout is important, too! Decide which resume format is best for you by assessing which of your sections is the strongest. (You’ll probably want to highlight your work experience to show your growth and qualifications as a human resources manager.)

Human Resources Director Resume Sample

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Work Experience

• Works with the HR and business leadership team to identify organizational development improvements, particularly around culture change during periods of major transition and transformation within the company
• Provides consulting and advisory services to any projects within the business unit where there is an identified need from a people strategy perspective
• Drives all efforts around increasing employee engagement within the function (including execution of the GPTW Survey through to action planning)
• The HRD provides advice and counsel to line of business leadership and other managers on integrated Human Resource solutions that have multiple sets of legislative policies and procedures
• The HRD has the authority to examine the application of HR programs and processes to ensure adherence with the HR policies and regulatory requirements
• Given the nature of the role, the HRD has the authority to collect and/or be provided with employee information when reviewing reports or conducting HR related activities
• Partner closely with business leaders to ensure that we are focusing on the engagement of our people, driving performance and ensuring that our employees are getting development through the right career assignments and experiences
• Enable the broader HR team to better understand the unique needs of their business areas
• Oversee the implementation and ongoing effectiveness of processes and programs in all areas such as, talent acquisition, learning and development, performance management, diversity and resolution of employee issues
• Manage financials and budgets to drive efficiency and continuous improvement within the organization
• Partner with specialist teams on programs (talent acquisition, learning and development and performance management) that ensure the retention of top talent and build a bench of strength
• Develop the leadership talent of the HR organization through solid career path management that results in the strengthening of individuals through different experiences, resulting in leaders promotable inside or outside of HR
• Contribute to the development, and be responsible for the implementation and ongoing effectiveness of HR processes and programs, and continually explore opportunities for improvements in all areas
• Demonstrate knowledge of and partner with corporate risks teams on compliance related issues educating managers and employees on employment and wage/hour laws-both State and Federal
• Strengthen the business acumen and analytical knowledge of the HR organization at all levels, increasing our capabilities to make value added recommendations and drive successful change
• Form strong business partnerships with dedicated Senior Leaders in Engineering, Product, and G&A
• Maintain, build and lead a high-performing HR client facing team
• Promote continuous improvement in the development of the Human Resources acumen of business leaders through leadership, guidance and education
• Provide sound counsel, leadership and influence to management with respect to employee relations matters, including EEO law and company policies and practices
• Review and analyze trends to develop and refine our annual Global People Roadmap including diversity, learning, and talent management programs
• Execute business-specific initiatives as well as centrally-led business processes such as quarterly conversations, compensation planning, management training and engagement action planning
• Lead and implement the flawless execution and communication of client-identified HR priorities that support the Company’s unique culture, values and on-going growth, while taking into account the decentralized scrappy nature of the Company

Professional Skills

• Excellent computer skills in particular, excel skills in database management and record keeping
• Excellent project management, planning and analytical skill with strong group facilitation skills
• Strong presentation skills with experience delivering presentations to all levels of the organization
• Progressive HR experience with a strong focus on a digital/technology client base, experience managing and leading a team
• Demonstrated skills and abilities in one or more of the following: employee relations, talent acquisition, organizational strategy, or training & development
• Excellent multitasking skills LI-HD#HR
• Excellent PC skills needed including Microsoft Office Suite (Excel & PowerPoint.)

How to write Human Resources Director Resume

Human Resources Director role is responsible for interpersonal, business, leadership, organizational, organization, computer, presentation, training, analytical, development. To write great resume for human resources director job, your resume must include:

• Your contact information
• Work experience
• Skill listing

Contact Information For Human Resources Director Resume

The section contact information is important in your human resources director resume. The recruiter has to be able to contact you ASAP if they like to offer you the job. This is why you need to provide your:

• First and last name
• Telephone number

Work Experience in Your Human Resources Director Resume

The section work experience is an essential part of your human resources director resume. It’s the one thing the recruiter really cares about and pays the most attention to. This section, however, is not just a list of your previous human resources director responsibilities. It's meant to present you as a wholesome candidate by showcasing your relevant accomplishments and should be tailored specifically to the particular human resources director position you're applying to. The work experience section should be the detailed summary of your latest 3 or 4 positions.

Representative Human Resources Director resume experience can include:

• Build and maintain productive working relationships with the cross-departmental HR teams, and other business partners that serve as partners to roll out integrated programs and solutions
• Excellent communication skills, both oral and written, along with strong public speaking and presentation skills
• Strong influencing skills, organizational agility, analytical skills, and program evaluation abilities
• Proven planning, organizing, leading, and controlling abilities as well as strong project planning and execution skills
• Effective time management skills and ability to balance competing priorities
• Strong organizational skills, structured in priority management as well as having the ability to manage several complex files

Education on a Human Resources Director Resume

Make sure to make education a priority on your human resources director resume. If you’ve been working for a few years and have a few solid positions to show, put your education after your human resources director experience. For example, if you have a Ph.D in Neuroscience and a Master's in the same sphere, just list your Ph.D. Besides the doctorate, Master’s degrees go next, followed by Bachelor’s and finally, Associate’s degree.

Additional details to include:

• School you graduated from
• Major/ minor
• Year of graduation
• Location of school

These are the four additional pieces of information you should mention when listing your education on your resume.

Professional Skills in Human Resources Director Resume

When listing skills on your human resources director resume, remember always to be honest about your level of ability. Include the Skills section after experience.

Present the most important skills in your resume, there's a list of typical human resources director skills:

• Excellent networking and interpersonal skills as well as strong organizational skills and initiative
• Strong communication skills to effectively communicate with all levels of employees and management, up to and including the CEO
• Demonstrated consulting skills on complex organizational issues
• Polished verbal and written communication skills and effective problem solving ability
• People management skills, ability to manage priorities and create a collaborative and high performing HR team
• Very strong leadership, relationship building and interpersonal skills, both internally (with the HR Team) and externally (with the client groups)

List of Typical Experience For a Human Resources Director Resume

Experience for regional human resources director resume.

• Strong written/verbal communication skills; good listening skills
• Background in training design and delivery; Excellent presentation and public speaking skills
• Excellent interpersonal and communications skills; is a team player
• Strong communication skills (verbal, written, presentation)
• Able to work collaboratively and effectively to achieve good outcomes
• Strong project management skills; ability to lead projects, influence and obtain buy-in, and then drive execution and achievement of results
• Strong leadership behaviours, management and people skills with high team orientation
• Proven leadership abilities, preferably with experience supervising remote subordinates, including ability to lead, motivate, coach, and educate staff members
• Demonstrated experience in driving a culture that aligns to “Making A Difference in the lives of team members, communities and customers

Experience For Franchised Human Resources Director Resume

• Effectively represent The Inn at Perry Cabin while on duty and off duty
• Ten years or more previous human resources experience with five years previous management experience
• Maintains employee handbook on policies and procedure and effectively communicate policies to employee population
• Identifies general areas of development (competencies/skill sets) for employee population and creates solid employee development programs
• Strong experience in HR process improvement, project management, and HR analytics
• Build relationships at all levels within the organization to effectively maximize employee involvement in driving change

Experience For Senior Human Resources Director Resume

• Develop strong and effective team relationships with HR specialist functions/Centers of Excellence, e.g., HRPSC, Finance PSC
• Passion for innovative HR solutions and process improvement; demonstrated experience driving processes improvements
• Demonstrated ability to develop strong collaborative relationships to garner support to achieve goals
• Effectively understand and represent the best interest of others
• Provides guidance and direction to staff in building site HR skills and services provided
• Experience in managing HRIS systems and working knowledge of the same

Experience For Division Human Resources Director Resume

• Proactively market and deliver value-adding programs pertaining to organizational development, effectiveness and talent management
• Proven track record of managing and mitigating risk to the organization
• Drive IDEX HR priorities through operating model and engagement activities
• We would like to see deep experience with employee relations and managing relationships on a remote basis
• We have a great leadership team, but there is always room to improve; experience with coaching managers would be ideal
• Build and maintain highly effective working relationships and positively influence others
• Lead and align the current HR team across Asia ensuring the effective delivery of global people and business strategies
• Organizational effectiveness (including needs assessment, organization development and performance management)
• Promote employee understanding and contribute to positive employee relations’ climate through effective communications

Experience For Field Human Resources Director Resume

• A trustworthy educator willing to share information and serve as a mentor. An experienced facilitator able to resolve interpersonal conflicts
• Define and execute on budget, sizing and effectiveness (quality and cost) of the HR Function in the region
• Report to the Senior HR Leader for LM Wind Power where there are 4 solid reports to lead HR in each of the respective blade manufacturing facilities
• Progressive supervisory experience in a Human Resources Department required
• Inspires, challenges, and grows a strong HR talent pipeline
• Align and prioritize Human Resources strategy and structure with the vision and business plan of the company
• HR Leadership experience in a global, matrixed manufacturing organization
• Experience implementing strategic solutions and processes

Experience For Divisional Human Resources Director Resume

• Utilize and leverage technology to increase effectiveness and efficiency of various HR systems
• Strong business acumen and ability to partner with Leaders globally
• Passion for the colleague experience
• Proven record of developing and executing programs that maintain high employee engagement
• Support the implementation of an effective staff recruitment plan to meet the Center’s staffing needs

Experience For Human Resources Director Germany Resume

• Experience with human resources practices and policies in Korea
• Support and contribute to the implementation of an effective staff recruitment plan to meet the Center’s staffing needs
• Strong leadership and people management capability
• 3 to 5 years of HR management experience required, preferably in a healthcare setting
• Manage multiple, competing priorities
• Well organized, effective and efficient working in a team environment to get things done
• 8 to 10 years progressive HR experience, preferably in acute care Hospital or specialty healthcare services environment

Experience For Assistant Human Resources Director Resume

• Strong manager, leader and team motivator, able to build collaborative and cohesive teams
• Proven success in recruiting and talent management leadership
• Champions the effective use of change management principles, strategies and techniques to plan, implement and evaluate change
• Several years of Director-level HR experience in a distribution environment required
• Experience in a senior HR position, with manufacturing environment
• Build a strong career and succession planning system to retain and develop talent
• Developing and implementing Human Resources Division goals, objectives, policies, procedures, and priorities
• Payroll processing experience required
• Experienced in leading and coaching leaders, (HR Managers at plant sites, and manufacturing leaders)

Experience For Human Resources Director Uk-br-en Resume

• Experienced in designing and implementing large scale manufacturing change management/transformation initiatives through defined processes
• Experience developing and implementing Human Resources strategic plans
• Experienced in leading HR in a multi-site non-union manufacturing environment
• Broad Employee Relations experience required
• Demonstrated Mastery of all Human Resources functional areas

Experience For AVP / VP Human Resources Director Resume

• Comprehensive knowledge and applicable experience with compliance requirements
• Strong self-concept and ability to manage conflict well
• Good knowledge of regional employment legislation and labour relations
• Consistently demonstrates our GPN core values
• Ensure all HR activities are in compliance with the laws of the countries in which the Group operates
• Cultivates strong employee relations to foster an inclusive, safe, and positive people culture
• Directly addresses high-priority issues or escalates to Zone People Officer

List of Typical Skills For a Human Resources Director Resume

Skills for regional human resources director resume.

• Excellent attention to detail, strong customer service skills, strong computer skills
• Excellent interpersonal, communication and presentation skills with an ability to establish effective working relationships at all levels
• Good analytical and problem solving skills with strong commercial nous
• Strong relationship management skills; a skillful team player with the ability to network at all levels of the organization
• Demonstrated ability to manage time and multiple commitments/projects simultaneously excellent written and verbal communication skills
• Problem solve using logic, reasoning, collaboration and solid HR skills to resolve difficult employee situations
• Proven success in effectively influencing senior executives

Skills For Franchised Human Resources Director Resume

• Strong computer skills using the Microsoft suite (Outlook, Excel, Word, PowerPoint)
• Strong leadership skills and ability to partner with business leaders to design, plan, and execute organizational strategy and change
• Work conceptually, deliver operationally and possess a strong mix of strategic and operational HR skills
• Demonstrated collaboration & team building skills
• Strong analytical, organizational, facilitation and leadership skills,
• Wide understanding and experience of all aspects of HR – a true generalist who can work effectively with specialist HR colleagues
• Navigate effectively in a highly matrix environment; strong stakeholder management

Skills For Senior Human Resources Director Resume

• Highly motivated and results-oriented with strong communication & facilitation skills
• Solid business background; prior experience working with a Multinational company, preferably with a US headquarters
• Strong collaboration and team-work skills that incorporates a global view to achieve objectives both independently and as part of a business and HR team
• Excellent project/program management skills and the ability to get things done in a fast paced environment
• Excellent computer skills (Word, Excel, PowerPoint, PeopleSoft)
• Excellent analytic and written communication skills required
• Exceptional interpersonal skills with strong ability to promote and participate in team environment concepts

Skills For Division Human Resources Director Resume

• Excellent independent research and project management skills
• Outstanding communication and presentation skills, both written and verbal and ability to communicate and present across different cultures
• Consulting skills and ability to persuade/influence business leaders on suggested action for turning business issues/problems into viable HR/Business solutions
• Demonstrated financial and business acumen with experience presenting to and influencing executive leadership
• Proven experience in proactively building appropriate relationships with and managing European Works Councils
• An excellent facilitator who is experienced in resolving conflicts between different parties to a dispute
• Prior experience interacting with the Board of Directors
• Experience in leading an effective, regional HR team in a multi-national, publicly-traded company
• Prior related experience

Skills For Field Human Resources Director Resume

• Possess analytical, assessment and project management/program execution skills
• Demonstrated human resources experience
• Detail oriented; keep accurate records, interpret and organize information effectively
• Effectively manage conflict and create win-win solutions
• Relevant work experience required; with a strong generalist background in HR and several years as a HR leader for a business unit
• Business acumen skills are essential for success

Skills For Divisional Human Resources Director Resume

• Interact effectively with all levels of the company and lead presentations to executive leadership
• Speak articulately and clearly and listen effectively
• Respond to employee inquiries effectively
• Strategic thinker with a proven track record of initiative, creativity and strong bias for action and disciplined execution
• Proven experience leading change management
• Work closely with leadership and employees to improve engagement, retention, and organizational effectiveness aimed at delivering stronger business performance
• Experience in a manufacturing environment and a strong understanding of best practices for managing a non-union workforce
• Previous experience within a large multi-disciplined matrix organisation (services, corporate, construction, facilities experience)
• Consulting experience, including experience with needs/gap analysis, diagnosis, solution development, and measurement

Skills For Human Resources Director Germany Resume

• Demonstrated experience in human resources law and settlement process
• Dynamic problem solver that effectively oversees the execution of complex HR initiatives
• Effectively communicate and promote HR and business strategy to all levels of the organization
• Prior experience in health care useful ? Not required
• Technology savvy, with excellent knowledge of Microsoft Office Suite software; Lawson system experience is highly desired
• Delegates effectively and empowers others to succeed; challenges others to reach their full potential and encourages them to retain ownership for their results
• Clear and concise written and spoken communication skills

Skills For Assistant Human Resources Director Resume

• Establish and implement HR efforts that effectively communicate and support the organizations mission and strategic vision
• Working knowledge and experience in ergonomics
• Experience working with people from diverse backgrounds, demonstrating respect for, and understanding of, cultural differences
• Experience in managing diversity and maximizing diversity to achieve organizational goals
• Demonstrate Rexnord’s core values, foster RBS, continuous improvement, sharing of “useful” practice and learning at all levels of the organization
• Excellent at driving accountability and results with an HR team, leadership team and functional teams (Engineering, Finance, Sales, Operations, etc.)
• Demonstrated ability to gather people’s involvement and commitment to accomplishing tasks/objectives
• Strong knowledge of employment law, including but not limited to Affirmative Action Plans; FMLA; PFL; ADA; and federal, state and local EEO laws

Skills For Human Resources Director Uk-br-en Resume

• Previous experience in a Private Equity setting
• Generalist experience, specifically with project management, planning and HR service delivery
• Experience working in a matrixed business and HR environment
• Solid understanding of the full HR cycle
• Eight (8) years of progressively responsible and multi-dimensional experience in managing a human resources program(s)
• Five (5) years experience supervising professional HR staff
• Demonstrated examples of exhibiting leadership and influence with peers and clients

Skills For AVP / VP Human Resources Director Resume

• Experience in the development and administration of HR compensation and job leveling plans
• Extensive experience in leading change in a fast pace global environment
• Experience in building HR functions
• Intermediate experience with Windows including Word, Excel, and Outlook
• Foster a culture of teamwork and respect through effective coaching and implementation of Company standards and guidelines
• Experience with negotiations and managing expectations

List of Typical Responsibilities For a Human Resources Director Resume

Responsibilities for regional human resources director resume.

• Demonstrated ability to analyze HR issues, provide information/direction, effectively express ideas, advice and solutions both verbally and in writing
• Excellent management, leadership, and supervisory skills and the ability to motivate and work with and through others to achieve desired results
• Strong analytical, communication, problem solving, employee advocate, and listening skills
• Strong business/financial acumen possesses a good working knowledge and understanding of business operations. Uses fact-based decision making techniques
• Listen with an “empathetic ear” and communicate effectively with associates throughout the organization, including management
• Demonstrate strong business acumen and combine it with generalist HR functions

Responsibilities For Franchised Human Resources Director Resume

• Experience in a fast pace and changing work environment
• Experience providing high level program quality assurance and policy development and interpretation
• Experience working in a complex political environment
• Experience managing a team of employees
• Experience working in an international environment or global team

Responsibilities For Senior Human Resources Director Resume

• Experience with leading multiple plants and with a union workforce
• Change agent; able to confront ambiguity, demonstrate agility and work in fast paced environment
• Superior attention to detail and to task-prioritization/organization under minimal supervision and in a fast-paced environment
• Previous Generalist experience
• Promote, monitor, and measure the effectiveness of employee relations activities
• Ensure execution of employee relations programs/practices that create a positive organizational culture and enable management effectiveness
• Coordinating special events, including associate recognition, meetings, etc.
• Overseeing all aspects of employee relations, training, and development

Responsibilities For Division Human Resources Director Resume

• Working knowledge of employment law including FMLA, EEO, ADA, FLSA, etc. required
• Willing to travel up to 50% of the time for business purposes
• Providing overall leadership and direction for Laboratory-wide HR policies and functions
• Administer Workers Compensatoin program, submitting and overseeing claim process and assist with annual budgeting, reporting, and associated audit
• Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures
• Trains and coaches management/supervisory staff in interviewing, hiring, performance reviews, counseling, diversity, disciplinary and regulatory compliance.
• Provides developmental support to direct reports via coaching, counseling, and training
• Administer training programs including orientation, standards, and cultural training
• Provide support, coaching (train) and mentoring continuously to ensure that objectives are met

Responsibilities For Field Human Resources Director Resume

• Maintains compliance with federal and state regulations concerning employment, including all labor law postings
• Provides HR guidance and support to Directors of Operations in succession planning and talent mapping
• Partners with the Manager of New Office Development to meet or exceed new office opening goals and to facilitate the successful opening of new offices
• Oversee handling of employee complaints regarding discrimination, harassment, and other issues
• Responsible for implementing recruiting programs to meet legal requirements and organizational needs
• Recommends and implement recruiting, hiring and retentions strategies
• Ensure consistent staffing and on-boarding processes for hourly and salaried (managers, professionals and technicians) positions
• Direct contact for employment agencies: staffing requirements, billing procedure

Responsibilities For Divisional Human Resources Director Resume

• Conduct/facilitate and assist with training of hourly employees: New Hire Orientation, TEAM, HACCP, ServSafe, FOCUS, and On the Job Training
• Contributes cutting-edge, thought provoking leadership and innovative approaches to maximize organizational performance within the region
• Oversee the recruiting and staffing functions
• Keeps up to date on overall activities of the team, identifying problem areas and taking corrective action
• Provides guidance and coaching to leaders and employees supporting multiple matrixed organizations
• Ensure employee engagement by assessing and implementing action plans to increase employee engagement and satisfaction
• Oversee, coordinate and implement HR policies, which include performance management, talent planning, succession planning and more
• Lead the full cycle recruiting process for the purpose of maintaining a highly qualified staff
• Manages and conducts new hire orientations and onboarding activities for all company employees

Responsibilities For Human Resources Director Germany Resume

• Oversee the management of employee benefits, workers’ compensation, OSHA requirements and Center payroll processing
• Participates in developing national HR Leadership initiatives, supports functional groups
• Challenge the status quo and to manage conflicting situations
• Possess a working knowledge of employment law, such as EEO, Affirmative Action, FMLA and ADAA
• Partner with the global HBT & SPS organizations to ensure visibility of HTS talent in the global MRR’s and slating processes
• The Germany Automation Solutions Organization is approximately 600 permanent employees (excluding contractors)
• Play an active role in Graphic Packaging’s HR Leadership Team
• Proficiency utilizing HR technology and systems - HRIS, ATS, LMS, etc
• Keeps abreast of changing state and national laws

Responsibilities For Assistant Human Resources Director Resume

• Partner with operational leaders to create and implement action plans resulting from Employee Satisfaction Survey results
• Support RVP in executing employee engagement strategies to improve satisfaction, retention, employee relations and diversity
• Assists in the onboarding of field management level positions
• Plans and administers policies relating to all phases of human resources activity for a region
• Assist in implementing program initiatives to enhance employee engagement
• Works with Key Stakeholders on succession planning
• Executes on-boarding processes Functional positions
• Conducts wage and employment surveys within area labor market to monitor competitive wage rates and hiring trends
• Coordinate and facilitate corporate customer service and other training and development programs

Responsibilities For Human Resources Director Uk-br-en Resume

• Manage associate and labour relation issues including performance concerns, union grievances and various other issues
• Respond to, manage, and bring employee relations issues to resolution
• Work closely with the HR Specialist & Assistant Dean for Finance & Operations regarding personnel budgetary considerations
• Works with Safety Committee, coordinates the drug testing program, and maintains accurate, up-to-date OSHA log at all times
• Conducts or coordinates EEO/AA training and meetings

Responsibilities For AVP / VP Human Resources Director Resume

• HR Leadership – Responsible for directly managing a team of HR Business Partners to strategically partner with and provide solutions for the business
• Use Process Mapping and Continuous Improvement practices to better understand a process and eliminate waste/bottlenecks
• Represents plant management concerning Labor Relations, EEOC, and legal litigation activity
• Oversee and direct the career development and training activities for all employees of the facility
• Acts as HR liaison with operating facilities and the corporate office
• Assess needs, recommend and oversee training and development of all hotel personnel

Related to Human Resources Director Resume Samples

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7 HR Operations Manager Resume Examples for 2024

Navigating the job search as an HR operations manager requires a strong resume. In this article, you will find sample resumes and best practices for highlighting your skills. We will cover what hiring managers look for, key sections to include, and how to stand out in this field.

• 17 Sep 2024 - 5 new sections, including 'Where to place education', added
• 17 Sep 2024 - 5 new resume templates, including Aspiring HR Operations Manager, added
• 15 Sep 2024 - Article published

  Next update scheduled for 25 Sep 2024

Here's what we see in the best HR operations manager resumes.

Show Impact Using Metrics : The best resumes show results with numbers. Common metrics are employee turnover reduction , training program participation increases , cost savings through automation , compliance rate improvements .

Highlight Relevant Hard Skills : Include skills on your resume that you have and are mentioned on the job description. Some popular ones are HRIS systems , data analysis , payroll management , compliance reporting , benefits administration . But don't include all of them, choose the ones you have and are mentioned in the JD.

Emphasize Strategic Thinking : Show you think ahead. Phrases like policy development and workflow optimization are good examples.

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helpful blue / but not serious Here's a short quick tip / warning for people to include. Here's a short quick tip / warning for people to include. Here's a short quick tip / warning for people to include. Here's a short quick tip / warning for people to include. Here's a short quick tip / warning for people to include. Here's a short quick tip / warning for people to include. Here's a short quick tip / warning for people to include.

HR Operations Manager Resume Sample

Find out how good your resume is.

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Get feedback on your resume

Want to know how your hr operations manager resume measures up? Our resume scoring tool gives you a clear picture of where you stand. It evaluates your resume based on key criteria that recruiters in your field look for, helping you understand its strengths and areas for improvement.

Upload your resume now for an unbiased assessment. You'll receive instant feedback and a score that shows how well your resume aligns with industry standards. This insight can help you make targeted improvements to increase your chances of landing interviews.

Where to place education

Place your education section strategically. If you have recent education like an MBA or a relevant certification, list it before your experience. This will inform employers about your new skills right away. If you are an entry-level applicant or a recent graduate, always list your education first.

However, if you have substantial work experience, place your education after your experience section. Prioritize what employers are most interested in, which is often your hands-on expertise.

Breaking into HR operations

Highlight your experience with HR software and systems. Employers look for knowledge in tools like HRIS or ATS. Practical experience with these technologies can set you apart.

Showcase your involvement in process improvement. Use specific examples where you have streamlined operations or introduced new efficiencies. Demonstrating measurable impact is key in this field.

HR Operations Specialist Resume Sample

Ideal resume length.

For an HR operations manager, keeping your resume concise and focused is key. If you have less than 10 years of experience in human resources or management fields, aim for a one-page resume. This length forces you to highlight only your most valuable and relevant experiences.

Candidates with over 10 years of experience or who are at a senior level may extend to two pages. Ensure your resume's first page contains your strongest achievements and skills. Experienced professionals should prioritize recent, relevant work over older or less pertinent roles. Remember, clarity and readability are more important than squeezing in every detail of your career.

Senior HR Operations Manager Resume Sample

Hr metrics and kpis.

Emphasize your ability to track and analyze HR metrics. Employers value candidates who can monitor key performance indicators (KPIs) like employee turnover rates and time-to-hire.

Specify any experience with data-driven decision-making. Highlight instances where you used data analysis to make strategic HR decisions. This shows that you can help the company achieve its HR goals efficiently.

Entry-Level HR Operations Assistant Resume Sample

Aspiring hr operations manager resume sample.

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Training Director Resume Examples (Template & 20+ Tips)

Create a standout training director resume with our online platform. browse professional templates for all levels and specialties. land your dream role today.

Are you looking for a Training Director position? A resume is your first opportunity to make a lasting impression on potential employers. Our Training Director Resume Example can provide you with valuable tips and insights to help you create a standout resume. This article includes a sample resume with a professional summary, work experience, and skills sections to help you showcase your qualifications and expertise in the field of training and development.

We will cover:

• How to write a resume , no matter your industry or job title.
• What to put on a resume to stand out.
• The top skills employers from every industry want to see.
• How to build a resume fast with our professional Resume Builder .
• Why you should use a resume template

What does a Training Director do?

• Develops and implements training programs that align with the organization's goals and objectives
• Identifies training needs and evaluates current training programs to determine effectiveness
• Manages and oversees a team of trainers and instructional designers
• Collaborates with various departments to understand their training needs and develop tailored programs
• Evaluates training methods and technologies to ensure the most effective and efficient delivery of training
• Monitors and tracks training metrics to assess the impact of the training programs on employee performance
• Stays current with industry trends and best practices in training and development
• Works with external vendors and consultants to supplement internal training efforts
• Oversees the budget for training programs and ensures cost-effective solutions
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What are some responsibilities of a Training Director?

• Developing and implementing training programs
• Designing training materials and resources
• Assessing training needs and evaluating training effectiveness
• Supervising and coordinating the work of trainers
• Managing and allocating training budgets
• Monitoring and reporting on training activities and outcomes
• Staying current with industry trends and best practices in training and development
• Collaborating with other departments to identify training needs and goals
• Providing guidance and support to staff participating in training programs
• Ensuring compliance with training regulations and standards

Sample Training Director Resume for Inspiration

Personal Details:

• Name: John Smith
• Email: [email protected]
• Phone: (123) 456-7890
• Address: 123 Main Street, Anytown, USA

John Smith is a dedicated and experienced Training Director with a proven track record of developing and implementing comprehensive training programs. He excels in building and leading high-performing teams and is passionate about driving employee development and organizational growth.

Work Experience:

• Training Director, XYZ Company, Anytown, USA (2017 - Present) - Developed and implemented training programs for new hires and existing employees - Managed a team of training specialists and facilitated ongoing training initiatives - Evaluated training effectiveness and made continuous improvements to programs - Collaborated with department heads to identify training needs and create tailored programs
• Training Manager, ABC Corporation, Anytown, USA (2012 - 2017) - Designed and delivered training content for company-wide initiatives - Led a team of trainers and coordinated training schedules and logistics - Conducted regular needs assessments and modified training programs accordingly - Developed e-learning modules to supplement in-person training sessions
• Bachelor of Science in Business Administration, University of XYZ, Anytown, USA
• Master of Business Administration, Anytown University, Anytown, USA
• Training program development and implementation
• Team leadership and management
• Needs assessment and program evaluation
• Excellent communication and presentation skills
• Project management and organizational skills

Certifications:

• Certified Professional in Learning and Performance (CPLP)
• Project Management Professional (PMP)
• English: Native
• Spanish: Conversational

Resume tips for Training Director

Creating a perfect, career-launching resume is no easy task. Following general writing rules can help, but it is also smart to get advice tailored to your specific job search. When you’re new to the employment world, you need Training Director resume tips. We collected the best tips from seasoned Training Director - Check out their advice to not only make your writing process easier but also increase your chances of creating a resume that piques the interest of prospective employers.

• Highlight your leadership and management skills
• Showcase your experience in designing and implementing training programs
• Emphasize your ability to assess training needs and create effective strategies
• Demonstrate your success in developing and mentoring training professionals
• Detail your knowledge of current training methods and technologies

Training Director Resume Summary Examples

A Training Director Resume Summary or Resume Objective is essential for effectively showcasing your skills and experience in a concise and impactful way. It provides a brief snapshot of your qualifications and career goals, making it easier for employers to assess your suitability for the job. This section can help you stand out from other candidates and increase your chances of securing an interview for the Training Director position. For Example: ```html

• Successful Training Director with over 10 years of experience in developing and implementing innovative training programs
• Proven track record of improving employee performance and productivity through targeted training initiatives
• Skilled in conducting training needs assessments and creating customized training materials
• Experienced in managing a team of trainers and coordinating training schedules for large organizations
• Expertise in evaluating the effectiveness of training programs and making necessary adjustments for continuous improvement

Build a Strong Experience Section for Your Training Director Resume

Building a strong experience section for a Training Director resume is crucial as it showcases significant accomplishments, skills, and expertise in leading and developing training programs. This section highlights the candidate's ability to design and implement effective training strategies, manage training teams, and drive organizational learning and development. A robust experience section can help demonstrate the candidate's qualifications and differentiate them from other applicants, increasing their chances of securing the desired position. For Example:

• Designed and implemented training programs for a team of 50 employees
• Led workshops and seminars on leadership and communication skills
• Developed training materials and resources for new hire orientation
• Managed a team of trainers to deliver consistent and effective training
• Created performance improvement plans to address skill gaps
• Conducted needs assessments to identify training needs within the organization
• Collaborated with department managers to identify training priorities
• Utilized learning management systems to track employee training progress
• Evaluated training effectiveness through feedback and performance metrics
• Implemented e-learning platforms to provide flexible training options for employees

Training Director resume education example

A Training Director typically needs a minimum of a bachelor's degree in a related field such as Human Resources, Organizational Development, Education, or Business Administration. Many employers prefer candidates with a master's degree and certifications in training and development, instructional design, or other relevant areas. Strong knowledge of adult learning principles, curriculum development, and training techniques is also essential for this role. Here is an example of an experience listing suitable for a Training Director resume:

• Master of Education in Instructional Design, University of Florida
• Bachelor of Arts in Education, University of Central Florida
• Certified Training and Development Professional (CTDP)

Training Director Skills for a Resume

Adding skills to a Training Director resume is important as it showcases the candidate's qualifications and ability to perform the responsibilities of the role. Effective skills demonstrate the candidate's expertise in creating and implementing training programs, managing staff, and coordinating with various departments. It also helps to highlight the candidate's organizational and communication abilities, contributing to a strong and competitive resume. Soft Skills:

• Communication
• Team building
• Problem-solving
• Adaptability
• Time management
• Creative thinking
• Conflict resolution
• Curriculum Design
• Instructional Techniques
• Program Evaluation
• Training Needs Analysis
• Learning Management Systems
• Project Management
• Leadership Development
• Budget Management
• Adult Learning Theory
• Performance Management

Common Mistakes to Avoid When Writing a Training Director Resume

In this competitive job market, employers receive an average of 180 applications for each open position. To process these resumes, companies often rely on automated applicant tracking systems, which can sift through resumes and eliminate the least qualified applicants. If your resume is among the few that make it past these bots, it must still impress the recruiter or hiring manager. With so many applications coming in, recruiters typically give each resume only 5 seconds of their attention before deciding whether to discard it. Considering this, it's best to avoid including any distracting information on your application that could cause it to be thrown away. To help make sure your resume stands out, review the list below of what you should not include on your job application.

• Not including a cover letter. A cover letter is a great way to explain why you are the best candidate for the job and why you want the position.
• Using too much jargon. Hiring managers do not want to read a resume full of technical terms that they do not understand.
• Omitting important details. Make sure to include your contact information, educational background, job history, and any relevant skills and experiences.
• Using a generic template. Take the time to customize your resume to the job you are applying for. This will show the employer that you are serious about the position.
• Spelling and grammar errors. Always double-check your resume for typos, spelling mistakes, and grammar errors.
• Focusing too much on duties. Make sure to include accomplishments and successes to show the employer that you are a great candidate.
• Including personal information. Avoid including any personal information such as age, marital status, or religious beliefs.

Key takeaways for a Training Director resume

• Proven experience in developing and implementing training programs
• Strong leadership and management skills
• Excellent communication and interpersonal abilities
• Proficient in instructional design and curriculum development
• Skilled in evaluating training needs and performance
• Ability to collaborate with different teams and departments
• Strong understanding of adult learning principles
• Experience in delivering virtual and in-person training
• Proficient in using learning management systems
• Track record of successfully improving employee performance through training