job description for human resource manager for resume

Human Resources Manager Resume Examples and Templates for 2024

• Resume Examples
• Resume Text Examples

How To Write a Human Resources Manager Resume

• Entry-Level
• Senior-Level

Human Resources Manager Text-Only Resume Templates and Examples

Anthony Gentile (123) 456-7890 | [email protected] | New York, NY 12345 | linkedin.com/in/yourname

Service-oriented HR Manager with seven years of experience. Strong background implementing HRIS technologies to make companies more efficient and effective. Naturally curious and committed to gaining and applying new expertise.

Professional Experience

HR Manager, Delta Dental, New York, NY | October 2018 to Present

[Largest dental practice in New York City with 1,000+ employees]

• Manage administration and dispersal of $5M+ in annual benefits and compensation
• Lead employee resource group and plan events to drive engagement, which has improved retention by 30%
• Oversee all HR functions, lead the response to any labor or compensation issues, drive recruitment initiatives, and manage employee onboarding
• Set overarching strategy for employee relations and cross-functional collaboration for support staff who work remotely

Assistant HR Manager, Avail Dental Insurance, New York, NY | June 2016 to October 2018

[Boutique insurance firm with 100+ employees]

• Served as point of contact for HR matters and found solutions to employee conflicts and compensation issues, reducing talent turnover rate by over 25%
• Helped hire and train over 15 new employees
• Created a new performance appraisal system
• Standardized training processes
• Created a database to increase knowledge sharing
• Employee Relations
• HR Administration
• HRIS Technology
• Payroll Administration
• Process Improvement
• Talent Acquisition

Bachelor of Science (BS) — Human Resource Management, Syracuse University, Syracuse, NY | 2016

Certification

Professional in Human Resources (PHR), Human Resource Certification Institute (HRCI) | 2017

Allison Rosenberg (123) 456-7890 | [email protected] | Philadelphia, PA 12345 | linkedin.com/in/yourname

Collaborative HR Manager with ten years of experience. Proven record of developing performance management strategies to raise operational efficiency. Skilled at creating communication systems to improve cross-functional alignment. Senior Professional in Human Resources (SPHR). Bilingual: Fluent in English and Spanish.

HR Manager, Murdock Mortgage Firm, Philadelphia, PA | October 2016 to Present

[Financial firm with 1,000+ employees]

• Identify and select vendors to outsource IT functions, which has reduced yearly costs by $2M
• Coordinate all talent management and succession planning, consistently maintaining a retention rate of over 95%
• Led transition to remote workflows during the global pandemic, created Covid-19 safety protocols and testing requirements, and coordinated with senior leaders to provide HR support to maintain team morale

HR Manager, Anderson & Roberts Legal Associates, Philadelphia, PA | June 2013 to October 2016

[Prestigious legal firm with 300+ associates]

• Improved employee onboarding processes, which led to a 50% reduction in the new-hire turnover rate
• Ensured compliance with federal and state labor laws and employment regulations, with no violations during full 3+ years of employment
• Led the recruitment and build-out of the marketing department
• Spearheaded change management efforts to promote diversity, equity, and inclusion (DEI)
• Change Management
• HR Department Strategy
• Organizational Development
• Quality Assurance
• Staff Recruiting & Retention
• Succession Planning
• Talent Management
• Vendor Contract Negotiations

Bachelor of Science (BS) — Human Resource Management, Temple University, Philadelphia, PA | 2013

Certifications

Human Resource Certification Institute (HRCI)

• Senior Professional in Human Resources (SPHR) | 2017
• Professional in Human Resources (PHR) | 2014

Fluency in Spanish

Jasmine Brown (123) 456-7890 | [email protected] | San Francisco, CA 12345 |  linkedin.com/in/yourname

Forward-looking HR Manager with 12 years of experience. Strong background building successful HR departments from the ground up. Skilled at guiding diversity recruiting initiatives and providing employee resources to support the growth of enterprise organizations. Adapt readily to new work challenges and industry conditions. Senior Professional in Human Resources (SPHR).

HR Director, Alita Technologies Inc., San Francisco, CA | October 2016 to Present

[$300M technology corporation with 7,000 employees in 5 countries]

• Set overarching HR strategy, oversee a team of 35 HR business partners, and meet with C-level leaders to define company growth objectives
• Develop leadership training programs and coach and mentor department leaders on raising team engagement and performance, which has helped improve the employee satisfaction rate by over 25%
• Spearhead diversity recruiting initiatives to acquire and retain top talent in the tech industry
• Drive efforts to build work cultures centered on DEI, including planning and implementing training programs on cultural awareness and sensitivity

HR Manager, Westline Software Group, San Francisco, CA | June 2011 to October 2016

[Leading software company with 3,000+ employees]

• Developed and built the HR department, defined HR policies, and managed administration of $15M+ in payroll and benefits
• Helped hire and train over 500 new employees
• Managed all talent planning, performance management, and employee compensation and explored new ways to enhance hiring processes
• Diversity, Equity & Inclusion (DEI)
• Human Resources Information Systems (HRIS)
• Performance Management
• Policy Development & Enforcement
• Project & Program Management
• Talent Acquisition & Retention

Bachelor of Science (BS) — Human Resource Management, University of San Francisco, CA | 2011

• Senior Professional in Human Resources (SPHR) | 2016
• Professional in Human Resources (PHR) | 2013

As a human resources manager, you know how important it is to make a lasting impression on potential employers, and you need to craft a resume that will do just that. In this guide, we’ll delve into key strategies for creating a standout resume that highlights your experience, achievements, and the unique value you bring. We’ll provide expert advice and human resources manager resume examples to set you up for success.

1. Craft an outstanding profile with a summary of your human resources qualifications

Take a concise and intentional approach to writing your resume profile. Using 2-3 sentences, emphasize relevant experience and achievements likely to impress hiring managers. To make the HR manager position specific, mine keywords from the job description and integrate them into your profile to demonstrate a strong alignment with the role. This paragraph should feature your talent acquisition, employee relations, and performance management expertise. Mention your years of experience and ability to deliver measurable results, enticing readers to dig deeper into your resume.

Senior-Level Profile Example

Entry-level profile example, 2. add a compelling section featuring your human resources experience.

Your professional experience section should do more than list your responsibilities; it needs to demonstrate your impact in previous roles. The best way to illustrate your influence is by quantifying your experience wherever possible. Include specific numbers and percentages to show the scope and magnitude of your contributions as an HR manager. As you write each bullet point, use action verbs to make them more engaging. By highlighting tangible results and using dynamic language, you convey your ability to drive successful HR initiatives, improve processes, and foster a positive work environment. This approach ensures that your professional experience section grabs the attention of employers and demonstrates your value as a human resources manager.

Senior-Level Professional Experience Example

Entry-level professional experience example.

• Created a database to increase knowledge-sharing

3. Outline your education and human resources-related certifications

Educational credentials validate your knowledge, expertise, and commitment to the HR field. You can demonstrate mastery by including your most relevant academic achievements on your resume. Starting with your highest level of education, list the degree name, institution, location, and completion date.

Create another section to include certifications such as Society for Human Resource Management-Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) to show your proficiency in HR competencies. Including these qualifications on your resume instills confidence in hiring managers that you’re well-equipped to handle the complexities of the role. Format this section similarly, listing the certificate title, issuing organization, and date received.

• [Certification Name], [Awarding Organization], [Completion Year]
• Professional in Human Resources (PHR), Human Resource Certification Institute (HRCI), 2017
• [Degree Name]
• [SCHOOL NAME], [City, State Abbreviation] [Dates Enrolled]
• Bachelor of Science (BS) — Human Resource Management
• TEMPLE UNIVERSITY, Philadelphia, PA | 2013

4. Include a list of skills and proficiencies related to human resources

A key skills section is a crucial component of your resume. This list of skills provides employers with a snapshot of your professional capabilities. After reading the job description of the role you’re applying for, determine which skills they’re looking for in a candidate and create a skills section that meets their needs. Here’s a list of examples to give you an idea of what you could include on your human resources manager resume:

How To Pick the Best Human Resources Manager Resume Template

When you’re ready to write your resume, you’ll need to select a template to lay the foundation for your document. The best resume template for a human resources manager is clean and orderly. It should direct the reader’s attention to your most relevant professional information and have a simple, organized design. Avoid overly decorative fonts and loud graphics that may distract from the content of your resume. Remember, the goal is to present a visually appealing and well-structured resume that effectively highlights your HR expertise and credentials to capture the attention of hiring managers.

Frequently Asked Questions: Human Resources Manager Resume Examples and Advice

What are common action verbs for human resources manager resumes -.

We understand writing the professional experience section of your resume can be challenging. You may need more words to convey what you achieved in your previous roles. To help you overcome this roadblock, we've put together a list of common action verbs you can use to illustrate your accomplishments. These dynamic verbs add depth and impact to your bullet points, allowing you to present your contributions in the HR field confidently. Consider using some of the words below to punch up your human resources manager resume:

How do you align your resume with a job description? -

Over the next decade, the human resource specialist industry is projected to grow 8 percent . HR managers can expect nearly 60,000 new jobs to emerge by 2031. As HR professionals work to meet this demand, applicants must impress hiring managers with their resumes. Especially if you're interested in one specific position, aligning your resume with the job description is vital. Study the posting for the job you want and pull keywords and phrases to incorporate into your resume. Prioritize the skills and qualifications employers seek to meet their needs and position yourself as the best candidate.

What is the best Human Resources Manager resume format? -

The chronological resume format is generally the most appropriate choice for human resources managers. This format allows you to show how your career has grown and evolved while highlighting your relevant HR experience. Most professionals will be able to use this format without issue. Alternatively, the functional format is another option that puts less emphasis on work experience and more on qualifications and skills. The functional format could be a good choice if you're moving into human resources from another profession or need to compensate for employment gaps. A third option is the combination format, offering a blend of both styles. The combination resume is best suited for small career moves to similar positions. With all that said, choose a resume style that best suits your needs.

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In a competitive job market, crafting a strong cover letter is essential to increase your chances of securing an interview. The key to a compelling cover letter is to customize it for the specific organization you’re interested in. Learn how to write your own with our human resources cover letter guide . For more examples, look at our related cover letter guides for recruiters and business analysts .

Jacob Meade

Certified Professional Resume Writer (CPRW, ACRW)

Jacob Meade is a resume writer and editor with nearly a decade of experience. His writing method centers on understanding and then expressing each person’s unique work history and strengths toward their career goal. Jacob has enjoyed working with jobseekers of all ages and career levels, finding that a clear and focused resume can help people from any walk of life. He is an Academy Certified Resume Writer (ACRW) with the Resume Writing Academy, and a Certified Professional Resume Writer (CPRW) with the Professional Association of Resume Writers & Career Coaches.

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HR Manager Resumes & Writing Guide

When you are seeking an opportunity as a Human Resources Manager, it is essential first to review a top-notch Human Resources Manager resume sample. Human Resources Managers are responsible for planning, directing, coordinating, and administering the people or employee management function of the organization.

As a Human Resources Manager, you will be doing significantly more recruiting, training, and managing payroll. Therefore, you need a resume that grabs the attention of the hiring manager, instantaneously. This is where we can help you with our Resume Guideline for Human Resources Managers packed with advice on current trends, which sections of your resume to prioritize, and also examples of job descriptions, resume summaries, and accomplishment statements.

What you can read in this article

HR Manager Resume Samples

(Free resume sample (Pdf) downloads are at the bottom of this page)

The Human Resources Manager Resume Guide:

Resume sections.

1. Contact Information:  The logical information applies:

• Contact Numbers
• Email Address,
• Linkedin Profile (a must)
• General location.

2. Career Summary:  Your career synopsis is the first piece of content that will tell the reader who you are as a professional, highlighting your top technical skills, highest qualifications, and most important personal traits. Pay attention to your title, distinguishing credentials, or experience in a hot topic HR issue. Then include a specific value add that you can bring to the organization. The length of your summary should be between 3 and 6 lines.

3. Qualifications Summary:  Human Resources Managers typically require a Bachelor’s Degree, although some roles may even require a Master’s Degree, such as an MBA. Degree majors include apart from Human Resource Management, disciplines such as Industrial Psychology, Business Management, or Labor Relations. Capture qualifications in the following format: Date, Qualification Name, Institution Attended, and major subject disciplines.

4. Relevant Human Resource Management Experience:  Assist the Hiring Manager to understand the scope of your experience by providing your job duties in bullet form format with the focus on the 5-10 most critical activities. The extent of your responsibility may be emphasized by giving details on company turnover and employee count or the business as well as the industry of operations. Only present experience from the last 10 years to ensure that your resume does not exceed 2 pages in length.

5. Emphasize Achievements:  Your achievements should be placed in a separate section, so the extent of your accomplishments and accolades are not diluted by your job descriptions. More on this later on.

6. Skills Summary/Key Skills:  Human Resources is a vast discipline with many subcategories, for example, generalist activities, payroll, employee wellness, recognition and rewards, training, organizational development, or recruiting and talent acquisition, to name but a few. Take a strategic approach here and ensure that these skills mentioned in the job advertisement are reflected on your resume (if you have them, of course). This approach is referred to as Resume SEO and will make your resume for “visible” to applicant track system technologies and automated screening bots.

7. Education/Licenses/Certifications/Relevant Coursework/Training:  Apart from formal degrees and diplomas, Human Resources Managers are also required to have certifications, current membership to industry regulatory bodies as well as participation in Continuous Professional Development (CPD) training to keep their skills current with worldwide human resource trends. Be sure to include these in your education section as well.

What to Highlight in a HR Manager Resume

Regardless of your experience as a Human Resources Manager, you should take note of specific points to highlight in your resume to present the best possible version of yourself to hiring managers.

First up, you may elaborate on the type of industry experience that you have. Human Resources Managers are found in virtually every business sector, from banking to manufacturing to mining. Use the BLS Sic code descriptions to identify your industry experience.

Next will be the scope of the organization because that shows a Hiring Manager with the extent of your managerial responsibilities is. For example, a Human Resource Manager working in a billion-dollar turnover organization may have more responsibilities than someone working for a company with a 10 million dollar annual turnover. You should also mention the employee count of the organization as well as the number of employees that you are directly supervising.

Continue with an explanation of the type of company that you work for:

• Public or Private:   Depending on the size of the organization, Human Resources Managers may have overlapping responsibilities, especially in small and medium-sized companies, wherein large organizations you may have a clearly defined set of responsibilities.
• Education:  Human Resources Manages are employed by schools from kindergarten to high schools as well as colleges and universities where their focus is often on the hiring of teachers, lecturers, school board members, and administration staff.
• Government Agencies:  Human Resources Managers fulfill a critical role in local, state, and federal departments to assist in talent acquisition, payroll, and management, labor compliance, learning, and development practices for employees.
• Services Companies:  Also referred to Human Resources Consulting, these are companies that provide Human Resources services to organizations that do not have their own Human Resource Departments. In this scenario, the chances are that you perform a specific HR function for multiple clients, for example, a focus on payroll or recruitment duties. Alternatively, you may also be assigned to a specific client and working from their location for an extended period as an in-house Human Resources Manager.

You also need to address your strategic experience levels which explains your tenure in long term resource planning and maximizing the value of the organization by creating and implementing training and development plans for example. If you liaise with executive management on issues regarding organizational development, restructuring of employee resources, and budgetary goals, mention these in your resume.

Next up is a discussion around your primary functions. As we said earlier you may be tasked with a single area of HR or multiple areas. In the paragraph below we have summarized the main areas of HR to assist you in picking the correct ones for your resume.

Employee Administration  relates to activities concentrating on administrative tasks such as payroll execution, administering benefits such as pension funds and medical aids and tracking sick leave and vacation days. Focus on your experience in report generation, taxation, employee take-on, administering of statutory payments and solving payroll discrepancies

Talent Management  refers to processes and programmes put in place to plan employee resources, develop job descriptions, source candidates, screening, shortlisting, interviewing and other related recruitment practices. Recruiters would be interested to know what the structure of your recruitment team looks like and also what type of high-level positions you have filled in the past as well as your ability to do mass hiring and onboarding.

HR Shared  Services  is an area where technology, automation, and applications are developed to meet the strategic and operational needs of this business about communication, record-keeping, collaboration, and project management tasks related to the company’s workforce.

Rewards & recognition  forms part of employee engagement and organizational development where the aim is on improving organizational culture, increase employee satisfaction levels, and incentivizing employees for performance excellence.

Training & Development  is a subsection of Human Resources that has been evolving rapidly in the last decade with the emergence of online training, e-learning, upskilling and reskilling to adapt to the critical skills needs of the fourth industrial revolution.

Labor Relations  is a tough area of an HR Manager’s role and your experience in employee relations, developing employment policies, and navigate meetings and proposals in non-union and unionized settings. You should highlight your experience in developing contracts, handling complaints, facilitating disciplinary procedures, and addressing employee grievances.

*Cool Tip for a stellar resume:  You can create an excellent first impression by elaborating on your targets and goals you need to achieve as an HR Manager. This could relate to the number of vacancies you need to fill in a month or a new training system that needs to be developed at a specific time. Be number specific here and provide actual data, for example, a 50% reduction in staff turnover because a new rewards policy being implemented, or decrease in sick days taken off 6 per employee per year, due to a wellness initiative that focused on early detection of lifestyle illnesses in employees.

HR Manager Resume Profile

Keep your profile summary concise and to the point, including the most relevant information that will capture the attention of the reader instantly. Think tight, lean and clean and avoid “filler” terms, adjectives, and generic action verbs and personality traits.

Note that you may have to rewrite a few times to get your summary spot on. Furthermore, an ingenious trick is to customize your career summary for each of the jobs that you apply to. Yes, this may mean more work, but on the other hand, it also generates more interviews.

Start your summary with your job title, years of experience in the industry, and one or two main competencies that replicate those provided in the job spec.

Next, add a line that showcases any outstanding qualities that will add value to the company.

Finish off with the highest degree obtained and also throw in a prestigious certification or industry membership for good measure.  

HR Managers Profile Summary:

10 years of experience profile summary sample 1.

“ Progressive Human Resources Manager with a decade of experience in employee benefits policy implementation, employee wellness projects, and employee engagement schemes. Responsible for an HR department of 60 members, which successfully reduced employee turnover by 45% during the last 18 months. Holds an MBA degree via Henley University and fluent in English, French, and German. “

15 Years of Experience Profile Summary Sample 2

“ Astute Human Resources Manager with over 15 years of experience specializing in labor relations and conflict resolution in highly regulated and unionized environments, including manufacturing, mining, and gas exploration industries. Offering a complete HR Skills suite, including employee job performance assessments, resource strategy recommendations, interdepartmental coordination, and consultative relationship building with the executive team. Holds a Masters Degree in Industrial Psychology and membership with the Society of Human Resource Management (SHRM). “

12 Years of Experience Profile Summary Sample 3

“ Experienced Human Resources Manager with 12 years of experience in Executive Site Management responsible for programs exceeding $100M in value supporting sites of over 1,000 employees. Diversity and employee Engagement Champion, successfully boosting employee engagement and satisfaction levels by 30% in under six months. Designed a leader development tracker for young graduates, which was implemented across all facilities nationally and internationally. Completed a Ph.D. in Leadership Development and is a Certified Human Resources Management Professional (CHRMP). “

HR Manager Duties and Responsibilities

An employer would expect to see specific foundational tenure related to your experience as a Human Resources Manager, but also particular points of specialties, for example, Training, Recruitment, Labor Relations, Organizational Development, and so forth. We have provided a generic job duty list of a Human Resources Manager, and suggest that you use these as a starting point and customize the tasks to fit your own unique experience.

Example Duties & Responsibilities:

• Plan and coordinate the organization’s workforce
• Plan and oversee payroll and employee benefit programs
• Advise executive management on HR issues, for example, diversity management, performance appraisals, salary trends, and leadership development
• Coordinate and supervise the work of recruitment specialists HR and support staff
• Responsible for managing recruitment, interview, selection, and hiring actions
• Facilitate dispute mediations, grievance procedures and disciplinary procedures
• Implement extensive labor relations strategies while maintaining company sovereignty
• Oversee employee benefits structures for examples healthcare, worker’s compensation, risk-benefit administration, pension fund scheme payments and related claims
• Responsible for creating and managing budgets for the HR Department
• Ensured regulatory compliance of human resources policies at the local and federal level
• Provide conflict resolution assistance to employees and various level of management resolution
• Represent the company and unemployment hearings and layoff discussion meetings
• Oversee all learning and development as well as training initiatives
• Host onboarding sessions for new employees and personally conduct exit interviews of all departing employees
• Approve all job offers exceeding $120 per annum
• Spearhead numerous regional and enterprise-wide human resource projects related to employee incentive and recognition programs
• Train and advise executive management on HR trends through targeted consultations
• Run with eLearning and online training programs within the company

Highlight Your Accomplishments

As a Human Resource Manager, you are pretty much the go-to person for all employee-related issues, which is often hard to explain in terms of accomplishments. Your “wins” as a Human Resources Manager are crucial to highlight in your resume. Knowledge and expertise have been taken care of in your job history; the accomplishment section provides you with a time to shine and show potential employers why you are a better option than the other candidates.

You want them to know what you have done to contribute to business objectives, in which areas you have made a difference, and what the measurable numbers and results were that you brought to the table during your employment.

Make sure that you quantify every single accomplishment statement with a numerical value, for example, a dollar amount, percentage, timeline frequency, score or ranking.

Use the APR approach (A=Action Verb, P=Problem, R=Result)

Examples of HR Management accomplishment statements:

• Conducted a UC Benefits session for over 500 employees to advise and inform on recent regulatory changes, which reduced calls to the help desk by 30%
• Created an online record-keeping system for a 100 person sales department, including payroll, fuel, and travel reimbursements, quarterly bonus pay-outs, monthly commission payments, and leave administration, halving the time spent by sales administrators on these issues.
• Implemented and facilitated an onboarding program for all 5,000 incoming graduates across the country, which reduced their settling in the period from 3 months to 30 days.

HR Manager Education Section

The education section forms an integral part of your resume. Formal education is vital to position you as a qualified candidate, but so is professional credentials, industry affiliations, and sectoral memberships.

Educational credentials may be listed as follows:

Start with the commencement date and completion date for diplomas, associate degrees, and bachelor degrees. For courses, you can just list the date of completion. Next comes the full name of the qualification, then the full name of the institution, and then the City or abbreviated State name.

2019 – Certified Human Resources Manager (CHRM), American Institute for Business Management and Communication, Seattle, WA

2019 – Professional in Human Resources (PHR), HR Certification Institute (HRCI), Online

2017 – Master of Science in Human Resource Management, Harvard University, Cambridge, MA

2016 – Certified Professional in Learning and Performance (CPLP), The Association for Talent Development (ATD), University of Detroit, MI

2010 – Bachelor of Science in Human Resource Management, Florida University, Miami, FL

Awards: Member of the National Golden Key Honor Society, 2010

Leadership: Vice President of the Psychology Club, 2010

How to Compile Your HR Resume Skills

Although the Human Resources Management field requires specific technical skills , employers also look for other skills, called soft skills or personality traits, in this type of role. Be sure to align your technical skills and personality traits with those mentioned in the job advertisement, which will reinforce your credibility and fit for the role. Also, presenting skills in this manner will help keyword density, which is essential to get your application “noticed” by the Applicant Tracking Systems and Screening Bots.

A skills matrix is a smart way to present your experience and competencies.

Critical Competency Skills Matrix

IT Skills Matrix

Qualifications/Certifications associated with Human Resources Managers

Professional information for Human Resources Managers

Sectors:  Human Resources, Recruitment, Organizational Development, Leadership, Training, Payroll, Employee Relations, Employee Wellness, Rewards & Incentives, Coaching, Talent Management, Talent Acquisition Career Type:  People Management, Resource Management Person type:   Developer, Presenter, Networker, Influencer, Manager, Strategist, Mentor, Coach, Trainer Education levels: Bachelor's to Masters' Degree Salary indication:  $54K (low), $78K (mid), $110K (Glassdoor) Labor market : Estimated 7% growth between 2018 – 2028 Organizations : Corporate, Commercial, Government, Multi-National, Small and Medium Enterprises

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Human Resources (HR) Manager job description

Human Resource Managers are professionals tasked with strategic planning for staffing, conducting interviews, and hiring personnel to foster a productive work atmosphere. They consult executives on decisions impacting all management levels, fostering sustainable transformation within their business or company.

Eleni, ex-People Ops Manager at Workable, excelled in recruitment, lifecycle management, and employer branding.

Refreshed on

May 22, 2023

Reviewed by

Eftychia Karavelaki

Senior Recruitment Manager

This Human Resources (HR) Manager job description template is optimized for posting to online job boards or careers pages. Customize this sample to your company’s needs and include your own unique human resource manager duties and responsibilities, if any.

HR Manager responsibilities include:

• Developing and implementing HR strategies and initiatives aligned with the overall business strategy
• Bridging management and employee relations by addressing demands, grievances or other issues
• Managing the recruitment and selection process

Hiring an HR Manager? Sign up for Workable’s 15-day free trial to post this job and hire better, faster.

Want to generate a unique job description?

Looking for a job.

We are looking for an HR Manager to oversee all aspects of human resources practices and processes.

What is an HR Manager?

To us, an HR Manager is the go-to person for all employee-related issues. This means that your HR Manager duties will involve managing activities such as job design, recruitment , employee relations, performance management, training & development and talent management .

The job of HR Manager is important to business success. People are our most important asset and you’ll be the one to ensure we have a happy and productive workplace where everyone works to realize our established mission and objectives. Promoting corporate values and shaping a positive culture is a vital aspect of a complete HR Manager job description and specification.

Responsibilities

• Develop and implement HR strategies and initiatives aligned with the overall business strategy
• Bridge management and employee relations by addressing demands, grievances or other issues
• Manage the recruitment and selection process
• Support current and future business needs through the development, engagement, motivation and preservation of human capital
• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
• Nurture a positive working environment
• Oversee and manage a performance appraisal system that drives high performance
• Maintain pay plan and benefits program
• Assess training needs to apply and monitor training programs
• Report to management and provide decision support through HR metrics
• Ensure legal compliance throughout human resource management

Requirements and skills

• Proven working experience as HR Manager or other HR Executive
• People oriented and results driven
• Demonstrable experience with Human Resources metrics
• Knowledge of HR systems and databases
• Ability to architect strategy along with leadership skills
• Excellent active listening, negotiation and presentation skills
• Competence to build and effectively manage interpersonal relationships at all levels of the company
• In-depth knowledge of labor law and HR best practices
• Degree in Human Resources or related field

More resources:

• Source and recruit HR Managers with Workable’s Boolean search cheat sheets.
• Assess relevant qualifications with our HR Manager interview questions .
• How to assess Human Resource skills .
• Senior HR Manager job description
• Retail HR Manager job description
• HR Generalist job description
• VP of HR job description

Post this Human Resources (HR) Manager job to over 200 job boards at once.

Frequently asked questions, related job descriptions.

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Related Interview Questions

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Common Responsibilities Listed on Human Resources Manager Resumes:

• Developing and implementing HR strategies and initiatives aligned with the overall business strategy
• Bridging management and employee relations by addressing demands, grievances, or other issues
• Managing the recruitment and selection process to attract and retain high-quality employees
• Overseeing and managing a performance appraisal system that drives high performance
• Maintaining pay plan and benefits program to ensure competitive compensation
• Assessing training needs to apply and monitor training programs for staff development
• Ensuring legal compliance throughout human resource management, including labor law and employment standards
• Handling workplace safety, health and wellness initiatives
• Overseeing employee disciplinary meetings, terminations, and investigations
• Maintaining employee and workplace privacy and managing records according to policy and legal requirements
• Developing and monitoring overall HR strategies, systems, tactics, and procedures across the organization
• Reporting to management and providing decision support through HR metrics

Speed up your resume creation process with the AI-Powered Resume Builder . Generate tailored achievements in seconds for every role you apply to.

Human Resources Manager Resume Example:

• -Spearheaded a company-wide HR transformation initiative, resulting in a 40% improvement in employee engagement scores and a 25% reduction in staff turnover within the first year.
• -Implemented a robust performance appraisal system, leading to a 15% increase in employee productivity and the identification of key talent for leadership development programs.
• -Negotiated with benefits providers to enhance the employee benefits program, achieving a 20% cost saving while simultaneously increasing employee satisfaction with benefits by 30%.
• -Led the HR aspect of a merger, successfully integrating two corporate cultures and retaining 95% of key personnel through targeted communication and retention strategies.
• -Developed and executed a strategic recruitment campaign that filled 100% of critical roles within a three-month period, reducing time-to-hire by 50% and improving the quality of hire as measured by performance metrics by 20%.
• -Championed a diversity and inclusion program that increased the representation of underrepresented groups in the workforce by 35% and was recognized with an industry award for excellence in diversity practices.
• -Designed and facilitated targeted training programs that addressed skill gaps, resulting in a 30% increase in team efficiency and a 50% reduction in external training costs.
• -Conducted a comprehensive review and overhaul of HR policies and procedures, ensuring 100% compliance with changing labor laws and reducing potential legal risks by 75%.
• -Utilized HR analytics to provide data-driven insights to senior management, influencing strategic decisions that led to a 10% improvement in overall organizational performance.
• Strategic Human Resources Planning
• Employee Engagement and Retention
• Performance Management
• Benefits Administration and Negotiation
• Change Management and Organizational Development
• Merger and Acquisition (M&A) HR Integration
• Talent Acquisition and Recruitment
• Diversity and Inclusion Initiatives
• Training and Development
• HR Policy Formulation and Compliance
• HR Analytics and Data-Driven Decision Making
• Leadership Development
• Employee Relations and Communication
• Conflict Resolution and Mediation
• Project Management
• Legal Knowledge in Employment Law
• Stakeholder Management
• Financial Acumen for HR Budgeting
• Technology Proficiency (HRIS, ATS, etc.)
• Cultural Competency

Top Skills & Keywords for Human Resources Manager Resumes:

Hard skills.

• Employee Relations
• Recruitment and Selection
• Compensation and Benefits
• HRIS (Human Resources Information Systems)
• Employment Law and Compliance
• Conflict Resolution
• HR Metrics and Analytics
• Onboarding and Offboarding
• Succession Planning
• Employee Engagement

Soft Skills

• Leadership and Team Management
• Communication and Presentation Skills
• Collaboration and Cross-Functional Coordination
• Problem Solving and Critical Thinking
• Adaptability and Flexibility
• Time Management and Prioritization
• Empathy and Customer-Centric Mindset
• Decision Making and Strategic Planning
• Conflict Resolution and Negotiation
• Active Listening and Feedback Incorporation
• Emotional Intelligence and Relationship Building
• Ethical and Professional Conduct

Resume Action Verbs for Human Resources Managers:

• Implemented
• Collaborated
• Facilitated
• Coordinated
• Streamlined

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Related Resumes for Human Resources Managers:

Hr director, corporate recruitment manager, director of talent acquisition, senior talent acquisition manager, hr business partner, human resources generalist, employee relations manager, chief people officer.

Resume Worded

Hr manager (human resources manager) job description, learn how to write an hr manager job description that attracts applicants. use the provided template in your own job posting..

What do HR Managers do?

Most of us would recognize an HR Manager as the person who handles all employee-related matters. But more than that, HR Managers are problem-solvers, decision makers, and collaborators that have to strike a healthy balance between the needs of the organization and its employees. They are also at the organization’s forefront when it comes to fostering a safe and positive work environment, developing and enforcing company policies, and acquiring and developing talent.

Being an HR Manager generally involves a few responsibilities. The most common responsibilities are talent attraction and management, and evaluating employee performance. An HR Manager might include a supervisory role as they may be responsible for the workflow of multiple HR employees in the department. This position also entails other administrative processes such as organizing work events, promoting workplace diversity, and processing employee complaints. It should be noted that some of these duties vary based on the organization’s size, culture, and needs. Finally, and most importantly, an HR Manager will be involved in resolving issues that may arise in these daily responsibilities, and being creative in one’s solutions can allow a person to go a long way in this position.

HR Manager (Human Resources Manager) Job Description Template

Role overview.

As an HR Manager, you will encounter numerous learning opportunities, whether it is a chance to acquire technical knowledge, or polishing your interpersonal skills. This role will expose you to hiring processes, drafting contracts, managing payrolls, and these are just a glimpse of the many skills you will pick up. You will also find yourself positioned as the mediator in employees’ work lives, and the representative of the organization’s policies. As such, you will naturally find yourself a good fit for this role if you know how to manage yourself vis a vis others. For instance, being an assertive individual who knows how to set proper boundaries with others, but at the same time, allowing others to feel heard, will enable you to be a respectable HR Manager.

Responsibilities

• You will oversee talent acquisition plans, which includes writing job descriptions for recruitment, carrying out interviews, and hiring suitable job applicants
• You will work with departmental managers during talent acquisition, ensuring that job applicants meet the relevant requirements for the position
• You will support the onboarding process to introduce new employees to their colleagues, job responsibilities, and the organization’s expectations
• Assess employee performance based on whether they are accomplishing company objectives, and provide them with feedback based on their performance
• You will be integrating L&D policies to improve employee performance through targeting and training specific skills
• You will work with others to devise reward strategies to motivate employees, such as re-evaluating employee salaries, benefits, and compensation
• Facilitate the offboarding process by conducting exit interviews to obtain feedback on the employee’s experience
• You will be in charge of managing employee relations, such as mediating and resolving conflicts to maintain a positive working environment
• You will be responsible for administering timely payroll, and managing accounting records for employee salaries
• Conduct wage surveys to appraise the effectiveness of the organization’s existing pay structure and implement changes accordingly
• You will review and revise the HR policy handbook to reflect changing economic trends, legislation, and organizational goals
• You must ensure that the organization complies with employment laws, and keep up-to-date with policies and practices to maintain compliance
• Commit to affirmative action programs by countering workplace discrimination and promoting and executing egalitarian employment practices 
• Organize and deliver engaging presentations to upper management regarding HR-related issues, policies, and practices
• Perform other administrative duties as assigned to you, such as maintaining employee records, or updating of databases

Requirements

• Bachelor's degree in Human Resources, Business Administration, or equivalent.
• Proven track record as an HR Manager or other management roles.
• Comprehensive knowledge of employment law and recommended HR practices
• Well-versed in Microsoft Office applications, including Word, Excel, PowerPoint, and Outlook  
• Proficiency in HR information systems and databases
• You have excellent oral and written communication skills. This includes being able to make effective presentations to upper management.
• Possess a high diplomatic and professional attitude towards managing interpersonal relationships with people at all levels
• Experience with workplace investigation, conflict management, and handling employee grievances and discipline
• Maintain a fair and impartial perspective when analyzing a situation in order to consider broader implications for the organization
• Ability to effectively respond to inquiries and complaints from employees and upper management
• Experiencing in leading, managing, and training employees for HR functions
• You are an effective problem solver who is able to analyze situations in order to create and implement practical solutions that meet organizational goals
• You demonstrate time management skills and capability in working with deadlines
• Comfortable with numbers, financial information, and analyzing data
• Proactive attitude in forecasting plausible issues and implementing protective measures

Nice-to-have requirements

• Relevant Master’s degree is a plus
• PHR or SPHR certification is highly preferred.
• Previous experience of working in a senior position relating to [specific industry related to your organization]

What does a human resources manager do?

HR Managers are problem-solvers, decision makers, and collaborators that have to strike a healthy balance between the needs of the organization and its employees. They are the organization’s forefront when it comes to fostering a safe and positive work environment, developing and enforcing company policies, and acquiring and developing talent.

What are the duties and responsibilities of an HR manager?

• Oversee talent acquisition plans
• Support onboarding and offboarding processes
• Assess and improve employee performance
• Devise reward programs for employees
• Manage employee relations and conflict
• Administer timely payroll
• Ensure organization’s compliance with laws
• Present information to upper management
• Review and revise HR policies
• Perform additional administration as required

What are the top 5 skills you need to be a human resources manager?

• Excellent oral and written communication
• Diplomatic and professional attitude
• In-depth knowledge of employment law
• Effective and strategic problem solver
• Being assertive in interpersonal communication

What are the five main tasks of a human resource manager?

What are the different roles/job titles in a human resources department.

• HR assistant
• HR associate
• HR administrator
• HR coordinator
• HR director
• HR business partner
• HR safety manager
• HRIS manager

Similar Job Descriptions

• Operations Manager
• Marketing Manager
• Product Manager

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Human Resources Manager Job Description (Skills, Salary, Duties & More)

Jeff Gillis 0 Comments

By Jeff Gillis

At the core of the human resources manager job description is a very simple concept; make sure that a company has the employees it needs to thrive. However, there’s also a lot more to the role than just overseeing personnel matters.

In many cases, the human resources department assists with hiring, compensation, policies, terminations, and much more. If it has anything to do with employees, the HR manager is probably involved on some level. Plus, a human resources manager may also guide a team of HR pros. It’s a lot to handle.

But, in exchange for their expertise and dedication, human resources managers get quite a bit back. The job can be incredibly rewarding, and the compensation isn’t too shabby either. If you are wondering whether the human resources job description is right for you, here’s a look into the daily life of an HR manager.

What Is the Human Resources Manager?

Before we dig into the human resources manager job description, let’s take a step back and look at another critical question; what is human resource management?

Overall, human resources refers to all things employee-related. After all, workers are a “resource,” in a sense. Every person is an asset, one that has to be overseen, managed, encouraged, and guided.

For the human resources job description, you can find all kinds of things. Compensation analysis , benefits administration , employee policy creation , grievance addressing … that can all be in there. At times, HR is also responsible for internal employee development programs.

Plus, many human resources managers help with larger company strategies, like workforce optimization. Additionally, they might oversee a team or the entire department, depending on the size of the company.

Generally, an HR manager’s goal is to ensure personnel issues are handled and that the business can secure and retain the kind of talent it needs to achieve its objectives. Whether that means developing job ads, identifying fair salaries, launching training initiatives, handling performance reviews, or anything else related to employees, it could be on their plate.

What Are the Human Resources Manager Role’s Duties/Responsibilities?

Now that you have a decent idea of what human resources is and how HR managers fit into that picture, let’s take a closer look at the human resources manager job description specifically. A job’s duties and responsibilities often paint the clearest picture of what it’s like to work in the position on a daily basis, helping you figure out if the role is right for you.

But isn’t every HR job description different? Doesn’t each company have unique needs and expectations? Why, yes, those are both very true. But that doesn’t mean most HR manager roles don’t have a lot in common.

Often, the human resources manager job description focuses on certain key areas. Here’s a look at the most commonly listed HR manager duties and responsibilities:

• Develop hiring strategies that align with business goals
• Implement and define hiring and recruitment processes
• Handle employee relations, including grievances, demands, and conflicts
• Oversee recruitment and candidate selection
• Perform candidate screenings, such as background checks
• Create, update, and manage employee policies
• Revise employee handbooks
• Prepare formal job descriptions
• Research, review, and revise compensation packages
• Coach and train employees
• Communicate with employees about policies, programs, and benefits
• Ensure all policies and processes are compliant with federal, state, and local law
• Retain personnel records and associated data
• Handle employee assignments and scheduling
• Discipline employees when required, documenting all actions
• Manage employee terminations, including notifications

What Skills Do Human Resources Managers Need?

As you can see, a human resources manager can have a ton of responsibilities. But what does it take to excel in the job? What skills does it take to handle the workload and succeed in the role?

Well, if you want to have a create human resources career, then having the right skills and traits is a must. With the right foundation, you can tackle all of the core duties with ease and professionalism, ensuring you fully live up to that human resources job description.

First, let’s talk about hard skills. These include the formal expertise a person needs to thrive in a job. Here’s what an HR manager needs to bring to the table:

• Knowledge of compliance standards and employment law
• Recruitment and hiring processes and techniques
• Candidate screening methods
• Benefits administration
• Performance review procedures and management techniques
• Wage structures
• Employee classifications
• Workforce management techniques, including training and scheduling
• Diversity and inclusion initiatives and strategies
• Research and reporting
• Policy creation and management
• Conflict resolution and de-escalation
• Personnel file creation and maintenance
• Oversee a team of HR employees

Phew! That’s one heck of a list. While that might seem like a lot by itself, it’s technically only the tip of the iceberg. Human resource managers also need to have the right traits, ensuring they can navigate the workplace effectively.

Here are some of the traits all HR managers need:

• Communication
• Organization
• Attention-to-detail
• Accountability
• Time management
• Problem-solving
• Critical-thinking

Many people are surprised to see “patience” and “compassion” on the list. However, HR managers often have to handle grievances and assist with conflict resolution, meaning they’ll spend time working with employees who are upset and frustrated.

Without patience and compassion, navigating these tricky situations is even more difficult than it has to be. That’s why having those traits is so valuable.

What Education, Training, Certification Is Required?

Generally speaking, you can’t become a human resources manager without a college education. In nearly all cases, a Bachelor’s degree in human resources or a related field is going to be essential. However, larger companies may go further, making a Master’s degree the minimum requirement.

Certifications are also commonly considered must-haves for HR manager positions. However, even when they aren’t required, having one is a serious resume booster. It can help you stand out from the pack, increasing the odds that your career will keep moving forward.

Here are some of the most commonly requested HR certifications:

• HRCI – Senior Professional in Human Resources (SPHR)
• HRCI – Professional in Human Resources (PHR)
• Society for Human Resource Management – Senior Certified Professional (SHRM-SCP)
• Society for Human Resource Management – Certified Professional (SHRM-CP)

There are also a few niche certifications that can elevate your career. If you’re looking for at HR job descriptions that are specialized instead of general, here are some worth considering:

• Association for Talent Development – Associate Professional in Talent Development (APTD)
• Association for Talent Development – Certified Professional in Talent Development (CPTD)
• AIRS – Professional Recruiter Certification (PRC)
• AIRS – Certified Diversity and Inclusion Recruiter (CDR)
• World at Work – Certified Compensation Professional (CCP)

What Are the Salary Expectations?

Alright, now it’s time for the fun part; the human resources manager salary. After all, if you’re going to take on all of those duties, you want to know that you’ll have a pretty penny or two to show for it, right? Right.

Luckily, while the human resources manager job description is lengthy and complex, the compensation that comes with it is substantial. The median salary comes in at $116,720 a year, which the top 10 percent bring in over $205,720 annually. Not bad, not bad at all.

Even entry-level HR managers (or those working for smaller businesses) can make $68,300 a year or so. If you’re early in your management career, you can still earn a comfortable living, which makes this path fairly enticing.

Plus, most HR professionals get a comprehensive benefits package. Medical, retirement, paid time off… those are all relatively normal additions, making your job even more worthwhile.

What You Need to Know for Your Job Interview

At this point, you may be thinking, “Hey, this human resources job description sounds perfect. But what do I need to do to land one of these jobs?” If so, we’ve got you covered.

If you get the right education and bring the necessary skills and traits to the table, what you need to do is nail your human resources interview . Okay, we know that is easier said than done. That’s why we’re going to give you a few tools to help you really hammer out your answers in advance and prepare for success.

First, scour that HR job description for insights into the must-haves. That way, you know what matters to the hiring manager, so you can cover those points specifically.

Then, take a trip to the company’s website and social media pages. Review the mission and values statements, and gather insights about the company’s culture and recent achievements. That gives you more intriguing details you can work into your answers, increasing the odds you’ll stand out.

But what about those devilish behavioral interview questions ? How do we handle those? Well, first, don’t panic. By developing a reliable strategy, you can tackle these too.

Begin by getting to know the STAR Method . After that, spend some time with the Tailoring Method . Twirl those two approaches together, and you’re set. Your answers will be relevant, engaging, and concise, ensuring they pack a proverbial punch.

Putting It All Together

For many people, the idea of being an HR manager is the dream. You’ll be a critical part of a company, ensuring all of its personnel needs are handled promptly and professionally. If the human resources manager job description sounds like a great fit, use these tips above to get your career moving. By starting now, you’ll be on your way toward HR career success faster, increasing the odds that your dream will become a reality.

Check out our other “job description articles” if you’re exploring career options:

Co-founder and CTO of TheInterviewGuys.com. Jeff is a featured contributor delivering advice on job search, job interviews and career advancement, having published more than 50 pieces of unique content on the site , with his work being featured in top publications such as INC , ZDnet , MSN and more.

Learn more about The Interview Guys on our About Us page .

About The Author

Jeff gillis.

Co-founder and CTO of TheInterviewGuys.com. Jeff is a featured contributor delivering advice on job search, job interviews and career advancement, having published more than 50 pieces of unique content on the site , with his work being featured in top publications such as INC , ZDnet , MSN and more. Learn more about The Interview Guys on our About Us page .

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Human Resources Manager Resume Sample

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• [email protected]
• +1-999-999-9999
• 47 S Monroe St NE, Rockford, MI 49341
• linkedin.com/company/sweetcv linkedin.com/company/sweetcv

Human Resources Generalist responsible for creating processes to enhance strategic business outcomes. Background includes benefits administration, full staffing/recruitment, employee relations, employee development, and compensation. Excellent interpersonal, problem-solving skills; successful track record of contributions which increased organizational effectiveness.

Benefits Administration

Payroll Administration

Employee Relations

Employee Development

Interpersonal Communication

Computer Competencies

HRIS Administration, Payroll Software, ADP Software

B.A. degree in Communication

Certifications, phr certified.

November 2007 to Present

Professional in Human Resources

Human Resources Manager

• Responsible for the oversight and management of the department as it transitioned away from Porter Hills to Trinity Health Senior Communities.
• Effectively maintain payroll functions; auditing of HRIS needs within ADP to ensure in sync with enrollments and changes during the transition.
• Point person for full recruitment within Marywood Health Center and Aquinata Hall for open positions, from the inception of postings, reviewing resumes, initial interviews to presenting employment offers, pre-employment background check and drug testing to orientation set up.
• Plan Administrator for all benefits and workman's comp needs.
• Directed a full range of Human Resources Generalist functions including compensation and benefits, employee relations, training and development, recruitment/retention of performance management. 
• Additional responsibilities included various HRIS functions and payroll administration using the PeopleSoft system time/attendance. 
• Served as a member of the Management team and reported to the General Manager/Vice President.

HR Manager Resume Tips

What does an HR manager do every day?

A whole lot!

Their responsibilities range across recruitment, hiring, coaching new workers, managing corporate paperwork, and even team building, managing employee relations, and just a bit of accounting, too.

An HR manager plus their team look after the most valuable thing in a company — the people.

To get you into the HR role you want, we’ve put together this guide to writing a standout HR manager resume that’ll grab attention immediately.

Writing an HR Manager Resume Career Summary/Objective

To make your HR resume stand out from the crowd:

• Write a powerful human resource resume objective statement if you’re applying for entry-level human resources jobs no experience; or
• Add a quality summary of professional skills for your experienced human resource professional resume.

The human resource resume objectives are aimed at demonstrating what you’ve done and what you want to achieve with the company.

If you can show how you can bring value to the specific company using your skill sets then consider yourself a pro resume writer.

Let’s say you apply to a job posting like this:

• Improve recruitment processes and solve retention challenges
• Manage payroll processing across large, remote workforce
• Evolve workplace incentives and manage current processes
• Work with marketing team to increase suitable applications
• Team player working across business to find improvements
• Time management, understanding the pressing nature of a tech firm
• Fast learner and ready to take on challenges faced in the industry
• Drive to improve and an eye for detail when pushing for performance
• High-level HR certification a must

To write a targeted resume you need to highlight important keywords in the job description. We marked keywords as gray . Let's see how you can use them in your resume objective and career summary.

Here’s a good example of a resume objective :

When you’ve got experience, your human resources manager resume summary will go something like:

This has direct, active language and focuses on what the job being applied is looking for, backed up with stats.

Looking to create a perfect HR specialist CV? Register for free and get instant access to the outstanding CV templates. Browse templates 🔎

Work Experience Section: Human Resource Resume Templates

To write your work experience on your resume, you don’t just list your past jobs and responsibilities.

Put the limelight on your experience that’s relevant.

Check out this good example:

• Ran full stack of HR functions for 350 FTE software engineering company.
• Oversaw payroll, recruitment, and documentation, rolling out new records systems.
• Recruited 28 software project managers directly, with a retention rate of 94%.
• A new process saw hiring lead time down from 5 weeks to 21 days during 2019.
• Prepared for and entered "Great Workplaces in California" awards, earning accreditation in the first year.

Why does this shine?

There are facts, numbers, achievements, and details to prove the point being made.

If you’re aiming at the resume for human resource assistant position or applying to one of the entry-level human resources jobs , here’s what you should do:

• List out your work that’s not HR
• Pick out the admin tasks you worked on and put them front and center in your beginner’s human resources resume

Not sure how to say you manage employees on a resume ? We’ve got some inspiration for you:

• Administrative assistant in high-volume, family-run retail company.
• Worked on documentation and processing of three new team members.
• With a small warehousing company, created and ran company events including Dress Down Fridays, Summer Family Picnic, and ad hoc team celebrations.

Even without an HR title from your previous job in the industry on your resume, you can still demonstrate you’ve done work in the HR field, which could push you over the line to get an interview.

Pro-Tip For more great tips about the star section of your resume, head over to our resume work history guide for everything you could need

Tips To Showcase Your Human Resources Qualifications and Skills on a Resume

In your HR resumes skills and abilities section, you want to show skills like:

• Strategic planning of team — understanding headcount needs before they become an issue
• Acumen — knowing the intricacies of the business sector and industry you’re applying for
• People skills — knowing the people, skills, and abilities you have at hand across the company

Consider adding these HR skills for resume, too:

• Skilled in HR payroll tools
• Company administration
• Schedules and logistics
• Accounting and bookkeeping
• Resolving conflicts

If you’re hunting for a human resource director resume sample, make your experienced HR CV like this:

This example gives relevant skills and backs them up with factual data.

Writing a beginner HR resume ? Here’s some inspiration:

• Processed papers and documentation in a fast-paced recruitment process
• Second-chaired in three retail role interviews
• Devised and rolled out employee reward programs such as Dress Down Fridays

Like before, you’re looking to add relevant experience from previous jobs to make a great entry level hr generalist resume sample.

Unsure about what to include in a resume skills section? Not sure what’s a hard and soft skill? Learn what skills are in demand and how to format them in the resume!

Useful Certifications for an HR Manager Resume

Having a recognized HR certification will exponentially increase your hireability.

These are some of the best certificates you have in HR for 2024:

• Society for Human Resource Management — Senior Certified Professional (SHRM-SCP) — it’s great for entry-level pros in the HR field because you don’t need work experience.
• The Professional in Human Resources (PHR) certificate — look at this when you’ve already started your HR career and are ready to step up a gear.
• Society for Human Resource Management — Senior Certified Professional (SHRM-SCP) exam — great when you’re experienced in HR, it’s recognized across the industry and only half of the entrants pass

This is how they’ll look on your resume:

Want to know how to get a job in HR with no experience? Certifications like these show your dedication and give you a head start

How to Present Education and Qualifications in a Resume for HR Position

Much of the time, recruiters want to see a bachelor’s degree in human resources or a business-related qualification.

We’ve got a good example of what the education section looks like on the best HR resume:

Don’t go overboard — just your college, location, years, and subject plus anything very notable should go in here.

Writing a Cover Letter: Human Resources Examples

Don’t know where to start with your cover letter?

Our example is a great starting point to look at:

What stands out about it?

Here you see the role being quoted by name, statistics, and facts being given, and shows a strong level of motivation.

Writing your cover letter and drawing a blank? Our ultimate step-by-step guide to writing a winning cover letter will help you land the job you dream of.

HR manager Job Outlook: Useful Statistics

The mean average pay for an HR manager in 2019 was:

Across the US there are 165,200 working HR managers says the U.S. Department of Labor for that same year.

It’s predicted that that number will rise 6% in the next ten years; faster than average job growth predictions.

That said, COVID-19 has changed the labor force outlook a lot.

To get your foot in the door, you need to know how to get into human resources with no experience.

These are the skills a successful HR manager is going to need :

• Data literacy — analyzing reports on team performance
• Short-term strategy — working with budget and staffing limitations
• Enabling remote working — aiding the C-suite to make remote work safe, ethical, and done responsibly
• Work cross-functionally — support employees on- and off-site to get the best out of their working life
• Look after wellbeing — focus on mental and emotional health to drive productivity rather than just physical and financial health

As working from home is becoming more and more normal, HR managers are seeing their roles evolve and become even more important.

Read more about it here:

• 10 essential HR skills in demand for the future
• 21 HR jobs of the future
• Top 07 key skills of future HR leaders

Whip your HR manager resume using our ready-to-go template into shape and go get your dream HR job! Build your resume now 👈

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CAREER GUIDES

• HR Manager Overview
• HR Manager Career Path
• How to Become a HR Manager
• HR Manager Interview Questions
• HR Manager Resume
• HR Manager Cover Letter
• HR Manager Skills
• HR Manager Salary
• HR Manager Job Description
• HR Specialist vs. HR Manager
• Human Resources Career Path
• HR Resume Examples
• HR Situational interview Questions
• HR Operations Interview Questions
• HR Operations Skills
• Human Resources Intern Overview
• HR Intern Resume
• How to Become an HR Intern
• HR Intern Job Description
• HR Intern Skills
• HR Intern Interview Questions
• HR Assistant Overview
• HR Assistant Cover Letter 
• How to Write an HR Assistant Resume
• HR Assistant Job Description
• HR Assistant Salary
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• HR Specialist Overview
• How to Write an HR Specialist Resume
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• HR Specialist Cover Letter
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• HR Generalist Overview
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• HR Generalist Salary
• HR Generalist Job Description
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• HR Generalist Interview Questions
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• HR Generalist Cover Letter
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• HR Generalist Behavioral Interview Questions
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• Senior HR Manager Overview
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• HRIS Analyst Career Path
• How to Become an HRIS Analyst
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• How to Become an HR Business Partner
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• Google HR Business Partner Interview Questions
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Home › HR Career Path › What Does an Human Resources Manager Do? › HR Manager Job Description Example: Roles and Responsibilities

HR Manager Job Description Example: Roles and Responsibilities

TABLE OF CONTENTS

A human resources manager provides the HR department with crucial leadership and guidance on an everyday basis. The role is critical for the organization to ensure consistently efficient task management and effective task execution. Therefore, the importance of the position needs to be highlighted within an HR manager job description so that the organization can locate suitable candidates.

The right individual for an human resources manager position needs to have strong leadership abilities. They have to supervise and communicate with different personnel across the hierarchy of the organization’s human resources department and need solid communication skills.

Looking for such skills begins by formulating a detailed job description that outlines all requirements effectively. By advertising an intelligently crafted job description, an organization ensures that only the best individuals apply for the position.

In addition, an organization establishes a lot about its HR department, culture, and overall employee experience through the job description. Therefore, a thoughtful HR manager job description tells potential employees that your team is detail-oriented, while a poorly written job description tells candidates that your team lacks organization.

This article will give an overview of what human resources managers oversee, the right keywords and phrases to include in the job description, and how to pen down the proper requirements.

The Human Resources Manager Role

An HR manager organizes and coordinates the organization’s critical human resources functions such as payroll processing, employee training and development, labor laws regulation, and recruiting processes. Depending on the size of your team and whether your human resources manager will need to coordinate with other team members or not, you would require more or less experience within the HR manager job description.

The human resources manager’s role varies depending on the company’s size and organizational structure. In larger companies, human resource managers tend to supervise other HR specialists focused on each function of the human resource management field. On the other hand, HR managers in smaller companies work on projects and manage others more directly.

However, in every role, an HR manager should be a talented and skilled professional who helps your company succeed.

If you’re interested in getting a more in-depth view of the role and learning more about human resources management, check out our HR Certification Courses at HR University.

HR Manager Job Description Example

The focus of a practical human resources manager job description is to communicate all that an individual needs to know about the following aspect:

• organization’s mission
• organization’s culture
• job responsibilities
• job requirements
• candidate’s expected background
• employee incentive programs and benefits
• the human resources manager’s salary

The first step in putting together the job description is to understand your company’s needs and what a human resources manager will need to address. For example, a rapidly-growing company that will need to hire several new team members soon needs a human resources manager with extensive recruiting and staffing experience. Therefore, you need to ensure your job description highlights all the skills and education human resources managers in your organization must have.

Regardless, here is an example of the HR manager job description:

“As a human resources manager, you will oversee the important decisions within the HR department regarding aspects such as employee relations, human resources software, and business management. Additionally, the HR manager has to monitor the HR department’s practical efficiency and formulate strategies to improve it. The role requires the suitable candidate to possess significant leadership and management experience, with extensive technical knowledge about the human resources field”.

Human Resources Manager Job Duties Example

Since they overlook all the main workings within the human resources department, it is hardly surprising that the HR manager’s duties touch on all primary human resources functions.

Here are the example job duties that an HR manager must have, categorized according to the broader human resources field they belong to.

Compensation & Benefits Administration

• Develop an employment payment plan based on local, state, and federal data
• Create an employee benefits package for different employee groups, including remote and on-site employees
• Use HR software such as BambooHR and Gusto to streamline payroll and employee benefits administration
• Prepare payroll budgets and implement pay structure revisions
• Help form attractive employee compensation and benefits program

Staffing & Recruiting

• Maintain the work structure by updating job requirements and job descriptions for all positions
• Support the organization’s staff by establishing screening and interviewing processes
• Counsel hiring managers on candidate selection
• Conduct and analyze exit interviews and make actionable recommendations based on data

Labor Law & Regulations

• Ensure legal compliance by monitoring and implementing applicable human resource federal and state requirements and conducting investigations
• Represent the organization at hearings when necessary
• Develop and implement HR strategies and initiatives aligned with the overall business strategy
• Enforce management guidelines by preparing, updating, and recommending human resource policies and procedures
• Retain historical human resource records by designing a filing and retrieval system and keeping past and current records
• Help organization achieve better employee relations

Training & Development

• Create and manage a performance appraisal system that drives effective development
• Assess training needs to apply and monitor training programs within the human resources department
• Design training programs based on practical methods that include new learning technologies and training facilitators
• Arrange seminars, workshops, and conferences based on each department’s needs
• Organize a comprehensive new employee orientation and engage new staff onboarding
• Plan training sessions for sensitive subjects such as diversity and sexual harassment

Employee Wellness & Safety

• Nurture a positive working environment
• Implement workplace safety procedures and execute best practices to manage risk
• Schedule and conduct job evaluations and take action to improve employee’s experience
• Bridge management and employee relations by addressing demands, grievances, or other issues

HR Manager Job Qualifications Example

After you have the job responsibilities ready, it will be easier to understand the qualifications you should demand from potential candidates for the human resources manager role.

Below are the qualifications companies expect from potential HR managers:

• Bachelor’s degree in Human Resources Management, Business Administration, or similar field
• 5+ years of experience driving results in the human resources field
• 3+ years of experience in labor relations and compliance
• 2+ years of experience in compensation and employee benefit programs administration
• 2+ years of experience managing other HR professionals
• PHR/SPHR certification preferred
• Demonstrable experience with human resources metrics and knowledge of HR systems and databases
• Ability to develop and manage interpersonal relationships at all levels of the company

Remember that the amount of experience and specific areas of expertise you should require depends on how many responsibilities you plan to allocate to your HR manager.

The efficiency of an organization’s human resources department depends significantly on what the human resources managers accomplish. Most human resources managers have to stay in constant communication with higher-ups and junior personnel to ensure effectiveness.

However, many human resources managers work more strategically and, after they assess worker productivity, organize a training and development program that makes the HR department more self-sufficient.

If you spend time putting together a well-written job description, you will spend less time screening through unqualified resumes or even interviewing the wrong people. Therefore, it is crucial to formulate a suitable HR manager job description.

The more specific you get with the role responsibilities and qualification requirements, the bigger your chances to find the perfect fit sooner for your human resources departments.

Use these job duties and qualifications examples as an inspiration to put together a fantastic HR manager job description and get ready to review some great profiles of HR manager applicants.

If you are new to Human Resources and are looking to break into a HR role, we recommend taking our HR Management Certification Course , where you will learn how to build your skillset in human resources, build your human resources network, craft a great HR resume, and create a successful job search strategy.

We offer a wide variety of programs and courses built on adaptive curriculum and led by leading industry experts.

• Work on projects in a collaborative setting
• Take advantage of our flexible plans and community
• Get access to experts, templates, and exclusive events

Become a Certified HR Manager. The HR Management Certification helps to demonstrate knowledge and skills in best practices for managing employees, handling disciplinary action, and other important aspects of the job.

Become a Certified HR Generalist. After taking this certification course, you'll better understand how to become a great HR Generalist and a letter of certification to showcase to employers and colleagues.

Become a Certified HR Business Partner. The certificate has become a popular credential because it can help individuals seeking advancement within their current organization and those looking to change jobs or industries.

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Human Resource Manager Resume Samples

The guide to resume tailoring.

Guide the recruiter to the conclusion that you are the best candidate for the human resource manager 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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• Work with the EHS Manager to manage all work related or non-work related leave of absence cases, claims, and the coordination of the RTW process when necessary
• Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions)
• Develop, execute and follow up on the Company's performance and talent management/development efforts
• Provides day to day performance management guidance to management (coaching, counseling, career development, disciplinary actions)
• Provides day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions)
• Facilitate Talent Management (succession planning, performance management, talent exchange, talent development)
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Manage and track workers compensation, primary contact with carrier and with clinic for work related injuries
• Specific knowledge in several HR processes and practices (labor relations, organizational development, leadership development, compensation, benefits, etc.)
• Assist plant leadership in developing an annual training assessment
• Develop and maintain job descriptions for all hourly positions and assist in salaried job descriptions
• Coordinate all hourly and salaried performance reviews after 90 days
• Maintain a positive working relationship with all levels of the organization
• Provides model behavior to demonstrate corporate values
• Effectively address employee relations issues including development of performance improvement plans while working directly with employees and managers
• Assess leaders and managers and propose development plans or alternatives to improve the performance of the organization
• Be a trusted advisor to all levels of staff across all businesses providing guidance on talent management, development and retention
• Create a collaborative partnership with the client group that drives achievement of organizational goals in support of a high performance culture
• Exposure to process improvement efforts (PPI- practical process improvement) a plus
• Counsels employees to improve or correct performance issues and deficiencies
• Performance management
• Excellent organization skills, very strong attention to detail, time management skills and very disciplined work ethic
• Highly organized and ability to adapt quickly to changing priorities
• Ability to produce positive results with a strong sense of urgency and ability to multi-task
• Demonstrated ability to work productively and independently in a fast-paced environment with excellent attention to detail
• Ability to work effectively as member of a team; ability to establish and maintain effective working relationships across multiple functions and job levels
• Strong attention to detail
• Customer oriented with approachable personality and strong interpersonal skills
• Excellent project management skills as well as great interpersonal and presentational skills
• Credible HR professional with an ability to build effective business relationships at all levels of the organization
• Excellent interpersonal skills and demonstrated strong facilitation skills

15 Human Resource Manager resume templates

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• Acts as the main contact person on HR services and support in an aSIS liaison office, such as recruitment process and employment, compensation and benefit administration, employee movements, employee relations and disciplinary proceedings etc
• Establishes, implements and updates guidelines and policies for local employees and, in cooperation with regional/global HR, ensures that uniform standards of employment are maintained and updated
• Provides mentoring support to expatriate employees in the liaison office in the areas of work permits/visa application, accommodation & transportation arrangement, schooling, leaves, removals etc
• Participates in HQ/Global Operations HR programs as directed and supervised by aSIS-HR, and to coordinate HR projects such as performance assessments, salary reviews and personnel/technical training as defined by aSIS-HR
• Keeps aSIS-Mgt and Chief Representative abreast of the latest labor legislation/employment related changes in the local countries and to advise them on issues relating to organization climate, employee concerns and expectations, and external matters that may impact on the employee relations perspective of the organization
• Maintains a high level of communication with Management and contributes to the decision-making process of structuring and developing the team for the organization
• Cultivates and maintains positive employee relations in the work environment and a culture of trust between management and employees
• Researches and proposes appropriate changes/revisions in employee compensation, benefit, welfare and tax programs. Ensures to keep employees aware, on a continuing basis, of HR policies and benefit programs
• Establishes and manages orientation programs to new employees (local and expatriate) so they learn about the adidas company and the office
• Recommends and leads programs for the personal development of employees, and to work together with aSIS-HR in providing professional advices on career development and planning for them
• Well versed with local labor ordinance
• Mature, well-organized and pro-active
• Very good in both oral and written English and in Microsoft Window softwares operation
• A good team player with sound supervisory and management skills
• Diploma or degree from educational entity focusing on Human Resources, Business Administration or related field
• At least 5 years proven experience in human resources management with an international company
• Be a Business Partner to Store Management
• Manage the Open to Hire
• Handle basic Human Resources Generalist functions for a given area of approximately 450 employees
• Ensure full compliance to labor laws, company policies and the collective bargaining agreement
• Participate in special projects
• Continuously improve customer service levels through the recruitment of high quality staff
• 3 - 5 years of high volume store line HR experience with some exposure to a union environment ideal
• Outstanding employee relations skills
• Exhibits a leadership profile
• Strong initiative; a desire to excel
• Provide a professional level of HR Generalist partnering, services and support to management and employees to maximize organization effectiveness and performance across assigned client groups
• Drive the development and implementation of solutions for a variety of human resources areas, including, recruitment, compensation, employee relations, onboarding, performance management, development, leave of absences and other talent related issues
• Take a proactive approach to establish and maintain an effective and professional working relationship with managers and employees to understand needs and provide consultation related to guidelines, policies, options/solutions, resources, risks and other relevant considerations in all of the above mentioned areas
• Deliver targeted end-to-end solutions to build a high performing organization while maintaining a “great place to work” environment in assigned client groups
• Engage managers in discussions to align HR services with the overall business unit plans
• Provide employee relations services support to management and employees across the company
• Drive the development and implementation of solutions to employee relations issues. Create sustained solutions to individual employee challenges
• Mediate when applicable. Includes: meeting with staff on an individual or group basis to hear concerns and to promote understanding of policies and procedures, company/department objectives, encourage open and honest communications and promote problem resolution through one on one employee conversations and/or respective employee’s reporting relationship
• Provide counsel to supervisors and managers to assist them to effectively apply corporate policies and guidelines, and applicable laws and regulations to people-based issues and concerns that impact individual and team relationships, performance and productivity
• Stay abreast of changes in laws, case law, regulations, policies, and programs relevant to employee relations and employment practices
• BA/BS in HR, Communication, Psychology, Employment Law or related field, or equivalent HR experience. Special training courses in Employee Relations, Federal Employment & Labor Law, Communication and Psychology preferred
• PHR or SPHR certification strongly preferred. HCS certification strongly preferred
• 5+ years’ heavy experience in an HR Generalist position with heavy emphasis on Employee Relations or Talent Management
• Solid knowledge of Federal Employment and Labor Law a must; specific knowledge of California Employment and Labor Law preferred
• Experience in other HR areas such as Recruiting, Compensation, Development, Engagement and Retention is preferred
• HRMS skills (ADP, Peoplesoft, etc.) a plus
• Ability to professionally manage confidential information
• Ability to lead and influence others in a positive manner
• Ability to offer and promote a high level of internal customer service
• Advanced problem-solving, process improvement, and conflict resolution skills
• Patience, with the ability to remain calm under pressure; comfortable addressing difficult situations
• Self-motivated; action and result oriented; able to multi-task and manage/drive multiple projects simultaneously
• Detail oriented and organized. Strong prioritization, decision-making and follow-up skills
• Tactful and respectful of others
• Professional judgment and critical thinking, flexible; enjoy working in a fast-moving environment
• Ability to work with diverse personalities and multiple levels of employees
• Good listening, fact-finding, conflict management and interpersonal skills
• Connect with hiring managers to develop a complete understanding of the clients’ requirements
• Appropriately strategize with the hiring managers and the HR team to attract top best talent
• Implement strategies to source a qualified and diverse candidate pool for hiring managers
• Manage the start to finish recruitment cycle with all applicants, including all new hire paperwork
• Manage all resumes in the database including maintenance of an online candidate tracking system
• Determine creative sourcing for challenging positions
• Find additional networking opportunities to attract top talent, including diversity outreach, community efforts and alternative job boards
• Maintain a relationship with new hires and hiring managers to assure appropriate onboarding
• Monitor succession planning for Entry level to Manager level positions
• Oversight of processes for Hourly / Union associates
• Maintain a strong partnership among all HR team members – act as a liaison between other departments within HR, including benefits, education / training, HRIS
• Maintain HR metrics related to sourcing, turnover, assessments, etc
• Minimum 3 years’ experience in an HR / retailing talent procurement and development environment
• Must be proficient in Microsoft Office Suite
• Experience with Applicant Tracking Systems ideal
• Excellent collaboration in a team focused, cross functional environment
• Familiar with talent acquisition for a retailing environment
• Extremely organized and results focused
• Ability to adapt to changing work & business priorities
• Ability to establish professional relationships and engage in collaborative decision making
• Partners with Central Recruitment to develop an annual strategy to fill positions with top talent for both staff and executive
• Delivers the financials, grow our people, omni-channel commitment, fashion leadership, customer loyalty
• Oversees the Diversity vision, strategy and execution of the programs and initiatives
• Ensures fair, urgent dismissal of behaviors that jeopardize the brand
• Timely resolution of employee relations issues – compliant with labor law and company policy
• Owns the on-boarding process of all new employees, Chief Educator
• Ideally, 10+ years of related human resources and/or retail supervisory experience
• Strong leadership, interpersonal and communication skills. Communicates clear and specific expectations
• Ability to set direction and inspire
• Ability to recognize progress and celebrates achievement priorities
• Monitor employee training through Paychex and other manufactures
• Develop and monitor employee on boarding process
• Maintain and develop HR training
• Maintain schedule of employee evaluations and performance reviews
• Maintain employee job responsibilities profiles
• Monitor .safety training for all employees
• Required travel to locations to explain benefit programs
• Prepare all necessary documents for all new hires and terminated employees
• Maintain all health insurance add-ons, changes, new hires and terminated cobra coverage
• Unemployment verifications
• Prepare and process all 401K forms for new hires, changes and loans
• Prepare employment ads via internet and local and regional newspaper
• Maintain time and attendance program
• Report /submit all necessary legal notices to corporate attorney at the direction of the finance manager
• Report/submit all necessary documents and follow-up with all Workers Compensation claims
• Maintain Insurance Certificates for workers comp for customers upon request

Human Resource Manager Retail Resume Examples & Samples

• Support and build strong relationships with the Retail corporate and field teams: Group President, VPs, Directors, District Managers and in-store management
• Lead, train and develop an HR team as well as a field leadership group that needs to act as an extension of HR
• Provide consultation, guidance and coaching to field and corporate teams to ensure the appropriate handling and resolution of HR issues. (ER, leader and staff development, org structure, ID high potentials and build retention strategies, etc.)
• Ensure org structures are correct to support business growth and that proactive HR support is provided
• Manage LOA and other administrative needs for areas of responsibilities
• Work in conjunction with Staffing and L&D to ensure these critical needs are met
• Recommend and approve performance management action plans in partnership with the legal department
• Conduct internal investigations in response to employee complaints
• Partner with the loss prevention department on all internal cases
• Perform terminations in partnership with the legal department
• Maintain compliance and understanding with federal and state regulations concerning employment practices
• Oversee the HR on-boarding for field and corporate management
• Troubleshoot inquiries from field employees and utilize resources with the company to pro-actively find solutions
• Act as a liaison for employees on payroll & benefits issues in partnership with corporate human resources and payroll
• Develop policy and procedure guidelines as needed
• Manage annual review process
• Conduct exit and stay interviews of voluntary terminations; analyze trends and recommend solutions
• Four year Bachelor’s Degree
• 3-5 years HR experience
• Proven track record of effective management of multiple employees
• Experience in handling employee relations issues and dealing with labor laws
• Experience within a fashion retailer is REQUIRED
• Knowledge and practical application of all HR discipline and practices
• Well developed written presentation, organization, and editing skills
• Strong collaboration skills and the ability to contribute within a team setting
• Strong problem solving skills
• Ability to multi-task effectively in a fast paced environment
• Pro-active and solution oriented
• Must have a positive attitude
• Represent the Online team in standardizing critical HR processes and procedures across the company
• Ability to deliver within the current HR structure and processes while evolving operational practices for the business in line with HR's transformation
• Work collaboratively with Employee Services to maintain in-depth understanding of HR systems, processes, policies and practices. Align and educate colleagues and managers to ensure compliance
• Use Oracle HR data to support process, procedure and program changes as activities are transformed
• Coordinate with appropriate global HR service delivery leadership to ensure consistency and cohesiveness across the delivery of the services
• Participate in and contribute to Employee Services activities as required
• Minimum of 5 years of relevant HR experience
• Basic understanding of and interest in eCommerce/Digital technology
• Ability to anticipate needs of the business, connect the dots, identify internal and external ecommerce/digital trends
• Intellectual curiosity, great follow up, and great attention to detail
• Ability to multitask in a fast paced environment
• Ability to work collaboratively
• Ability to learn new systems & processes
• General analytic and problem solving skills
• Strong interpersonal, communication and listening skills
• Ability to deal w/ambiguity and confidential information
• Lead the HR function in a large multi-plant manufacturing facility
• Continue to foster a positive culture onsite amongst employees & management
• Responsible for Performance Management
• Advise on best practice approaches to Change Management
• Responsible for ensuring best practice Recruitment & Selection policies
• Communication - manage Employee Engagement
• Implementation of organisational HR systems, policies & procedures
• Advise and guide local management on HRM initiatives & Employee Relations issues
• Provide management with the most up-to-date advice on pending and current employment legislation
• In conjunction with relevant management, maintain a positive industrial relations environment with the Union - proactively manage aspects of the IR agenda for the organisation, including the implementation of appropriate alternative strategies for managing industrial relations onsite
• Partake with local management in related HR activities leading to productivity improvements, efficiencies and cost controls
• Provide management with advice and guidance on the handling of disciplinary and grievance issues
• Monitor and ensure compliance with all aspects of employment legislation
• Involvement in business projects onsite and across the wider organisation as required
• Other HR-related responsibilities as required by the business
• Third level qualification in a relevant discipline / CIPD qualified
• 5-7 years' experience in a similar role
• HR experience in a unionised manufacturing environment is essential
• Experience of performance management & change management
• Direct experience of dealing with bodies such as the LRC, Labour Court, Rights Commissioners and the Employment Appeals Tribunal
• Experience in Continuous Improvement principles within a manufacturing environment
• Strong knowledge of employment law at national and EU level
• Ability to build strong relationships with people at all levels both internally and externally
• Provide proactive HR consultation on talent management matters impacting assigned associates
• Partner with other areas to deliver talent services
• Lead and develop department in supporting improvement efforts and driving cultural change
• Lead the staffing and recruitment planning for the company
• Strategize with hiring managers to recommend and determine appropriate staffing and hiring requirements
• Analyze compensation information in order to make a solid employment offer recommendation
• Provide councel and direction to associates and managers in order to address employment-related matters
• Stay current on state and federal laws and regulations related to employment law
• Serve as consultant to associates and managers on a wide cariety of issues
• Conduct analysis and special projects as required
• Implement and administer HR policies and procedures and their dissemination through various employee communications
• Drive the implementation of HRIS
• Bachelors’ Degree required
• Masters’ Degree preferred
• SHRM SPHR/PHR certification preferred
• Experience Required: 4-8 years of HR management experience
• Knowledge of federal and state regulations and compliance; broad understanding of HR principles and practices

Human Resource Manager Paris, France Resume Examples & Samples

• Employee relations advice, the successful candidate will provide advice and guidance to managers on legal matters and HR policies and procedures
• Recruitment to drive the Company’s growth and as such there is a strong focus on resourcing. The successful candidate will need to be comfortable recruiting both locally (in France) and internationally, working with line managers to ensure recruitment needs are met whilst at the same time considering costs and developing and utilising a strong talent pool
• Understanding remuneration packages for local colleagues, managing the annual salary review and incentive planning process. Liaising with the Compensation & Benefits team to benchmark compensation packages on appropriate roles which may include remuneration packages for international colleagues
• Review and redesign HR processes to improve costs, efficiencies and communication channels and ensure they are aligned with Global Wiley HR policies and procedures
• Maintain a high level of engagement and performance among CrossKnowledge colleagues; train the people managers and empower them to resolve people issues. Improve retention by identifying and developing future talent
• Maintain up to date and accurate knowledge of employment legislation and ensure Company documentation is created, updated and shared to reflect this
• Having the ability to write complex letters to colleagues in relation to informal and formal meetings covering a wide range of employee relation situations
• Working with Compensation & Benefits and US HR to coordinate Global moves based on the Global Mobility Policy to enable the business to meet its Global resourcing needs
• Mentoring, coaching and supporting managers to enhance people management skills
• Design and deliver training on HR related policies and procedures
• The successful candidate must have a degree in HR Management (or equivalent)
• Previous HR Manager experience is essential
• Robust awareness of key HR best practice and legal considerations
• Demonstrated ability to learn and apply quickly and effectively the core HR skills e.g. diplomacy, initiative communication, judgement & attention to detail
• A high standard of computer literacy (Microsoft Office, Excel, Word, Outlook
• Ability to work proactively on own initiative as well as ensuring that workload is managed appropriately
• Bilingual – French/English

Senior Human Resource Manager Resume Examples & Samples

• Bachelor's Degree in Business Administration, Human Resources or equivalent with
• Two to five years experience in a Human Resource role
• Experience working in a fast paced, high volume environment - supporting a large employee population
• Assists management in determining staffing needs. Recommends and implements recruiting, hiring and retention strategies for unit
• Reviews resumes and screens appropriate applicants. Conducts screening interviews with job applicants to determine if they are suited for the position. Ensures new hire paperwork is processed
• Counsels employees relative to transfers, promotions, terminations and various work items
• Conducts exit interviews with employees
• Ensures compliance with all federal, state and local laws concerning human resources (i.e., Federal and State Minimum Wage Laws, Affirmative Action, Immigration Reform Control Act, Equal Employment Opportunity Act etc.)
• In conjunction with regional human resource staff, may respond to charges of discrimination. Meets with the appropriate individuals in an effort to resolve the case under investigation. Attends all necessary hearings as a representative for the company
• In conjunction with risk management staff, administers policies and procedures for a safe work place. Works with risk management staff in developing region specific programs. Ensures all accidents and injuries are reported to the appropriate parties
• Assists in the development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual
• Participates in developing department goals, objectives and systems
• Monitors the hourly performance evaluation program
• Maintains affirmative action program; maintain other records, reports and logs
• Assists in evaluation of reports, decisions and results of department in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed
• Maintains human resource information system records and compiles reports from the database
• Will visit schools within the district on a regulary basis
• Bachelor's Degree in Business Administration, Human Resources or equivalent with at least three years’ experience in a Human Resource Generalist role. Human Resources experience must include specific employment and recruiting experience. Excellent oral and written communication skills, strong attention to detail and the ability to work under strict deadlines are essential. Individuals should be organized, demonstrate initiative and have strong problem solving skills
• Requires 3-5 years’ experience in Human Resource management
• Supervisory experience and managerial responsibilities, particularly in the contract-managed service industry, is desirable as is the ability to manage in a diverse environment
• Strong computer skills, specifically in Microsoft Excel are required
• Bachelor's Degree in Business Administration, Human Resources or equivalent
• Five years experience in a Human Resource role
• Strong background in recruitment, employee relations and training
• Oversees the entire talent acquisition process, understands awareness of the local competitive talent pool; staff and executive
• Focuses the management on the behavioral development of their teams
• Understands talent capacity and promotes career growth within the store
• Mentors, coaches and shadows our Executive Development Program to yield growth
• Ability to empower and develop a team
• College/University degree or equivalent required
• CHRP designation is preferred
• 6+years of generalist experience which includes broad knowledge and experience in employment law, compensation, organizational planning, organizational development, employee relations, leave management, safety, and training and development
• Other necessary skill requirements; Strong communication, presentation and management skills, detail oriented, strong follow-up and investigation skills
• Ability to handle multiple assignments in a fast paced environment
• Ability to relate to all levels and backgrounds of employees within a diverse population
• Ability to work with and through others and quickly develop relationships
• High level of diplomacy, judgment and flexibility
• Knowledge of federal and provincial employment laws
• Comprehension of a retail organization and environment
• Ability to communicate (written and verbal) in French required
• Ability to travel up to 25% of the time
• Bachelor's degree in business, human resources or equivalent; Master’s degree preferred
• Eight or more years of professional experience in all aspects of human resources management and staff development and/or equivalent combination of education and experience
• Knowledge and professional experience in planning and policy, talent management, selection, compensation, benefits, training and staff development, employee relations, and performance management
• Current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources
• Proficiency in business and human resources related computer applications, which may include talent management systems, time and attendance systems, etc
• Senior human resources certification preferred (SPHR or equivalent); YMCA Organizational Leader certification preferred
• Develops for the leadership team a plan to address: talent management, including training, staff training and leadership development, retention, recognition, employee communication and career development. Assesses and evaluates training and staff development needs, and develops programs to meet needs
• Develops and maintains performance management and appraisal programs. Provides assistance to employees and supervisors with questions and workplace problems
• Administers compensation and benefit programs, including job description and classification, salary structure and salary adjustments. Oversees benefit plan communication, enrollment and administration. Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes
• Remains current with employment laws and regulations. Maintains an effective program
• Manage the HR department and related activities to ensure that business actions and policies are consistently conducted in accordance with labor regulations and practices, both state and federal
• Strong knowledge of recruiting, payroll and employee relations to support, grow and develop local HR team
• Demonstrated positive business impact in areas relating to Human Resources, including employee morale, recognition, turnover, performance , engagement and leadership development
• Accurate and timely delivery of HR related metrics, reporting and information
• Experience with training development of key HR topics
• Proven facilitation skills to deliver HR training materials relative to employee development and HR programs
• Create, review, edit and audit all job descriptions as required
• Identify and recommend areas where HR policies, Employee Handbook, and/or business practices warrant updating
• Assist Supervisors and Managers with investigations, dispute resolution, disciplinary action, and legally approved terminations
• Ensure that HR staff properly maintain all employee files and follow/audit current HR Procedures manual
• Three to five years’ Human Resources experience in a management role
• Bachelor’s degree in a related field and/or Society for Human Resource Management (SHRM) Designation preferred
• Demonstrated experience in guiding conflict resolution and facilitating employee relations activities
• Ability to communicate effectively and influence all levels of the organization
• Knowledge of current State and Federal Employment legislation
• Demonstrated project management experience with the ability to develop, execute and deliver against company goals
• Proven analytical and problem solving experience with the ability to make sound business decisions and/or recommendations
• Demonstrated interpersonal skills with the ability to lead and direct teams coupled with effective communication skills both verbal and written
• Strong leadership skills with the ability to coach, develop staff, as well a work within cross-functional teams
• Oversees HR systems and employee records to ensure accuracy and improve the overall operation and effectiveness of the organization. Ensures timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc
• Works directly with assigned committees of the board (Human Resources, Executive Compensation, Staff Development committees, for example) to build volunteer relationships, develop policies, oversee policy implementation and meet the related needs of the board
• Serves as a resource and participates as a leader/member of various staff committees and leadership groups

Human Resource Manager, Australia Resume Examples & Samples

• In house payroll, employment offers, processing of background checks, HR policy development and general HR administration and employee care
• Oversee and responsible for delivery of projects as they apply to administration processes and system programming changes
• Develop and deliver HR metrics and reporting (both global and local)
• Responsible for annual projects such as year-end salary and bonus review
• Actively review business processes and implement continuous improvements to reduce and mitigate risks (financial, operational, people, efficiency)
• Ensure compliance with RBC internal control requirements, regulatory requirements and RBC HR policies and programs in the delivery of HR services
• Foster a service culture and promote continuous quality improvement
• Enjoy administration and getting things done!
• Previous Payroll experience (ideally with Sage MicroPay)
• Previous Senior HR Administration experience
• A love of HR and a customer service approach
• A friendly and collaborative approach to your work and teammates
• Maintains a competitive pay structure for positions in the labor market area. Monitors area labor market activity. Conducts wage and salary surveys for appropriate geographical area. Creates new job descriptions and evaluates existing job descriptions as necessary
• Assures managers and employees have a basic understanding of company policies and basic supervisory practices. Trains or coordinates training for supervisors and employees on such things as: new employee orientation, safety training, policy, and basic supervisory skills
• Fulfills staffing needs of facility. Works in conjunction with facility managers to identify staffing needs and carries out plans for sufficient recruiting, selection and onboarding of personnel
• Develop a strong working knowledge of the client group’s business including the ability to use such knowledge to provide unbiased counsel to the client group to encourage trust building, information sharing, respect and effective communication leading to increased effectiveness
• Minimum of eight years of progressive Human Resource and related experience
• Bachelor’s degree or equivalent HR related experience required
• Strong knowledge of employment and labor laws
• Experience in the financial services industry preferred
• Solid working knowledge and user skills with Workday, PowerPoint and Excel preferred
• Demonstrated project management skills helpful
• Experience desired includes employee relations, performance management, leading change initiatives, individual and organizational development, talent management, and compensation. theory/administration (preferably in a market pricing environment)
• Ability to work a full professional schedule required
• Professional certification (PHR, SPHR) helpful
• Ability for occasional travel
• Drive sales results by training and motivating sales associates and modeling excellent sales generation and customer service techniques
• Identify ways to drive sales generation and ensure action is taken to achieve goals
• Helps hold assistant managers and sales associates accountable for achieving productivity standards
• Support, model, and enhance the seamless customer service focus by creating an environment that is friendly, helpful, knowledgeable and quick for customers and coworkers
• Ensure Brand Standards and Operating Standards meet or exceed expectations to support brand consistency
• Ensure staffing is appropriate to business traffic times
• Conduct sales associate recruiting, interviewing and selection processes
• Ensure store staff meets the staffing requirements for the location
• Actively recruits higher caliber talent to support customer service strategies
• Participate with management team in creating a productive team environment with high morale
• Responsible for the training of managers partnered in HR
• Monitor the training and development of sales associates
• Execute new hire training and specialist training as well as other training initiatives implemented by the company
• Monitor associate retention, communicate suggestions to general manager
• Educate management team on HR initiatives, partner with field training
• Address and document unsatisfactory performance and policy violations of associates through administration of disciplinary action and performance counseling
• Act in employee relations role for location, partner with general manager, corporate and field HR where appropriate
• Foster positive store environment focused on teamwork and communication at all levels
• Partner with management team on compensation decisions and annual performance assessments
• Monitor, maintain and follow company policies; support district/regional expectations and systems
• Partner with store management on staffing needs for location
• Partner with operations manager on training staff in all non-sell functions
• Coordinate the focal/non-focal review process; assist and advise store management team in review writing
• Maintain all employee files, per corporate guidelines
• Monitor and meet state and federal standards with regard to all employment practices
• Available to open and/or close the store in an effective manner
• Regular attendance and full-time commitment are essential functions of the job
• Perform additional managerial duties as necessary
• Supervise associate and assistant managers, stock supervisors, and sales and stock associates. Interface with regional, district and headquarters employees
• Exceptional communication and interpersonal skills required. Strong proficiency in recruiting, hiring, training, motivating, and employee relations
• Must have working knowledge of relevant state and federal laws. Ability to exercise independent discretion and judgment in managing a fast-paced environment adapting to change with a sense of urgency
• High school graduate or equivalent. College degree preferred
• One to two years retail management experience. One to two years supervisory experience. Prefer high level of HR background in retail management
• Ability to communicate effectively and appropriately with customers, store and corporate personnel; maneuver around sales floor, stockroom, and store office; lift and carry 30 pounds
• Open availability and flexibility to work nights, weekends, store openings and store closings according to the needs of the business
• Counsels, orientates, and trains managers and supervisors on the interpretation and administration of Human Resources policies. Administers Human Resources policies and procedures as they pertain to all employees
• Oversees, handles, and manages employee relations issues. Assists with employee counseling, discipline, and grievance handling
• Recommends new approaches, policies, and procedures to maintain efficient and effective services
• Manages direct reports. Ensures compliance with state, local, and federal guidelines and policies to protect the business and its employees
• Partners with management to ensure strategic HR goals, policies, and programs are aligned with business initiatives
• Administers compensation programs and assists in job analysis, job evaluation, and performance management to ensure compliance with division guidelines

Secretary to Human Resource Manager Resume Examples & Samples

• Provide professional and comprehensive secretarial and administration support to HR and Administration Department
• Issue memos and announcements on behalf of HR & Admin Department
• Make recommendations and improvements on HR workflows/ procedures/ documentation
• Manage company meetings and monitor weekly meeting tasks
• Assist director in monitoring staff discipline
• Assist in regular and ad-hoc reports assigned by Director
• Hands-on experience in all-rounded HR functions
• Familiar with HK HR related Ordinances and HRIS
• Proactive, Self-motivated, reliable, efficient, attentive and well-organized
• Always maintain high ethical standards and strict confidentiality
• Able to handle multi-task and meet deadlines
• Excellent organisation skill, high level of maturity and ability to work independently
• Proficiency in MS office applications and Chinese word processing
• Fluent in spoken and written English, Putonghua and Cantonese
• Manage global mobility programs which include all inbound and outbound employees
• Use HR technology to write reports, analyze data trends and metrics to develop solutions, programs and policies
• Create and deliver compliance reporting including AAP, EEO1 and adverse impact plans
• Manage annual salary and compensation review process by completing HRIS updates and reports for HR and or Finance
• Ensure data integrity for HRIS; ensure updates are processed in a consistent, accurate and timely manner
• Partner with HR colleagues and managers to deliver the annual performance management process as well as incentive compensation process, commissions and salary benchmarking
• Create and implement learning and development delivery solutions against key business priorities and talent development needs
• Assess, design, deliver and evaluate learning and development programs with use of adult learning methodologies
• Undertake project work as required
• BS/BA, or applicable HR experience
• 8-10 years’ work experience providing HR business partner support to staff at all levels in a global environment
• Experience with all elements of work authorization and visa processes as well as knowledge of HR compliance, practices and procedures
• Global company experience in a senior HR role with the ability to provide guidance and counsel to senior leadership
• Knowledge and skills in all aspects of HR: people strategy, recruitment and workforce planning, training and staff development, compensation and benefits and organizational design
• Excellent consultative skills and the ability to influence and gain support for business plans and initiatives
• Excellent oral and written communication skills; strong interpersonal skills; people oriented; customer service orientation
• Advanced excel, report writing and data analysis skills as well as user experience of HRIS systems which may include PeopleSoft/ADP
• Experience with social media and desire to stay current on trends
• Strong presentation, organizational and time management skills
• The ability to influence and communicate with colleagues including the willingness to travel to other offices
• The ability to multi-task with competing priorities and flexibility to work extended hours during peak periods
• Excellent attention to detail, good judgment, customer focus, proactive, enthusiastic and professional attitude
• Sound and thoughtful judgment, with a calm approach, when dealing with business and people issues
• An ability to deal effectively and pragmatically with a large volume of diverse HR issues
• Flexibility to work independently within a matrixed structure but also within a collegiate atmosphere
• Creativity and innovativation in the role, always looking for opportunities to move the organization forward
• Resourcefulness, proactivity and openness to step outside of comfort zone
• Significant business acumen combined with the experience of creating and managing HR initiatives in a rapidly evolving international business environment
• Strong understanding of HR tools: recruiting, organization design, performance management and people development
• Analytical and results oriented with ability to exercise sound judgement through critical thinking
• Strong business sense and judgment in the ever changing publishing and media landscape
• Able to adjust priorities and activities quickly while still executing the functions of the job
• Responsible and accountable to lead, manage, support and provide direction to all staff within the department through effective goals/objectives setting performance monitoring and reviews, communication, and the execution of on-the-job training and development plans
• Ensures a robust department structure by maintaining effective staffing levels and creating succession plans and related employee development plans to support current and future needs
• Develops and executes an annual strategic plan for the department supporting company performance objectives and industry/field related benchmarking and trends
• Collects, measures and monitors data related to the overall effectiveness of the department; benchmarking and analyzing these trends to establish action plans for continuous improvement
• Develops and implements new processes and procedures, as needed to support changing business demands
• Facilitates effective two-way communication through department meetings and an Open Door philosophy
• Facilitates and promotes a work environment based on fairness and concern for people, in accordance with the principles of the Magna Employee Charter
• Ensures visibility and accessibility to employees, by practicing Management By Walking Around (MBWA)
• Accountable for department budget preparation, approval and attainment
• Responsible for the development, leadership and continuous improvement of effective Human Resources programs, including Positive Employee Relations, Staffing and Retention, Employee Orientation, Training and Development, Communications, Compensation and Employee Benefits and Organizational Change Management
• Responsible for developing, promoting and mentoring a work environment and company culture of open communication, teamwork and positive working relationships between management and employees
• Responsible and accountable for the leadership and effective implementation of EHS programs which result in A Safe and Healthful Workplace within respective area of responsibility (active involvement in the development of the EHS Strategy)
• Responsible for the facilitation and development of the EOS Action Plan, focused on key employee satisfaction concerns and trends
• Responsible for the development and execution of the Monthly Plant Employee Meeting and all related communications
• Full responsibility for the effectiveness of company-wide Communication programs (ie. C48, Communication Boards, Monthly Plant Meetings, etc.) and the Open Door Process
• Responsible to ensure effectiveness of the Divisional Employee Advocate and Fairness Committee programs
• Responsible to maintain open channel of communication/support with all internal departments
• Responsible to ensure all company policies and procedures are followed by all personnel, by managing the Magna Employee Charter based on fairness and concern for people
• Assist in resolving performance issues and making recommendations for remedial/corrective action
• Responsible to maintain an ongoing organizational structure to support company culture and goals, functioning as Change Management lead within respective area of responsibility
• Overtime and travel will be required to support achievement of objectives
• Involvement in the accident/incident investigation program, determine root causes, correct actions and following-up to ensure completion
• Seeks out and corrects unsafe acts or conditions, ensuring all health and safety policies are followed
• Bachelor degree in HR Management, Business or related field, or equivalent
• Certificate in Human Resources preferred
• Five years HR Management experience preferred
• Sound knowledge of HR processes and applicable legal requirements within the region
• Prior experience in a Magna manufacturing environment helpful
• Ability to multi-task and perform under pressure in a fast paced environment
• Advanced computer skills (Microsoft Office, Word, Excel, PowerPoint, PeopleSoft, Lotus Notes)
• Valid Driver’s License mandatory
• Must have or be able to attain/maintain a current Passport

Employee Human Resource Manager f Resume Examples & Samples

• Provide dedicated guidance and coaching to multiple senior leaders and employees within a complex business environment, including supporting multiple matrixed organizations
• Provide dedicated guidance and coaching to multiple managers and employees with specific focus on: employee advocacy/engagement, HR fundamentals and process training, employee relations management, performance management, career development, talent assessment, acquisition and retention and workplace investigations as appropriate
• Provide employees and managers with an available first point of contact for questions and guidance on fundamental HR topics and issues
• Partner with Senior ERMs, HR Business Partners and HR centers of excellence (O&TD, Talent Recruiting, C&B) to execute business-specific HR strategies
• Conduct HR training and support for functional processes like EMS, Session C, Salary Planning, New Employee Orientation and New Manager Assimilation
• Lead other HR projects or site-wide HR initiatives as necessary
• Maintain and protect confidential data with utmost scrutiny, judgment, and care
• Conduct investigations including gathering, preserving, documenting and analyzing all available information and evidence, and in some circumstances, making recommendations to the business on disciplinary action
• Significant professional experience in a Human Resources function with responsibilities such as recruiting, training, compensation, benefits, employee development or performance management
• Passionate employee advocate who wants to make a difference in the organization by helping employees succeed
• Approachable and responsive resource able to connect with employees at all levels
• Applies solid judgment ensuring integrity, compliance & confidentiality
• Understanding of HR concepts and principles with expertise in a specialty area such as staffing, analytics, facilitation, etc
• Sound knowledge of local labor laws and government requirements
• Detail-oriented with excellent organizational & documentation skills
• Bachelor’s or Master’s degree in Human Resources
• Employee relations
• Embedding a learning organization
• More than 7 years of experience is required with progressively more responsibility and a track record of results
• Experience supporting new product development populations
• Previous experience managing direct reports
• Must be able to balance multiple priorities, resolve differences diplomatically, and be comfortable with managing both direct and indirect relationships
• The individual must be able to achieve results cross-functionally, regionally, and within the business unit
• PHR/SPHR Certification a plus
• Proven ability to work through change management activities
• Ability to manage multiple business priorities effectively
• Aid managers in managing their talent and driving talent forward in the organization
• Delivery of HR Products & Services: employee engagement, performance management and development, compensation
• Define and lead high impact client/business driven initiatives
• Drive Operational Excellence throughout the HR ecosystem on behalf of the client and HR Partner
• Partners closely with the HR Business Partner and local HR Managers, driving alignment for the function
• Drive manager capabilities and efficiencies: Director and manager development
• Participate in workforce planning initiatives
• Require BS/BA and MS/MA Preferred
• 5+ years of HR experience or equivalent experience in roles of increasing complexity/scope
• Experience working in a professional services organization
• Desire to develop into an HR Business Partner
• Passion for enabling client’s success & demonstrated operational excellence. Driven by results and ability to make a lasting impact
• Strong business acumen, demonstrated success in establishing business relationships as advisor, source of judgment and expertise
• Ability to influence by telling a story built on information and data. Courage to propose solutions others are reluctant to address, act in the face of resistance in the best interests of the business
• Ability to innovate and provide solutions at scale for the client, aligned to the business strategy
• Workforce planning experience
• Effective pacing, prioritization and sequencing of work
• Organizational navigation and political savvy
• Ability to partner collaboratively across the HR function
• Manages all HR activities including staffing, employee relations, performance management, compensation, benefits and training. Ensures site’s compliance with regulations affecting labor practices
• Leads training across site to enhance skill levels of the workforce, thereby contributing to the organization’s overall effectiveness
• Implements local compensation systems and processes that attract, retain, and motivate employees
• Collaborates with Corporate Compensation to ensure local compensation needs are met
• Provides leadership in employee relations area, promoting open communications and a positive work environment. Works with employees and managers to ensure understanding of roles and responsibilities, effective performance appraisals, and career development. Ensures that policies and processes are fairly and uniformly applied

Regional Human Resource Manager Resume Examples & Samples

• Five (5) or more years of HR experience; three (3) years of which must have been in an HR partner/manager position supporting a client group within the business
• Bachelor’s Degree required; Human Resource Management or other related field preferred; Master’s Degree preferred
• Demonstrated experience in Organizational Development, Training and Development and Talent Management
• Certified Professional (PHR) or Senior Professional (SPHR) in Human Resources preferred
• Able to travel up to 40% of time (can be unpredictable/unplanned)
• Large, multi-site company experience preferred
• Provides leadership and coaching support to HR Generalists regarding HR initiatives, policies, processes and practices including employee relations/engagement, performance management, compensation and benefits, compliance, etc
• Identifies opportunities, takes initiative and formulates and maintains metrics, develops policies and services to improve the effectiveness of current HR processes and practices and makes recommendations to supervisor
• Supports and coaches client managers through various change management activities and initiatives, e.g. assistance with conflict resolution, employee coaching and performance management, strategic hiring, reorganizations, work redesign, team building, talent reviews and succession planning, problem solving, and meeting facilitation
• Facilitates the full life cycle of an employee for designated client groups from onboarding to termination
• Incorporates business acumen in making recommendations to business leaders, including workforce and data trends that influence and support business unit goals
• Ensures compliance with State and Federal laws and regulations; Reviews and keeps informed about recent and changing employment related laws, guidelines and trends and recommends changes in policy/procedures
• Manages complex and challenging HR projects cross-functionally
• Participates in regular staff meetings and attends other departmental meetings as necessary
• Acts as liaison between HR and employees for HR systems, vendors and processes
• Bachelor's degree in Human Resources or related field required AND
• Ten years of HR experience - seven (7) years of HR generalist experience and three (3) years in HR Management OR
• Experience in manufacturing environment, preferably in defense, aerospace, or industrial industries
• Knowledge of current State and Federal Wage, Employment Laws and HR policies and procedures for various states or ability to quickly research applicable State laws
• Effective problem-solving
• Ability to maintain strict confidentiality, to manage the administrative processes of an HR department, and to identify problems requiring escalation
• Proficient in Microsoft Outlook, Word, Excel; Familiarity with Microsoft PowerPoint and Access; Basic proficiency with UltiPro or other Human Resource Information Systems (HRIS); Web proficiency
• Must be able to travel up to 25%
• Professional in Human Resources (PHR) / SHRM Certified Professional (SHRM-CP), or Senior PHR (SPHR) / SHRM Senior Certified Professional (SHRM-SCP) certification
• This is primarily an office based position with remote office work as required during travel
• Employ exceptional customer service and communication skills with external and internal customers
• Drives implementation of HR programs for assigned scope
• Executes Leave of Absence programs for in compliance with applicable laws
• Maintains and communicates talent metrics
• Administers performance management process for assigned scope; conducts merit / salary analysis as required
• Works with leaders to recommend and coordinate individual development or performance improvement plans
• Maintains accurate data in global HRIS system; enters, updates, audits monthly
• Functions as Recruiter for all positions based in Europe; works with the Danaher Talent Acquisition organizations, where beneficial, in the sourcing and recruitment of positions within scope; assists in the University Recruitment process
• Works with local/regional Dental Platform HR, Legal and Finance associates to execute any fleet, IT or employee contract needs
• Manages employee safety program for the Switzerland office
• Conducts new employee orientation meetings; revises as necessary
• Assist with planning and implementing engagement activities and employee recognition events - anniversary gifts/cards, holiday events, and luncheons as required
• Achieves sustainable results for functions performed
• Prepare data for monthly payroll to include
• Bonus and commission payments
• Review and follow up with managers to input/correct missed time punches, time-off and schedule changes in timekeeping system
• Obtain appropriate approvals for salary, bonus rate changes
• Process wage garnishments, tax, address changes, etc
• Verify accuracy of monthly payroll
• Approve processing of payroll for each country; validate accuracy with Finance
• Respond to employment verification requests and benefit audits
• Provide assistance to associates for all payroll related issues
• Provide training to associates and management on payroll and timekeeping systems
• Prepare and deliver termination packets and email exit interview
• Create reports from payroll systems and Excel
• Maintain and update monthly headcount reports
• Maintain and update Organization Chart monthly
• Calculate and administer annual bonus processing
• Performs other duties or special projects as required by the VP, Human Resources
• Bachelor degree in Human Resources, Business Administration or related area required
• Human Resource certification by a globally recognized body, preferred
• A minimum of 5 years progressive human resources work experience in generalist and HR Manager capacities – (i.e. talent management/acquisition, employee relations, compensation, payroll, HRIS utilization, metrics, and workplace injuries)
• Experience with local labor laws, especially Swiss law; ability to work with HR peers to manage employee relation/law issues in other countries
• Experience working with timekeeping systems and processing payroll
• Ability to create complex reports and write succinct correspondences
• Ability to influence and convince business partners through alignment to business objectives
• Fluency in German and English-both in verbal and written format, required; French, Spanish, or Italian knowledge, preferred
• Excellent analytical, organizational and verbal and written communication skills
• Ability to anticipate changes and define / put in place medium and long term action plans in order to increase employee engagement and leadership bench strength while improving business growth and efficiency
• Has knowledge of commonly-used Human Resources concepts, practices, and procedures
• Ability to deal effectively with employees/management, requiring high levels of patience, tact and diplomacy to diffuse issue and to collect accurate information to resolve conflicts or issues
• Consistently maintain an impartial and diplomatic standing with all employees to ensure effective employee relations
• Excellent computer skills using both Microsoft and Google applications
• Travel is required up to 20% of time within Europe
• Labor relations
• Lean transformation
• Organizational development
• Talent management and assessing high potential employees
• Serve as a strong leadership coach and advisor
• Development of direct reports
• Attendance policies, record retention activities, etc
• Staffing, compensation and training
• At least 5 years union labor experience preferred
• At least 4 years HR exeperince in a multi-shift plant environment preferred
• Familiarity with PeopleSoft HR and Kronos time and attendance systems is preferred
• Experience working in a lean manufacturing plant is a plus
• Experience in organizational development and training desired
• Experience in leading and directing HR subordinates
• Bachelor's Degree in Business Administration, Human Resources, Industrial Relations, Education, related discipline or equivalent experience. MBA or advanced degree preferred
• Requires extensive knowledge of labor relations and human resources management principles.　Experience in negotiating and administering collective bargaining agreements is required. 　
• Solid business acumen required. Supervisory or Human Resources management experience preferred. Human Resources Certificate preferred
• Due to the nature of the role, the incumbent must be comfortable working in a fast-paced work environment with a demanding workload while balancing changing / competing priorities and taking sometimes unpopular positions
• Effective in managing conflict / dealing with controversy
• Strong communication and interpersonal skills, the ability to influence at all levels of an organization, project management skills, problem-solving and decision-making skills and experience leading organizational change
• Being accountable for our overall factory objectives, with a special focus
• Appropriate academic education and qualifications in Human Resources Management required
• At least 7 years’ experience in a senior position, deep knowledge and experience of HR leadership, documented management experience as well as experience from manufacturing environment
• Knowledge and experience of Swedish labor law and union relations is required
• Excellent facilitation, coaching and negotiations skills
• A clear understanding of business issues within a manufacturing environment
• You are flexible, careful and possess the ability to make things happen. You have confidence in own ability and be prepared to question and challenge managers and others
• Excellent level of written and spoken Swedish and English is required
• 5+ years HR experience, call center required
• Bilingual in English/Spanish is a plus
• Working knowledge and demonstrated implementation of HR best practices
• Solid computer skills and comfortable with technology
• Partners with business partners to ensure optimization of human resources to fulfill organizational objectives
• Ensures managers are armed with tools to help them maximize their associates’ productivity (i.e., coaching and motivational leadership skills, legal issues, performance management)
• Participates in Home Services wide projects in a leadership capacity as needed (i.e., project lead roles)
• Works with work force management and business partners to understand staffing needs and to deliver candidates in a timely, cost effective fashion
• Designs methods for staying on top of associate climate and issues and for “troubleshooting” these proactively
• Creates an environment of trust, respect and productivity by anticipating and addressing employee relations issues
• Furthers company’s stances on diversity, shared values, ethics and best practices by addressing legal and compliance related employee relations issues
• Oversees Human Resources associates responsible for the following: processing of payroll effectively and timely, troubleshooting payroll and time reporting issues, compiling local reports, completing site Affirmative Action Plan and all related compliance reports, maintaining appropriate documentation and files pursuant to Federal, State, local, and corporate file maintenance requirement
• Ensures that Human Resources regulatory issues, such as Occupational Safety and Health Administration (OSHA) compliance, mandatory posting requirements, workers compensation, minimum wage and welfare to work programs are handled properly by staff
• Performs supervisory responsibilities, including, but not limited to: making employment decisions regarding hiring, promoting, demoting, and terminating; conducting and designing performance appraisals and recognition vehicles, coaching and developing associates as well as optimizing compensation/benefit programs to attract and keep high talent
• Sourcing and selection expertise
• In-depth knowledge of current local, State, and National Human Resources legislation
• Strong Leadership & Management skills
• Ability to maintain a high level of confidentiality and diplomacy regarding employee issues at all times
• Proficient skill in word processing, including Microsoft Office suite
• Ability to effectively communicate with and manage a variety of issues related to employees
• Ability to develop professional working relationships with Human Resources staff and Business Partners
• Working knowledge of Human Resource Information System(s)
• Experience with remote field support
• Professional Human Resources Certification (PHR, SPHR)
• Ability to relocate for future promotional opportunities
• Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organization Development
• SPHR or PHR
• Three plus years of progressive leadership experience in Human Resources positions
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred
• Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management

Plant Human Resource Manager Resume Examples & Samples

• 30% Talent Leader: Develop and execute strategies around all people processes and services including employee engagement, community involvement, recruiting/staffing, performance management, development and retention and ensuring appropriate resources are available
• 30% Business Leader/ Change Leader: Decision making, coaching and leadership. Building strong relationships at all levels of the organization in order to make solid decisions and/or recommendations in the best interest of our people and the business
• 20% Culture Steward / Employee Relations: Comply with Cargill HR policy, federal and state employment laws. Work with plant management to establish proactive strategies to facilitate positive employee relations, engagement, and employee training and career development
• 10% Ensure compliance with Cargill HR policy and federal and state employment and labor law
• 10% Manage the HR and coach Health Services teams to provide visible and credible leadership around all key initiatives in these areas. Ensure compliance with Cargill policy for medical and safety management
• Minimum of 3 or more years of HR generalist experience with fundamental knowledge and experience in labor relations, employee relations, compliance, talent recruiting, and health/wellness OR 5 years leadership and management experience
• Demonstrated ability to lead, coach, and develop people
• Demonstrated ability to manage and implement people processes and HR solutions
• Proven ability to build strong partnerships at all levels in the organization and gain credibility quickly
• Demonstrated track record in taking initiative, working independently, effectively navigating ambiguity, and handling multiple priorities simultaneously
• Demonstrated willingness and ability to partner, build, and sustain positive working relationships with both managers and employees
• Thought leadership and strong influencing skills
• Conflict management and resolution skills
• Demonstrated ability to hold self and others accountable
• Occasional travel required to visit other facilities
• Ability to travel up to 15%
• Experience working in manufacturing environment
• Bilingual (English/Spanish)
• Deliver strategic HR Plan
• Degree in Human Resource or equivalent
• At least 5 years of HR business partnering experience in a matrix organization
• Has successfully implemented strategic HR plans and solutions, dealt with organization strategies and complex business/HR issues
• Able to apply HR generalist knowhow to varied business environment
• Legislation and labour law and local HR practices
• Adept with excel and powerpoint
• Strong task, cost and time management skills
• Strong interpersonal, communication and analytical skills

Human Resource Manager, Shared Services Resume Examples & Samples

• Plan, organize and manage teams workflow to ensure delivery of a consistent positive customer experience and on time delivery / production of work that meets client groups expectations
• Optimize operational excellence of the team by managing process improvement within the team; this would include identifying problems/inefficiencies, researching, reviewing, vetting and implementing best practices for cyclical process improvements
• Establish strong relationships with HR Consultants and other HR functional teams to develop an understanding of PGIM business culture and provide timely and well-planned process support
• Collaborate with the other HR Shared Services Teams throughout Prudential and corporate HR partners to assist in the delivery of an excellent customer experience for client groups
• Supervise one Senior HR Analyst directly and work as part of a larger collaborative team to ensure excellent HR operations service delivery and complete accurate employee data
• PHR certification, preferred
• 3-5 years in an HR managerial role leading people and process
• Working knowledge of HRIS, MS Excel and Access
• Expertise in overseeing US employee life-cycle administration such as hiring, payroll, compensation and termination processes in an outsourced HR operations environment
• Experience with global HR operations (e.g. international payroll, international employee mobility) a definite plus
• Excellent interpersonal skills, dependability and the ability to communicate with all levels in the organization required
• Excellent planning and organizational skills required
• Excellent judgment and discretion required in handling highly sensitive, privileged, confidential and/or non-public information in an appropriate manner
• Prior experience leading and/or working on multiple projects while simultaneously managing competing priorities
• Strong analytical skills, as evidenced by the proven ability to interpret business needs and design and implement process improvement plans leveraging innovative solutions (e.g. designing an automated solution to a manual process) within the context of HR systems and processes
• Strong working knowledge of HR cyclical processes, e.g. Succession Planning, Year End Compensation
• Proven ability to develop and sustain positive working relationships and influence others within and outside of direct reporting lines
• Proven record of selecting, developing and coaching staff, and effectively leading his/her staff (or associated work groups) through periods of change
• Prior experience working with executive levels; Discretion / confidentiality a must
• Ability to work individually or as part of a larger team
• Translate business strategy into HR strategy
• Partner with the Plant Manager and Staff to deliver HR solutions that meet business needs
• Foster a positive employee relations environment
• Create a diverse workforce and inclusive environment
• Strategic staffing and recruitment methods and processes
• Talent management and workforce planning
• Performance Management and Compensation
• Organizational effectiveness and leadership development
• Team building and effective communications
• Change management, and continuous improvement experience
• Experience in fast-paced manufacturing environment
• Benefit administration and payroll
• State and Federal employment laws
• EEOC Compliance
• Workers Compensation Administration
• A minimum of 7 years experience in Human Resources generalist function
• A minimum of 4 years experience in a manufacturing environment
• A minimum of 2 years experience in Human Resource Management with direct reports
• Labor Relations experience
• Advanced degree in Human Resources
• Experience working in a large, global organization
• PHR / SPHR certification

Employee Human Resource Manager Resume Examples & Samples

• Provide dedicated guidance and coaching to multiple business managers and employees within a complex business environment, including supporting multiple matrixed organizations with acquired businesses, union relations (if applicable), or global footprints
• Provide employees and managers with an available first point of contact for questions and guidance on fundamental HR topics and issues; escalates concerns beyond their scope to HR Business Partners and/or EHRM Leader; navigates employees and manager to HR Services when it is the more appropriate resource
• Partner with EHRM Leaders and HR Business Partners to execute business specific HR strategies
• Ensure that all employee relations issues are properly identified, reported, investigated and resolved
• Provide advice and counsel to managers and employees to ensure consistent application and integration of policies, procedures and practices at 100% compliance to promote an ethical and compliant work environment
• Lead key HR processes including compensation planning and compliance
• Conduct HR training and support for functional processes like Performance Development, Salary Planning, New Employee Orientation and New Manager Assimilation
• Assist with other HR special projects or initiatives as needed

Human Resource Manager, TMD Resume Examples & Samples

• Talent stewardship and Building Capabilities
• Support all Talent and Career Development work for TMD, working with the Global SBP & HRD and Leadership Team to achieve business priorities and drive sustainable growth of the business
• Implement talent initiatives in support of the Talent strategy, processes and routines to ensure that we have the right people, with the right skills in the right place to meet current and future business needs (Manage talent recruitment programs- intern, BLP processes, interview process/logistics when Talent slating)
• Coordinate in TMD, across Global and the BU’s opportunities to help strengthen individual and organizational capabilities aligned to TCCC, Functional and TMD Core Competencies
• Support and coordinate learning and development solutions across TMD including aligning with the agenda with Customer & Commercial Leadership, National Foodservice On premise capability leads
• Partner with the North America and the Global Talent & Development Community to flawlessly implement global initiatives or process at a local level in TMD
• Support PDF routines at the BU, Functional level in service of MLT PDF; specifically follow up and tracking of key action items
• Assist in integrated talent solutions that helps import and export diverse talent for TMD
• Demonstrate strong conflict resolution skills
• Ability to work effectively with a variety of different cultures and diverse groups
• Delivers results, using creative and sustainable processes
• HR Lifecycle – experience across/or deep understanding of HR lifecycle enabling integrated and comprehensive service delivery
• Working in a global matrixed and virtual organization – more than 10 locations
• Service orientation and focus
• Problem solving including root cause analysis
• Data synthesis and analysis
• Process management and improvements
• Communication and business etiquette
• Influencing and Coaching Skills
• Technology – very comfortable with new and emerging HR technology and tools
• Bachelor’s degree in HR, business administration and related work experience. Prefer advanced degree
• Organizational effectiveness training would be preferred
• Medium to advance skills in Microsoft Office Suite; specifically excel and PowerPoint

Human Resource Manager, Corporate Functions Resume Examples & Samples

• Degree in Human Resource or equivalent Experience
• At least 8 years of relevant experience in business partnering
• Good level of reasoning capability, good active listener
• Calm demeanor and ability to build trust and confidence in others

Human Resource Manager, Corporate Function Resume Examples & Samples

• At least 5 years of relevant experience in business partnering
• Knowledge in legislation and labour law and local HR practices
• Experience working in a matrix organization
• Must have HR partnership or relationship management skill
• Adept with excel and powerpoint Non-Technical / Soft Skills
• Flexible customer focus and ability to handle multiple complex tasks under constant pressure
• Self-motivated with proactive outcome focus
• Innovative and creative problem solving ability, conceptual thinking ability

Human Resource Manager Cameroon Resume Examples & Samples

• Provide HR advice to employees and managers
• Facilitate and contribute to change programs
• Ensure compliance with local labor laws and global directives
• Maintain industrial relations with local stakeholders
• A Bachelor degree in a Human Resources or related fields is required
• Experience in the HR functional area
• Knowledge and understanding of market trends and Best in Class practices
• Substantial business acumen
• Understand employee opinions and anticipate their needs and concerns
• Ability to engage, inspire, and influence people
• Strong ability to lead teams on a virtual basis and drive influence in a matrixed organization
• Strong interpersonal, presentation and communication skills

Flagship Human Resource Manager Resume Examples & Samples

• Minimum 3 years Human Resources experience
• Fluent in Spanish preferred
• Retail experience preferred
• Managing direct reports experience preferred
• Strong knowledge of Benefits Administration
• Knowledge of Employment and Labor Laws
• Experience filing various government reports
• Experience performing workplace investigations
• Experience with Deltek and Cost Point a plus
• Strong Microsoft Office Suite (Excel, Word and PowerPoint), Adobe Acrobat, and Internet based application skills required
• Working Knowledge of Security Clearance Process
• Minimum of 10 years of HR experience in a Government Contracting environment
• BS/BA Preferred. Professional HR Certification preferred
• Processing all New Hire paperwork
• Benefits Administration
• Investigation of workplace complaints
• Provide advice for Project Managers and employees as needed
• Interface with Management on past practices and compliance matters
• Interface with Senior Recruiter on Hiring and Selection matters
• Assist Director of HR with special projects
• Foster a positive work environment through effective employee relations
• Structure - Design - Build - Master high-performance solutions (cost, quality, time) to meet the Business need
• Manage the People aspect of the Schneider Production System (SPS) in the industrial and project environment
• Steer the implementation of change management operations: ensure that Line Managers become autonomous and have good HR postures by communicating, training them and guiding them through the HR processes, tools and systems
• Coordinate and guarantee that processes as well as HR programs & policies are being correctly carried out
• Contribute to employees' professional development, focusing on high potentials and talents
• Strong human resource background with proven successes in leading the HR function at the site level
• Self driven / motivated individual
• Bachelor's degree with 5+ years of progressive experience
• Strong leadership skills : collaboration, communication, influence, drive for results, effective planning / prioritization, project management
• Strong verbal / presentation and written communications skills working in a manufacturing setting
• Ability to relate and communicate with employees of all levels (manufacturing associates to senior organizational leadership)
• Recommends and implements enhancements to current human resources processes, procedures, and programs in areas including, but not limited to: employment, hiring, and onboarding of staff; compensation administration; leave administration; and employee relations in an effort to improve employee satisfaction and retention
• Assists in the identification of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance
• Drives the hiring selection process which includes sourcing, screening and applying the CIDS process to develop a robust candidate slate. Creates and maintains necessary documentation that supports the decision to select the recommended candidate
• Maintains, delivers and continuously improves an effective onboarding program and pre-employment process for new hires aligned with local requirements driving retention of top talent
• Advises management in appropriate resolution of employee relations issues and provides guidance and interpretation regarding policies, procedures, and programs
• Facilitates or provides internal training for managers and employees as needed on topics such as interviewing, orientation, performance management, harassment and compliance, etc
• Conducts exit interviews, analyzes data and make recommendations to the management team for corrective action and continuous improvement
• Administers return-to-work program for workers compensations and other sick leaves
• Represents the organization as needed at personnel-related hearings and investigations including workers compensation and unemployment proceedings
• Ensure legal compliance by managing annual reporting submission of EEO-1 and Vets-100 reports. Assists in immigration matters and visa processing when needed
• Manage and reports department metrics for the global business such as turnover, recruiting, and headcount
• Bachelor’s degree in HR management or related field is required; MBA is a plus
• 5+ years of progressive HR and recruiting experience
• Knowledge of federal, state, and local employment, wage and salary laws and regulations
• Demonstrated multi-tasking and project management skills
• Ability to flourish in a dynamic, fast paced environment with strong prioritization skills
• Ability to be resourceful, demonstrate business acumen, creative thinking skills and be able to act as a decision maker
• Computer proficiency, including intermediate knowledge of the Microsoft Office Suite and online recruiting systems
• Exceptional communication and grammatical skills (written and oral)
• Must have strong interpersonal and communication skills and be responsive and persuasive at all levels of the organization
• Crane Co. is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, disability, military status, or national origin or any other characteristic protected under applicable federal, state, or local law
• Mentoring other USPF team members
• Leading projects that are part of the business or USPF HR plans
• Contributing to large scale or global and enterprise projects
• Driving towards improved customer excellence
• Solid knowledge of a broad range of HR policies and processes impacting the employee life cycle
• Understanding of HR concepts and theories and experience of application in a number of different contexts and environments
• Strong understanding of different roles within the HR function and how the different groups work together to deliver a high quality customer experience
• Solid presentation skills, research & analysis and business writing experience
• Typically 3-5 years of experience, preferably in a large global organization
• Bachelor’s or Master’s Degree preferred
• The incumbent will have to work very closely with the Business to implement relevant HR strategies
• Drive Retention programs and HR Best Practices
• Responsible for driving Performance Management and Employee Engagement initiatives
• Manage Employee Relations activities and advise managers on employee issues
• Responsible for Employee Engagement programs, development initiatives and rewards & recognition frameworks
• Support the annual compensation activities ensuring consistent and fair decisions are made in the promotion, bonus and salary increase processes
• Responsible for career management & development plans and implementation
• Drive best practices and improvements to internal processes & systems
• Provide support in driving strategic projects
• Expected to keep a finger on the pulse of the business through open houses and employee interactions
• Proactively communicate policies and process to employees
• Drive HR SLAs for the Business/ Vertical to ensure 100% completion
• MBA HR preferred
• Should have worked as HRM for 5-7 years in IT/ITES
• Ability to build strong client and peer relationships within a team environment
• Good hands-on knowledge and appreciation of HR processes, policies and sub systems
• A high level of analytical/logical ability and a solution selling approach
• High on persuasiveness which helps drive closures
• Good written, conversational and presentation capabilities
• Flair for engaging with people and developing relationships and ability to work in diverse teams
• Ability to interact confidently with Senior Leadership
• Willingness to work in flexible office timings – morning, afternoon or evening depending on business exigencies
• Primary responsibilities include the management and oversight of firm-wide Human Resources policies and procedures for the local offices supported
• Oversee compliance with employment law and EEOC regulations
• Oversee and handle employee relations issues in a timely and effective manner
• Oversee and facilitate the performance appraisal and evaluation process
• Oversee new hire orientation, new hire processes, and in-house training as necessary
• Oversee benefits inquiries, payroll inquiries, exit interviews, VIA issues, and termination processes
• Manage employee retention programs
• Bachelor's or Master's degree in Human Resources or a related field
• Eight to ten years of broad-based HR generalist or HR management experience including the implementation of strategic HR plans and policies
• Must maintain a high level of professionalism both in actions and appearance
• Ability to manage multiple projects and meet deadlines in a fast-paced dynamic environment
• Proficient with Microsoft Office, including Microsoft Outlook
• PHR or SPHR is preferred
• Management or supervisory experience is preferred
• Lawson experience is preferred
• Act as a key consultant and advisor to management on Human Resource issues by identifying problem areas, proposing solutions to correct any issues, and executing those solutions in a timely manner
• Ensure all members of management apply all policies and regulations in a consistent manner by performing periodic audits of employee related actions
• Assist all members of management in communicating expected goals and objectives to their direct reports and involve all employees in decision-making processes in which they can have a direct positive impact
• Manage the recruitment process for all hiring, for both internal and external job postings, in consultation with the management team; provide onboarding and orientations as required; devise retention strategies for all employees and complete exit interviews
• Ensure all governmental and regulatory requirements are met by maintaining accurate records; submit all reports in a timely manner and insisting that all employees follow the required legal guidelines without deviation
• Drive the Masonite performance management and leadership training processes throughout the facilities
• Ensure planning, monitoring and appraisal of employee work results by training managers to coach and discipline employees
• Maintain the work structure by updating job descriptions for all positions
• Create, revise and develop policies and procedures as necessary and ensure that all communications surrounding these policies are clear and documented
• Manage and administer the attendance management program
• Work closely with Payroll & Benefits to ensure compliance with all payroll and benefits related issues
• Ensure that all levels of management and employees follow and adhere to the principles and values of the Masonite blueprint
• Perform any other duties or participate in special projects as assigned by the RHRM
• Bachelor’s degree in Human Resources or related field preferred
• 5 to 7 experience in Human Resources Management in a manufacturing environment
• Demonstrated ability to manage multiple, competing priorities, facilitate projects and business processes and work effectively both independently and as part of a collaborative team
• Ability to objectively coach employees and management through issues that may be complex, difficult and emotional
• Ability to research and analyze various different types of data
• Must have the ability to make recommendations to effectively resolve problems or issues by using judgment that is consistent with standards, practices, policies, procedures, regulations or government law
• Excellent written and verbal communication skills along with strong facilitation skills
• Administration of Corporate HR policies and procedures
• Sourcing, screening, selection, and orientation of new associates
• Coordination of performance review process
• Ensure accuracy of employee information within HRMS
• Coordination of Workers Compensation Claims
• Collect and analyze retention data
• Maintain personnel files and legally required documentation
• Oversee safety programs within the facility
• Overall coordination of all recruiting activities; salary and hourly
• Provides counseling and resource assistance in the areas of policy, benefits, salary administration, training/development, performance issues
• Monitor and coordinate all local/state governmental and regulatory compliance activities
• Represents the company in all employment related claims; including EEOC, DOL, NLRB, OSHA, and WC
• Maintains accurate and complete employee files and other HR related information for salary and hourly employees
• Plan and coordinate department’s activities to support SQDC targets, and meet and/or exceed client and/or customers expectations
• Actively participate on assigned teams and/or projects
• Ensure assigned departments perform tasks as outlined in Job Instruction Breakdowns, Quality Specifications, and Standard Operating Practices
• Responsible for the coordination and completion of the Goal Setting and Performance Appraisal policy for salaried and hourly personnel
• Participate in identifying hiring needs; employee selection and training process
• Participates in local wage and benefits surveys to insure competitiveness
• Provide team leadership consistent with company vision, mission, CITE principles
• Ensures Policies are followed and provides guidance and discipline
• Effectively utilize all resources to maximum potential performance to achieve SQDC goals
• Establishes individual goals for team members in alignment with overall organization goals and performs periodic performance reviews to determine progress
• Support and represent company as a union-free environment
• Participate in the identification and implementation of continuous improvement initiatives
• Role model CITE and Working in Teams principles
• Represents Company in community relations activities
• Perform other tasks as directed by direct supervisor
• Undergraduate degree in Human Resources or related discipline; extensive work experience may be considered in lieu of education; PHR certification or Master’s degree is a plus
• Minimum of 6 years Human Resource management experience; manufacturing preferred
• Minimum of 6 years of supervision experience; multiple departments
• Must have experience in developing and administering Human Resource programs including but not limited to recruiting, benefits, compensation, safety, and training
• Bi-lingual in Spanish is a plus
• Excellent personal computer skills in a network environment; Microsoft products experience preferred - Outlook-Word-Excel-Access-PowerPoint
• Track record of successful project management
• Experience in working in a team environment
• Management style must be consistent with CITE Principles
• Bachelor’s Degree in Human Resources, Industrial Relations, Business Administration or related field
• Minimum of 5 years of experience as a Human Resources Business Partner, preferably in an Unionized and/or Manufacturing environment
• Ability to work in a continuous improvements environment
• Ability to manage multiple projects and priorities across a matrix organization
• Strong experience in handling complex Employee Relations issues and strong knowledge of employment legislation
• Exceptional interpersonal and communication skills (written & spoken) with a proven track record for building and sustaining relationships at all levels
• Strong initiative and a solid business judgment
• Self-motivated, team oriented with a client focused mindset
• Member of a recognized Human Resources association an asset (ie ORHI)
• Labour Relations: grievance administration, preparation of materials to support arbitration, collective bargaining, fostering relationship with the union, manages all legal responsibilities on labour relations
• Performance Evaluations: Administer performance evaluations and salary review procedures, train others on same
• Health & Safety: Administers day to day safety program, evaluates safety record keeping for accuracy and compliance with government regulations, update procedures, conduct incident investigations and reports, ensure compliance with corporate safety standards, oversight and participation as joint chair of the JHSC, conduct monthly safety audits, coordinate safety program items such as hearing conservation. Prepare and deliver safety site specific safety training. WSIB administration. Interface with external agencies such as Ministry of Labour
• Environmental Safety: conduct environmental auditing, coordinate and complete reports for annual environmental reporting (NPRI, emissions etc.), ensure plant is in compliance with environmental legislation, Interface with external agencies such as Ministry of the Environment and waste management company
• Employee Engagement: oversight of employee engagement activities, monitor employee engagement and climate survey results and put in place corrective actions when necessary. Coordinate employee events such as BBQ.s, Christmas activities, charitable events, and community exposure
• Coordinate Deliver or Develops Training, coordinate on-line company sponsored training for all plant personnel, supervisor and engineering training, and required provincial training, coordinate and schedule training for hourly employees consistent with the collective agreement and skills broadening, deliver new employee orientation training. Maintenance of employee training record
• Conducts new employee orientations; administers pre-employment tests and tracks results
• Performs pre- and post-employment screenings and tracks results
• Performs Exclusion Audits for all staff upon hire and as required thereafter
• Accurately keys new hires into various HR Systems for accurate record keeping
• Participates in administrative staff meetings and attends other meetings and seminars
• Performs customer service functions by answers employee requests and questions for all HR issues
• Assists with updating HR paperwork and documentation as needed
• Verifies I-9 documentation and uses E-Verify
• Processes termination paperwork
• Generates reports for department heads as needed
• Acts as a liaison for FMLA and other LOA for employees
• Compiles necessary reports for federal, state, and local reporting requirements
• Files HR documentation appropriately
• Maintains One Call Now, mass-email list, employee database, office phone lists, and field staff phone lists
• Generates appropriate job advertisements as requested by department managers to fulfill agency staffing needs
• Establishes access, creates initial passwords and resets password as needed for Relias, deVero Medical Records
• Maintains new hire credentials
• Performs other related duties as required and assigned by Senior Management
• Mentor employees, conduct performance evaluations, counsel and provide disciplinary actions to assigned personnel, and works to facilitate individual and team development that drives positive results
• Two or more years’ experience in a supervisory capacity required
• Previous human resources or payroll experience required
• Excellent computer, organization, interpersonal, problem solving, time management and communication skills, both verbal and written
• Team player, flexible, detail oriented and able to work independently
• Bachelor’s Degree in Business, Human Resource Management, or related discipline is required. Certification by recognized professional bodies preferred (Human Resource Certification Institute or Professional in Human Resources) Coursework indicating advanced professional development
• Minimum of 3-5 years of relevant experience as Human Resources Manager or Human Resources Assistant
• Administrative experience related to human resources management for facility/food operations management, including budgeting, regulatory compliance, recruiting and hiring, training, labor relations, etc
• 5 years experience in an automotive supplier
• A strong understanding of Human Resource Principles
• Coaching and conflict management skills
• Knowledge and understanding of provincial and federal employment laws
• Excellent interpersonal and organization skills
• Ability to manage multiple priorities
• Understanding and ability to apply TS16949 standard
• Provides Human Resources advice, support, consultation and leadership to the field Human Resources organization and employees
• Ensures timely response to inquiries and requests from the field Human Resources organization and employees
• Maintains thorough and up-to-date knowledge of the industry and assigned areas of responsibility to serve as an effective business partner
• Implements, interprets and communicates Company policies to all employees
• Analyzes data provided by colleagues to drive activities that will create positive employee experiences
• Partners with colleagues from all areas of Human Resources to provide the field with direction on compensation planning and all other human resources activities, ensuring that they are completed timely and administered within Company guidelines
• Conducts investigations when employee complaints or concerns are brought forth as directed by VP HR; recommends follow up actions, as necessary, and is instrumental in ensuring all appropriate next steps are followed
• Acts as a liaison with the field operations for compliance-related activities and employee relations
• Prepares statistical data analyses and background material for management reports, as requested, and may provide gap analyses and recommendations as needed
• Ensures proper maintenance of confidential employee information
• Travel by air, car and/or other modes of transportation up to 50% of the time
• Performs other job-related duties as assigned by VP HR
• Minimum of 8 years of progressive Human Resources experience. (Required.)
• Minimum of 6 years of experience in an exempt Human Resources role. (Required.)
• Minimum of 4 years of Human Resources business partnership experience
• PHR or SPHR Certification
• Experience supporting client groups in a Fortune 500 corporate environment
• Thorough knowledge of federal and state employment laws
• Proactively collaborate and partner to implement key human resources initiatives, including
• Talent management programs (Talent Review, Redeployment, Performance Management, Organizational Capability, Promotion Planning, Succession Planning, etc.)
• Compensation Planning programs
• Diversity and Inclusion programs
• Headcount rationalization planning
• Proactively anticipate opportunities or issues of the various regions and develop innovative solutions to address the opportunities
• Coach and/or advise the Business Line Leader/Leadership Team on programs unique to the region (e.g. talent strategy, organizational design) while understanding the benefits of the broader platform
• Utilize all available data sources to make fact-based decisions to solve complex problems – use of BI galleries is preferred on this account
• Actively leverage the central HR platform in order to drive value and results for the local region
• Identify talent for the region / firm – especially Client Relationship Manager level, and critical roles
• Ensuring HR staffing and value-add balance is aligned on the account and with the client
• Bachelor’s degree with major concentration in either HR or business
• Minimum of 8 years of experience in a client-focused HR Generalist role including Resourcing, Employee Relations, Project Management, and Integrated Talent Management
• Experience in professional services sector, a strong positive
• Global experience, preferred
• Change catalyst, balancing urgency and client responsiveness with methodology and discipline
• An effective strategist and practitioner with a solid track record of successful execution of HR programs
• Strong financial and business acumen skills
• Ability to establish relationships with all levels of an organization, while gaining and maintaining credibility
• High energy influencer, capable of leadership and management within and outside of HR
• Data-driven, fact-based decision maker
• Current understanding/application of leading HR practices yet capable and willing to synthesize information and use terms consistent with existing business strategy
• Ability to work in an ambiguous environment while driving for results
• Strong collaboration skills and high integrity and ethics and emotional intelligence
• Results oriented and motivated professional
• Talent Acquisition
• Partner with mangers to understand departmental organizational objectives
• Facility point person for policy & procedure and Collective Bargaining Agreement interpretation
• Partner with HR Director and department leaders to develop strategic workforce plans
• Establish and maintain effective relationships with universities and technical schools as a source for qualified candidates for both internships and regular positions
• Promote and drive an inclusive and diverse culture
• Partner with EH&S to support and drive facility-wide wellness initiatives
• Ensure compliance to include accurate record retention in the applicant tracking system (AAP.)
• Benefit administration (open enrollment, administration STD, LTD, and other leave of absence.)
• Salary planning & administration
• Manage one non-exempt direct report
• BS/BA Degree and 7+ years’ experience in an HR Generalist / Manager role
• Demonstrated experience working with managers to resolve employee relations issues with both white collar and blue collar employees
• Prior Talent Acquisition experience leading professional searches from start to finish
• Willingness to meet and exceed customer expectations with very good oral and written communication skills
• Strong technical competencies (MS Office, HRIS, Applicant Tracking Systems)
• Ability to maintain an effective working relationship with all contacts both inside and outside the company while maintaining and respecting appropriate confidentiality
• Prior Labor Relations experience a plus
• Prior experience in a highly technical, engineered product environment a plus
• The ability to remain seated for long period of time while working on computer or editing
• Long period of viewing data on a computer screen and/or on paper are a necessity
• Ability to interact with a diversity of people and diverse levels of personnel
• Ability to lift up to 15 lbs. infrequently
• Stays abreast of federal, state, and agency compliance matters, updates impacted groups, and partners to find appropriate solutions. Revises the Employee Handbook and other documents as necessary
• Acts as a resource to Division HR Managers regarding employee relations issues, escalates high-profile issues to the Sr. Director of Human Resources
• Handles calls from field-based employees and others; works to understands issues and re-route calls to Division HR Managers for follow-up
• Partners with HR leadership to respond to lawsuits and agency charges. Independently handles requests for information and coordinates with Division HR Managers as necessary to gather documentation
• Provides development opportunities and coaching to the Corporate HR Coordinators
• Assists with hiring and interviewing of Corporate staff and consults in with Corporate Recruiting on best practices. Acts as a SME regarding background checks, recruiting best practices, and drug testing requirements
• Documents standard operating procedures, confirming forms, best practices, and contacts for routine HR matters. Shares documented operating procedures with Division HR Managers to increase efficiency
• Acts as the point person for the annual employee engagement survey including survey distribution, reporting, and follow-up
• Assists with the investigation and documentation of hotline complaints
• Assists HR staff with the interpretation and implementation of Company policies and procedures
• Assist in the documentation and termination process
• All other tasks and duties assigned
• The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company
• A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement
• Experience in a rapidly growing and complex work environment
• Coaching and mentoring at management level
• Success in creating and driving effective development, employee relations, retention and recruiting/staffing programs
• An enthusiastic team player who works to understand stakeholder motivations
• Ambassador of Core-Mark’s Core Values
• The ability to manage a high volume workload with "roll up your sleeves" attitude
• Bias for action while managing multiple priorities, strong work ethic, and desire to achieve excellence
• Quest for knowledge, ability to research, and apply solutions to unique fact patterns
• Must be able to interface at all levels of the organization
• Excellent organizational skills and an attention to detail
• A completed Bachelor’s Degree from an accredited university
• 5+ year’s human resource experience
• PHR/SPHR strongly preferred
• Demonstrated experience working with all levels of employees
• Experience supporting hourly employee client groups
• Experience in a call center, distribution center, retail, or manufacturing environment
• Master’s Degree or MBA in HRM preferred
• Up to date and working knowledge of federal and state labor and payroll laws required
• Maintenance of personnel records and status changes
• Tracking of vacation, sick time, holidays taken
• Administer benefits for employees – medical, dental, vision and 401K
• Distribute all information from corporate to employees as needed, posting information as required by corporate and by law
• Benefit orientation for new hires/newly eligible employees
• Facilitate enrollment for AFLAC, 401K, and other benefits
• Track FMLA and disability leaves
• Short term/Long term disability processing and follow through
• Report accidents
• Work with the Risk Department
• Work with Worker’s Comp Administrator
• Follow up and monitor return to work status
• Coordinate benefits
• Safety committee organization, monitoring, and monthly reporting
• Respond to state inquiries and claims
• Prepare for hearings and co-ordinate with managers involved
• Work with managers to avoid unnecessary claims
• Labor Law Awareness
• Talent Management, Recruitment, hiring, posting jobs, screen applicants, pre-employment testing, maintain all records for compliance
• Maintain list of proof of vehicles insurance for sales and merchandising employees, notify managers of those with expired proof of insurance
• Work with department managers to determine hiring needs, place ads as necessary, screen employment applications, log pending drug screen results for new hires, and maintain interviewing records
• Investigate and resolve hotline complaints
• Assisting supervisors/managers in identifying and resolving employee relations issues
• Interpreting company policies and procedures
• Working with management to meet staffing requirements of the Division
• Assist in termination process of employees
• Act as key member of the Human Resources team and provide support for hourly and salaried employees
• Support two locations including development and adherence to policies, employee relations, training and development, benefits and compensation
• Ensure compliance with all Federal, State and Local employment laws
• Coordinate and monitor compensation and benefit systems and practices, ensuring they are within corporate guidelines
• Safeguard confidentiality of employee records including auditing and updating files as needed
• Maintain a strong working relationship with union members and the union leadership
• Facilitate decisions insuring consistent interpretation and application of collective bargaining agreement, including timely resolutions of employee complaints and grievance activity
• Participate in the negotiations process as a member of the bargaining team
• Provide counsel to mill leadership, department managers, and supervisors regarding the interpretation and administration of the collective bargaining agreement
• Actively participate in recruiting, testing, interviewing, hiring, orientation, development and retention of employees
• Support the people management process including performance reviews, compensation adjustments, disciplinary actions and terminations
• Bachelor’s Degree in Human Resources or equivalent experience
• Minimum of 4 years in an HR Generalist Role
• Prefer PHR or SPHR
• Excellent verbal and written communication skills are required and must be demonstrable
• Proficient in Microsoft Word and Excel required
• Demonstrated ability to work with a variety of people, mediate, persuade, and influence managers at all levels
• Experience with payroll and time and attendance software
• Provides full range of day to day HR support for the business including staffing, employee relations, performance management, organizational development, benefits, compensation and training & development
• Develops appropriate human resource plans in support of key business needs in a dynamic environment
• Consults with leadership in aligning performance management and reward recommendations
• Advises senior leadership concerning HR matters, recommend programs, activities, goals, and procedural changes as required
• Provides for the appropriate staffing to meet manpower requirements, for both hourly and salaried personnel
• Develops required controls and programs to meet affirmative action plan goals and objectives
• Develops and implements effective human resource policies and programs to assist in the maximization of productivity in achieving site goals and objectives
• Identifies local communication needs and implements programs to insure that an effective communication program is carried out
• Works cohesively with all functional organizations (at all levels) to deliver expected results consistently
• Supports administration and coordination of site safety and worker’s compensation programs
• Bachelor’s Degree in Human Resource Management or equivalent
• 5 years of Human Resource experience, (distribution environment preferred)
• Exceptional written and verbal communication skills to manage across functions at various levels
• Self-motivated individual with the desire to succeed and motivate others
• Culture and Organization Effectiveness: Understand the business strategy and identify opportunities to improve organizational capability and drive culture change to align the organization with the strategy. Must have the ability to diagnose gaps between current and desired organization performance and deploy actions to resolve gap, including organization redesign, process change, coaching and training. Ensure organization practices align with Eaton Philosophy
• Performance Management: Through the performance management system assure that annual employee job performance assessments are conducted. This includes the annual goal setting process, the annual assessment process and periodic feedback sessions that strive to raise the performance bar in the organization. Provide coaching and consulting to business leaders on effective performance management intervention
• Employee Communications: Advocate employee communications processes that inform employees as well as to assure two way communications between employees and management
• Coaching, Consulting and Facilitating: Provides guidance and direction to business leaders on human resource management policies, processes and systems
• Training and Development: Manage these processes to facilitate employee development
• Legal Compliance: Assure that the business has in place processes that comply with country legal requirements in the areas of employment and employment administration
• Compensation: Administer compensation programs to assure competitive pay practices through systems that strive to reward superior employee performance
• Employee & Labor Relations: Promotes positive employee relations and employee engagement. Demonstrated ability to work effectively with unions and experience in contract negotiations
• Talent Management and Retention: Develop talent acquisition plans that anticipate short/long-term business needs. Coach others on how to engage and retain key talent, identify when there is a retention risk and differentiate between wanted and unwanted turnover
• Serves as Site Security designee
• Minimum 5 years of human resources generalist experience is required
• Ability to understand, interpret and easily communicate and align policies and practices to the Eaton Philosophy & Values and Code of Ethics
• Proven ability to influence and work effectively across all levels in a highly-matrixed environment
• Demonstrate discretion, able to work with sensitive and confidential materials and possess good business judgment
• General knowledge of employment laws and ability to apply legal concepts to real world situations
• Highly organized with strong attention to detail, while also able to manage multiple priorities
• Excellent communication skills, both written and verbal across a wide audience
• Proven ability to deal with conflict and diffuse difficult situations
• Bachelor’s degree in an HR related field
• Experience in a larger site location
• Minimum 3 years of management of people experience
• Successful experience around employee engagement
• Focus around talent development
• PHR-CA and SHRM certified
• Experience supporting HR within an aerospace manufacturing environment
• Facilitates resolution of employee relations issues and administers progressive discipline and performance improvement plans and monitors progress
• Consults with employees and managers on employee issues to ensure that all parties are aware of both company polices and labor laws
• Provide advice, counsel, and interpretation to managers and employees on HR programs, policies, and a wide variety of organizational and employee performance issues. Responds to needs of the dealerships, managers and employees in a timely manner
• Conduct and document complex investigations (on-site or via phone) into workplace complaints with interviews of employees, managers, or third-party personnel. Analyze notes to arrive at valid conclusions, recommendations, and plans of action. Prepare comprehensive reports and summaries of findings for management
• Processes terminations and identifies potential employee relations issues, reporting findings and recommends action
• Ensures regulatory compliance with all employee-related federal and state regulations
• Represents the organization in unemployment proceedings
• Travel will be required to Forth Worth, Plano, Frisco, Austin, Houston
• Proficient in Microsoft Excel, Word, Outlook and Internet Explorer
• Familiar with Ultimate Software and iCims is a plus!
• Bachelor's degree in human resources preferred or a related field required
• 5+ years of human resources generalist experience required or an equivalent combination of education and experience
• 2-3 years of management experience required
• HR certification (PHR/SPHR) strongly preferred
• Experience using Ultimate Software and iCims a plus!
• Automotive experience a plus and or retail industry experience
• Employee relations experience a must
• Bilingual a plus!
• Must be able to pass pre-employment screens (background and drug test)
• Responsible for the execution of HR strategies and programs to support the Bank’s and Administration’s strategic goals. Provide recommendations on new initiatives
• Manage, guide and develop HR staff. Responsible for the department budget, resources, salaries and performance
• Is a team player, willing to help out as needed and keeps the team informed of status and needs
• Recommend new approaches, policies and procedures to effect continual improvements of department services performed
• Manage benefit administration: research the market, stay informed of trends, participate on steering committees as appropriate, work with brokers, recommend benefit plan design to executive management, oversee the wellness program, provide orientation to new hires and conduct open enrollment meetings
• Partner with the Executive Committee to administer the salary program: complete salary surveys for market comparisons, work with consultant and makes recommendations to the executive committee on merit budget and salary structure increases, oversee the annual merit increases and reporting of the data
• Counsel executive management, supervisors, employees and HR staff on employee relations issues. Ensure appropriate actions are taken to achieve positive resolutions and escalate as necessary. Partner with employment attorneys when dealing with matters of significance
• Maintain and modify HR Policy Manual to comply with legal and government requirements. Educate and enforce the policies. Respond to questions related to policy and procedure
• Communicate via regular meetings and/or one-on-one sessions with supervisors to share knowledge and information and recommend training opportunities to increase their effectiveness
• Partner with HR staff to implement successful recruiting and retention strategies resulting in the selection of high caliber talent found internally and externally for vacancies and advancement opportunities within the Bank
• Produce relevant reports to analyze and share with Executive Committee
• Oversee the performance management process to ensure performance appraisals are completed timely. Initiate training and conversations when necessary and look for ways to provide appraisal tools to meet the Bank’s needs
• Administer the employee opinion survey, summarize the results, make recommendations to the Executive Committee and Board of Directors and implement the action plan
• Work with the Baker Boyer University (BBU) team on Bank training. Conduct and/or provide online HR training (i.e. new hire orientation, supervisory, diversity)
• Responsible for Bank sponsored events to include the semi-annual meetings, service award banquet, picnic, United Way campaign and winter party
• Prepare various compliance reports (i.e. Affirmative Action Plan, EEO-1 Survey, Vets-100) and oversee unemployment claims and participate in hearings as necessary
• Stay current on HR trends as well as State, Federal and case law changes and Bank regulations and policies
• Interface with employees at all levels and establish rapport and credibility. Ensure a respectful and appropriate work environment
• Develop and maintain relationships with external customers
• Assume additional responsibilities as requested
• HR experience, including a minimum of three years supervising staff
• Be comfortable performing multi-faceted projects in conjunction with normal activities
• Ability to organize and prioritize work to meet deadlines
• Strong administrative, leadership, analytical, and interpersonal skills
• Ability to balance out the needs of the staff and the needs of management
• Strong listening and problem solving skills
• Ability to deal with highly stressful, emotional situations
• Solid knowledge of HR and employment laws and practices
• A bachelor’s degree or equivalent experience in business, finance or human relations
• Professional Human Resources certification (PHR or SHRM-CP) highly recommended and Senior Professional Human Resources (SPHR or SHRM-SCP) certification preferred or willing to obtain
• Ability to write reports, policies, and correspondence
• Ability to deal with problems involving several variables in standardized situations
• Knowledge of and semi-proficient with the following Microsoft products: Word, Excel, Outlook and PowerPoint
• Ability to search and navigate Internet Explorer
• Ability to learn Human Resources Information Systems (HRIS), payroll systems, and bank programs (Jack Henry, CRM-Dynamics, intranet-Vault, and etc.)

HR Manager / Human Resource Manager Resume Examples & Samples

• Serve as a trusted advisor and consultant to the ESC's leadership team
• Provide coaching and consultation to leaders and employees to increase organizational effectiveness and resolve issues
• Create and execute HR strategies and solutions based on business needs
• Flawlessly execute HR processes (succession planning, compensation, recruiting, etc.)
• Drive employee engagement improvements
• 5 years or more of professional HR experience with
• Strong focus on results and bias for action
• Strengthen Malaysia Management Team competencies through learning and development initiatives
• Provide strategic, timely advice and solutions to the Malaysia Management Team and hands-on services to the managers on HR related matters
• Provide leadership for effective Employee Relations initiatives
• Establish a channel of communication for employees to ensure two-way communication between the Company and the employees
• Understand legal requirements affecting the human resources functions and ensures policies, procedures and reporting are in compliance
• Ensure timely completion of programs such as Ethics training, Conflict of Interest, Communication Plan annually
• Perform as Ethics Officer for the Company, to conduct Ethics Training, Ethics Refresher Training, distribution of annual Conflict of Interest Questionnaires and investigation and reporting for any ethics issues
• Supervise Company’s Safety Officer, to ensure compliance with Emerson and Malaysia Health, Safety and Environment regulation
• Builds internal and external pipelines of high calibre, culturally diverse talent to meet the needs of the business
• Manager and lead the recruitment and staffing processes for all Indianapolis business units. Ensure all open positions are filled in a timely manner
• Responsible for developing and executing recruitment plans to meet the need of the business. Including sourcing and maintaining relationships with various vendors to ensure the best talent is hired and retained
• Solicits resources both internally and externally to appropriately execute human resources strategies
• Manages and develops the Human Resource Specialist
• Assist the Director of HR in providing support to management and employees on various human resource matters including, discipline and performance management, employment law compliance, policy interpretation, compensation and benefits
• Responsible for the entire Unemployment Claims process, including processing claims, reviewing determinations & appeals and attending all hearings on behalf of SLD
• Establish and perform formalized Onboarding and Training for new managers and all new associates
• Other HR duties as deemed appropriate to support the organization
• Exercises judgement within defined practices and policies
• Ability to select appropriate methods and techniques for resolving problems
• Solid understanding of employment regulations, i.e. EEO Laws, FMLA, COBRA, FLSA and unemployment insurance processing
• Ability to design and implement recruitment programs
• Proficient use of Microsoft Office applications, Outlook and HRIS systems (SAP, ADP, Kronos, etc.)
• Self-starter needing little or no supervision
• Ability to multi-task adjusting to sudden changes in priorities
• BS/BA or equivalent professional certification in HR, business administration or similar
• Five to seven years of human resources experience, with a minimum of 4 years at a management level most preferably in a light industrial, warehouse or manufacturing operations facility
• Strong employee relations, staffing, and benefits experience
• Strong PC skills that include Microsoft Word, Excel and PowerPoint
• Ensure alignment of HR processes with the goals of the commercial organization
• Implement HR processes and programs that increase the productivity, competence, and effectiveness of the America’s commercial organization
• Participate actively in improving the organizational effectiveness and process improvement between the business units and the commercial organization
• Build strong relations and communications between Sales, Marketing and Service teams within CMD to ensure alignment across the region
• Establish, execute, monitor and refine management development and succession, planning initiatives that maximize the capabilities of the workforce, and ensure talent is available to support business requirements
• Ensure that compensation and sales incentive plans and practices are attuned to realities of the marketplace, as well as organization capabilities and requirements and administered in a timely fashion
• Management of the annual employee performance cycle (PMD) and Compensation Cycle along with the annual HRR process
• Counsels and/or coaches employees and managers regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline and/or terminations, etc. in line with local culture and the business and legal environment
• Assists in the hiring of new employees by performing various recruiting functions as needed, including staffing coordination, job requisition management, and interviews for the commercial organization
• Responsible for ensuring data integrity and the reporting and analysis of HR metrics for the America’s commercial organization
• Responsible for maintaining data integrity including review and approvals within Workday
• Provides management with relevant reporting as needed. Maintains legally compliant and accurate employee information through Workday and HR1
• BA/BS required, MA/MS preferred
• 4-6 years of direct experience in all aspects of human resources (staffing, compensation, employee relations and organizational development)
• Proven experience in implementing programs and processes that yield positive results
• Proven Variable Compensation experience in a Commercial environment
• Ability to use a high level of tact, diplomacy, discretion and empathy/understanding in a global environment across multiple cultures
• Must possess moderate computer skills in word processing, spreadsheets, and email
• Ability to perform multiple tasks simultaneously and manage associated stress
• Ability to travel appromixately10-15%
• SHRM-CP or SHRM-SCP (Strongly Preferred )
• A Bachelor’s degree and minimum of five years related experience in an HR position or 9 years in an HR position
• Strong recruiting experience
• Strong attention to detail, well organized with ability to handle multiple priorities simultaneously; ability to work effectively in a fast paced environment
• Ability to lead, coach and mentor others
• Ability to create and adapt HR solutions to meet business needs
• Educate Operations on Improving Retention
• Complete restaurant audits and opinion surveys as needed
• Investigate and respond to all internal employee complaints
• Investigate and assist in EEOC, Department of Labor, Health Department, Human Rights, and any other federal, state or local cases
• Assist in unemployment claims and hearings
• Participate in Selection Review Boards
• Administer Company policies: Progressive Discipline, Leave of Absence Policies, Wage and Hour, etc
• Maintain updates on Federal, State and Local Laws
• Coordinate completion of Exit Interviews and educate operations on feedback
• Conduct regular training in HR Workshops and other classes as needed on various HR/Legal Topics
• Consistently exhibit the actions/behaviors which best demonstrate BNE's Vision and Values; perform other tasks as directed by management; and at all times represent Boddie Noell Enterprises, Inc. as a professional in every aspect of performance
• Note: BNE will make reasonable accommodations as required by the Americans with Disabilities Act
• Work collaboratively at all levels and with key leaders to build and manage a “best in class” HR function
• Serve as a strategic business partner and consult with local management team to identify issues, root causes and make recommendations to improve results
• As the leader of Employee Relations, develop relationships with a multicultural workforce to help build employee engagement, evaluate and resolve issues and maintain a union free environment
• Further professionalize the talent management initiative. Support the design and implementation of cost effective and “best in class” recruiting, employee development and retention strategies that support the business and build a culture focused on productivity, safety, service and quality
• Develop and ensure compliance with local programs and policies that support short and long-term business goals
• Minimum of five years in an HR Generalist role or combination of HR Specialist and Generalist experience
• Strong experience in employee relations management; coaching, counseling and discipline processes
• Strong business acumen to identify solutions for business problems
• The ability and willingness to provide practical business solutions to clients when required, exercising tact and diplomacy while providing supporting facts and data
• Proven interpersonal skills and the ability to build influential relationships at all levels within the organization; demonstrated ability to partner effectively with internal business client
• Strong analytical skills and the ability to consolidate data into concise, executive-ready presentations and reports
• Exceptional action and customer service orientation with the ability to multi-task and effectively prioritize and manage multiple responsibilities in a fast paced, dynamic business environment
• Solid knowledge of employment law, regulations and statutes
• Demonstrated problem solving and consulting skills as well as project management abilities
• Proficiency in Microsoft Office applications; particularly Outlook, Word, Excel and PowerPoint. Access
• Experience with HR systems/applications
• SPHR certification
• Model "Customer 1st" behavior; deliver and encourage other associates to deliver excellent customer service
• Manage recruitment, selection, onboarding, training, succession planning, and retention of all store associates
• Identify, coordinate, and attend recruiting and community-based events
• Develop diverse recruiting sources and methods; maintain a diverse workforce that is reflective of the communities we serve
• Manage mentoring/growth development plans for associates including performance appraisal process and career goals/paths
• Track associate turnover for store location by using exit interviews; analyze data and create/implement retention plan
• Promote and follow Company initiatives/standards; hold associates accountable
• Manage internal store communications, such as newsletters, policy changes, program rollouts etc
• Manage hourly non-management confidential Associate and Labor Relations issues and conduct investigations
• Maintain completion of essential Associate and Labor Relations documentation and compliance with the law
• Manage completion/maintenance of employment data bases, files, and reports
• Assist Store Sales Director in supporting the Cultural Council
• Comprehend and implement Administration/Total Rewards programs and processes
• All store management work with associates to manage all common associate areas (i.e. break rooms and training areas) to make sure they are inviting inappearance and reflect "Our People Are Great"
• Assist Store Sales Director with coaching and developing store management team; provide feedback for performance reviews
• Bachelor's degree (BA) in business, Human Resources, Liberal Arts or related field, and one year management experience, Management Development (MD1)graduate, or Western Association of Food Chains (WAFC) Retail Management Certificate; or combination of relevant education and experience
• Ability to work weekends and all shifts
• Ability to organize/prioritize variety of tasks
• Ability to facilitate meetings and training
• Working knowledge of employment law: Americans with Disabilities Act (ADA) and Equal Employment Opportunity (EEO)
• Certification in Human Resource Management from a university or HRCI (PHR or SPHR)
• CPR/First aid certification
• Stays abreast of legal requirements and government reporting regulations affecting human resource functions to ensure policies, procedures, and reporting are in compliance. Ensures fair and consistent practices and compliance with EEO requirements and regulations, as well as FCC, Federal, State, local and company requisitions, policies and procedures
• Responds to inquiries regarding policies, procedures, and programs. Advises and counsels employees and managers on employee relations matters such as disciplinary programs, processes and conflict resolution to ensure issues are managed legally, ethically and in the company's best interest. Manages "open door" concerns and employee relations issues in a consistent manner to minimize liability
• Actively work to establish close trust-based relationship with business unit's senior management to ensure that business objectives and HR objectives are linked. Advises management in appropriate resolution of employee relations issues
• Conducts workforce analysis, to assist in the development and execution of programs supporting staffing requirements. Recruits, interviews, tests, and selects employees to fill vacant positions for operational staffing levels. Utilizes applicant tracking system to effectively manage candidate workflow
• Coordinates and provides management training in interviewing, hiring, terminations, promotions, performance review, safety, code of conduct and sexual harassment
• Plans and conducts new hire orientation to fast track integration into the organization and foster a positive attitude toward company goals, objectives and strategy
• Completes personnel forms as well as internal and external reporting as required
• Ensures that human resources needs are met in a timely manner at all times, Responsible for providing the highest level of customer service and accessibility to field management and employees
• Oversees and directs the activities of HR team members
• Travel estimated between 25% - 50%
• Strong business acumen, influence, facilitation, conflict resolution, investigation and communication skills
• Results oriented; project and process management skills, demonstrated track record of delivering results
• Proven influence; demonstrated ability to coach and counsel both employees and management
• Accountability; able to establish self as the ‘go-to’ HR resource for client organizations
• Adaptability; able to adapt to changing priorities and multiple tasks – resilient
• Strong analytical skills; ability to make decisions
• Intellectually agile with demonstrated skills in continuous improvement; evident learning agility
• Competence with computer technology, including but not limited to, Excel, Power Point, Word, HRIS and ATS systems
• Ability to provide excellent, timely customer service in a fast-paced environment
• Education Required: Bachelor's Degree in Human Resources, Business or related field; or equivalent combination of education and experience
• Related Experience Required: 5 - 7 years related experience in HR field; prior supervisory experience preferred
• Certification in PHR, SPHR or SHRM-CP preferred
• Must have a valid driver’s license in good standing
• Conducts annual reviews of organizational design and talent (Organization and People Review)
• Provides insights and recommendations to support periodic review of incentive compensation
• 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
• Advises senior leadership concerning HR matters, recommends programs, activities, goals, and procedural changes as required
• Provides for the appropriate staffing to meet manpower requirements
• Implements an overall recruitment strategy that promotes diversity and maintains proper compliance with relevant government agencies (EEOC, OFCCP, etc.)
• Promotes positive relations between the Company and the community to drive good corporate citizenship
• Develops and implements effective human resource policies and programs to assist in maximizing the field sales & marketing structure and sales productivity
• Identifies communication needs and implements programs to insure that an effective communication program is carried out
• Partner with field sales team and training & development staff to monitor training program completion
• Supports administration and coordination of safety and worker’s compensation programs
• 8 years of Human Resource experience (experience with remote sales employees preferred)
• Ability to work at a strategic level and able to execute on day-to-day operational/administrative matters
• Expertise in Microsoft applications including Power Point, Excel-proficiency creating presentations, spreadsheets
• Ability to work in a fast-paced dynamic sales environment
• Willingness to travel throughout the US for local market meetings, sales conferences, and individual work-withs (approx. 25% travel)
• Provides full range of day to day HR support for the business unit including staffing, employee relations, performance management, organizational development, benefits, compensation and training & development
• Develops/implements appropriate change management plans as required
• Consults with business unit’s management in aligning performance management and reward recommendations
• Consult senior leadership concerning HR matters, recommend programs, activities, goals, and procedural changes as required. Counsel employees to improve or correct performance issues and deficiencies
• Provides for the appropriate staffing to meet manpower requirements, for both hourly and salaried personnel. Develops required controls and programs to meet affirmative action plan goals and objectives
• Develop and implement effective human resource policies and programs to assist in the maximization of productivity in achieving plant goals and objectives
• Resolves and/or escalates issues in a timely fashion
• Understands how to communicate difficult/sensitive information tactfully
• Identifies opportunities for improvement in internal processes and makes constructive suggestions for change
• Facilitates coordination of company benefit program
• Supports administration and coordination of plant safety and worker’s compensation programs
• 20%+ Travel required
• Bachelor’s Degree in Human Resource Management or equivalent, Master’s Degree (MHR, MILR, MBA) preferred
• 7+ years of Human Resource experience, (3 years HR generalist experience within a lean manufacturing environment)
• Strong leadership behaviors including demonstrated project management, facilitation and influencing skills
• Experience and/or training with Lean concepts
• Previous experience leading a performance management process
• Demonstrated ability to work well with ambiguity
• Excellent interpersonal skills, and demonstrated strong facilitation skills
• Expertise in Microsoft applications including Power Point, Excel, Visio – proficiency creating presentations, spreadsheets, org charts
• Experience with developing variable compensation plans preferred
• Labor Planning
• Continuous Improvements to Recruitment, Orientation and On-boarding
• Developing and Mentoring of HR Team Member Direct Reports
• Developing and Mentoring the Front-line Supervisory Team
• Employee Retention/Turnover
• Total Rewards Administration and Management
• Employment Branding Strategy Development and Execution
• Workforce Training/Development, Including Succession Planning and Career Path
• Oversight and Management of Functional Documentation in Accordance with Legal Standards
• Administration of Programs and Policies in a Manner that Supports our Overall Business Direction, Our Metrics and Our Core Values
• Accountable for communication and keeping the HR team and other appropriate people informed, involved and active in key initiatives
• Maintaining a high performance oriented culture utilizing performance feedback
• Drives effective organizational development and organizational effectiveness in addition to ensuring effective succession planning is in place
• Accountable for incentive pay systems
• Collaborate with leaders to understand future business direction, necessary organizational structure, gaps in development plans and the link to HR actions
• Actively engage in understanding staffing needs, resources, solicitation of talent, and compensation analysis to enable our organization to execute requirements
• Manage HR issues with respective employees and management
• By working with the appropriate HR Leaders, ensure that the HR department functions effectively and within legal requirements
• Responsible for the identification and analysis of HR measures to aid in building success
• Position based in Danville, KY
• *Successful candidates will have at least 3 years of HR experience or a Bachelors degree in a relevant field.***
• Act as first point of contact for employees and leaders to provide leadership guidance, coaching, and support
• Provide HR expertise on professional and hourly employee relations, union relations, compensation, training, talent development, organization change / design, development, and communications for client group
• Lead change efforts for client group
• Collaborate closely with local HR and Union relations team
• Comfortable working in a matrix environment
• Communicate effectively with colleagues, business, employees, and union
• Partner with Union leadership to solve issues collaboratively
• Be an employee advocate and promote a positive work culture, ensuring all employees receive fair and equal treatment
• Lead and participate on key projects across site, value stream and function
• Master’s degree in Human Resources from an accredited college or university
• GE HRLP Graduate or graduate of a similar program
• HR experience at a manufacturing site
• Excellent oral and written communication skills with a strong attention to detail
• Human resources experience, including significant professional level work experience with recruitment, classification and compensation
• Recruitment knowledge, including the demonstrated ability to manage a recruitment program. Demonstrated ability to develop and manage recruitment processes, knowledge of state and federal employment guidelines, diversity best practices, and online recruitment systems
• Classification knowledge and demonstrated ability to determine appropriate classification, WMS banding, Fair Labor Standards Act (FLSA) status, etc
• Compensation knowledge, including the ability to conduct analysis on agency salaries for comparison, consistency, internal alignment, create salary ranges of consideration, conduct salary surveys, and compliance with Washington Administrative Code (WAC), Collective Bargaining Agreement (CBA), and laws
• Layoff knowledge, including the ability to conduct layoffs in accordance with applicable guidelines, while maintaining a consistent and transparent process
• Ability to develop and conduct training to managers and staff on complex HR topics
• Ability to present information to large and small groups, including senior leadership, unions, employee groups and in meetings and conferences
• Ability to positively and effectively represent HR in meetings, appeals, grievances, State HR Director Reviews, arbitrations, etc
• Direct supervision of applicable administrative and specialist positions and/or duties (e.g., applicant flow and hiring, unemployment and workers compensation reporting, benefits administration)
• Affirmative Action Program compliance and planning. Oversight of all recruiting, selection, and placement processes. Implement corrective actions as needed
• Take complaints concerning discrimination, sexual harassment, and workplace harassment and provide investigative assistance when necessary in such matters; provide guidance and support for supervision concerning employee relations and disciplinary action
• Ensure overall contract compliance regarding employee basic and preferred qualifications, screening, training, and licensing
• Ensure compliance with company HR policies and applicable federal, state, and local laws
• Bachelor's degree in Human Resources Management
• Minimum of 5 years of experience managing, or assisting in the management of the human resources responsibilities in a high-volume environment
• Work history must include each of the following
• Ability to identify critical issues quickly and accurately
• Ability to coach, mentor, motivate
• Court Security Officer (Detroit, MI)
• Serves as a coach to management to ensure effective employee relations in matters of supervision, discipline, discharge, motivation and performance evaluation procedures, practices and policies
• Ensures management practices are consistent with all federal, state and local employment legislation and regulations and for administering policies, procedures, and contracts
• Actively support and foster the company’s Open Door policy
• Partners with management team to identify organizational development and training needs to ensure alignment with corporate strategic goals. Coordinate, facilitate and/or assist in all training activities within the function (i.e., safety compliance, orientation programs, job knowledge, and leadership performances)
• Develops strong relationships with employees by questioning, listening, observing, and analyzing data to determine HR needs. Develops solutions and makes recommendations that align with the overall business unit goals. Ensures all necessary documentation is maintained
• Manages Leave of absence and workers compensation programs. Respond to unemployment and other governmental/financial inquiries regarding employment, per company guidelines
• Effectively and proactively manage the requirements, function, and maintenance of the Affirmative Action Plan, including Outreach programs
• Provides leadership for cultural change by coaching people at all levels of the organization, removing barriers to success, analyzing and improving business issues, facilitating communication within and between groups of people, and advocating the highest standards of customer satisfaction
• Consults with management team to understand specific business objectives and determine short and long term staffing needs. Counsels Managers regarding procedures, interviewing techniques, employment legislation impacting recruitment practices and compensation parameters
• Researches problem area and recommends solutions. Ensure all necessary documentation is maintained. Initiate and oversee the implementation of employee relations activities designed to impact employee morale. Leads employee relation investigations and drives resolution of issues
• Responsible for pro-active employee relations, communication support and internal management consultation, including communicating the messages, programs, policies and procedures developed at the corporate level
• Responsible for effectively maintaining all personnel records in accordance with EEO, privacy, and related requirements. Advise management teams regarding prompt and accurate completion of all status changes and in assuring prompt and accurate updated information in the HRIS system
• Responsible for the employment, training, motivation and discipline of direct reports
• Performs other related duties and participates in special projects as assigned
• Bachelor degree in Business, Human Resources, Industrial Relations, or a related field with 5+ years of experience within Human Resources OR demonstrated ability to meet the job requirements through a comparable number of years of applicable work experience that must include a minimum of 7 years of work experience within the Human Resource field
• Previous experience with supporting Finance and Supply Chain / Sourcing employees preferred
• Working knowledge in all areas pertinent to the management of all HR functions including compensation, staffing, employee involvement, EEO/AAP safety training and policy development
• Current knowledge of all federal, state, and local regulations as it pertains to HR
• Knowledge of organizational development strategies and adult learning principles
• Successful experience in leading organizational change
• Demonstrated ability in conflict management and counseling
• Must be able to prioritize work and keep detailed, accurate and confidential records
• Excellent communication, organization, facilitation and creative problem solving skills are also required. Ability to communicate with all levels in the organization
• Strong organizational and analytical skills along with good business acumen
• Highly motivated and energetic personality able to multi-task in a fast-paced, sales team environment
• Preparation and distribution of bi-weekly payroll
• Creating/maintaining all reports required for payroll
• 8+ year’s human resource experience
• Strong Workers Compensation experience is required

Assistant Human Resource Manager Resume Examples & Samples

• Perform administrative work, maintaining files for the Human Resources and department
• Enter employment data into HR Database
• Track and update hourly employee leaves of absence
• Assist HR Director with the recruitment and hiring process, including submitting job postings on line responding to applications and resumes, scheduling interview, checking references and processing new hire paperwork
• Coordinate logistics for new hire orientations and employee training sessions
• Conduct regular audits of insurance records, I-9 records, vacation and sick allowances
• Bachelor’s degree is required with preferably major in Human Resource Administration
• Previous 2-3 years of experience in Human Resources with knowledge of Benefits, Training and Development, and Employment processes
• Bilingual in Spanish is required
• Comprehensive understanding of local, state and federal employment laws
• High degree of organizational skills, professionalism and discretion
• Proven record of building strong relationships with all stake holders
• The successful candidate must hold a valid work Visa for the US
• Complimentary stays at Four Seasons over 100 locations worldwide (subject to availability)
• Excellent Training & Development
• Competitive Salary
• Complimentary employee parking
• Food & Beverage discounts
• Medical benefit plan, including medical, dental, vision, life insurance,
• Develop, implement and administer Kitchen & Bath Americas Leadership Development Curriculum to augment existing Corporate Leadership Programs to create a leadership and key/critical position pipeline to support the Kitchen & Bath Americas business and Kohler Company, overall
• Develop, implement and administer Key Functional Rotational Programs (i.e. Operations and Engineering)
• Drive Global Mobility
• Manages activity related to the identification, selection, development, and placement of associates in the Leadership Potential Pool (LPP) within Kitchen & Bath Americas. Primary function is hands-on management of the Leadership Potential Pool and Key/Critical Positions working directly with stakeholders and peers across the company; as well as developing relationships directly with key associates within the LPP
• Monitors, analyzes and reports on key talent metrics including (but not limited to) internal fills of R34+ positions, internal fills of all manager roles, percent exempt population identified as high-potential, turnover of high-potential associates, promotions and cross-business/cross-functional moves, etc.; recommends appropriate action when required
• Assists in the identification of internal and external coaches for high-potential and executive associates
• Bachelor’s Degree Required, Master’s Degree and/or PHR certification preferred
• Minimum of 5 years of experience in a Talent role in a Global organization
• Demonstrated competency in understanding the various aspects of leadership capabilities in significant business organizations
• Excellent communication and interpersonal skills with strong presentation skills in both a small and large group setting
• Ideally some experience and responsibility as an HR Generalist, including organizational development initiatives
• Track record of Leadership development
• Balance the ability to be a strategic thinker, partnering to solve business challenges, with the operational expectations of managing Leadership Potential Pool
• Assist supervisors with employee relations and conflict resolution
• Participate in staff meetings
• Recommend new approaches, policies and procedures that support company initiatives
• Respond to associate relations issues, such as complaints, harassment allegations and civil right complaints
• Communicate with and effectively train associates on safety initiatives to create a zero accident environment
• Implement appropriate "best practices", technology changes and equipment investments to further enhance the human resources perspective
• Help create an environment where the mind set of continuous and never-ending improvement is recognized as a desired behavior
• Administer and manage regulatory compliance and the safety and occupational health programs
• Investigate and analyze new/potential safety issues and offer corrective and preventive action measures
• Help reduce risk of occupational illness, industrial injury and property damage through reoccurring associate training
• Responsible for updating and retaining all compliance and safety training records
• Facilitate safety programs and identify and establish core teams to represent all departments, shifts and days of the week
• Develop and outline guidelines for tracking safe behavior, opportunities and when habit measures are achieved
• Identify parameters for achieved habit strengths and guidelines for accomplishment celebrations
• Ensure efficient and accurate compliance data for Hazardous Materials (HAZMAT) programs, Kroger Ammonia Safety Program (KASP), Occupational Safety & Health Administration (OSHA)/Environmental Protection Agency (EPA) compliance, Level A Emergency Response (Police and Fire department), Ergonomics, Workers Compensation, etc
• Conduct equipment and building safety inspections
• Responsible for facility audits, safety committee direction, injury investigations and trends and safety training
• Research discrepancies on OSHA vs. Kroger Injury Reporting, respond to OSHA complaint letters, audits and citations
• 3 to 5 years of HR/safety/regulatory compliance experience
• Establish, develop and maintain relationships to accomplish work goals
• Excellent analytical and communication skills
• Comparable position or experience
• Excellent team building skills
• Strong interpersonal skills and ability to develop others
• Human Resources experience
• Human Resources certification
• Bachelor's degree in HR, Business or Organizational Dynamics
• 7-10 years of related experience, including organizational design, change management, project management and coaching
• Support managers in the delivery of key standardized HR activities and coaching and development of line managers around HR policies, processes and ways of working
• Respond to complex queries from managers and employees referred from elsewhere including Service Hubs
• Involvement in design of initiatives developed by the HR Centers of Excellence, HRBLs and HR Services and key delivery channel implementation phase for either directly or in partnership, including building local HR capability e.g. ITM, Performance System
• Drive standardization and improvement across and within business units in order to standardize, simplify and continuously improve HR service delivery and promote principles of driving work to the appropriate level (including self services) in the evolving HR organization
• Understand the HR Risk environment, identify and mitigate potential HR risks and support managers to create a positive employee environment
• As aligned with in country scope and in context of the current employment environment, resolve ER/IR issues and implement strategies to reduce such issues and enhance performance
• Deliver cultural change projects, site changes, workforce restructuring, including; outsourcing, in sourcing and off shoring, in line with the HR agenda defined by the HRBL
• Facilitate interventions focused on team development and promotes global leadership, learning and coaching programs and resources
• Be the champion and lead the way in implementing the Customer Experience Model
• Demonstrated experience delivering HR solutions within demanding operational contexts, i.e. resourcing, performance management, change management, consultation and reward issues, across a range of functions and job types
• Experience working in an integrated way with the businesses’ agendas. Able to show insight and good judgement within business teams to deliver sound decisions and solutions
• Demonstrates a good track record of translating business objectives into HR solutions through appropriately setting the direction, objectives, targets and metrics. Able to take responsibility to deliver against demanding projects or initiatives and meets criteria of time, cost, quality and performance
• Experience participating and influencing HR teams in order to raise standards within the function and improve the collective profile of HR within the business
• Has a depth of experience in one field of HR, e.g. ER, IR, compensation and benefits, talent management, HR operational implementation systems and processes, organizational development or design. Has clearly demonstrated a capacity to add value through the application of this capability across businesses
• Able to navigate complex, ambiguous business challenges. Success demonstrated by identifying and implementing solutions
• Medium to large scale and complex transformational change
• Exposure to issues involved in working in a culturally and geographically diverse business
• Exposure to working in a highly complex organization with a matrix structure and with multiple lines of authority leveraging influence within a complex network of stakeholders
• Solid experience in multi country change and multi business change
• Experience and understanding across the HR model which may include; partnering with CoE on new services offerings, experience in HR Hub
• Leadership role in driving HR standardization initiatives taking into account the end to end process and customer experience
• Willingness to work outside their own sphere of experience
• Post-Secondary diploma or degree in a related field or equivalent
• Certified Human Resource Professional (CHRP) an asset
• 8 + years of Human Resource experience with a focus on employee relations, in both a union and union free environment
• Strong Attentional to detail
• Ability to perform well in high pressure situations
• Lead/assist corporate wide HR processes including Recruitment, Performance Management, Compensation, Talent Review & Succession Planning, Benefits, and Employee Development, etc
• Function as a strategic business partner to the Human Resources Site Leads, and the Senior Leadership Team
• Lead/assist in the development and implementation of corporate wide human resources methods, policies and/or procedures and projects
• Administer current corporate wide human resources methods, policies and or procedures corporate wide and provide HR field support where required
• Develop internal and external HR communications as required including presentations, postings, memos, letters, booklets, and all web-based Company communications
• Gather and compile corporate wide HR Metrics with analysis and recommendations where required
• Provide leadership in training and development including needs analysis, development, coordination and assessment for Corporate wide development initiatives
• Lead the Recruitment Process corporate wide to effectively attract and select employees
• Provide guidance to Senior Leadership Team in maintaining positive employee relations and safe work environment
• Promote an atmosphere of team work at all times
• Ensure that a clean and safe work environment is always maintained
• Complete any other duties as assigned
• Responsible for effective daily management and service delivery of the HR function for the site. HR service and processes includes staffing, talent acquisition and on-boarding, HRIS, payroll, training and development, compliance, policy and procedures, communications, etc
• Ensures alignment of the HR function to business goals and a work culture of
• Employee Relations: Promotes and develops a culture of positive employee relations in support of performance, development and career goals
• Consults with line management, providing HR guidance when appropriate. Conducts periodic meetings with respective business units
• Analyzes trends and metrics to develop solutions, programs and policies
• Manages and resolves 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 the corporate counsel as needed/required
• Provides HR policy guidance and interpretation
• Develops contract terms for new hires, promotions and transfers
• Assists international employees with expatriate assignments and related HR matters
• Provides guidance and input on business unit restructures, workforce planning and succession planning
• Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of success of training programs
• Assists with the payroll function and processing to include weekly and bi-weekly payroll generation and backup to all HR locations
• Maintain the strict confidentiality of all employee and business information
• Performs other duties and responsibilities as needed or required
• Develops an understanding of companies goals and strategy, its operational and organizational challenges, and how HR can most effectively support leaders to maximize its strategic contribution
• Administers a variety of HR programs and functions including employee relations, benefit changes & open enrollment, payroll processing, worker’s compensation claims, job classification and job description reviews, performance evaluation program, recruiting, on-boarding, exit interviews, etc
• Recruits and retains a talented team members by developing and executing contemporary recruitment strategies. Screen and hire employees, provide support to other HR staff in routine or large-scale recruitment activities
• Coaching, counseling and assisting managers with the disciplinary and PIP process, including reviewing documentation to ensure consistency and compliance with policy
• Handles employee relations issues/employee grievances with tact and confidence while maintaining confidentiality and observing ethical and professional standards. Conducts investigations thoroughly with fair and unbiased judgement, for information and perspectives from all involved parties
• Develops instructional materials for Companies training program including facilitator/participant guides, power points, handouts, and content/materials
• Maintains an up-to-date knowledge of developments in the HR field, legislative and regulatory implications for HR, and state/federal employment laws
• Comprehensive knowledge of local, state, and federal employment laws/regulations
• Advanced level of PC skills required in Microsoft Office
• Ability to work effectively with a team
• Ability to embrace change and continuous learning
• Confidence and ability to influence others, facilitate processes, and coach/advise managers
• Works closely with Regional HR Ops Director to support the facilities within the region
• Responsible for ensuring alignment and excellence of HR processes across all locations within the region
• Responsible for remaining up to date on relevant state employment laws and other HR compliance issues. Keeps HR Ops Director updated on policies/processes as necessary
• Provide cross divisional HR Operational support and resolution of employee relations/compliance issues
• Ensures key initiatives and processes are followed and completed per the objectives
• Heavily involvement with working closely with managers to assist with forecasting resource requirements to hire the most qualified talent in a timely manner
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks. Partners with the legal department as needed/required
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Handle contract terms for new hires, promotions and transfers
• This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change
• 3-5 years of experience in human resources (staffing, compensation, employee relations and organizational development)
• Strong communicator in complex matters. Excellent influencing and facilitation skills
• Demonstrated plant experience
• Demonstrated values of integrity, innovation and involvement
• Ability to use a high level of tact, diplomacy, discretion and empathy/understanding across multiple cultures
• Ability to develop high levels of credibility and forge solid and positive professional relationships with employees, peers, and upper management
• Demonstrated team management skills
• SAP knowledge will be helpful
• Demonstrated knowledge of California employment law
• Minimum of Bachelor's Degree with focus on Human Resources Management or closely related field
• 3+ years of HR generalist experience or internal company experience with high levels of HR partnership
• Knowledge of labor law and human resource practices
• Strong interpersonal communication and leadership skills
• Proven facilitation ability
• Problem Solving / Conflict Management
• Political Savviness
• Healthy Sense of Humor
• Manages and promotes the implementation of corporate initiatives throughout the Business Units
• Align as a business partner to the business leadership team, providing critical feedback and suggestions
• Clear communication with corporate HR leadership to align with corporate initiates
• Managing talent review process and employee development
• Collaborate with Business Unit leaders
• Develops, manages, and oversees the recruiting and retention strategy for the region, with a focus on short and long term staffing and increasing the bench strength of the employees within the region. Talent acquisition is one of the primary functions of this position
• Serve as project manager for European HR initiative; Ensures that projects meet expectations and conscious of timeline and follow through. Must possess strong Project Manager Skills
• Manage and support labor relations
• Responsible for aligning training strategy with business direction. Manages overall training efforts in region, ensuring employees are trained in a timely manner, and that they meet the Company training goals
• Supports and manages employee policies, procedures, programs and benefits
• Responsible for handling sensitive employment issues and performance management
• Monitors, and coaches, management styles, practices, and behaviors to successfully drive business results and to optimize employee morale
• Provides coaching, mentoring, and development opportunities to others in the HR community as appropriate
• Initiate Improvements
• Bachelor's degree in Human Resources or business related discipline
• SPHR or PHR (or equivalent) Certificate strongly desired
• CIPD certification preferred
• Strategic mindset with strong business acumen resulting in the ability to connect dots and drive HR agenda with proactive thought leadership
• Excellent communication, organization and time management skills, with the ability to manage several priorities at once will be required
• High level of flexibility, with strong commitment to success
• Outstanding collaboration and project management skills and enjoy interacting with cross functional teams across the organization
• Skilled in navigating a highly complex organization
• Experience managing a team of HR professionals, some of which are in remote locations
• Extensive working knowledge of local employment Law and familiar with European laws
• Confidence to voice opinions and ideas
• Ability to deliver tough feedback / coaching to all levels of the organization
• Ability to make independent decisions and manage conflicting priorities in a fast paced environment
• Able to balance strategy and detail orientation, with excellent organizational & documentation skills
• Ability to be an employee advocate who wants to make a difference in the organization by helping employees, managers and leaders succeed. Able to build and sustain relationships at all levels of the organization
• Demonstrated judgment and strong integrity, compliance, & confidentiality
• Prior HR experience in an engineering and/or manufacturing environment preferred
• Experience working in a matrixed organization preferred
• Highly skilled experience in employee coaching and change management
• Extensive working knowledge of local employment Law
• 10 years HR experience in progressive roles of responsibility, including practical HR experience and success in the following areas: Talent Acquisition (sourcing & staffing); Management Coaching & Employee Development; Employee Relations & Issue Resolution; Workplace Investigations; Compensation Analysis and Organizational Design/Structure; Reward & Recognition Program administration with focus on employee engagement
• Willingness and ability to travel 25- 50%
• Demonstrated intermediate to advanced skill using Microsoft office tools including Outlook, Word, Excel & PowerPoint with detail orientation and accuracy
• Ability to meet deadlines and handle multiple tasks/projects simultaneously. Must have outstanding reputation for meeting deliverables with high quality and on-time
• Must possess strong presentation skills with ability to clearly communicate and interpret company policies to all levels of the organization
• Communicate effectively by telephone, email and in group meetings and discussions
• Serves as the Department’s senior adviser in human resource policy interpretation and provides guidance, information, and consultative support and services in all HR areas to managers, supervisors, and employees to include employee relations, recruitment and selection, compensation, benefits, standards of conduct, grievances, and Equal Employment Opportunity
• Ensures employee rights are protected and all actions are in compliance with applicable policy, law, and regulation
• Manages and monitors recruitment and selection in order to ensure the efficient and effective execution of the recruitment and selection process, ensuring compliance with State and Federal laws, EEO regulations, and State and agency policies and procedures
• Manages classification and compensation
• Manages employee benefits administration and ensures the timely and accurate processing of benefits documents
• Oversees HR systems to manage time and attendance reporting, payroll processing, HR transactions, position data, organizational charts, and compensation actions
• Manages employee orientation to assure employees receive a broad overview of employee benefits, the operation of the agency, as well as outlining policies and procedures
• Liaison activities with the Department of Human Resource Management, the Virginia Retirement System, the Department of Accounts Payroll Services Bureau
• Considerable knowledge of State and Federal human resource management laws, practices and polices policies governing compensation, classification, recruitment, job evaluation techniques, organizational principles and design, salary administration, employee relations, and benefits administration
• Considerable knowledge of the theories, principles and practices of human resource management and employee relations
• Extensive demonstrated professional level experience in employee relations and applying personnel practices, policies, law, procedures, and best practices related to performance management, conflict resolution, mediation, and discipline
• Demonstrated ability to apply HR policy, principles, and legal requirements to a variety of work environments and advise management regarding appropriate practices
• Ability to conduct investigations. Ability to interpret human resource policies. Ability to work independently and as a team member
• Comprehensive knowledge of State government organization and administration
• Ability to plan, coordinate, control, and evaluate both short- and long-term projects and programs
• Ability to guide and direct work of staff and to advise supervisors and managers on human resource policy, practices, and programs
• Demonstrated ability to establish and maintain effective working relationships with state officials, the general public, agency staff, and managers
• Demonstrated ability to analyze facts and to exercise sound judgment to arrive at timely, fair, appropriate and legally defensible decisions
• Considerable knowledge of the principles of management and supervision and demonstrated supervisory experience
• Ability to communicate complex concepts and ideas clearly and effectively both orally and in writing with individuals and groups at all levels inside and outside of the organization
• Ability to manage confidential and sensitive information
• Excellent written and verbal communication skills with a strong commitment to quality customer service
• A degree in human resource management, business administration, public administration, or a related field
• Progressively responsible experience in human resource administration in areas of responsibility including experience in a supervisory or managerial position
• Knowledge of and experience working with state of Virginia human resource policies, practices, and systems
• SPHR/PHR certification
• Demonstrate your ability to share your knowledge by educating associates and managers. Employ your love of learning to coach, develop, and celebrate recognition. Educate associates on programs, help managers with Employee Relations matters, and create solutions out of conflict
• Previous hotel experience with hotel properties or serviced residences that have over 200 employees will be preferred. Previous hotel pre-opening experience in human resources, will be a significant added advantage
• Possess a Degree or Diploma in Tourism or Business or Human Resource Management. Be very well versed with Malaysian Labor Laws and practices and procedures
• A minimum of 4 years or more work experience in a senior role within an international chain hotel human resource and have led a team of associates
• Demonstrate the ability to effectively interact with people of diverse socioeconomic, cultural, and ethnic backgrounds
• Fluent in written and spoken English and Bahasa Malaysia. The ability to converse in other languages will be an added advantage
• Demonstrate the ability to manage and lead hotel on-site accounting functions to ensure proper fiscal management, timely and accurate reporting and analysis for the hotel. This responsibility also includes hotel financial planning, budgeting, accounting and cash management
• Demonstrate the ability to sustain healthy retention. Plan and manage all aspects of talent acquisition. You enable an environment that’s engaging, where motivated people want to join, learn, do their best, and advance. You model the way, by embracing and championing the culture, empowering, and coaching throughout the employment lifecycle
• It is critical that you will be able to demonstrate an approach of firmness, yet being fair and impartial. As a key hotel leader, the Human Resource Manager must constantly be able to demonstrate key traits of - passion for people, speed in task completion and implementing commercially sound decisions that benefit the greater good of the work environment

Corporate Human Resource Manager Resume Examples & Samples

• Generates offer letter packages as well as promotional offers
• Prepares accurate new employee personnel records, files, drug and alcohol screening, and background investigation results and ensure compliance with all state and federal laws
• Conducts employee new hire orientations and on-boarding
• Researches and conducts employee investigations and develops solutions
• Provides guidance of policies in relation to disciplinary actions, employee terminations, leaves, and other HR issues according to state laws within which we operate business
• Demonstrates skills in consensus-building and mediation in order to constructively address employee conflicts
• Maintains inter-and intradepartmental work flow by providing information to and cooperating with co-workers
• Serves as a resource for all Corporate employees - available and accessible to discuss all human resource related issues
• Advises on employment statutes, rules, regulations, and policies affecting employees
• Communicates effectively both verbally and in writing to all levels of Corporate staff as well as outside officials and agencies, expressing ideas and instructions clearly and concisely
• Organizes and works independently on multiple assigned tasks/projects and completes assignments within specific deadlines
• Bachelor’s Degree in Business or related area of study highly preferred. Minimum high school diploma (or equivalent GED) with some college level business related coursework required
• Minimum of 3-5 years of experience in human resources field, with specific experience managing and successfully resolving complex employee and/or labor relations situations in a fast-paced, high volume environment required
• Specific related experience managing the receipt, investigation, documentation, resolution and communication of employee relations cases of a varied nature for managerial level employees - includes policy interpretation and ability to consistently apply policies and practices
• Proven experience turning goals into action by creating and executing strategies and plans to achieve objectives
• Energetic, driven personality with a demonstrated ability to take initiative, successfully handle and prioritize multiple competing assignments, and effectively manage deadlines
• Must be able to work independently and be self-directed, but also take direction from all levels of Corporate managers, which may result in having to re-prioritize work activities on a regular basis
• Must be highly proficient in all Microsoft Office applications
• Should have solid comfort level with integrating multiple applications to streamline operations through technology solutions as well as to create meaningful reports and measurements
• Professional, articulate, and able to use good independent judgment and discretion
• Must have the flexibility and ability to travel periodically/regularly, depending on company needs, with some overnight travel required
• Outstanding verbal and written communication skills required with the ability to successfully interact at all levels of the organization while functioning as a team player
• The employee must frequently sit at a desk, frequently stand and walk, occasionally stoop and/or bend, and frequently reach with both hands and arms
• Must be able to drive a vehicle (have valid state license to do so as well as physical ability to do so)
• The employee may occasionally lift and/or move up to 25 pounds. May be required to climb stairs on an intermittent basis (such as when visiting a branch or client location)
• The job is generally performed in an office setting; however, during site visits the employee may be subject to adverse conditions such as rain, cold or heat for short periods of time
• The ambient noise level is usually quiet, consisting of normal conversations, business machines (copiers, printers, etc.) and telephones, but occasionally may be above-normal for portions of the workday
• The employee must be able to work a regular full-time schedule, and must be able to work more than a standard 40 hour, Monday-Friday schedule as required by business needs (i.e., must have flexibility and willingness to work the amount of time required to meet expectations for the position, which may regularly be an additional 10+ hours per week, including some evening and weekend hours)
• The employee must be able to concentrate on details, work under deadline pressures, apply sound logic and judgment, and prioritize tasks and responsibilities
• Must also be able to effectively handle high stress situations, calmly respond to others in tense or difficult conversations, diffuse potentially hostile situations, and recognize when and how to de-escalate aggressive or unprofessional behavior from others while avoiding in engaging in such oneself
• Must be able to focus and multi-task in busy environment, with the ability to successfully handle stressful situations in a calm and professional manner
• The employee must be able to maintain a professional image, including exhibiting good personal hygiene, neat and well-groomed appearance, and appropriate business attire
• Must be able to abide by Company’s zero-tolerance drug/alcohol policy, not be under the influence of drugs (prescription or illegal) or alcohol to any degree while on duty, and report prescription drug use if such has the possibility of affecting job performance in any manner
• Develops and administers human resources plans for assigned client groups
• Participates in developing department goals, objectives and processes
• Investigates and resolves employee relations problems. Anticipates problems whenever possible, and develops, recommends, and initiates appropriate steps for resolution
• Recommends new approaches and procedures to effect continual improvements in efficiency of department and services performed
• Provides coaching, consulting and problem solving in areas including but not limited to recruitment and selection, performance management, leadership, management and employee development, succession planning, employee relations, training and policy/procedure interpretation and implementation
• May investigate and resolve employee relations issues. Partner with and coach managers and employees through the process. Identify pro-active steps to avoid recurring issues. Consults with management on complex or high-risk issues
• In accordance with established guidelines, provides managers and supervisors with interpretation and guidance regarding HR policies, legal and compliance matters to ensure fair and consistent application
• Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Demonstrates good judgment in selecting methods and techniques for obtaining solutions. Identifies and determines pro-active steps to avoid recurring issues
• Track and communicate key HR performance indicators for assigned organization. Determine corrective actions where appropriate
• May assist in Affirmative Action planning and reporting
• May provide assistance to junior level staff with more complex tasks that require a higher level of understanding of functions
• May represent the Company at employment-related claims hearings with external agencies
• SHRM Certification (SHRM-SCP, SHRM-CP) is desirable, or a plus
• Experience in handling complex employee relations issues, knowledge of sound human resources principles as well as the HR regulatory environment is a plus
• Must have assessment, presentation, communication, facilitation and influencing skills
• Experience effectively addressing sensitive and/or stressful situations and information with tact, discretion and strict adherence to confidentiality requirements
• Must possess excellent organizational, teamwork, process and problem solving skills, as well as the ability to multi-task in a changing, highly matrixed environment
• Demonstrates strong time management and project management skills
• Broad understanding of employment laws
• Some experience with organized labor, preferred
• Strong computer skills with extensive knowledge with Microsoft Office applications
• Understand the general growth platforms and challenges for the business
• Act as a true business partner and change champion in terms of challenging leaders to build organizational capability and bench strength
• Lead alignment and development of leadership competencies and create specific/individual plans for enhancement
• Work across organizational functions to lead and influence change at a strategic level
• Develop, execute and follow up on the Company's performance and talent management/development efforts
• >5 years of experience as a Generalist HR Professional – mainly as a Business Partner
• Working experience in a Service/Install Field environment a plus
• Experience with management of cultural change preferred
• Bachelor or Master Degree in Human Resources or equivalent through experience
• Thorough understanding of general business best practices (Operations/Sales/Finance/HR, Etc)
• Thorough knowledge of wide-range of HR programs, processes and tools in all areas ranging from recruitment, compensation & benefits, talent management, etc
• Leadership and competency development skills
• Knowledge of appropriate HR/legal standards and regulations
• Alliance builder: collaborating with internal and external partners
• Inspirational and motivational leadership
• Challenger – results-driven
• Efficient and effective
• Flexible, open to new ideas and to be part of an integrated organization
• Operates in accordance with Stanley Black & Decker Values and Business Conduct Guidelines and leads by example
• Bachelor’s degree plus 5 or more years of experience in an HR related role with emphasis on employee relations (Equivalent combination of education and experience will be considered) HR Certification preferred
• Ability to work extended hours and weekends to meet the needs of this 24x7 operation
• Must be Bilingual Spanish/English
• Strong Leadership skills with the ability to guide management and employees in HR related matters
• Possesses a strong sense of urgency and attention to detail
• Proficiency in MS Office (Word, Outlook, Excel, …)
• Collaborates with business partners to implement strategic initiatives resulting in continuous improvement, enhance employee engagement, improve working relationships, and provide positive business results
• Participates in the development and implementation of financial budgets
• Manages the recruiting, selection, and induction process for the plant. Builds business partnerships with local talent sources to leverage Faurecia brand, attracting, developing, and retaining high quality talent
• Partners with senior leadership/management to interpret, define, communicate, and implement, various Human Resources policies, procedures, laws, standards, and government regulations
• Consults with line management providing Human Resources Guidance (coaching, counseling, career development, performance improvement, and disciplinary actions)
• Conducts exit interviews and analyzes data and makes recommendations to management team for corrective action and continuous improvement
• Manages, investigates, and resolves conflict resolution issues, ethics complaints and other employee relations issues
• Provides guidance and input on business unit restructures, workforce planning, and succession planning
• Facilitates and/or provides training (including orientation) to the workforce
• Bachelor's degree with a specialisation in HR Management
• Proven ability to implement change in a Lean Automotive Manufacturing Plant
• Familiarity with HR information and payroll systems
• Provides leadership, mentoring and coaching to the leadership team and all salaried staff in the plant
• Responsible for the development, performance feedback, direction and leadership of all colleagues in the plant including mentoring, coaching, counseling and corrective action when situations dictate
• Provide direction and leadership consistent with plant business plan goals
• Responsible for the identification, selection, training and coaching management talent
• Assess and build leadership bench-strength and organizational capabilities as well as create a collaborative high performance work environment
• Provides guidance and counsel to leadership and functional management teams on a variety of issues including colleague development, colleague relations, conflict resolution, interpersonal communications, effective group interaction, team building, etc
• Provides leadership in all HR programs and processes including the development, coordination, implementation, and maintenance of HR programs, processes and services including policy development and compliance
• Assess training needs and develop tools to effectively address colleague development at all levels of the organization
• Plans and delivers Corporate and customized HR services in support of plant, department and regional objectives
• Act as the key contact for all labor relations issues
• Responsible for the negotiation and implementation of the collective bargaining agreement including the administration of the grievance procedure
• Leads direct relationship initiatives within the organization
• Company liaison for legal issues relating to employment matters such as EEOC claims, ULP claims, Civil Rights claims, etc
• Leads cross-functional work teams
• Serve as the plant’s community relation’s liaison
• Supervises safety programs and initiatives
• Assign clear responsibilities for EH&S and hold all direct reports accountable for enforcement
• Provide key input into the development of the Plant’s strategic business plan and identify and track key measurable to support plant business plan goals
• Develop and drive the development of departmental strategy goals and identify and track key measurable to support the department goals
• Identifies and proactively raises organizational issues and trends; tracks pertinent HR metrics, diagnoses processes, structures and approach; recommends alternatives for improved effectiveness
• Administers compensation programs and performance management processes to ensure effectiveness, compliance, competitiveness and equity within the organization
• Manages the succession planning process and staffing of all exempt and non-exempt positions and ensures depth of talent within the organization
• Develops change management proposals, drafts plans, and oversees project activities
• Manages budgets. Determines and approves expenditures. Utilizes capital
• Assures compliance with federal, state, local and corporate governance policies, regulations, and laws
• Drive plant activities towards achieving customer awards and Quality registrations (ex. TS 16949/ISO14001)
• Responsible for assuring that all internal and OSHA required procedures are being followed in the performance of daily activities
• Adherence to all company policies & procedures (ex. Quality Policy Manual, Colleague Handbook, Level II Procedures, etc)
• Provides direct leadership and supervises human resource colleagues in the plant
• Bachelors Degree prefer in Human Resources or Business. Masters Degree preferred
• Minimum of eight (8) or more years experience in human resources with two (2) years Supervisory/Management Experience
• Demonstrated expertise in several HR processes and practices (labor relations, organization development, leadership development, compensation, etc.) along with the demonstrated ability to set priorities and manage a variety of tasks
• Ability to work through complex business issues and identify required HR interventions
• Detailed knowledge of employment laws, labor relations, safety, benefits administration and payroll
• General understanding of business strategies, finance, marketing and sales activities
• Person must have leadership ability, excellent interpersonal skills, consulting skills and the proven ability to develop relationships and influence at all levels within the organization
• Demonstrated presentation, oral and written communication skills are essential
• SPHR or PHR certification preferred
• Strong problem resolution skills, along with customer service and team orientation skills
• Ability to read and write in English and to perform mathematical calculations
• Implement the HR plan, and HR Operations to the needs of the business
• Assist the HR Director to manage retention, integration, engagement, development and culture, and evolving the way we do business
• Provide HR advice, coaching and support to people managers and employees
• Support the management of key talent and partner with HR Director and business leadership in creating development plans, retention plans, and succession planning
• Manage the HR services, programs and training including compliance, and manage the systems, including HRIS, GMS
• Assist facility management with policies, procedures, programs, and technical questions
• Work with facilities to develop problem-resolution strategies
• Research legal, policy, or procedure-related issues
• Develop worksheets, booklets, and training materials to educate facility management
• Administer programs within functional area
• Work with vendors to resolve problems and improve program effectiveness
• Process invoices
• Complete internal reports. Analyze trends
• Complete legal reports and documents
• Document procedures
• Complete special projects
• To assure that the Jonesboro plant communicates, good policy administration and education of management teams both in legal concerns and day-to-day management techniques
• Responsible for employee relations including investigation, mediation and conflict resolution skills in response to employee issues/concerns
• Develop and administer hourly and salaried employee compensation system and employee performance appraisal system
• Assess and implement training and development
• Manage all internal and external recruitment and staffing efforts to support current business strategies
• Respond to all applicable government reports and legal inquires such as EEOC and AR Human Rights discrimination complaints, department of labor issues and worker’s compensation mediations
• Participate in or lead special assigned projects (or project team) that support both the HR function as well as the business
• Must have exposure to modern human resources practices and have worked with formal Manufacturing Resource systems
• B.A. or M.A. degree preferred
• Minimum of 10 years’ experience in Human Resources Management
• Must have prior management experience in a manufacturing environment
• Must interact, communicate and work effectively with all plant employees and visitors
• Demonstrate a working relationship with both internal and external customers
• Possess team orientation toward accomplishing plant and company goals
• Interacts with all staff manager’s daily
• Must be responsible and self-motivated to complete assigned duties accurately and timely with minimal supervision
• Basic management skills, understanding of financial reports
• Formulation and control of operating budgets
• Problem solving techniques
• Working knowledge of Employment Law regulations
• Must be able to travel about 15%
• 5 years minimum HR Generalist experience
• 2 years minimum HR support in a Manufacturing environment
• Bachelor degree in Business Administration / Human Resources or in a related field
• Willing to travel domestically at least 25%
• Previous HR experience supporting an Engineering environment
• 10+ years HR Generalist experience
• Partner with the Director of Operations and their leadership staff to provide a collaborative and productive labor/employee relations environment including regular communication, employee trainings, conflict resolution and consistent policy administration
• Drive talent management and acquisition process at the Division level. This includes coaching, managing the performance review or APEX process, talent acquisition process, and succession planning
• Manage day to day operational issues and proactively look for ways to improve processes and organizational design/structure
• Manage Labor Relations at a high level and provides guidance to Chairs for the Midwest Sites Negotiations
• Work on key projects regarding HR Functional Excellence, Employee Relations, and Talent Management
• Lead compliance with all federal, state and local labor and employment law requirements at site level
• Assure that assigned area of responsibility are performed within budget; perform cost control activities; prepare annual budget requests; assure effective and efficient use of budgeted funds, personnel and materials
• Minimum 7 years of Human Resources experience in a manufacturing environment
• Minimum 2 years labor relations experience, including negotiations experience
• Minimum 3 years Supervisory Experience
• Considerable knowledge of current trends and practices of human resources including talent management and development, compensation and benefits, recruitment, selection, training, employee and labor relations
• Ability to build relationships with customer group and influence decision making
• Works as a business person within the HR function
• Ability to successfully deal with ambiguity and deliver results in those situations
• Strong leadership, negotiation, and facilitation skills
• MBA or Master’s Degree in Human Resources
• Experience in an industrial manufacturing setting
• Experience sitting first Chair at Union Negotiations
• Experience with union avoidance strategies
• Assists Human Resource Field Generalist team in managing the implementation, review and modification of all HR projects, goals and initiatives
• Provide strategic planning for Human Resource Field Generalist team by engaging and supporting cross-divisional project teams in value added activities that generate practical solutions to complex business problems explores new business alternatives, and drives improvement in business decisions. This role will also oversee various cross-division initiatives and other related duties
• Participates in model design, prototype, and model development for several efforts that occur simultaneously and interfaces with product delivery groups
• Assists in managing the complexity of all HR Field Generalist and Employee Relations initiatives, projects and programs
• Partner with and provide HR guidance and support to business partner leadership in various corporate and divisional objectives including but not limited to, workforce planning and development, organizational development and performance, staffing, downsizing, HR employment practices, rewards and recognition strategies, diversity, employee relations and succession planning
• Project Management/Technology/Presentation Support; Will provide cross divisional HR support and functions related to project management , technology applications, as required
• Leverages understanding of the business process to identify and implement solutions that will result in significant bottom-line contributions
• BA/BS degree in Human Resource/Business or a related field, or 4 years equivalent work experience
• Strong written and oral communication skills, strong organizational skills, proactive communicator with strong presentation skills
• Extraordinary attention to detail and ability to execute projects to completion
• Demonstrated ability to work under pressure at high level and deal with complex issues, must be self-motivated and have an enhanced ability to prioritize/plan and execute using good business judgment in a fast paced environment
• Proficient in MS Windows/Office (Word, Excel, PowerPoint and Outlook)
• Lead initiatives and activities that drive employee engagement (including analysis of bi-annual engagement survey, communication of survey results, and action-planning)
• Exercise the appropriate level of diligence and participation by ensuring that plans and activities that have impact across the entire site are understood, communicated and implemented with the principle in view
• Lead the development and/or implementation of the full range of human resource services in areas such as salary, wage and benefit programs formulation and implementation, benefits administration and policy interpretation in a multi-sector environment
• Provide advice and counsel to the Plant Manager and leadership team in areas such as Personnel Selection, Labor and Employment Law, Employee Relations, Union Avoidance, etc
• Coach and consult with the Plant Manager and Staff on team effectiveness, team leadership, talent management, and organizational effectiveness in setting mill policies in support of long-range mill improvements
• Must be approachable and skilled in bringing forward employee relations issues and concerns in a manner that builds employee confidence in the incumbent’s ability to hear and understand the issue in a non-threatening manner. In addition, this role must bring credibility as an employee advocate while balancing the needs of an ever changing business environment to ensure employees are treated fairly and free of retaliation
• Provide leadership to ensure the organization attracts, develops and retains the best people and fosters an environment in which all team members are respected regardless of their individual differences and are motivated to fully use their capabilities to improve both their individual and team contributions in achieving desired business results
• Communicate in a way that is timely, complete, candid and clear
• Ensure the communication, implementation and promotion of One KC Behaviors and Culture of Accountability principles as a means for supporting an environment of continuous improvement focused on delivering manufacturing results
• Ensure the consistent application of Performance Management principles and processes are applied at all organizational levels to foster an environment of accountability, development, results and rewards
• Possesses proven team leadership skills and the ability to articulate and support the business vision, mission and goals
• Demonstrate functional proficiency in the areas of staffing, organizational development and effectiveness, change management, compensation, labor relations, legislative and regulatory compliance
• Other duties as necessary
• To be successful, the incumbent must possess credibility with both internal and external customers based on the incumbent's in-depth knowledge of general business practices and human resource services, plus a working knowledge of human resources and training applications from outside resources
• Must have the ability to organize and plan, delegate, lead, encourage and motivate people and maintain effective control
• 5-7 years of business and functional experience is typically required at this level with at least 3 of those years spent at the manager level within a manufacturing environment and a working knowledge of continuous improvement /Lean manufacturing
• Must have demonstrated capability in problem solving, conflict resolution and working within site culture. In depth knowledge of business strategy, and specific HR functional knowledge
• Educational requirements include a bachelor's degree in an area relating to this position with a Master’s degree preferred
• SHRM-SCP/CP and/or SPHR certification is desired
• Staffing – Support and assist with the timely sourcing, interviewing and hiring of all team members (exempt, non-exempt and hourly). Direct the orientation and assimilation of all new hires to insure compliance with company-wide programs and local rules and goals. Provide leadership in the attainment of EEO goals and the affirmative action program
• Training - Identify the training and education needs of all team members and initiate effective programs or training efforts to address those needs
• Safety - Ensure compliance of the safety process with corporate and government regulations and policies
• Team Member Relations - Be an active and available resource for all team members, addressing all employee relations issues in a professional and timely manner. Work in consultation with Director of Human Resources as necessary to resolve issues. Coordinate the Employee Opinion Survey
• Benefits Administration - Understand and administer all benefits programs, which apply to all team members and assist in the administration of those benefit programs to insure team members comply with requests and receive their benefits in a timely manner
• Compensation Administration - Understand all compensation related programs such as salary administration, pay for skill adjustments, etc. Assist in the preparation of required annual Wage and Salary proposals in a timely manner. Provide recommendations to HR Leadership on adjustments to the compensation schedule
• Communication Liaison - Provide a point of contact for division human resources for dissemination of information and feedback. Respond pro-actively to requests for information, monthly reports, etc. Develop and implement annual Communication Plan. Work in partnership with the local leadership to provide recognition to teams and team members, celebrate success and encourage pride in the work place
• Administration - Organize all paperwork and record keeping to ensure timely and accurate compliance with corporate and governmental requirements (including Ethics Compliance Program, Headcount reporting, and Affirmative Action Plans
• Coaches managers in performance management including addressing performance issues, rewarding superior performance, and communicating performance expectations to employees (salaried and union employees), develop succession plans, and develop employees
• Advises managers of legal issues, acts as advocate for employees
• Coaches managers in understanding employee issues and concerns and underlying causes, promotes direct lines of communications between employees and management
• Works with managers to plan and implement change with a focus on ensuring effective employee communications
• Assist in the development and implementation of human resources policies and procedures and their dissemination through communications, and/or meetings
• Maintain hourly employee handbook updated by conducting annual revision process including legal compliance updates, hourly employee feedback sessions, and collaboration with business leaders
• Drive staffing activities including BrassRing management, candidate interviewing, pre-employment screening, facilitation of new hire orientation and on-boarding activities
• Lead hourly performance management and compensation processes, including annual wage survey administration and analysis
• Manage Stanley Black & Decker benefits program locally, assisting with benefits-related questions, annual open enrollment process, and employee health fair. Partner with corporate benefits team as necessary
• Champion site communications plan by maintaining the Symon boards, employee bulletin boards, and planning Monthly Communications meetings
• Prior HR experience in a manufacturing or distribution facility with exposure to lean techniques is a strongly preferred
• 5 or more years of experience working as a lead generalist role or in a succession of assignments in various HR disciplines
• Familiarity with Environmental, Health and Safety programs is a plus
• Working knowledge of employment law and industry best practices
• Proven track record of building strong relationships vertically and horizontally within an organization
• Possess excellent interpersonal communication skills and attention to detail
• Results oriented with the ability to multitask and prioritize
• Proficient in Microsoft Office including Word, Excel, Access and PowerPoint
• Under minimal supervision, acts as a business partner to leadership and management in collaborating on strategic planning, workforce planning, talent development, and diversity & inclusion efforts
• Will also develop, implement and coordinating policies and programs covering several or all of the following: recruiting, compensation and benefits, training, employee and labor relations, and personnel research
• Will participate in cross-divisional HR teams
• Communicates HR related programs to managers and employees
• Will handle special projects, as assigned
• 12+ years of progressive HR experience, including supervisory experience
• Strong MS Excel experience specifically for reporting
• Previous experience supporting HR functions within a large corporations
• Experience using SAP is required; including reporting and data analysis
• Talent development, employee relations & investigations, conflict resolution, workforce planning, client consultations and business partnering experience is required
• Experience with Global Mobility policies and procedures required
• Advanced Microsoft Word, Excel and Power Point skills required
• Solid facilitation and presentation skills
• HR Business Partner experience is preferred
• Experience supporting chemical groups is preferred
• Oil and gas experience is preferred
• Maintain, analyze, manage and improve Human Resource measurements pertaining to all employees and supervisors working within their area of responsibility. Measurements would include: turnover, hiring, attendance, wages, training and safety. Analyze and take action to continuously improve measurements. Participate in and lead continuous improvement efforts
• Work directly with business leaders regarding staffing. Ensure appropriate staffing levels, determine business needs and prepare business plans to adequately achieve desired headcounts. Communicate with recruiters and ensure appropriate paperwork is completed and submitted
• Assist in the development, implementation and enforcement of company policies, processes, and procedures. Maintain system to document changes to company policy manuals and handbooks. Participate in policy discussions and make recommendations regarding policy changes. Oversee the corrective action and disciplinary process within assigned business unit ensuring consistency of enforcement
• Conduct and oversee the employee feedback meetings and participate in management updates. Assist with making changes that improve the working environment and overall employee relations. Maintain employee feedback documents and ensure goals and objectives are met
• Conduct and oversee corrective actions, investigations, terminations, training, recruitment activities and participation in employee benefit rollout, administrative duties, etc., as needed
• Conduct, oversee and manage the termination process. Ensure a thorough investigation has been completed and all documentation provided. Work with legal to determine best course of action and ensure all applicable SOPs are followed
• Ensure all appropriate steps are completed to develop and/or assist in the development of accurate job descriptions. Participate in wage evaluation meetings and ensure all steps are taken to accurately update the appropriate individuals of results
• Maintain human resource information system records and compiles reports form the database. Assist in the evaluation of reports, decisions and results of department in relation to established goals
• Participate in Company-sponsored events and activities such as the Company picnic, award ceremonies, meetings, annual gift handouts, and benefits open enrollment. Assist with the set up and clean-up of those activities
• Promote a positive working environment by ensuring accountability for behavior that violates Company policies. Make appropriate changes in staffing and transfers of supervisors and hourly employees as necessary
• Work effectively and communicate and relate well with others; maintain effective and constructive working relationships
• Manage and improve functional area’s performance measures through use and interpretation of Continuous Improvement tools. Improve working conditions and processes (safety, quality, productivity, and cost) including supporting and directing employees to participate in improvement programs
• Manage employee performance and assist employees in making improvements to their performance through coaching, mentoring, and administering performance reviews. Recommend, plan, and/or implement employee training and skill development activities
• Make employment decisions and/or recommendations such as hiring, improvement plans, transfers, promotions, corrective actions, terminations, and pay adjustments
• Audit, maintain, and ensure employee time-keeping and absentee records
• Manage resources to optimize equipment, facilities, employees, methods and materials
• 5 years of Human Resources experience, including employee relations, Required
• Proficient knowledge of state and federal employment laws
• Proficent knowledge of safety practices and procedures
• Proficient knowledge of employee relations principles
• Proficient recruiting methods and techniques
• Working knowledge of Continuous Improvement
• Proficient computer skills, including experience with Microsoft Office Suite, internet
• Work professionally with customers and co-workers to efficiently serve our customers, treating both with enthusiasm and respect

Human Resource Manager Southwest Region Resume Examples & Samples

• Bachelor's Degree in Human Resources, business, social sciences or related field with at least 5 years of experience in a broad based human resource role
• Management level leadership experience including supervision, training, and mentoring
• Expert level knowledge and experience in developing and implementing human resource policies and practices
• Knowledge and experience in labor relations and employee relations
• Knowledge and experience in human resource functions such as benefits administration, FMLA/ADA, recruiting, training, and organizational development
• Excellent verbal and written communication skills, with the ability to speak, write and present clearly and effectively
• Skilled in delivering presentations to all levels of employees
• Strong analytical skills and ability to analyze data and develop and communicate related findings
• Knowledge of principles and practices of labor and employment laws. Skilled in interpretation of contracts, regulations and laws
• Proven ability to develop and maintain strong business partnerships with all related stakeholders
• O Actively participates on the site management team, serving as a business partner, to help develop and deliver the site and group strategy as well as setting goals and objectives for continual improvement of the site. Serves as an advisor and coach for the management team on various policies and procedures
• Ability to maintain confidentiality, flexibility and professionalism at all times
• Ability to effectively work in a team environment – to effectively listen, challenge, and communicate
• Excellent communication, organization, prioritization and problem solving skills
• Strong integrity and professional demeanor
• Proficient in all Microsoft Office applications and knowledge of HRIS systems
• Ability to function effectively under multiple reporting relationships
• Demonstrate ability to be proactive and take initiative, including performance of duties and exercising independent judgment

Human Resource Manager, Indochina Resume Examples & Samples

• Develop, formulate and implement Company’s HR strategies and initiatives in line with the Company’s Mission, Vision and Strategies and aligned with Corporate and AP HRs&#8217
• Review and manage effective recruitment strategies to attract and select talented people best fitted for the Company
• Drive performance management activities and propose competitive remuneration policies to enhance and promote performance-oriented culture
• Management of compensation and benefits, and monthly payroll
• Strengthen Indochina Management Team competencies through learning and development initiatives
• Provide strategic, timely advice and solutions to the Indochina Management Team and hands-on services to the managers on HR related matters
• Closely monitor hiring status, employee turnover, employee training and development, provide monthly updates of these HR metrics to Management through the HR Dashboard and proactively address issues and problems if targets and objectives in these areas are not met
• Perform as Crisis Management Representative for the Company
• Accountable for providing support of Human Resources in the areas of Worker Compensation Management, Health and Safety, and Training activities as well as Human Resource Generalist activities
• Required to work closely with all plant personnel, developing, seeking and applying ideas and suggestions for continuous improvement of the department and the facility. Maintaining a position with the workforce that encourages confidence and trust and therefore a working environment conducive to the accomplishment of company goals through utilization of favorable industrial relations principles and practices
• Prepare timely reports and summaries relating to personnel activities for management planning essential to continuing company operations
• Correspond with physicians, hospitals, third party administrators and employees regarding Worker Compensation activities
• Track unemployment claims and be proactive in response time. Examine employee files to answer inquiries and to provide information to authorized persons
• Conduct employment activities including, but not limited to, interviewing, testing, screening, orientation, and staffing projections
• Work with staffing agencies for managing staffing on a temporary basis
• Develop and maintain the Mentor program for newly hired employees
• Monitor worker's compensation program and recommends case management as required
• Track performance reviews for hourly and salaried employees
• Implement recommendations to improve turnover and reduce absenteeism
• Develop and implement training programs to help provide workforce tools necessary to perform current job and prepare for other job opportunities
• Monitor employee morale
• Lead Safety Committee activities and develop proactive means of reducing work related incidences
• Manage employee benefits and open enrollment for the plant level
• Develop program for training, education for advancement / succession planning
• Identify and implement key initiatives within the Human Resource Department to accomplish departmental and plant goals for the year
• Manage the Human Resource Department Personnel and prepare for a successor for the Human Resource Manager
• Conduct “Skip Level” meetings with all associates to ensure constant flowing of communication at all levels
• Manages and actively participates in one or more of the following human resources function(s) for the company or for one or more assigned segment(s) of the company: employee relations, compensation, benefits, recruiting, and/or training and development
• Plans, coordinates, and initiates employee/manager interactions to ensure effective communication
• Reviews and analyzes reports and records. May develop new or revise existing processes and procedures and makes internal and external presentations
• Initiates, plans and coordinates project(s) including determining project schedule to meet business objectives
• Provides counsel and assistance to employees and all levels of management
• Develops and recommends modifications to human resources policies and procedures
• Manages and participates in the planning, attraction, selection, retention, and development of human resources to ensure the availability of the required management, professional, and technical talent
• Responsible for ensuring all laws, regulations, and other applicable obligations are observed wherever and whenever business is conducted on behalf of the Company. Responsible for ensuring work is accomplished in a safe manner in accordance with established operating procedures and practices
• Typically requires a bachelor’s degree in business administration or a related discipline and nine (9) or more years of progressive human resources professional experience with at least three (3) of those years managing human resources processes and personnel. Additional professional experience or formal training in human resources may be substituted in lieu of education. Must have thorough knowledge in the application of human resources principles, concepts, theories, regulations, and practices and have comprehensive project leadership skills
• Must be customer-focused and possess the ability to
• Partner with leaders and their teams to develop and execute HR strategies and activities that foster growth, innovation, and organizational effectiveness
• Strategize and develop ways to recruit and attract superior candidates and retain talented employees. Manage all aspects of recruitment including position success profile, recruitment, assessment and selection through onboarding
• Drive, influence, advise and support the cultural and people aspects of organizational change, structures, people processes and initiatives within the organization
• Lead and execute all plant HR initiatives including employee relations, performance management, HR compliance, organizational development and training. Participates in developing departmental goals, objectives and processes
• Work closely with the General Manager in driving an injury and incident-free workplace through the development and execution of plant and corporate safety and environmental objectives
• Ensure compliance with all federal, state and local employment legislation and regulations by remaining current with legislation, enforcing adherence to requirements, and advising management on needed actions
• Ensure effective employee relations in matters of supervision, discipline, performance management, motivation, and promoting a non-union environment based on the foundation of Value of the Person
• Administers and explains benefits/payroll to employees as a liaison between employees, insurance carriers and shared services
• Collaborates with leadership team to expand on people development, training and tracking of progress for all employees
• Bachelor’s degree from accredited university with preference for human resources, industrial relations or business administration. Human Resources certification preferred
• At least 5 years of progressive, professional Human Resources experience in a manufacturing environment

Area Human Resource Manager Resume Examples & Samples

• Develops strategy and leads initiatives to foster positive employee relations, an engaged workforce, a positive culture, and effective communication throughout the plant by working collaboratively with leaders and hourly employees
• Owns the development, application, and interpretation of policies and practices and ensures compliance with all applicable laws and alignment with corporate policies
• Actively participates and partners with all support functions (safety, accounting, quality, etc.) with emphasis on safety
• Develops and executes diversity and inclusion strategy
• Coaches leaders on how to resolve employee relations issues
• Partners with plant leadership to consistently and fairly apply disciplinary actions, coaching and improvement plans
• Responds to employee complaints by leading investigations, researching issues, managing Connect Call responses, and serves as a contact person with outside agencies
• Builds a working partnership with the corporate Employee and Labor Relations department, corporate legal counsel and other HR business partners
• Partners with Employee Relations to develop and negotiate union contracts
• Special projects and initiatives
• Develops recruiting strategies to attract and retain top talent for both salaried and hourly positions
• Creates workforce development analysis and strategy in cooperation with management teams. Manages selection process to include screening, interviewing, assessing candidates, and recommending finalists
• Implements diversity strategies and ensures recruiting strategies and sources are focused on achieving diversity goals and Affirmative Action Plans
• Influences and implements corporate wide programs related to performance management, talent and succession planning, and career development
• Develops learning and development strategy to include analyzing needs, delivering training, securing corporate training resources, and analyzing results
• Ensures leaders and other top talent are being developed and retained
• Ensures compliance related to recruiting and required training
• Make sure successful on-boarding of all levels of employees
• Manages compensation program overseeing variable pay plans, monitoring compensation program and developing/executing production wage strategy
• Undergraduate degree in Human Resources, Business Administration, or related field required
• Seven (7) years’ experience (minimum) in Human Resources with concentration in employee relations and manufacturing required
• Strong leadership, communication skills (in both small and large groups) and ability to influence, lead, and drive change in a complex manufacturing environment required
• Ability to manage HR functions for multiple sites/across business units
• Acts with integrity and is confidential
• Ability to engage and include all levels of employees in a manufacturing facility
• Ability to effectively work within an operating company structure and to collaborate with local, regional, and corporate HR and Business Unit teams to achieve company and plant objectives
• Proficiency in various computer software, including MS Office, eTime, Workday
• Possesses strong ability to act strategically, make insightful decisions, and execute with focus and accountability
• Must be agile, responding to business needs while inspiring and influencing others to grow
• Ability to travel minimum 10%, may require more as needed
• Flexibility to relocate in the future for career advancement opportunities
• Experience and career history with "Fortune 500" type companies strongly desired
• Master’s Degree in Business Administration (MBA), Human Resources, Labor Relations, or a related field is preferred
• Human Resources certification (SPHR, PHR, SCP)
• Industrial labor relations experience
• Familiarity with ADP/eTime/Kronos payroll and Workday systems
• Project management experience applicable to Human Resources, cross-functional initiatives and knowledge of Lean Manufacturing/Continuous Improvement
• Working knowledge of financial statements/principles/concepts
• Bold leadership style/personality to build and sustain relationships at all levels in the organization, and courage to respectfully challenge others to make solid business and people decisions
• Bachelor’s degree in Human Resource Management or a related field
• Minimum of 3 years HR generalist experience, preferably in a position with supervisory experience
• Minimum of 1 year operating HRIS software
• Strong working knowledge of state & federal employment regulations as well as compliance in government reporting for those things affecting human resources
• Microsoft word, excel, outlook and powerpoint
• Strong communication skills to present the company’s position to employees, management and community groups
• Ability to travel within the US up to 10% of the time
• PHR certification (Professional in Human Resources)
• Experience in a manufacturing or production environment
• 2017-04-30-07:00
• Provide HR support across multiple plants at the site
• Partner with client group to understand the longer-term functional & business needs and integrates HR work products and services to meet those needs
• Remove barriers to success for client group; understand the HR work process; challenge when necessary; ensure process integrity and flexibility to advantage clients
• Identify and lead strategic HR issues at the site
• Collaborate with other HR professionals ensuring seamless HR service and optimal efficiency for the site
• Apply employment laws and legislated requirements with respect to human resource management
• Ensure successful local implementation and application of HR policies and programs, both local and global
• Partner with client group to understand the functional and business needs and integrates HR work products and services to meet those needs
• Provide feedback to local / regional HR CoE colleagues regarding local implementation issues and local needs in the various technology areas
• Educate and provide counsel to assigned leadership and employee populations on application of HR solutions, resources, policies and work processes
• Support change management processes to influence and shape desired culture
• Coordinate responses to information and data requests
• Collaborate across HR to ensure seamless client delivery, seeking business and/or functional input and feedback where necessary
• Minimum of 3 years of HR experience with demonstrated knowledge of HR practices and solution
• Ability to work as a team member to meet client’s needs
• Demonstrated ability to build relationships with clients through expertise and consultation
• Good interpersonal effectiveness skills, including but not limited to conflict resolution, effective two way communication, and negotiation
• Ability to prioritize and work independently with minimal supervision
• Ability to analyze data and situations, make recommendations and assist with implementation
• Ability to learn key work processes within the client's function/business
• Ability to learn key talent practices within functions
• A minimum requirement for this U.S. - based position is the ability to work legally in the United States on a permanent basis (must be a U.S. citizen, U.S. Permanent Resident or qualifying Asylee / Refugee)
• Bachelor's degree or higher in Human Resources or a related field
• Demonstrated knowledge in HR technologies, tools and processes; employment labor policies, laws and legislation
• Knowledge of employment laws
• Experience in Chemical, Oil, or Gas industry
• Experience with Organizational Design
• Knowledge of EBITDA
• Minimum of six years of total HR Generalist/Manager experience
• Must be able to build rapport with all levels of the organization and establish trust and credibility with the plant population
• Must be able to exercise influence and guidance to plant leadership team, direct reports as well as to employees throughout the organization. This position also requires skills in problem solving, performance management, forecasting, short and long range planning as well as conflict resolution
• Human Capital Planning (HCP): Partner with the division and functional leaders and HR business partners in the development and implementation of key HCP initiatives at the division and business group level, including succession management and talent career mapping/advancement
• Performance Management: Lead the facilitation of high-level management team reviews (MTRs). Counsel and coach plant operating committee members in performance management processes
• Bachelor's degree or higher from an accredited university
• Minimum five (5) years of Human Resources experience
• Master’s degree in a human resources field or MBA from an accredited university
• SPHR or PHR certification and/or other progressive continuing education in an HR field is valued
• Experience in manufacturing HR practices
• Comprehensive knowledge of 3M’s global strategy, business areas, structure and organization, as well as of the external market
• The successful candidate will have a proven track record of delivering strong results, possess strong business acumen and be able to work in a challenging environment
• Manage all labor relations functions, including but not limited to: negotiations, grievance resolution, arbitrations, and the administration of collective bargaining agreements
• Develop and maintain a positive partnership with union leadership to ensure sustainable business operations and results
• Manage all compliance related issues including NLRB, EEOC, OFCCP, OSHA, and Workers Compensation matters
• Coach Managers and Employees through complex performance management issues
• Administer compensation program; monitor performance evaluation program and revise as necessary
• Develop and maintain affirmative action program; file EEO-1 report annually; maintain other records, reports, and logs to conform to EEO regulations
• Maintain compliance with federal and state regulations concerning employment
• Support the succession planning of mill talent and work with key leaders to administer reviews and performance plans
• Work with corporate and local universities to help develop Domtar’s brand; support full cycle recruiting efforts
• Ability to work effectively both independently, collaboratively and cross-functionally with internal and external stakeholders
• Strong analytical skills and timely decision making ability
• Good communicator at all levels of organization to include listening, writing and presenting
• Self-sufficient, results-oriented with a commitment to quality, service and customer satisfaction
• Ability to influence and lead
• Strong conflict resolution and performance management skills
• Open-minded and outside of the box thinker

Senior / Human Resource Manager Resume Examples & Samples

• Develop the annual manpower and people plan with various supporting information to obtain management approval and to execute within agreed parameters
• Design and deliver people strategy with transformational focus aim at improving cost, customer experience, leadership capability, talent development and employee engagement
• Acquire the right capability and talent to support the operational current and future needs
• Plan and design of appropriate strategies, interventions and program for talent and manpower retention
• Overall co-ordinator for talent management for business unit in Consumer Group to interface with Talent Teams of both SG and Optus. Responsible for planning the talent reviews, updates, nomination, talent project planning and execution within the assigned Consumer Group BU. Strengthen the engagement of our people through appropriate interventions and advocacy programs
• Coach and advise managers on strategic and operational HR matters and initiatives
• Act as a point of escalation and adviser on performance management and disciplinary matters
• Deliver an efficient and effective HR service to the business
• Support the Company’s mission, vision, values and goals in the performance of daily activities
• Provide key input into the development of departmental strategic goals along with identifying key measurable to support the departmental goals
• Maintain positive colleague relations through effective communication and prompt attention to colleague concerns
• Assist salaried colleagues in preparing and documenting disciplinary action
• Provide support to salaried colleagues on company policies and procedures
• Maintain applicant files and records as required by federal and state law
• Coordinate applicant testing through external third party/internal testing administration
• Conduct reference checks and background investigations for all applicants
• Maintain required hourly manning levels
• Champion orientation program for all new hires
• Conduct exit interviews with all salaried terminated Colleagues
• Coordinate all internal postings and transfers
• Champion the execution of the annual plant-training plan
• Maintain training records for all colleagues
• Administer the company benefit plans by servicing the plant on a daily basis
• Functions as the primary contact with the insurance companies and with Corporate Benefits
• Counsel terminated colleagues of their options under the COBRA guidelines. Notify corporate benefits of the termination so the appropriate paperwork is sent to the colleague
• Functions as the plant contact for the 401K plans for hourly and salaried colleagues
• Maintain accurate attendance records for all hourly colleagues and prepare disciplinary write-ups as necessary
• Assist in processing all MESC forms and represent the company at all unemployment hearings
• Maintain all active and terminated hourly files in compliance to federal and state employment laws
• Responsible for verifications of employment
• Champion colleague relations “fun activities” (ex. Plant Picnic, Christmas Party) and community service activities (ex. Blood Drive, United Way, etc.)
• Tracks and reports department metrics on a monthly/annual basis
• Initiates recommendations for improved processes, structures and approaches and follows through with design and implementation
• Support plant activities towards achieving customer awards and Quality registrations (ex. TS 16949/ISO14001, Pentastar)
• Assist supervisors in preparing all accident reports for identification of root cause and corrective action
• Responsible for following all internal and OSHA required safety procedures in performing all daily work activities
• Adherence to all company policies and procedures (ex. Quality Policy Manual, Colleague Handbook, Level II procedures, etc.)
• Provides leadership on HR issues to colleagues in the plant
• Ability to identify, select, train and coach management talent
• Bachelors Degree in Human Resources, Business (or equivalent experience)
• Minimum of three (3) years of experience in human resources
• Ability to work well with others in a team environment
• Proficient in Microsoft Office software
• Partner with business leaders to develop department human resource strategies and plans in support of Company goals and objectives
• Continually drive the organizational talent agenda though effective and proactive performance management, succession planning and leadership development
• Advise and consult with business partners on effective use of change management and organizational design/development principles
• Act as a coach and mentor for leaders and associates
• Serves as a resource for Managers and Associates and effectively handle associate employee relations issues
• BA / BS – with emphasis in Human Resources Management or related business experience; SPHR or PHR certification a plus
• Advanced business acumen, strong interpersonal and influencing skills and creative problem solving mind-set
• At least five years of progressive human resource management experience with experience in change management, and organizational design/development
• Ability to work with a diverse workforce and cross-functional teams to build strong business partner relationships
• Partners with upper management to plan, develop, implement and administer various human resources plans, policies, practices and procedures for all company personnel. This includes developing and planning new strategies and tactics in order to keep pace
• Formulates total compensation strategies and programs that will keep the company competitive. Manages compensation approaches such as job evaluation, salary grades, incentive eligibility, etc., assuring they are consistently applied throughout the
• Leads the investigations and resolution of disputes/claims to ensure fairness and due process are delivered when employee complaints surface
• Interact with other departments and managers/supervisors to establish and attain goals
• Travel with overnight stay will be required, but not extensive
• Bachelor’s degree in Human Resources or related field and/or equivalent experience (5-10 years)
• Must possess knowledge of employment and labor law, human resources processes and employee relations practices normally acquired through completion of a four year degree in human resources management or a business discipline and five or more years of experience
• Proficient math and computer skills with knowledge of Microsoft Office (Word, Excel, PowerPoint, Outlook)
• Excellent verbal, written and presentation communication skills
• Proven ability to perform and maintain a positive attitude and work safely
• Able to work independently and under time constraints
• 5450 W. Gowen Road
• Success in creating and driving effective development, employee relations, retention and reward programs
• Being an enthusiastic team player with a strong drive to create a positive work environment
• For us, key strengths are recognized as - flexibility, fantastic communication skills and huge amounts of drive
• The ability to be comfortable with high volume workload and not be afraid to "roll up your sleeves"
• A strong solutions focus and comfortable working in an environment which demands strong deliverable's along with the ability to identify problems and drive appropriate solutions
• Bias for action, strong work ethic, and desire to achieve excellence

Divisional Human Resource Manager Resume Examples & Samples

• Provide professional level service and results as it pertains to HR core functional knowledge of employee relations, recruitment, performance management, compensation, benefits and training and development
• Partner with region management on all HR activities and enhance corporate and regional business processes as opportunities are identified
• Ensure HR is aligned with regional business initiatives
• Ensure that issues are handled in a consistent legal manner (Federal, State, and Local compliant) or through adherence to company policy, insuring limited exposure to the company
• Develop strategies and tactics to address performance problems and opportunities in the organization
• Minimum of 10 years progressive Generalist experience or combined specialist experience in employee relations, staffing, training or talent development
• Experience with managing other HR professionals
• Demonstrated experience with skills as defined above
• Experience in a construction, heavy industrial or related industry a significant plus
• Experience with heavy emphasis on talent development or succession programs, a significant plus
• Assists with development and implementation of HR programs to source, recruit, hire, develop and train Management associates to fill vacancies and to provide candidates for the future growth of the Company
• Meets all retention goals set by the Company
• Administers all recognition programs
• Establishes a store level communication program to include: Newsletter, handouts, meetings, check stuffers, etc
• Resolves associate issues
• Carries out Supervisory responsibilities in accordance with the Company’s policies and applicable laws, including: interviewing, hiring & training, planning, assigning and directing work; measuring and evaluating performance; rewarding and disciplining associates; addressing complaints and resolving problems
• Bachelors Degree in Human Resources, Business or Social Sciences
• A minimum of 5 years of progressively responsible experience in Human Resources
• Strong knowledge of human resources legislation, processes and procedures
• Excellent management skills, problem solving, conflict resolution skills, change management, operational management skills, decision making and analytical skills
• Ability to effectively coach team members and manage through complex and difficult situations
• Sound judgement related to making decisions and interpreting policies, procedures and regulations
• Strong interpersonal, organizational skills and mathematical ability
• Team management and proven experience motivating, mentoring and coaching a diverse team
• Able to travel globally occasionally for business
• Provides leadership, mentoring and coaching to the leadership team and all salaried staff. Responsible for the development, performance feedback, direction and leadership of all colleagues including mentoring, coaching, counselling and corrective action when situations dictate
• Provide direction and leadership consistent with Company’s business plan goals
• Plans and delivers Corporate and customized HR services in support of company, department and regional objectives
• Act as the key contact for all employee and labor relations issues
• Maintain high standards of housekeeping throughout the location
• Provides model behaviour to demonstrate corporate values
• Provide key input into the development of the company/business unit strategic business plan and identify and track key measurable to support company business plan goals
• Provides direct leadership and supervises human resource colleagues. Ability to identify, select, train and coach management talent
• HIRE THE BEST PERSON FOR THE JOB (Recruitment and Hiring Process)
• Sonesta Hotels & Other Outlets Discounts
• Long term Disability

Country Human Resource Manager Resume Examples & Samples

• Serve as the primary strategic partner to the business, developing HR strategies, needs assessments and resulting HR solutions
• Responsible for ensuring the effective “delivery” of all HR programs and services
• Responsible for HR results in the business, including client satisfaction, HR effectiveness and associated financial results
• Establishes, builds and maintains strong relationships with key HR partners from all Practice Areas and Service Centers to ensure elements of HR are successfully coordinated to meet business needs; includes relationship management, leadership, HR roles/responsibilities, and service delivery commitments
• Be the ambassador of the HR organization to represent the services and resources available to the business and help manage the collective reputation of the HR organization as a whole
• Determine the requirements of the business by performing needs assessments to diagnose human capital issue
• Act as a broker between the needs of the business and corporate HR by developing solutions that support the long-range objectives of both
• Establish, build and maintain strong relationships with key HR partners to ensure elements of HR are successfully coordinated to meet business needs
• Proactively Identify and address changes in the business landscape that impact human capital Issues
• Translate corporate HR strategic initiatives into actionable and tailored plans for the business
• Build the organizational talent pipeline by planning and contributing to key develop
• Implements the HR strategy and operations within the business area
• Monitors progress against metrics and milestones, coaching leadership as needed
• Actively monitor and Support Talent Acquisition Team to ensure Best In Class Talent is joining the team
• Participate in and lead Organizational Development activity as it relates Innovation, Craftsman and Central Engineering Functions
• Facilitate annual review/ goal setting process and manager in preparation of organizational reviews
• Aligns HR programs and initiatives to business objectives
• Supports the Method for delivering Functional Excellence
• Collaboration – promotes cross-business and cross-functional communication, sharing and teamwork
• Standardization – drives development and consistent application of HR Standard Operating Procedures
• Improvement – initiates new and innovative communication practices to promote and reinforce a strong culture
• Directly plan and carry out policies and programs relating to all phases of the human resources activity, including talent acquisition, employee relations, Diversity, compensation, training and development
• Abide by the division Equal Employment Opportunity and Affirmative Action policies, ensuring adherence to corporate and divisional commitments as well as adherence to all legal requirements
• Three to Five years’ experience with in HR
• Minimum of Bachelor's Degree. Preferably in Business Administration or related discipline with in depth knowledge of human resources management
• Employment Law/ Employee Relations
• Labor Law/ Labor Relations
• Strategic Problem Solving
• Leadership Development
• Talent Acquisitions
• Bachelor’s degree in HR, Business, or related field
• 5 years’ experience in HR
• 2 years’ experience in lieu of a degree
• Prefer start up, growth organization and enterprise level experience
• Experience with Talent Planning, Transition and Change Management and Organizational Development
• Ability to be flexible and adapt with change
• High sense of urgency, accountability and bias for action
• Strong communication, influencing and consultation skills
• Strong team work and matrix management abilities
• High level of discretion to confidential material you will be
• Develops and administers various human resources plan and procedures for all company personnel
• Plans, organizes and controls all activities of the department. Participates in developing department goals, objectives and systems
• Implements and annually updates the compensation program; rewrites job descriptions as necessary; conducts annual salary surveys and develops merit pool (salary budget); analyzes compensation; monitors the performance evaluation program and revises as necessary
• Develops, recommends and implements personnel policies and procedures; prepares and maintains handbook on policies and procedures; performs benefits administration to include claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost-effectiveness, information activities program and cash flow
• Works with Sr. Human Resources Manager to develops and maintain affirmative action program; files EEO-1 annually; maintains other records, reports and logs to conform to EEO regulations
• Conducts recruitment effort for all exempt, nonexempt and temporary workers; writes and places advertisements; works with Human Resources Coordinator and supervisors to screen and interview candidates; conducts reference checking; extends job offers; conducts new-employee orientations; monitors career-path program and employee relations counseling; conducts exit interviews
• Establishes and maintains department records and reports. Participates in administrative staff meetings and attends other meetings, such as seminars. Maintains organizational charts and employee directory
• Evaluates reports, decisions and results of department initiatives in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed
• Ensures compliance with all federal, state and local employment laws
• Bachelor’s Degree in Human Resource Management / Business OR equivalent education and experience
• 1-3 years’ HR Generalist work experience required; 1-2 years’ experience as HR Manager preferred
• Compensation planning and design experience highly preferred
• Knowledge of personnel management policy, procedure, and practice; plus state and federal laws
• Prior experience working with remote employees, i.e. Sales, Field Technicians, System Engineers, etc
• Ability to manage and organize multiple projects simultaneously
• Proficient in Microsoft Office Suite, especially Word, Excel, PowerPoint, and Vizio
• Demonstrates true leadership qualities: Respect, Accountability, Integrity
• Ability to build relationships and work collaboratively and independently
• Excellent communication skills; comfortable presenting and communicating new ideas to various levels of the organization
• Excellent project management skills, deadline driven and detail oriented
• Able to maintain an extremely high level of confidentiality
• Masters Degree preferred (HR, Business, Management or related field)
• Professional Certifications: PHR/SPHR/GPHR, SHRM-CP/SHRM-SCP
• Proficiency with SAP-HR and Success Factors systems
• Experience in manufacturing operations management outside of Human Resources
• Plan, coordinate and manage the human resources function for the Jacksonville center
• Recommend new and revised policies and procedures affecting the human resources function; coordinate with other departments to ensure compliance with overall center objectives
• Manage the recruitment, screening and selection of qualified applicants with the hiring supervisor; advise in salary decisions; extend approved employment offers and coordinate the processing of all job references for new employees, including verification of previous employment, educational attainment, and degrees; oversee new employee orientation
• Develop annual staff training plan, provide staff training, and manage staff training delivery and documentation of training
• Develop departmental budget; monitor and control expenditures; review and recommend changes to budget authorizations
• Regularly assess and audit department for contractual compliance and quality of services to staff and students; prepare audit and assessment reports
• Serve as resource for staff and management regarding policies, procedures, benefits and programs
• Act as counsel to management on employee discipline matters, grievances, and employee morale; forward grievance, discrimination charges, requests for termination and other critical human resource matters to the center director for recommendation, review and coordination with the corporate office
• Manage employee evaluation system to ensure effectiveness, compliance, and equity within organization; ensure evaluation forms are prepared and submitted in a timely manner
• Administer center wage and salary program, including salary and personnel changes, performance evaluations, evaluation of job descriptions, personnel records and reports, salary structures and surveys
• Manage and administer benefits program for life, health, dental, and disability insurance and 401K plans to ensure uniform application and interpretation of policy and procedures; and ensure entry into appropriate electronic and hard copy tracking systems
• Develop and manage employee recognition program in coordination with center director and management staff
• Manage the center affirmative action compliance and equal employment opportunity, and all related compliance processes and reporting; advise and assist supervisors in employee relations and benefits matters
• Forward grievance, discrimination charges, requests for termination and other critical human resources matters to the center director for recommendation, review and coordination with corporate office
• Assist the center director in all matters requested and act as a central point of contact with outside agency inquiries on employment related matters
• Process paperwork for terminating employees, perform exit interviews, and employee attitude surveys and report results to center director
• Participate in student employability programs and activities
• Maintain accountability of students and property; adhere to safety practices
• Cultivate and maintain a climate on center, which is free of harassment, intimidation, and disrespect to provide a safe place for staff and students to work and learn
• Promote the development of career success standards through modeling appropriate skills, mentoring students, monitoring student skill acquisition and intervening when inappropriate behaviors are observed; provide regular feedback to staff regarding mentoring and intervention techniques
• Recruit for salaried and hourly staff and conduct new hire orientations
• Perform counseling, disciplines and terminations as necessary
• Schedule and facilitate training as necessary
• Manage the safety program audits, accident prevention, first-aid treatments, investigations, worker's compensation, and training
• Assist in the administration of associate benefits including open enrollment
• Plan and coordinate activities & training to promote wellness program
• Plan and coordinate company sponsored associate activities and events
• Develops, implements & administers positive employee relations programs for the Auburn facility that are consistent with those of the Vehicle Group-North America
• Maintains positive relations with the UAW bargaining unit while contributing to the attainment of the strategic and profit plans and working within the principles of the Eaton philosophy
• Facilitates the design and implementation of impactful change initiatives that ensure the best possible solution for all major constituents, including employees, customers, shareholders, etc
• Participates in driving the Eaton Business System, including the HR Operating Review, Operational Assessment, Lean and other core organizational initiatives to ensure standardized, high quality processes throughout Auburn
• Ensures all human resource policies and programs are in compliance with governmental and other regulatory requirements, such as EEOC, AAP and OFCCP
• Facilitates teams and inclusion activities aimed at improving various Employee Engagement Survey scores
• Coordinate training and development programs, including new employee orientation, to meet the needs and objectives of individuals and departments
• Directs the administration of benefit programs (both hourly & salaried) at the facility, consistent with Corporate guidelines. Recommends benefit program modifications where appropriate
• Direct and coordinate the recruitment, selection and promotion process of applicants to meet salaried requirements
• Manages the performance appraisal system, salary planning and organizational capability/succession planning processes across the site
• Minimum 5 years HR work experience
• Master’s Degree in human resources or an MBA with a human resources concentration from an accredited institution
• 1 year of experience managing direct reports, including professional salaried positions
• At least 1 year of union experience in a manufacturing environment
• Specialized knowledge of the interpretation of laws, regulations and standards, and enforcement agencies for equal employment opportunities, safety, wage and hour, unemployment, and workers’ compensation
• Strong labor relations skills, including labor law knowledge, contract negotiations & daily contract administration
• Maintains compliance with state and federal employment laws as well as company policies and procedures
• Tracks and reports on HR metrics for multiple facilities
• Tracks employee statistics for mandatory government reporting
• Provides direction to ensure fair and equitable administration wage and benefit programs
• Maintains positive employee relations ensuring union-free environments, including the identification of breaches of culture/values that impact the work environment
• Investigates employee relations issues and partners with managers for resolution
• Analyzes turnover to identify trends and develop retention strategies
• Ensures the availability of an adequate, well trained workforce to support the operational goals of the facility by partnering with operations to recruit and retain a diverse workforce that will provide the skills needed to make the organization successful: sources candidates, screens resumes, arranges interview team schedules, ensures compliance to all company policy and procedure related to hiring
• Responsible for administering company Performance Management program
• Provides counsel and leadership coaching (360's) and partners with managers in the development and execution of employee development plans
• Drives and executes company HR initiatives
• Oversees and/or conducts new employee orientation, conducts training, including management development training in HR related areas (interviewing, coaching etc.)
• Ensures employee files are maintained in accordance with company policy
• Assists with benefits enrollment; conducts annual enrollment
• Supports the facility safety programs, including training and OSHA relations. Participates on safety committees. Investigates accidents and maintains OSHA log
• Works with TPA to manage worker’s compensation claims
• Represents company at unemployment hearings and other employee-related proceedings
• Requirements include BA/BS and a minimum of 5 years’ human resources management experience. PHR/SPHR preferred

Div Human Resource Manager Resume Examples & Samples

• New hire processing
• Assist managers with employee concerns on disciplinary action
• Make managers aware of company policies relating to certain management responsibilities
• New hire orientation
• Reference checks
• Conduct benefits Open Enrollment meetings
• Be available to answer employee questions concerning benefits and HR policies
• Responsible for division payroll. Distribute timesheets and paychecks to all division staff twice monthly. Collect, review, correct and obtain approval of timesheets. Input hours and vacation time for forward to Corporate
• Process salary increases, bonuses, transfers, promotions and terminations
• Maintain vacation calendar and notify department managers of vacation/sick/personal time balances
• Administer worker's compensation for division
• Make sure all HR regulations are followed
• Help train staff
• Manage subordinate administrative staff
• Maintain division organizational chart
• Manage all aspects of office management
• Supervise office personnel (receptionist, office assistant, etc.)
• Insure compliance with and provide legal postings for construction, sales and division offices
• Responsible for the purchase/lease and maintenance of office furniture and equipment, i.e. copiers, fax machines and telephone system
• Maintain coffee service, water, Office Depot, UPS and FedEx accounts
• Annual review of vendors used by office (water, first aid, shirts, office supplies, florist, coffee company)
• Review, approval/troubleshooting invoices for above
• Fill in for subordinates when necessary
• Special projects (holiday party, set up flu shots, order employee gifts, plan company functions, fire extinguisher inspections)
• Monitor office expenses
• Administers, oversees, and/or supports for the Northeast Region, several of the following human resources areas: employee relations, compensation, benefits, EEO, training, talent acquisition, performance management, employment issues in acquisitions, and any other HR related areas
• Advises and participates in the planning, development, and administration of human resources strategies and policies
• Acts as an internal consultant by analyzing and recommending solutions to human resources issues
• Conducts internal investigations on employment issues, including complaints involving discrimination or harassment and recommends appropriate action at the conclusion of the investigation
• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters
• Coordinates and/or conducts exit interviews to determine reasons behind separations
• Coordinates and/or conducts new hire orientation and assists with onboarding new employees
• Participates on committees and special projects
• Previous Oil and Gas Industry experience preferred
• Working knowledge of state and federal employment laws such as FMLA, FLSA, Title VII, etc
• Demonstrated knowledge and ability to use organizational development principles and best practices to assist management with their workforce planning needs, including with talent acquisition and development
• Key skills include project management, influencing, negotiating, leadership, vendor management and analytical skills
• Solid time management skills; ability to handle multiple projects, meet deadlines and function independently and efficiently in a fast paced environment
• Problem solving with ability to recognize issues and deal with them directly
• Ability to communicate clearly, verbally and in writing with employees at all levels
• Excellent organizational skills and work habits
• Previous oil and/or gas industry experience preferred
• Usually, normal office working conditions
• Must be able to remain in a stationary position 50% of the time due to prolonged periods of sitting or standing
• May require overnight travel between 30-40% of the time
• Occasional visits to field setting may be required which could cause exposure to hazardous materials such as combustible, flammable, toxic, carcinogenic and other chemicals, as well as extreme temperature conditions and loud machinery
• Coaches managers in performance management including addressing performance issues, rewarding superior performance, and communicating performance expectations to employees, develops succession plans, and employee development
• Participates in tactical and strategic planning forming a partnership with the Plant Manager
• Reviews production efficiencies and looks for ways to improve
• Ensures policies and procedures are followed and reinforced amongst the employees
• Handles open enrollment and assists employees with questions or issues
• Leads the Health & Safety program assessing needs and assisting safety committee to prioritize compliance and regulatory issues in an organized manner
• Keeps abreast of training opportunities and makes recommendations to management; coordinates and ensures all training is documented
• Participates in compensation, personnel policy and procedure surveys, ensuring that the compensation program aligns with company goals
• Administers Workers Compensation Program including maintaining required records and reports and transitional work programs (as needed)
• Conducts recruitment efforts; works with supervisors to screen and interview candidates; conducts reference checks; extends job offers; employee relations counseling; conducts exit interviews
• Advises management in appropriate resolution of employee relations issues
• Takes a leadership role in planning and implementation of special events such as company grill outs and celebrations
• Supervises the HR staff. Plans, organizes, and monitors all activities of the department
• Executes and maintains a variety of new HR programs including payroll, compensation and benefits, recruiting, on-boarding and training
• Maintains compensation plan be participating in salary surveys, conducting job evaluations, monitoring individual pay changes, recommending, planning, recommending, and implementing salary range changes
• Oversees and participates in recruiting/on-boarding of new employees
• Maintains employee benefits programs and informs employee of benefits by studying and assessing benefit needs, trends and legal requirements; recommends benefit plan changes to management; designing and conducting annual training on benefits offering
• Formulates, plans and implements policies and procedures as approved
• Creates and maintains staff information records and personnel documents, such as job descriptions, employee handbooks and employment letters
• Any other duties/responsibilities as assigned by Management
• Performs routine assignments in the manager role
• Uses existing procedures to solve routine or standard problems; receives instruction, guidance and direction from others
• A bachelor's degree required
• A bachelor's degree relevant to HR Management, Psychology preferred
• At least 7 to 10 years’ experience of HR in specific industries
• 3+ years in a management role with direct reports
• PHR/SPHR certification preferred
• Manages and implements the performance appraisal review system
• Is an integral part of the business team, attends all scheduled meetings and contributes actively with proper preparation
• Interviews, selects, trains, appraise coaches, counsels and disciplines departmental employees/managers according to company standards
• Evaluate changes and trends in market compensation and makes recommendations
• Measures employee satisfaction through surveys, round tables, and one-on-ones with team members
• Anticipates and addresses employee relations matters, responds timely to employee inquiries and is proactive in promoting team member satisfaction
• Interacts in a positive way with other departments to ensure a luxury guest experience
• Partner with local business leadership to ensure that human resources strategies are aligned to maximize business results; provide guidance and counsel to leadership and management on human resources policies and procedures, as well as proactively identify any potential legal issues
• Drive innovation by recommending and implementing new policies, procedures and best practices that align with company goals
• Focus on employee relations for all levels of employees, as well as temporary workforce management. Conduct formal investigations, as necessary, and coach managers on appropriate disciplinary procedures and actions
• Deliver innovative human resources solutions through data-driven decision making and research
• Drive the development and adoption of VMCs culture by championing our Core Values, coaching managers and business leaders, and leading by example
• Prepare and review human resources data and metrics, analyzing trends, summarizing results, identifying opportunities
• Facilitate both compliance-related as well as leadership oriented development programs and trainings
• Contribute insight and influence direction of core HR processes to include performance management, employee relations, compensation planning and succession planning
• Partner with local recruiting leadership to drive our talent acquisition strategy to identify and attract high quality, in-demand talent. Coordinate recruitment efforts with hiring managers and leaders, being hands on where needed. Continuous improvement of on-boarding and off-boarding processes
• Maintain knowledge of industry trends and employment legislation and ensure compliance
• Provide general HR leadership for Montreal and other Canadian locations with local on-site and Employee Relations staff
• 7+ years work experience in an HR Generalist/Manager capacity with progressively increasing responsibilities
• Bachelor's degree in related discipline or equivalent education and experience
• Fluent in both English and French
• Experience supporting employees and leaders in the information technology industry, specifically locations of 300+ employees
• Deep Technical HR expertise including employee relations, compensation, benefits, payroll, training, and leadership development
• Deep knowledge of Canadian laws and regulations, to include local Quebec laws. Experience driving Bill 101 compliance for local Quebec organization (preferred)
• Champion of Volt's Core Values such as, Integrity, Customer Centricity, Ownership, Innovation, and Teamwork
• Proven ability to effectively partner with business leaders, build trusting relationships, and drive collaborative solutions aimed at maximizing business value
• Develop and recommend HR strategies specific to the Montreal office and Canadian workforce. Drive innovation by recommending and implementing new policies, procedures and best practices
• Direct experience guiding an organization through significant cultural change. Experience with change management practices and techniques
• Generalist experience working across most HR disciplines with strong employee relations, operational efficiency and organizational development skills
• Ability to support and implement strategic human resource initiatives
• Strong organizational and leadership skills, able to lead and prioritize conflicting demands
• Strong analytical skills. Experience using and presenting data to make decisions
• Experience building and driving cross-functional projects and initiatives
• Ability to work autonomously and lead Canadian HR function with minimal oversight
• Ability to partner well with others (both HR and business), work well within a team, and function independently when necessary
• Recruits, interviews, assists in selection of, and administers pre-employment testing of candidates to fill vacant hourly and salary personnel positions
• Assist and support managers in creating, revising job descriptions
• Post employment ads and maintain Success Factors online recruiting system
• Utilize Interview Architect for recruiting salaried employees
• Updates and maintains computerized personnel files in Viewpoint as necessary
• Work with Supervisors and Managers to ensure that employee performance evaluations are completed in a timely manner
• Build trust among employees, managers and colleagues within the organization
• Provide guidance and support to the organization which may include performance issues, PIP, job descriptions, terminations/disciplinary actions, layoffs, reduction in work force, EEO complaints/lawsuits
• Coordinate employee relation events such as new employee orientations, training events, Holiday parties, summer employee events, etc
• Administers Affirmative Action and EEO programs
• Understand the laws, rules and regulations for the states that we operate in and be a resource for the organization
• Work with the HR team to revise HR policies as needed
• Assist with DOT files
• Administrative functions
• Work with Third Party Administrator to conduct drug and alcohol testing
• Actively protect confidential information
• Travel 30% of the time
• Conduct internal investigations and prepare documentation of the results, provide corrective action recommendations
• Bachelor’s degree in HR, Management, Industrial Relations, Industrial Psychology or related field
• 2-4 years experience in an HR administrative position or 1-2 years HR Manager experience; or combined education and experience equivalent
• Must be extremely organized and able to prioritize duties at all times
• Excellent computer skills and proficient in Word, Excel, Outlook, etc
• DOT and SOX compliance knowledge is a plus
• Must have excellent customer service and communication skills
• Must be able to driven to succeed, have sense of urgency, be able to multi-task and work in a very fast paced environment

MGR, HR-human Resource Manager Resume Examples & Samples

• Develop local policy and procedures consistent with company human resources strategies and systems and state and federal employment law
• Plan and implement human resources programs for specific areas of human resources management
• Provide direct supervision to exempt and nonexempt employees
• Establish and recommend changes to policies which directly affect other organizations
• Maintains a clean and safe work environment
• Follows all SOP and safety guidelines
• Maintains a high level of quality in work performed
• The individual in this position must be capable of performing all of the essential functions with or without a reasonable accommodation
• Drives progress against metrics and milestones, coaching leadership as needed
• Actively monitor and Support Talent Acquisition Team, external and internal, to ensure Best In Class Talent is joining the team
• Participate in and lead Organizational Development and Employee Engagement activity within Finance Functions
• Aligns HR goals, programs, and initiatives to business objectives
• Directly plan and carry out policies and programs relating to all phases of the human resources activity, including talent acquisition, employee relations, diversity, compensation, training and development, employee engagements, performance management
• Minimum five years’ experience within HR
• There is one permanent, full-timeposition
• This recruitment will be used to establish a list of qualified applicants to fill the current vacancy and may be used to fill future human resource vacancies as they occur
• This position is management service, supervisory
• A) development of program rules and policies,
• B) development of long- and short-range goals and plans,
• C) program evaluation, and
• D) budget preparation
• Experience managing Human Resources (staff, projects, and programs)
• Experience collaborating and building teams
• Advanced knowledge of human resource laws, rules, collective bargaining agreements, policies and regulations
• Demonstrated skill in addressing politically challenging situations with tact, diplomacy and sensitivity
• Demonstrated ability to analyze specific situations, develop conclusions and recommendations and communicate such recommendations clearly
• Provide full range of day to day HR support to Mac Team including staffing, employee relations, performance management, organizational development, benefits, compensation and training & development
• Develops appropriate human resource plans in support of key business needs in a dynamic, changing environment. Develops/implements appropriate change management plans as required
• Consults with management team in aligning performance management and reward recommendations
• Advises Distribution Center Manager and staff concerning HR matters, recommends programs, activities, goals, and procedural changes as required. Counsels employees to improve or correct performance issues and deficiencies
• Provides appropriate staffing to meet manpower requirements, for both hourly and salaried personnel
• Develops and implements effective human resource policies and programs to assist in the maximization of productivity and accuracy in achieving goals and objectives
• Works collaboratively with all functional organizations (at all levels) to deliver expected results consistently
• Identifies opportunities for improvement in processes and makes constructive suggestions for change
• Promotes and champions safety initiatives, ensuring a safe and healthy work environment
• Administers company benefit program
• Administers and coordinates plant safety and worker’s compensation programs
• Bachelor’s degree required and a minimum of 3-5 years experience in human resources
• Distribution and/or Manufacturing Center HR experience
• Strong customer focus, interpersonal and communication skills and ability to work independently
• Critical thinking and problem solving ability: synthesize findings from analysis and draw conclusions
• Consistently demonstrates highest level of personal ethical conduct
• Effective communication skills and ability to present a positive image and interact professionally at multiple levels in the organization
• Essential computer skills (proficient at Word, Excel and PowerPoint)
• Experience with confidential documents
• Ability to function in extremely fast-paced company with high demand for results
• Excellent team building skills to develop and manage relationships required
• Solid understanding and use of software and analytics to manipulate, analyze, and interpret data
• Critical thinking and problem solving ability: synthesize findings from analysis, draw conclusions and provide best practice solutions
• Able to identify, manage, and lead business improvement projects
• Strong facilitation and negotiation skills
• Must have a winning attitude
• Manage site activities to achieve EHS goals and objectives
• Experience in plant’s start-ups is a plus
• Experience with Environmental, Health and Safety programs
• A minimum of 5 years experience in a Human Resources Generalist function
• Experience in a manufacturing, transportation, OR heavy industry environment
• Direct HR leadership experience managing direct reports
• Work directly with business leaders regarding staffing. Ensure appropriate staffing levels, determine business needs and prepare business plans to adequately achive desired headcounts. Communicate with recruiters and ensure appropriate paperwork is completed and submitted
• Ensure all appropriate steps are completed to develop and/or assist in the development of accurate job descriptions. Participate in wage evaluation meetings and ensure all steps are taken to accurately update the appropriate indviduals of results
• Coordinate and manage the work of employees by directing members of the team to meet the area’s goals. Audit regularly to ensure standard operating procedures are being adhered to
• Communicate company and departmental issues and goals and facilitate employee growth and development through weekly team meetings, regular individual employee meetings, coaching, training, and company-offered learning opportunities
• Proficient knowledge of safety practices and procedures
• Effective time management and organizational skills
• Document management system
• Perform under strong demands in a fast-paced environment
• Display empathy, understanding and patience with employees and external customers
• Respond professionally in situations with difficult employee/vendor/customer issues or inquiries
• Serve as a link between management and employees by handling questions, and helping
• Resolve work-related problems
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes
• Perform difficult staffing duties including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures
• Coordinate new employee orientation to foster positive attitude toward organizational objectives
• Identify staff vacancies and recruit, facilitate, interview, and selection of applicants
• Plan, direct supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations
• Plan, organize, direct, control, or coordinate the personnel, training, or labor-relations activities of an organization
• Represent organization at personnel-related hearings and investigations
• Administer compensation, benefits, and performance management systems and safety and recreation programs
• Provide current and prospective employees with information about policies, job duties, working conditions, wages opportunities for promotion, and employee benefits
• Analyze statistical data and reports to identify and determine causes of person net problems, and develop recommendations for improvement of organization’s personnel policies and practices
• Maintain records and compile statistical reports concerning personnel-related data such as nires, performance appraisals and absenteeism rates
• Analyze training needs to design employee development, language training, and health and safety programs
• Oversee the evaluation, classification, and rating of occupations and job positions
• Responsible for establishing and maintaining professional working relations with applicants business professionals and other outside partners
• Ensures that the processes used Comply with company policy and procedure and meets regulation requirements
• Bachelor’s degree in Human Resources or related field
• 5+ years of related HR experience
• Knowledge of a wide-range of HR programs, processes and tools in all areas including recruitment, compensation & benefits, talent management, leadership development, competency development, performance management, communications and progressive HR project work
• Strong HR generalist and project management skills
• Excellent verbal and written communication skills along with strong interpersonal skills to work across functions and various levels
• Experience recruiting through social media, ATS, job boards, and internal referrals
• Ability to do some travel
• Working knowledge of Applicant Tracking Systems (ATS), knowledge of Kenexa BrassRing a plus
• Strong computer skills, including Word, Excel and Power Point
• �Performs recruitment activities, interviews, and evaluates candidates for all open positions. Maintains records related to same. Maintains affirmative action program. Performs outreach to community sources as needed. Participates in job fairs/college fairs as necessary
• Conducts new hire orientation
• Processes personnel action forms and assures proper approvals for all changes within the Human Resource Information system as well as maintain the system for accurate reporting
• Produces weekly, quarterly and annual reports as required by management and/or government entities
• Maintains filing systems, both physical and electronic, ensuring compliance with retention schedule
• Administers 90 day and annual reviews. Ensures reviews are written appropriately and completed in a timely manner
• Reviews merit increases with management as necessary. Analyzes merit increases to ensure compliance with corporate budget
• Counsel employees who have questions about benefit programs, assists employees in resolving insurance-related issues as needed as well as other related employment or policy questions
• Maintains and coordinates employee recognition programs
• Develops and maintains succession plan for top level management at the facility. Coordinates this effort with management team
• Identify training needs for business units and individual executive coaching needs
• Maintains and coordinates educational assistance program
• Coordinates annual open enrollment process. Communicates changes to all employees. Assists employees with the online enrollment process as needed
• Performs monthly benefit audits
• Assists employees with processing qualifying events in the online benefits system
• Submits and tracks workers’ compensation claims for injured employees. Keep in regular contact with the injured employees to encourage a speedy return to work
• Provides contact information to LOA Administrator for leaves of absences, STD, LTD, FMLA programs, and counsel employees as necessary
• Coordinates termination process with management, payroll and employee. Ensures employee receives exit interview and returns company property. In the case of involuntary terminations, prepares appropriate documentation and submits to director for review and analysis
• Communicates changes of various Human Resources policies, procedures, laws, standards and government regulations to employees and management
• Creates and updates Human Resources Budget for facility as required
• Maintains facility organizational charts
• Event Planning and Coordination (i.e. Holiday Parties, luncheons, company picnics, etc.)
• Perform other Human Resources related duties, as required
• Daily availability to include evenings and weekends when necessary to reach goals and deadlines
• Bachelor’s degree required (or equivalent combination of education and applicable HR experience in lieu of degree)
• 5+ years of HR Generalist type experience (referred to as HR Manager in some organizations) experience in a high growth, changing environment with a solid track record of successfully implementing HR programs and initiatives
• PHR certification preferred, but not required
• HR Experience working in a small to medium to sized organization
• Strong technical aptitude (HRIS, Applicant Tracking Systems, etc.)
• Strong attention to detail, process & compliance oriented but understands the grey
• Must have worked in a metrics driven organization with demonstrated understanding how HR impacts the business
• Willingness to travel occasionally to different sites
• Must be computer savvy
• Ability to utilize social media in recruiting, highly beneficial
• Able to maintain highly confidential information
• Excellent interpersonal & presentation skills required
• Excellent writing and grammar skills
• Strong computer skills (MS Word, Excel, and PowerPoint)

Human Resource Manager / Generalist Resume Examples & Samples

• Experience with rapid and complex changing work environment
• The ability to manage multiple priorities simultaneously - orientated on results
• 5+ year’s "hands on" Human Resource experience, managing the entire process (not a staff)
• Minimum 1 year Union experience required
• PHR/SPHR preferred

Related Job Titles

Jobscan > Resume Examples > Human Resources Resume Examples, Skills and Keywords > HR Generalist Resume Examples, Skills, and Keywords

HR Generalist Resume Examples, Skills, and Keywords

As an HR generalist you know that going the extra mile will help you get noticed by potential employers. Use these HR generalist resume samples and skills to help you land your dream job.

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HR Generalist Resume Sample

If you’re an HR generalist, looking for a job may seem like a fairly easy endeavor. After all, you’re a people person and you already know the secret tips and tricks to bypass the applicant tracking system (ATS) and land an interview. Still, looking for a job can be an intimidating task regardless of your HR expertise and experience. It’s best not to overthink the resume-writing process too much, though. Use your HR wisdom in your favor.

Let your HR generalist skills shine through by writing a stellar resume that hits all the skills and keywords a hiring manager will be looking for. If you need a little extra push, we’re here to walk you through the whole process and help you get that job. All you need to do is complement what you already know with the below suggestions on how to put together an HR generalist resume that stands out from the rest.

To get you started, check out this recruiter-approved HR generalist resume example. This can help you get a good idea of how to format your resume.

New Orleans, LA 70032 • (555) 555-1234 • [email protected] • linkedin.com/in/g-kilgariff

HUMAN RESOURCES (HR) GENERALIST

Professional Human Resources Manager with over 13 years’ experience in diverse HR assignments, including talent acquisition, employee relations, performance management, and Alternative Dispute Resolution (ADR). Exceptionally skilled at administering corporate HR initiatives, and prioritizing and managing multiple projects and deadlines concurrently.

Talent Acquisition & Development | Engagement | On-Boarding| Performance Evaluation | Leadership Development | Program Management | Operational Performance | Process Improvement HRIS – SAP | Oracle | Peoplesoft | Payroll / ADP | Regulatory Compliance | Data & Analytics

Drive efficacy in the SAP payroll system by analyzing payroll data. Process a full range of payroll transactions including garnishments, benefit deductions, overtime, bonus payments, and commissions, bi-weekly for over 5,000 exempt and nonexempt employees in multiple states.

• Complete weekly and bi-weekly payroll, including adjustments when required, effectively utilizing HR/Benefits software
• Collaborate closely with Director of Payroll and IT staff to maintain the integrity of employee data and relevant payroll and benefits data
• Responsible for all HR related vendor invoices including auditing and preparation for remittance of all weekly, bi-weekly, monthly, and quarterly vendor invoices
• Liaise with Payroll department, benefits broker and carriers to resolve employee payroll and benefits matters • Serve as a consultant for difficult situations; provide best practices to workplace disputes, coach and drive positive organizational change, and maintain high ethical standards and confidentiality

Managed talent acquisition, onboarding, payroll administration, and records management. Maintained and updated employee benefits and records; collaborated with an accountant to ensure accurate payroll.

• Developed and implemented internal HR processes, FMLA and other LOA processes and recruiting procedures, including: classification of positions, job postings, interviews, and applicant tracking system
• Designed a more comprehensive and coordinated approach to the recruitment and talent acquisition process, which yielded improved alignment of job postings, interviews, orientation, and training
• Managed HRIS system and assisted employees at all levels with work related issues including FMLA, workers’ compensation, benefits, career development and employee relations issues
• Administered on-boarding process for new employees and new-hire orientation program • Assisted in the development of training programs and delivery of various supervisory and employee training Reduced employee-related driving incidents by 85%.

Coordinated 20-30 volunteers for a newly created childcare program. Established Parent Liaison role to act as a link between employees and parents, to cultivate trust and develop sound partnerships.

• Facilitated Human Resources (HR) functions, including on-boarding, new hire orientations and trainings; scheduling and conducting interviews, creating weekly volunteer schedules, and managing all correspondence

Established and managed the HR function for a newly created non-profit organization. Managed staff recruitment, orientation, and benefit programs, including healthcare, dental, retirement, life insurance, disability, and unemployment insurance.

• Developed and administered human resources plans and procedures for all company personnel, and assisted in driving company culture
• Planned and developed policies, annual goals/objectives, and the financial program set by the Board of Directors
• Contributed to setting the foundation for company success by serving as a member of the Performance Evaluation Team, and on the first Strategic Planning Committee
• Implemented and updated compensation program, rewrote job descriptions, developed salary budget, analyzed compensation monitored the performance evaluation program
• Evaluated results in relation to established goals, and recommended new approaches, policies and procedures to effect continual improvements in efficiency

Society for Human Resources Management (SHRM)

Professional Human Resources Certification

Resume written by Lezlie Garr

Why this resume works

HR Generalist Resume Skills and Keywords

As an HR generalist, you’re likely well-acquainted with ATS already, but it’s always good to brush up on your skills. Below are some HR generalist resume keywords to help you bypass any ATS that recruiters and hiring managers may be using. These are the most common HR generalist resume skills to look for within any job description. When you see these skills listed, incorporate them into your resume to increase your chances of getting hired.

Top 30 HR Generalist Resume Skills

• Technical recruiting
• Customer service
• Employee benefits
• Company policies
• Evaluations
• Job postings
• Employment law
• Interviewing
• Research data
• Microsoft Office
• Performance appraisal forms
• Recruiting strategies
• Human resource planning
• Applicant tracking systems
• Employee handbooks
• Equal employment opportunity compliance
• New hire paperwork
• Active listening
• Communication
• Accountability
• Time management
• Attention to detail
• Multitasking

5 Resume Writing Tips for HR Generalists

Now that you’ve put together a list of your skills and the appropriate keywords, you’re one step closer to landing any job you want in the HR generalist field. But before you start writing your HR generalist resume, make sure to take the following tips into account.

1. Follow the application instructions thoroughly

Don’t start writing your resume before you know what the recruiter is looking for. Some hiring managers ask for specific things from all applicants before they will consider them. Failing to follow instructions accordingly might automatically disqualify you from the application process. This means you won’t even make it to the ATS stage and all your hard work will be in vain.

Examine the job post with extreme care and look for:

• Special formatting requests
• Particular keywords
• Questions you might need to answer
• Information to avoid

2. Make sure your writing is flawless

As an HR generalist, you already know how hard it is to make a good first impression, especially on paper. You don’t want to blow your chances of getting hired by showing little attention to detail. Spelling mistakes, typos, and poor grammar will kick your resume to the bottom of the pile. Always make sure that your writing is free of mistakes. If not, you’ll come across as an unprofessional candidate.

Of course, sometimes it’s hard to spot errors in your own writing. It can be helpful to let your resume simmer overnight once you’re done and come back to it with a fresh set of eyes in the morning. You can also use a spelling or grammar checker, but those won’t catch everything. If you can, find someone you trust to proofread your document. Whatever you do, don’t submit your resume until you’re 100% satisfied with it.

3. Catch any prospective employer’s eye with the right language

The way you present your experience and skills will set a good resume apart from just an okay one. Stay away from generic language that will make your document look like everybody else’s. Steer clear from cliched terms like:

Instead, use more proactive language and incorporate action words . Avoid using passive voice. You want to keep the focus on the person of the hour: you. This will make your document engaging and a lot easier to read.

4. Customize your HR generalist resume

You’ve probably heard this tip a million times before: Sending the same resume to all prospective employers won’t get you very far. Most hiring managers can spot a general resume immediately. A tailor-made resume will show recruiters and hiring managers that you did your homework and that you want to work exclusively for them . A customized resume with just the right job-specific keywords will also give you a better chance to bypass the ATS.

5. Tell your dream employer what you’re looking forward to

Sure, talking about your past achievements is extremely important if you want to properly showcase your HR expertise. But you should also add a small section to talk about what you want to learn and accomplish moving forward. This extra bit of information will give you an edge over other candidates. It will show your prospective employers that you see yourself working with them long term and that you’re already thinking about what you can bring to the table.

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5 Human Resources (HR) Assistant Resume Samples in 2024

Human Resources Assistant

Best for senior and mid-level candidates

There’s plenty of room in our elegant resume template to add your professional experience while impressing recruiters with a sleek design.

Resume Builder

Like this template? Customize this resume and make it your own with the help of our Al-powered suggestions, accent colors, and modern fonts.

Human Resources (HR) Assistant Resume

• HR Assistant 2
• HR Assistant 3
• HR Assistant 4
• HR Assistant 5
• Human Resources Assistant Resume Writing 101

As a human resources (HR) assistant, you help HR managers facilitate employee hiring and development. In your capable hands, basic duties and administrative tasks like recruitment, data entry, payroll, and employee assistance are taken care of in no time. 

But who takes care of you? 

That’s our cue. Let us help you land your next role using our human resources (HR) assistant resume examples ; you can create a resume and make a cover letter in no time, knowing you’re in good hands. 

or download as PDF

Human Resources Assistant 2 Resume

Human Resources Assistant 3 Resume

Human Resources Assistant 4 Resume

Human Resources Assistant 5 Resume

Related resume examples

• Human resources (HR) Director
• HR Coordinator
• Human Resources (HR) Generalist
• Human Resources (HR) Intern
• Human Resources

What Matters: Your Skills & Work Experience

Recruiters hiring HR assistants want candidates who are familiar with the ins and outs of organizational talent management. 

With your resume, you’ll demonstrate your proficiency in supporting organizations and employees as they go about their day-to-day business activities. 

Here are a few of the best resume skills recruiters want in human resources (HR) assistants.

9 best human resources (HR) assistant skills

• Software Proficiency
• Labor Law Proficiency
• Organizational Skills
• Communications Skills
• Conflict Resolution Skills
• Attention to Detail
• MS Office Proficiency
• Payroll Management 

Sample human resources (HR) assistant work experience bullet points

Human resources assistants help with employee management so the organization can focus on running smoothly. 

In your resume’s work experience section, show how you made hiring and retaining employees easier by taking care of the nitty gritty and maintaining workplace satisfaction. 

You’ve probably been involved in the hiring process at your past roles, so you know this better than anyone: add quantifiable metrics to your work experience bullets to help convince recruiters that you’re right for the job.

Here are some samples:

• Assisted in recruiting both hourly and salaried roles by messaging 270+ prospective employees on LinkedIn and through email 
• Iterated messaging to qualified candidates for given roles to improve the response rate from 9% to 17% 
• Scheduled 23+ interviews with prospective candidates and coordinated meetings between HR staff and administration
• Aided training specialists in the development of more than 37 hours of training programs for all levels of employees

Top 5 Tips for Your Human Resources (HR) Assistant Resume

• Some organizations look for specific HR certifications like SHRM-CP and PHR, but most employers will be just as happy without them. Since HR is a broad field, employers will be more interested in knowing whether you can do the job, which will show in how you present your work experience. Tailor your career documents to the position you’re applying for.
• As an HR assistant, chances are you’ve had to deal with pages and pages of career documents as a part of the hiring process. Spare your recruiter some grief by keeping your resume short and simple, with a proper resume format and ample use of white space.
• HR work can be vague and difficult to quantify, and this is where reports and KPIs come in. If you surpassed a target metric by a certain percentage last quarter, adding that KPI figure to your resume is one great way to show your achievement and work performance. Look through other resume examples for inspiration.
• Throughout my early career, I have focused on ensuring employee satisfaction by proactively developing relationships. Eager to leverage this ability to build meaningful professional relationships as an HR assistant and recruiter at a quickly growing company like Motion.
• Recruiters see the same skills across job roles all the time, especially in HR, where you often see skills like research, communication, and onboarding. If you’re a whiz at a specific, in-demand skill like labor law, networking, or talent management, highlighting your proficiency in your resume can help raise your chances of landing a job.

HR assistants help with recruiting and managing employees, so they need to be organized and skilled at problem-solving. Since they also communicate with employees about sensitive matters like wages, promotions, and the like, they should have strong written and verbal communication skills as well as conflict resolution skills.

While HR assistants are in demand in all types of companies, from corporate to small and medium-sized enterprises (SMEs), the duties and requirements for each position will vary greatly. This is why you should choose an appropriate resume template and tailor your resume to the specific company you’re applying to.

Since an HR assistant is a junior-level employee within the HR department, you’ll most likely submit your job application to the HR manager. On the job itself, you’ll likely be the point of contact for any HR-related inquiries, whether from internal or external parties, and you’ll liaise with recruiters and other HR department staff members as part of your day-to-day responsibilities.

We are aware of people impersonating our employees offering jobs through WhatsApp or iMessage. When in doubt, reach out to us at [email protected] to confirm authenticity.

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Human Resources Manager Job Description Template, HR Manager

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General overview of the role

Human Resources (HR) Manager oversees all aspects of human resources practices and processes, pivotal in supporting business needs and ensuring the effective implementation of company strategy and objectives. This role not only involves promoting corporate values but also shaping a positive and inclusive company culture. This position requires a proactive approach to problem-solving and a strong ability to foster a collaborative environment. The HR Manager is a vital link between management and employees, ensuring the organization’s goals are met while maintaining a harmonious and productive workplace.

Typical duties and responsibilities

• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Bridge management and employee relations by addressing demands, grievances, or other issues.
• Manage the recruitment and selection process.
• Support current and future business needs through developing, engaging, motivating, and preserving human capital.
• Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization.
• Nurture a positive working environment.
• Oversee and manage a performance appraisal system that drives high performance.
• Maintain pay plan and benefits program.
• Assess training needs to apply and monitor training programs.
• Report to management and provide decision support through HR metrics.
• Ensure legal compliance throughout human resource management.

Required skills and experience

• Proven working experience as an HR Manager or other HR Executive.
• Bachelor’s degree in Human Resources, Business Administration, or related field.
• People-oriented and results-driven.
• Demonstrable experience with human resources metrics.
• Knowledge of HR systems and databases.
• Ability to design strategy along with leadership skills.
• Excellent active listening, negotiation, and presentation skills.
• Competence to build and effectively manage interpersonal relationships at all company levels.
• In-depth knowledge of labor law and HR best practices.
• Ability to inspire and guide teams towards achieving common goals, foster a collaborative environment, and effectively address conflicts or challenges.

Do you have IT recruitment needs?

Nice to have/preferred skills and experience (not required)

• Excellent communication skills, both written and verbal.
• Ability to work under pressure and handle multiple tasks simultaneously.
• Proficiency in HR software and MS Office.
• Strong problem-solving and critical-thinking abilities.

What we offer

• Health insurance package.
• Flexible working hours and remote work options.
• Paid vacation, holidays, and personal days.

According to Forbes , adding these perks can be highly appreciated by your employees:

• Employer-matched 401(k) plans and additional retirement savings options.
• Professional development resources, including training sessions, certification opportunities, and career advancement programs.
• 4-day work week.
• Early leave on Fridays.

We recommend adding general details about the company, including its mission, values, and industry focus. For example,

“Specializing in IT recruitment , DevsData LLC links exceptional tech talent with top organizations, promoting innovation and achieving outstanding results. Their diverse US-based team brings valuable viewpoints and cultural understanding, enabling the company to meet diverse client demands and create inclusive workplaces. In 8 years, DevsData has completed over 80 successful projects for startups and corporate clients in the US and Europe.”

Explore sample resumes

Our carefully designed resume samples for Human Resource Manager positions offer professional layouts and emphasize the key skills and experiences that employers should look for in potential candidates.

These resume samples will help you understand what makes a good candidate stand out.

• HR Manager Resume Sample
• HR Director Resume Sample
• HR Generalist Resume Sample
• HR Coordinator Resume Sample
• HR Administrator Resume Sample
• HR Assistant Resume Sample

Contact DevsData LLC

To recruit a qualified Human Resources Manager, reach out to DevsData LLC at [email protected] or visit www.devsdata.com .

DevsData LLC’s streamlined recruitment process features a database of over 65,000 professionals and a selective acceptance rate.

The agency is acclaimed for its comprehensive 90-minute interview, assessing technical skills and problem-solving abilities. DevsData LLC also holds a government-approved recruitment license, ensuring compliance with industry regulations.

Any questions or comments? Let me know on Twitter/X .

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Meri Sargsyan Copywriter and Marketer

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Management Resume Summary: 15 Examples to Help You Write Your Own

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Management Resume Summary: 15 Examples to Help You Write Your Own was originally published on The Muse , a great place to research companies and careers. Click here to search for great jobs and companies near you.

As the first section recruiters see, your resume summary should highlight your top accomplishments and skills, tailored to the specific position you’re applying for. This is especially important for management roles, where a standout management resume summary can help you get noticed in a competitive job market.

Let’s break down what a manager’s summary should include and give you templates and resume summary examples to help you create a standout one for various roles.

What is a resume summary?

A resume summary is a concise section at the top of your resume that offers a snapshot of your professional profile. Unlike a detailed resume experience section , a good summary for a resume provides a high-level overview of your most significant accomplishments , skills , and qualifications.

The goal is to capture the attention of hiring managers and recruiters by highlighting your key strengths and achievements in a few sentences or bullet points. It acts as a quick pitch to persuade employers to continue reading and consider you for the role.

Get that resume summary out there! Browse open jobs on The Muse and find your dream job »

Resume summary for management: how is it different?

A manager resume summary is a focused version of a resume summary that highlights qualifications and experiences specific to management positions. It emphasizes your leadership skills , strategic thinking, and ability to deliver results in areas like project management, office management, operations, general management, or retail management.

How to write a management resume summary

Your resume summary should not only showcase your qualifications but also set the stage for the rest of your resume, demonstrating to potential employers why you are the ideal candidate for their management position.

Follow these tips when writing your management resume summary:

1. Keep it brief

A resume summary usually has three to five sentences or a few bullet points. It helps hiring managers quickly see if you’re a good fit for the job without having to dig through your whole resume.

2. Highlight your leadership skills

Emphasize your experience in leading teams, managing people, and overseeing projects or operations. This could include examples of how you motivated your team, resolved conflicts, or achieved team goals.

3. Emphasize strategic planning and execution

Highlight your ability to develop and execute strategies that contribute to organizational success. Mention specific strategic initiatives you’ve led or contributed to, and how they impacted the company’s bottom line.

4. Demonstrate operational management skills

Showcase your expertise in managing day-to-day operations, optimizing processes, and ensuring efficient workflow. This could involve experience with budgeting, resource allocation, or process improvements.

5. Include quantifiable achievements

Include quantifiable achievements that demonstrate your effectiveness as a manager. For instance, if you’re writing a project manager summary for your resume, you might mention increases in productivity, revenue growth, or successful project completions.

(Here’s how to quantify your resume bullets —even if you don’t work with numbers.)

6. Personalize industry-specific knowledge

Tailor your resume summary to reflect the industry you’re applying for. This can include specific industry-related skills, certifications, or knowledge of best practices. It should also include keywords and skills relevant to the job description, making it easier for Applicant Tracking Systems (ATSs) to identify your resume as a match.

Resume summary template

Here’s a general resume summary template you can use:

[Adjective] and [adjective] management professional with [number] years of experience in [industry]. Proven ability to [relevant skill] and [relevant skill] to achieve [specific result]. Adept at [specific management activity], with a strong focus on [key area of expertise]. Looking to leverage my expertise in [desired role] at [company name].

15 resume summary examples for management roles

Need more inspiration? Check out these 15 well-crafted management resume summary examples for different types of managers—one of them might be exactly what you’re looking for.

Example #1: Project manager resume summary

Detail-oriented and strategic project manager with 10 years of experience in IT and software development. Proven ability to lead cross-functional teams and manage multimillion-dollar projects to successful completion. Adept at risk management and resource allocation, with a strong focus on meeting project deadlines and budget requirements. Looking to leverage my expertise in agile methodologies at XYZ Tech.

Find project manager jobs here on The Muse

Example #2: Office manager resume summary

Organized and proactive office manager with over 7 years of experience in administrative support and office operations. Demonstrated success in streamlining office procedures, improving communication, and enhancing overall efficiency. Skilled in team management and office software, looking to bring my strong organizational skills to ABC Corp.

Find office manager jobs here on The Muse

Example #3: Operations manager resume summary

Results-driven operations manager with 12 years of experience in manufacturing and logistics. Expertise in optimizing production processes, reducing costs, and improving quality control. Proven track record of leading teams to exceed performance targets and implement continuous improvement initiatives. Seeking to apply my operational leadership skills at DEF Manufacturing.

Find operations manager jobs here on The Muse

Example #4: General manager resume summary

Visionary and dynamic general manager with 15 years of experience in retail and hospitality. Known for driving business growth and enhancing customer satisfaction through strategic planning and team development. Skilled in financial management and operational efficiency, eager to lead the expansion of GHI Retail.

Find general manager jobs here on The Muse

Example #: Retail manager resume summary

Customer-focused retail manager with 8 years of experience in high-end fashion retail. Proven ability to increase sales through exceptional customer service and staff training. Strong background in inventory management and merchandising. Looking to bring my retail expertise to JKL Fashion Store.

Find retail manager jobs here on The Muse

Example #6: Assistant project manager resume summary

Efficient and supportive assistant project manager with 5 years of experience in construction. Known for assisting in the successful completion of projects by managing schedules, coordinating teams, and ensuring compliance with safety regulations. Seeking to contribute to the ongoing success of MNO Construction.

Find assistant project manager jobs here on The Muse

Example #7: Marketing manager resume summary

Innovative and strategic marketing manager with 9 years of experience in digital marketing and brand management. Proven track record of developing and executing marketing campaigns that increase brand awareness and drive sales. Skilled in data analysis and customer segmentation, looking to bring my marketing expertise to PQR Marketing Agency.

Find marketing manager jobs here on The Muse

Example #8: Sales manager resume summary

Ambitious and results-oriented sales manager with 10 years of experience in B2B sales. Demonstrated success in driving revenue growth, developing sales strategies, and leading high-performing sales teams. Adept at relationship building and market analysis, seeking to leverage my sales expertise at STU Corporation.

Find sales manager jobs here on The Muse

Example #9: Human resources manager resume summary

Compassionate and strategic human resources manager with 12 years of experience in employee relations and talent acquisition. Proven ability to develop and implement HR policies that improve employee satisfaction and retention. Skilled in conflict resolution and performance management, eager to join the HR team at VWX Enterprises.

Find human resources manager jobs here on The Muse

Example #10: Financial manager resume summary

Detail-oriented and analytical financial manager with 10 years of experience in corporate finance and accounting. Expertise in budgeting, financial planning, and risk management. Proven ability to optimize financial performance and provide strategic insights. Looking to bring my financial expertise to YZ Finance Group.

Find financial manager jobs here on The Muse

Example #11: Product manager resume summary

Innovative and customer-centric product manager with 8 years of experience in product development and lifecycle management. Proven track record of launching successful products and driving market penetration. Skilled in market research and cross-functional collaboration, seeking to apply my product management skills at ABC Tech.

Find product manager jobs here on The Muse

Example #12: Hospitality manager resume summary

Guest-focused and organized hospitality manager with 10 years of experience in hotel management and customer service. Proven ability to enhance guest satisfaction and operational efficiency. Skilled in staff training and event planning, looking to bring my hospitality expertise to DEF Hotels.

Find hospitality manager jobs here on The Muse

Example #13: Logistics manager resume summary

Proactive and efficient logistics manager with 7 years of experience in supply chain management and distribution. Proven ability to optimize logistics operations, reduce costs, and improve delivery times. Skilled in inventory management and vendor relations, eager to join the logistics team at GHI Logistics.

Find logistics manager jobs here on The Muse

Example #14: IT manager resume summary

Tech-savvy and strategic IT manager with 9 years of experience in IT infrastructure and project management. Proven ability to lead IT teams, manage budgets, and implement technology solutions that drive business growth. Skilled in cybersecurity and network management, looking to bring my IT expertise to JKL Tech Solutions.

Find IT manager jobs here on The Muse

Example #15: Customer service manager resume summary

Empathetic and results-driven customer service manager with 8 years of experience in customer support and team leadership. Proven ability to improve customer satisfaction and reduce response times through effective training and process improvements. Skilled in CRM software and conflict resolution, seeking to join the customer service team at MNO Services.

Find customer service manager jobs here on The Muse

Key takeaways

Your resume summary is a critical component of your management resume, serving as your first impression to potential employers. Use the examples and template provided in this guide to craft a compelling resume summary that showcases your management expertise and sets you apart from the competition.

Wilson College Online Blog

Operations management involves implementing various business practices to improve an organization’s efficiency, productivity, and profitability. Efficient operations management aligns with company objectives and ensures a better quality product or service, improves overall customer satisfaction, increases profits, and reduces waste.

Individuals who are interested in becoming an operations manager should consider earning a degree in business management or a related field to develop the leadership skills and foundational knowledge to ensure effective operations for business success.

Operations Manager Job Description

Operations managers are executives who take on human resources (HR) duties at the highest level in the company. Their duties and responsibilities vary based on their work settings, which can span dozens of industries.

Work Settings for Operations Managers

Since companies in every industry can benefit from the expertise of an operations manager, their employment opportunities are many. Popular industries include retail, healthcare, finance, insurance, manufacturing, hospitality, and construction.

Most of the time, operations managers work in offices within their respective employers’ buildings or facilities. Sometimes, their work may require on-site engagement, especially in fields such as construction or with organizations that operate as networks, including hotels or healthcare facilities. They often work full time, though their hours can be irregular depending on the needs of the business and the unexpected issues that may arise.

What an Operations Manager Does: Duties and Responsibilities

Although their duties and responsibilities vary from one industry to the next, most operations managers will execute the following tasks regularly:

• Develop and implement new processes and best practices
• Oversee and manage an operations department or operational staff
• Manage supply chains and inventory to be cost efficient
• Collaborate with other departments and executives to ensure that operations meet the organization’s goals and mission
• Evaluate team performance and provide feedback
• Forecast future budgetary needs as well as develop and ensure adherence to approved budgets
• Spearhead operational projects and initiate meaningful changes
• Set short- and long-term organizational goals that align with business objectives
• Collaborate and facilitate relationships with stakeholders and other partners
• Oversee risk management initiatives to ensure the continued success of the business
• Analyze market trends and align business strategies

Operations Manager Education, Experience, and Skill Requirements

Becoming an operations manager requires specific education, experience, and skills that can only be acquired and developed through education and experience.

Education and Experience

An undergraduate degree in business management is the entry-level education required to work as an operations manager. This program provides knowledge in areas such as finance, accounting, project management, human resources, logistics, organizational structure and planning, and information technology (IT). Many programs require internships, which can provide some of the experience required to obtain an entry-level business management position.

While a graduate degree isn’t required to work as an operations manager, most employers require their executives to have considerable work experience. Typically, smaller organizations may ask for candidates with at least five years of experience, but large and highly successful companies may demand 10 or more years of experience.

Operations managers may use numerous roles to fulfill employers’ experience requirements, including roles in human resources and finance departments. Experience working in project management, supply chain management, or logistics management may also apply.

Required Skills

Operations managers work in multifaceted, complex settings, so the more versatile their skills, the better equipped they’ll be for their roles. The following skills are critical for excelling in the role:

• Communication : Operations managers must communicate with multiple departments, their own teams, stakeholders and investors, vendors and suppliers, and many other people. Oral and written communication skills are essential for the role.
• Leadership : Leadership skills allow operations managers to make decisions that motivate their teams and help their companies reach their goals.
• Organization : Organization allows for better resource coordination and task management, ensuring smooth day-to-day operations.
• Financial Acumen : Strong knowledge of the principles of finance, including budgeting and forecasting, help operations managers make informed choices.
• Problem-Solving : Complex issues arise often at the executive level, and good problem-solving skills allow for creative and effective solutions.
• Attention to Detail : An eye for detail allows operations managers to pinpoint bottlenecks and inefficiencies, boosting revenue and productivity while mitigating unnecessary risk.
• Growth Mindset : Staying focused on consistent improvement allows operations managers to constantly find new ways to improve processes.

Operations Manager Salary

The median annual salary for operations managers was $101,280 as of May 2023, according to the U.S. Bureau of Labor Statistics (BLS). The exact salary may vary due to factors such as industry, geographic location, work experience, and level of education. For example, the BLS reports that individuals who work in wholesale, construction, and manufacturing industries earned significantly more.

Change Organizations for the Better as an Operations Manager

Operations managers focus their efforts on efficiency and effectiveness, making their organizations more productive and cost-effective while minimizing risk. They’re among the key leaders of the company, ensuring that all the moving parts are optimized and thriving.

Wilson College Online’s business management programs prepare students for advanced roles in business by helping them build real-world management skills that employers seek. The following business programs are offered fully online:

• Bachelor of Arts in Business Management
• Bachelor of Arts in Strategic Communications
• Master of Organizational Leadership

Discover how Wilson College Online can help you develop the skills to help companies grow and thrive.

Recommended Readings

Management vs. Leadership: Similarities and Differences

What Can You Do With a Business Degree?

Master’s in Organizational Leadership vs. MBA

Asana, 7 Functions of Operations Management (Plus the Skills You Need to Master Them)

Emeritus, “What Are the 10 Key Skills of a Successful Operations Manager?”

Indeed, How to Become an Operations Manager (With Salary and Job Outlook)

Indeed, “What Does an Operations Manager Do? (With Requirements)”

Indeed, “What Is Operations Management? (Plus Importance and Duties)”

Teal, What Is a Operations Manager?

Upwork, Operations Manager Job Description and Duties

U.S. Bureau of Labor Statistics, Top Executives

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Cara Mengisi Template CV HR Manager

Download Template CV HR Manager

⁠Menyusun CV  HR manager seharusnya jadi hal mudah mengingat inilah profesi yang kamu tekuni. Maka, CV tersebut harus mencerminkan pengetahuan seputar industri terkait sekaligus menampilkan perbedaan yang membuatmu lebih menonjol.

Kembali pada tujuan awal, pembuatan CV  HR manager bertujuan memberikan pemahaman kepada perekrut terkait pengalaman dan gaya manajemen kamu.

Manajer SDM tentu punya spesialisasi atau justru cenderung berperan generalis. Jadi, kembali pada keputusanmu mau menyusun CV seperti apa.

Namun, keterlibatan manajer SDM dalam ketenagakerjaan dan rekrutmen kadang memberi tekanan lebih besar untuk membuat CV yang efektif.

Tenang saja, kamu dapat memakai contoh CV berikut cara mengisi dan menyesuaikannya dengan kebutuhan. Yuk, kita simak bersama.

⁠Tugas  HR Manager

Manajer SDM bertanggung jawab atas kinerja departemen SDM. Sesuai jabatannya, manajer SDM mengelola tim yang masing-masing memiliki fungsi dan tugas terkait SDM suatu perusahaan. 

Sehari-hari, manajer SDM menjalani tugas pendampingan, pembinaan, dan pengawasan. Mereka juga terlibat rekrutmen hingga tingkatan tertentu.

Keterampilan interpersonal wajib dimiliki manajer SDM, beserta pengetahuan SDM dan hukum ketenagakerjaan. 

Itu sebabnya CV HR manager perlu merepresentasikan kemampuan kamu dalam mengambil keputusan sulit maupun saat menangani situasi menantang.

Posisi manajer SDM juga menempatkanmu dalam hubungan dengan berbagai orang dan departemen di lingkungan kerja.

Menjadi manajer SDM berarti kamu suka bergaul, kenalanmu di mana-mana. Secara berlawanan, tugasmu justru bukan untuk membuat orang lain senang karena perlu objektivitas dalam setiap keputusan yang diambil terkait ketenagakerjaan. Menantang, bukan?

⁠Format CV Tepat untuk  HR Manager

Langkah awal penyusunan CV tentu saja memilih format yang tepat. Pastikan kamu sudah membaca dengan teliti deskripsi pekerjaan  HR manager  yang dituju. 

Pelajari apa yang dibutuhkan perusahaan itu. Kemudian, sesuaikan dengan pengalamanmu selama menjadi manajer SDM. Terapkan tips berikut dalam menyusun CV yang efektif.

1. Pilih format kronologi terbalik

Pengalaman yang telah kamu miliki dapat disusun dengan format kronologi terbalik. Perekrut bisa mengetahui perjalanan kariermu dalam beberapa detik saja, tanpa harus membaca berulang-ulang.

2. Perhatikan ATS

Kamu tentu tahu CV  ATS friendly  adalah trik penting agar lolos seleksi. Jangan lupa aplikasikan ini dengan memasukkan kata kunci dan frase sesuai pada CV, terutama yang berkaitan dengan  job description pada iklan lowongan kerja. 

3. Tambahkan bagian ini pada CV

Awali CV dengan  header  dan ringkasan atau profil. Kemudian lanjutkan ke bagian pengalaman kerja, pendidikan, bagian opsional yang relevan seperti sertifikasi, serta keterampilan. Pilih pencapaian yang telah dilakukan alih-alih menguraikan tanggung jawab pekerjaan sehari-hari.

⁠Contoh CV  HR Manager

⁠Cara Mengisi Template CV  HR Manager

Contoh CV  HR manager  di atas menggambarkan seperti apa CV yang baik. Selanjutnya kamu dapat melakukan langkah berikut untuk membuat personalisasi pada  template  CV   tersebut.

Tuliskan informasi kontak akurat pada  header

Mulai dengan menuliskan nama dan nama belakang dalam ukuran huruf lebih besar agar langsung terbaca. Tuliskan judul pekerjaan yang dilamar atau jabatan saat ini sebagai subjudul. Pada bagian informasi kontak, cantumkan kota domisili, nomor HP, email, dan akun profil seperti LinkedIn. 

Ciptakan kesan  stand out  pada ringkasan 

Ringkasan menyajikan kesan pertama yang merangkum hal-hal penting terkait karier. Kamu dapat memulainya dengan lama pengalaman bekerja di bidang tersebut dan industri yang ditekuni. Tambahkan satu atau dua pencapaian yang memperkuat keunggulan kamu. Sertakan juga komitmen yang ingin dicapai jika bergabung di perusahaan tersebut. Pilih kalimat pendek sehingga terkesan lugas dan jelas.

Cantumkan pengalaman kerja yang relevan

Riwayat pekerjaan merepresentasikan pengalaman kerja yang sesuai dengan posisi manajer SDM .  Pada setiap posisi, kamu boleh menuliskan tiga hingga tujuh poin pencapaian, tanggung jawab, atau situasi kritis yang pernah ditangani. Jangan takut menambahkan angka agar pencapaian itu lebih terukur.

Tuliskan pendidikan yang sesuai

Mulai dengan pendidikan terakhir dan tertinggi yang pernah kamu tempuh. Sertakan institusi dan durasi, lengkap dengan gelar yang diperoleh. Jika ada penghargaan, boleh cantumkan selama relevan. 

Tambahkan sertifikasi atau pelatihan yang mendukung

Sertifikasi atau pelatihan mencerminkan semangat diri bertumbuh dan berkembang. Apalagi, sertifikasi tersebut merupakan bagian penting yang berkaitan langsung dengan tanggung jawab sebagai manajer. Maka, tambahkan apa saja sertifikasi yang pernah dilakukan, seperti manajemen SDM,  payroll,  atau perekrutan dan seleksi.

Cermati mana keterampilan yang berdampak

Di tengah padatnya tanggung jawab  HR manager,  tentu ada beberapa bidang yang jadi keahlianmu. Periksa lagi keterampilan yang tertera pada iklan lowongan kerja. Kemudian sesuaikan dengan kata kunci yang relevan menurut keahlianmu. Usahakan menulis keterampilan yang menjawab kualifikasi pelamar yang dibutuhkan perusahaan. 

Seimbangkan juga porsi  hard skill dan  soft skill  dalam CV. Beberapa keterampilan andalan  HR manager  adalah:

Terapkan tata letak dan desain yang rapi

Baik tampilan simpel ataupun profesional, keduanya memberikan kesan rapi, bersih, dan teratur. Perbedaan ukuran huruf antara sub judul dan teks membantu keterbatasan setiap bagian CV.

Lengkapi dengan surat lamaran kerja

Surat lamaran kerja wajib disertakan sebagai pengantar CV. Cukup tulis dalam tiga paragraf singkat yang merangkum isi CV. Mulai dengan nama, posisi yang dilamar, hingga pernyataan ketertarikan bergabung dengan perusahaan. Tegaskan apa momen “wow” dari pengalaman kerja selama ini sehingga mereka tertarik membaca CV kamu.

Menyusun CV  HR manager versi kamu adalah tantangan tersendiri. Namun, berbekal pengalaman dan pengetahuan langsung dari pekerjaanmu sehari-hari, kamu akan menyelesaikannya dengan mudah.

Cek kembali apakah informasi telah tersampaikan baik dengan alur narasi dan desain yang rapi.

Selalu optimalkan ringkasan sebagai etalase profesionalisme karier kamu selama ini. Yuk, bikin CV kamu tampil  stand out!

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