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Regional Human Resources, Business Partner Save A Lot, Kansas City, MO April 2018 – January 2019
Responsible for managing all facets of Human Resources tactical and strategic responsibilities for Retail and Distribution Center workforces.
Participates in planning processes and promotes best practices; providing leadership for workforce planning efforts.
Build and Maintain relationships with the Sr/Executive Leadership in the development of high-quality solutions, action plans, and appropriate metrics, which may include developing effective skills and competency structures, and systems in support of business goals and talent requirements.
Partner with executives, managers and employees as they experience and lead change and now operate as a unified company.
Drive decisions and lead execution related to hiring, retention, engagement, org design, and critical employee relation matters.
Directs and supports overall talent management, recruitment and staffing plans, salary structure and on-boarding efforts. Supports higher level searches, as needed.
Assists in the development of strategies for facilitating organizational and behavioral change. Performs needs assessment, analysis, and consulting on organizational issues; makes recommendations on organizational design and development.
Guides management toward the application of appropriate learning and development solutions for individuals, creates meaningful development and career plans, and tracks progress.
Investigates basic and complex employee relations issues and initiates appropriate resolution; recommends and implements effective solutions consistent with our vision, mission and cultural values, applicable policies and laws.
Oversees performance appraisal process; providing relevant coaching and guidance.
Manages the approval of HR transactions submitted for processing; prepares reports and analyzes data available through the current HRIS.
Ability to establish trust and build productive relationships at all levels. Effective in developing and implementing employee engagement strategies and tactics, with an ability to mitigate and lead others to overcome challenges
Human Resources, Market Manager Wal-Mart, Kansas City, MO August 2013 – April 2018
Develops and administers District/Region human resources policies, procedures, and practices in accordance with stated corporate objectives and federal and state legal requirements.
Acts as a strategic partner with business leaders and managers regarding staffing and employee development.
Analyzes data, prepares reports, and makes recommendations on a variety of human resources issues.
Manages, develops and coaches –both non-exempt HR staff and exempt HR Business Partners
Assigns duties and monitors quality of work; assures staff conforms to organizational policies and procedures and compliance regulations.
Provides day-to-day guidance and oversight of subordinates; actively works to promote and recognize performance.
Prepares and monitors human resources budget.
Negotiates contracts with outside vendors to provide employee services. Clearly communicate and work effectively at all levels of the organization. Provide leadership of major change initiatives, strategic staffing plans and successful organizational development as they pertain to current and future staff. Proactively evaluate HR services and processes for efficiency and initiate change as appropriate.
Coach, counsel and influence organizational leaders in the adoption and use of effective leadership and management practices. Serve as a partner with organizational leaders to solve problems and to strategically develop the organization.
Direct organizational assessments and development of strategies and tactics to address current issues and future needs. Coordinates recruiting and retention strategies and succession planning process.
Reviews employee relation’s issues and recommends appropriate responses to management.
May lead organizational initiatives, projects, or programs.
Human Resources, Relationship Manager TD Ameritrade Fort Worth, TX January 2011 – August 2013
Provide strategic HR guidance and support to the business leaders across a breadth of areas including talent management, employee development, performance management, change management and employee relations.
Participates in unit planning meetings and collaborate with directors and managers to proactively identify HR issues and determine optimal customization and application of HR strategies.
Facilitate talent reviews and succession planning discussions and work with the business to ensure plans are actively put into practice.
Successfully identifying problems and implementing solutions for day-to-day organizational issues; exceptional skills in building relationships across a diverse employee base and the ability to interact and coordinate departmental activities with other HR functions.
Provides daily consultation on employee/labor relation issues. This includes employee and management counseling, problem solving with departmental management to avoid legal risk related to any employment laws or TD Ameritrade guidelines.
Provides expertise for basic to moderate issues; determines when to escalate and/or seek advice from within the HR department or through our Legal department. These risks include harassment-sexual harassment, any matter relating to discrimination, ADA, ADEA or any EEOC issues
Provides compensation service to departmental customers. This includes partnering with Corporate Compensation to deliver timely job evaluation actions, management training on company compensation practices, effective salary administration, compensation financial impact, merit/bonus/promotional counseling to ensure effective management decisions regarding compensation. Educate management on all aspects of pay practices.
Provide HR input in support of the business functions' strategic objectives. Understand the business strategy and its HR implications. Develop and maintain a high level of knowledge in all areas of TD Ameritrade's HR policies and practices.
Deliver education, training and counseling to TD Ameritrade workforce on HR practices and guidelines. These include policies, staffing and selection, performance management, coordination, career planning and communication any new process or programs to workforce.
Participate in service delivery of benefit programs. This includes responding to and resolving employee/management questions or issues with benefit offerings.
Human Resources Supervisor, United Parcels Services (UPS) Phoenix, AZ April 2008- January 2011
Manage the compensation and payroll functions, including job analysis, salary administration, employee payroll, and data audits and personnel records. Experienced with employment laws such as: Affirmative Action, FMLA, EEO Laws, ADA, and COBRA. Experienced in the Form I-9 processing, compliance with legal obligations, regulatory standards, and union/labor relations practices.
Strong interpersonal skills in dealing with co-workers, vendors and agencies. Represent over 2000 employees; Investigates internal/external complaints involving allegations of rule/policy violations, which may involve interviewing witnesses, documenting, and responding to the complainant. Experience and comfort working with sensitive & confidential information; exceptional ethics and judgment.
Involved in planning, programming, and implementing training programs for new/existing personnel. Regularly conducted HR policies and procedures orientation courses to new employees and annual training to existing employees. Implementation of organizational and HR strategies that support the company's goals and objectives.
Design and execute field-recruiting trips to major cities, seminars, career centers, conferences, and universities. Establish and sustain working relationships with selected employment agencies. Advertise, recruit, screen, interview, hire, place candidates for permanent/temporary positions and conduct exit interviews. Able to handle stressful situations, while operating with a sense of urgency and using good judgment.
Experienced in attending and preparing for unemployment hearings
Establish and maintain contact with various cultural and community organizations; actively participate in the development of programs designed to improve community relations through the UPS foundation. Spearhead numerous employee volunteer projects for non-profit organizations yearly.
HR Recruiter, American Income Life, Phoenix, AZ June 2007-March 2008
Seek out professionals with the right combination of experience, education and skill to fill a particular position.
Build applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.
Determined applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
Evaluated applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
Improved organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.
Avoids legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training.
Master of Business Administration
Concentration: International Management, August 2012
Concentration: Marketing, August 2012
Bellevue University – Bellevue NE
Proficient in the following programs:
Human Resources Information System, Kronos, Human Resources Reporting, Viso System, Gems, Oracle, Info Library, PeopleSoft Systems, RecruitWeb, Kenexa Recruiter.