Human Resources Sales

AP R I L KI N L O C H, S P H R

*** ******** #*** **** **** Beach, FL 33401 202-***-****

********@*****.***

HUMAN RESOURCES PROFESSIONAL

Certified Senior Professional in Human Resources (SPHR) offering an HR

career characterized by high-level performance and proven results.

Extensive background in H R functions, including experience in recruitment and

retention, employee development, employee relations HR policy development and legal

compliance. Proven ability to manage people and processes with minimal direction while

providing team leadership, motivation, and development.

Human Resources Knowledge

Employment Law

Recruitment & Retention

Orientation & On-Boarding

Employee Relations

Lean Six Sigma

EEO/OFCCP

Project Management

Training & Development

Professional Experience

Clarcor Industrial Air (Formerly GE Power and Water) Overland Park, KS

Sr. Recruiter - Contractor, 5/2014 to 8/2014

-Developed and integrated new human resources policies, processes and procedures due to recent acquisition, to

i nclude new hire orientation, performance management and evaluation and benefits packages for both domestic

and international locations.

-Developed passive candidate pipelines through name generation, networking, cold calling, complex internet

searches and research both internationally and domestically for Sales, Engineering, IT, and various position

technical and managerial roles.

- Effectively built talent communities through various channels; Social Media (LinkedIn, Facebook, Twitter, Blogs).

-Proactively researched and evaluated new sourcing and research ideas and methods to create innovative sourcing

strategies.

-Proposed diversity strategies to attract a diverse workforce to the company.

Harley-Davidson Motor Company Kansas City, MO

Human Resources Manager, 4/2012 to 5/2014

-Provided strategic leadership and support to the business in multiple areas of HR to ensure continuous growth

and drive business and organizational results towards world class leadership and the H-D 5-year strategy.

-Provided consultative support in the areas of workforce planning, recruitment and talent management.

-Managed end to end recruitment activities for professional and hourly operations roles.

- Collaborated with COE [centers of excellence] to provide assurance of local adherence to policies and procedures.

-Managed Flexible Workforce Program (high volume recruitment) to include a $665K budget, with overall

department budget of $1.5million.

-Redesigned the performance management process for the Flexible Workforce Program and developed a

communication and implementation strategy across manufacturing sites.

-Served as the Diversity Council and BERG lead

-Responsible for the management and development of three exempt level Human Resources professionals.

-Lead employee engagement survey and subsequent action planning.

Dollar General Corporation M I, OH, I N, PA, WV

Sr. Field Recruiter, 2010 to 2011

-Responsible for providing partnership and support to regional sales directors and district managers with regard to

sourcing, recruiting, and employee relations across three states.

-Implemented recruiting initiatives that built bench strength reduces turnover, increase sales and ensured

compliance.

-Managed workforce and succession planning processes.

-Developed relationships with community organizations, colleges and universities to build a pool of possible

candidates.

-Traveled 75% to assist with staffing and employee relations needs within the division.

-Networked and maintained relationships with key candidate communities for short and/or long-term opportunities.

BAE Systems, Inc Sterling Heights,

MI

Sr. HR Representative, 2007 to 2010

-Partnered with major business units (Engineering, Supply Chain, Marketing, Sales, Finance, IT and Program

Management) to provide a full range of human resources services to include recruitment and talent development

for over 1000 employees across five states.

-Partnered actively with HR Business Partners to drive internal talent development and recruiting activities

-Provided innovative sourcing approaches to staffing challenges and execute on ideas for improvements

-Sourced and reviewed candidate resumes for technical skills, experience and knowledge in relation to position

requirements

-Lead the full recruiting cycle (phone/in-person interviews, communicated status, understand candidate’s interest

to change employment, partnered on candidate selection/offer, closing candidates, scheduled start dates and

coordinated all follow-up efforts)

-Coached managers in determining competencies, providing feedback to candidates, legal implications on hiring,

i nterview team selection and developing offers.

-Conducted interviews using behavioral and core competency assessment techniques.

-Identified and managed the expectations of hiring managers and candidates

-Ensured recruiting solutions were consistent with IT/Engineering/Finance /Staffing Strategic Workforce Plan for

long-term candidate pipeline to attract the available best talent

-Developed and implemented sourcing plans for IT/Engineering/Business Development/Finance including industry

recruiting resources, networking, direct sourcing, and diversity sources

-Ensured compliance with EEOC/OFCCP regulations

-Managed the applicant tracking system (PeopleSoft TAM, HodesIQ)

-Partnered with Engineering Leadership and Organizational Development to redesign and restructure engineering

across the Line of Business to include succession plans for 15 mission critical positions.

-Redesigned New Hire Orientation for Ground Systems LOB

-Served as Co-Lead for the new HR Policy Initiative

-Consistently administered the job progression and promotions process and collaborated with management to

create strategies for talent development.

H R U Technical Resources / H R I International Washington, DC

Recruiting Consultant, 2004 to 2007

-Managed full life-cycle recruiting to include building and maintaining relationships with hi ring managers, human

resource generalists/managers and candidates through the selection process, while ensuring effective selection and

p lacement of professional resources for Harley-Davidson Motor Company, Visa USA and Accenture HR Services

(TSA program).

-Proactively manage escalation process related to all staffing activity (internal vs. external challenges)

-Demonstrated t horough understanding and adherence and enforcement of internal staffing process as well as

contribute to the development of staffing process improvements .

Education & Certifications

Webster University S t. Louis, MO

Master of Business Administration (MBA)

North Carolina A&T State University Greensboro, NC

Agricultural Economics (Bachelor of Science)

HR Designations:

SPHR (Senior Professional in Human Resources)

Additional Accomplishments

Professional Development:

Six Sigma Yellow Belt Certification

Affiliations:

Society for Human Resource Management

National Black MBA Association

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