Hr Manager Project
Resume:
PROFESSIONAL SUMMARY
Vision-driven change agent with exemplary record of human resources leadership success Proven talent for aligning business strategy and objectives with established human resources management paradigms to achieve maximum operational impacts with minimum resource expenditures. Results-focused team leader who champions innovative solutions to integrate best practices, drive continuous improvement, and provide key insights to inform strategic plans. Exceptionally dedicated professional with keen interpersonal, communication, and organizational skills for the diverse modern workplace.
CORE COMPETENCIES
PROFESSIONAL EXPERIENCE
U.S. PIPE, PHOENIX, AZ, 2014 – PRESENT
SENIOR HR MANAGER
• Drive the development of vital policies while directing and coordinating the performance of human resources activities; this includes employment, compensation, labor relations, benefits, training, and employee services.
• Compose directives advising department managers of company policy regarding equal employment opportunities, compensation, and employee benefits during the acquisition of companies.
• Excel in identifying legal requirements and government reporting regulations affecting HR functions, and ensure policies, procedures, and reporting are in compliance; this also involves studying legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
• Devise effective recruitment strategies to identify pipe-stream for best team potential members for success while reducing time to fill.
• Responsible for advising management on appropriate resolution of employee relations issues such as Collective Bargaining Agreements; negotiated three CBAs across two locations.
• Manage the performance review program to ensure effectiveness, compliance, and equity within the organization.
• Administer the salary administration program to ascertain continued compliance and equity.
• Confer and contract with outside suppliers to provide employee services such as temporary employees, search firms, or relocation services.
• Identify departmental objectives and goals for the human resource teams to work on and improve.
• Track progress of how teams and strategies are targeting corporate and departmental objectives.
• Analyze HR statistics and metrics detailing employee performance, turnover, retention, and cost per hire rate.
• Define the budget for HR programs and operations. THE BABCOCK & WILCOX COMPANY, LYNCHBURG, VA, 2008 – 2014 HR MANAGER, 2013 – 2014
• Supervised all HR activities associated with B&W mPower, Inc. and Generation mPower based in Lynchburg, VA and Charlotte, NC to include the IST Test Facility and Fuel Manufacturing site.
• United effectively with senior management to develop and institute HR policies and procedures, in addition to recruiting employees, administering group benefits, participating in onboarding sessions, and facilitating incentive programs.
• Oversaw personnel records, administered the HR budget, and resolved employee relations issues and concerns.
• Developed and negotiated approximately 85 salary offers and sign-on bonuses/relocation packages in 2013 with 100% acceptance rate.
JOHN L. SMITH
Phoenix, AZ
***********@******.***
• Program & Project Leadership
• Policy Development
• Recruiting & Retention
• Team-Building Initiatives
• Human Resources Startup
• Leadership Development Strategies
• Benefits & Compensation
• Organizational Development
• Executive Coaching & Career Guidance
• Performance Management
• Succession Planning
• Union Liaising
• Legal Compliance
• Training & Development
• HRIS Technologies/SAP
JOHN L. SMITH Page 2
• Tasked with establishing policies and practices for handling individual employee issues not currently in existence.
• Directed the company’s new performance review program, from creation of goals to final review and evaluation of those goals, implemented across the full organization.
• Joined with senior management on annual compensation reviews and rate settings, which included the payout of annual bonuses and navigating a new compensation process.
• Spearheaded the restructuring of HR activities to incorporate staffing policy and procedures to recruit, hire, and off-board all employees, contractors, and seconded personnel, along with streamlining hiring and restructuring efforts.
OD PROGRAM MANAGER, 2008 – 2013
• Crafted, coordinated, and delivered effective career development activities for individual contributors
(manufacturing) to senior leaders throughout the company; this included curriculum design for instructor-led sessions, as well as e-learning activities and materials.
• Leveraged a range of selection and assessment tools to identify skill deficiencies that aided proper alignment for individuals and career development profiles; this involved onsite visits and partnerships with manufacturing facilities in Barberton and Lancaster, OH, West Point, MS, and Lynchburg, VA. PREVIOUS EXPERIENCE, PRE-2008
NEW RIVER COMMUNITY COLLEGE, DUBLIN, VA ADJUNCT FACULTY ROWE FURNITURE, ELLISTON, VA DIRECTOR, TRAINING & DEVELOPMENT SKF, INC., GRANITEVILLE, SC MANAGER, TRAINING & DEVELOPMENT THE BUDD COMPANY, SHELBYVILLE, KY COORDINATOR, TRAINING & DEVELOPMENT EDUCATION AND CREDENTIALS
MASTER OF ARTS WITH HONORS IN EDUCATION
Ashford University, Clinton, IA
BACHELOR OF ARTS IN COMMUNICATIONS
Morehead State University, Morehead, KY
CERTIFICATIONS AND PROFESSIONAL DEVELOPMENT
Korn Ferry certification: Lominger Competency Model, Voices 360, Leadership Architect, viaEdge Assessment FranklinCovey certification: 7 Habits of Highly-Effective People, Leadership Foundations, Leading Across Generations, The 4 Imperatives of a Great Leader, Inspiring Trust, Meeting Advantage, Principled Center Leadership
Development Dimensions International (DDI) Master certification: Targeted Selection, Workforce Development
(Techniques & Interaction Management), Performance Management Coaches Training Institute: Co-Active Coach (CPCC Certified) International Coaching Federation (ACC Certified)
Center for Creative Leadership Assessment Tools (Certified) Myers-Briggs Type Inventory (Certified)
Master Project Manager (Certified) – Project Management Resource Group Wilson Learning certification: The Leader Manager, Proactively Handling Conflict InsideOut Coaching (Certified)
Zenger-Miller (Certified)
Ken Blanchard certification: Situational Leadership II, Situational Self-Leadership, Situational Frontline Leadership, Situational Team Leadership
PROFESSIONAL AFFILIATIONS
• ICF – International Coaching Federation
• Society for Human Resource Management (SHRM)
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