Human Resources Leader, HR Business Partner, HR Director, HR Manager

AMRIT K. SANDHU

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

847-***-**** – Home 847-***-**** -- Cell

OBJECTIVE

Seeking a leadership position with operational responsibility where Human Resources is a strategic business partner.

SUMMARY OF QUALIFICATIONS

A Senior Human Resources Business Partner with experience in diverse environments (core unit, corporate, distribution, manufacturing, consumer goods, healthcare, telecommunications, automotive). Experienced in managing multiple divisions and remote sites supporting indirect and direct labor groups for employee base of 200 to over 1,000. A Generalist and Specialist with knowledge in all aspects of human resources, including employee relations, performance management, staffing, compensation, benefits, employee communications, training and employee development, compliance, equal employment opportunity, human resource information systems, and legal. Experienced in developing, interpreting, administering Human Resource policies and practices and advising senior management on strategic human resource issues, including workforce planning, retention, development, and performance excellence. Experienced in supporting key functional areas: Marketing, Engineering, Supply Chain / Logistics, Finance, Sales as well as plant and field groups.

PROFESSIONAL EXPERIENCE

ROBERT BOSCH TOOL CORPORATION 2003 - 2011 (8 years)

A global consumer goods division that designs and manufacturers power tools and accessories, $900 million in sales.

MANAGER, HUMAN RESOURCES TALENT

Lead team to staff key positions across multiple business units and all functional areas, including offsite locations and manage all talent acquisition initiatives. Partner with executives to develop and retain key talent. Lead discussions to identify challenging, complex project opportunities and identify next assignment to ensure retention and development. Lead planning meetings to understand business objectives, position function/competencies and priorities to target strategies and focus team activities.

• Coach team to exceed customer expectations and manage function to impact metrics and foster lean approach.

• Developed a systematic and longer term approach to increase efficiencies and deliver higher quality results, while encouraging decision making and ownership of projects.

• Identified gaps and created Employer Brand communication piece and other marketing material/displays, messages to position company externally.

• Initiated a continuous improvement initiative to focus on quality and developed organization integrations plans.

• Took responsibility and acted as a catalyst for change and provided leadership to acquisition locations (Plant HRM’s and Executives) and facilitated the integration process.

• Developed division management trainee program and serve as program manager. Initiate business unit engagement, selection and hiring, orientation, integration, rotation planning, project assignments and daily activity management. Partner with overseas leaders to facilitate rotations. Lead/recommend final placement and offer.

• Manage associate relations issues and serve as internal consultant to business units and shared functions.

• Implemented SAP automated requisition system.

MANAGER, HUMAN RESOURCES

Partnered with organization to understand, anticipate, and support business strategies through HR solutions. Provided broad spectrum of HR services to marketing, 16 product service sites and executives across 6 business units. Provided staffing leadership and services to all other functions across all units. Budget accountability of $350k.

• Managed key HR processes and Associate Survey administration and communication of results across units and cultures to foster talent retention and satisfaction.

• Led integration activities for the Accessories business unit and managed job, compensation, and other impacts to associates, while guiding management through implementation, which resulted in streamlined processes.

• Managed multiple structural re-organizations to meet business needs and for better utilization of talent.

• Appointed to 2 teams responsible for harmonizing recruitment in North America and managing a contingent workforce, which resulted in more efficient processes and cost savings.

• Provided input into and implemented a compensation re-grading project that integrated business into larger Bosch structure/company and managed impact to associates, while reducing complexity for clients.

• Implemented an internal job posting program and launched an automated staffing system fostering consistent application and clarity for associates.

• Led organizational change and influenced business units to collaborate across divisions to foster career development, manage and develop key talent, and consider succession plans to improve associate satisfaction.

• Led implementation of new performance management system and initiated performance analysis process, which improved visibility of talent within the organization.

• Established strategic partnerships with suppliers, colleges, business organizations, and other external partners to build company brand and develop pipeline of talent and managed internal talent and retention to improve morale.

• Re-engineered the power tool business staffing function, developed the strategic focus and set the direction.

MOTOROLA, INC. 1996 - 2001 (6 years)

Designer of custom electronic solutions, high quality/volume manufacturing, and engineering expertise, $3 Billion in sales.

MANAGER, SENIOR HUMAN RESOURCES

Business partner that provided in-business Human Resource (HR) leadership and operational services to group comprised of 4 product divisions plus functional areas, in a professional, technical, and manufacturing organization. A generalist and strategic role advising management and employees on all HR matters with responsibility for 4 sites and employee base of 1,000. Managed day-to-day HR operations, department, and mentored team. Partnered with the business to understand, anticipate, and support business strategies through HR solutions. Drove key initiatives tied to Motorola's performance excellence process. Directed activities of Security, Occupational Health, and site Crisis team.

• Spearheaded Workforce Planning quarterly exercises tied to business strategy, which better positioned the organization by more effectively allocating available talent and forecasting hiring needs.

• Appointed to cross functional business unit team that streamlined and refined the performance appraisal tool used to drive alignment to business objectives, which resulted in better differentiating performance, rewards, and more accurate distribution of year-end appraisal scores.

• Project managed, multiple, reduction of personnel activities for 4 sites that more appropriately sized headcount to sales volume. Devised plan and led activities to eliminate over $5 million in operational costs within timeline.

• Institutionalized case management/threat assessment processes for employee relations, disability and worker's comp matters. Managed, investigated, resolved and took corrective action, or conducted terminations on cases. Reduced cost, minimized risk, prevented escalation, and resulted in zero charges/litigation. Fostered a renewed confidence in HR and a perception of equity.

• Championed employee development and talent management review process and created development plans that resulted in retaining high performers.

• Performed as a change agent communicating, educating, and transitioning, which assisted in improving morale, gaining employee buy-in during cultural changes, and led to successful implementations.

• Established, led, and managed Crisis Management program, directed cross-functional team and activities, and played a key role maintaining productivity, while addressing challenges prior to Y2K through post Sept 11.

EMPLOYEE RELATIONS, TRAINING, AND DEVELOPMENT MANAGER

Coached, counseled, advised management / employees on a variety of issues (employee relations, staffing, policies, procedures, performance management, corrective actions, terminations, compensation, benefits, and health matters).

• Transformed an under performing unit by instilling the Motorola culture, defining expectations, business quality/customer issues, and transitioning poor performers. Developed training plans that aligned with key beliefs, initiatives, and business needs with very limited budget. Managed and delivered instruction to facility and supported training that improved productivity, morale/satisfaction, and fostered a more positive environment.

• Appointed to key role in leading closure of facility, transitioning work, records, and employees. Managed reduction/redeployment and guided the timely, efficient closure of facility, and transfer of costs.

STAFFING MANAGER

Held a complex role with three main areas of responsibility: non exempt/technical staffing for three divisions, all contract labor staffing (about 1,000 indirects/directs), and test management and administration for all local Motorola Groups. Responsible for pre-employment testing of applicants for manufacturing, technical, first line leadership, administrative, and engineering roles. Influenced implementation across all Sectors. Sourced, recruited, screened, interviewed, drug tested, selected, made offers, and oriented.

• Initiated meetings with division heads and senior management to understand talent needs, developed recruitment strategies, focused on AAP goals and diversity outreach initiatives, led participation in job fairs, coordinated college recruitment across units, which resulted in placement of key personnel with competitive offers, improved cycle time, talent mix / diversity, achieved customer commitments, and greater client satisfaction.

• Uncovered, investigated, resolved fraudulent activities, raised awareness throughout Motorola, and recommended changes to process/system, which accomplished cost savings and termination of personnel.

CAREMARK HR GENERALIST

Provides clinical care and pharmaceutical health care services. Leading provider of prescription drug and disease management programs.

W.W. GRAINGER, INC. HR REPRESENTATIVE/GENERALIST, FIELD HR REP

Distributor of industrial, electrical, safety and other products across diverse industries, $3 billion in sales.

EDUCATION

Master of Science, Human Resources Industrial Relations, Loyola University, Chicago, IL; Thesis: Joint Employment

Bachelor of Science, Communications / Public Relations, Illinois State University, Normal, IL.

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