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0-5 years of experience
Assisted with Field support for 400+ employees in Missouri, Iowa, California, Oregon, Vermont, and New York.
- Built performance management support; provide leadership for the development and implementation of HR systems to continuously improve HR processes, productivity, customer satisfaction, and cost efficiencies.
- Developed and implemented a staffing plan for CDL drivers, filling 80% of open positions in 4 months and improving overall retention.
- Created a pool of qualified candidates in advance of needs; network through industry contacts, association memberships, trade groups, and referrals, as well as college and military partnerships.
- Handled allegations of harassment and discrimination.
0-5 years of experience
Lead HR Business Partner for 1,000+ customer group, providing direct support for five executive business partners and one Senior Executive.
- Performance Management and Salary Planning Lead, providing strategy and implementation of the bi-annual performance process for 4,500 employee organization
- Leadership Development/Talent Management Lead; Designed and implemented robust Talent Pipeline initiative designed to provide earlier career and diverse candidates increased visibility
- Developed and implemented various data analytics to measure success of people plan strategies across the organization; developed monthly scorecard to track progress to plan
- Provide leadership and guidance for daily work statement for multiple HR Business Partners
0-5 years of experience
Partner with line executives and management to proactively address business related to work force development, employee engagement and productivity. Responsibilities include providing advice and counsel on multiple initiatives, maximizing all HR programs and cycles, and recommending solutions to complex employee relations and HR issues. Partner with other HR functions to drive and leverage all HR programs including performance management, compensation, executive and employee development, succession planning, work force optimization, staffing and benefits.
- Senior HR Business Partner supporting administration in staffing, recruitment, benefits, executive compensation, training, leadership development, succession planning, HRIS and regulatory compliance.
- Served as focal collaborator to convert division’s current HRIS recruiting system People Admin to new Workday recruiting system.
- Introduced proactive employee relations and communications processes to resolve potential employee morale and management issues and restore credibility between leadership and employees.
- Created a streamlined performance management process that builds stronger collaboration and partnership with frontline leaders and HR administration.
- Acted as lead to convert all manual processes to online and digital technical operational functions.
- Created and implemented management leadership workshops which helped mitigate legal risk within the organization.
6-10 years of experience
Designed strategic, customized Human Resource talent solutions aligned to critical business objectives for assigned clients. Tailored HR programs for 1,600+ employees in over 20 locations.
- Directed up to 10+ Strategic Human Resource Business Partners to meet client needs; actively participated in senior executive team and developed solid relationships with key stakeholders.
- Led a cultural transformation that emphasized results and accountability that contributed to the company turnaround, including increased productivity, quality, and employee engagement while decreasing turnover.
- Supported several acquisitions; involved in the due diligence, onboarding, and cultural integration.
- Built customized succession and talent management programs for key and high-potential employees in Claims; designed creative compensation and retention solutions that achieved desired results.
- Performed various needs assessments, including an in-depth workforce plan to address a talent gap facing the insurance industry due to an aging workforce within Claims.
- Created a Talent Skill Inventory for the Claims Department to track talent for 900+ employees to be used for internal redeployments during restructures, sourcing for hard-to-recruit for positions and to assess aggregated skill gaps.
0-5 years of experience
Project manager for development and implementation a new company-wide intake and prioritization process to govern all technology projects impacting Target stores.
- Managed all aspects of the project including scope definition, risk analysis, key stakeholder change readiness, and integration of new intake and prioritization process across 7 functional business units.
- Developed data-driven score card to objectively prioritize 18 new applications to the store employee’s PDA by identifying, collecting, and analyzing key ROI metrics.
- Led the 2015 store PDA strategy planning and funding request process which resulted in receiving a $4.6M budget to enable 5 scrum teams to deliver stability and new application development throughout 2015.
- Represented business unit at a monthly company-wide cross functional planning meeting to provide functional expertise and assess operational impact to the 1,800+ stores across the US.
- Mentored 3 employees on change management and project management methodologies to foster an agile organization.
0-5 years of experience
Developed recruiting processes for the Ohio region in order to create a structured and cohesive format for recruitment of candidates.
- Worked with line management to ensure the business unit has the right employees through workforce planning, organizational planning and leadership development.
- Ensured programs are in place to further the development and retention of key talent.
- Coached and trained directors of pharmacy and retail, district managers and store managers about best practices for interviewing candidates.
- Established relationships with colleges and universities in the Ohio region in order to develop a channel of new candidates.
- Analyzed turnover trends and presented data to district managers for increased retention.
0-5 years of experience
Provided leadership and guidance for all human resource functions in privately owned education company. Designed HR Strategic business plan and implemented initiatives. Change champion for transformational business strategies. Developed cultural platform for teambuilding and led employee engagement process. Provided leadership on process improvements. Designed communication plan including platforms for employee forums, town halls, on-line messaging. Led HR and administrative services team.
- Partnered with CFO on selection of broker and health insurance plan and implementation
- Provided and managed full cycle recruiting and talent searches reducing hire time by 60%
- Collaborated with CEO on organizational design, created employee handbook
6-10 years of experience
Business Partner is the face of enterprise multichannel marketing (eMCM) to the brand teams we support. Help with brand MCM strategy for Op Plan, then create and execute MCM tactical plan based on approved Op Plan. Bring in appropriate GCO/eMCM operations, agency and channel partners to execute and optimize MCM tactical plan. Provide MCM training to new brand marketers. Work with Key Account Managers and Regional Customer Marketers to launch MCM programs. Have supported more than 30 brands across many therapeutic areas from brand launch through post-LOE.
- Leading MCM and Marketing Automation and Personalization across PEH Women’s Health and Peri-LOE/LOE portfolios
- Above brand eMCM team Subject Matter Expert for EHR/EMR/eRx and Savings Offers
- Brought SampleMD ePrescribe copay card capability to Pfizer; Authored and got enterprise guidance approved by multiple MLR committees
- Conceptualized, got approved, and launched HCP Downloadable Copay Card platform for BrandHCP.com websites on PfizerPro Portal – now live on 33 HCP websites
- Conceptualized HCP delivery of branded Patient Education to patients in ePrescribe
- Managed PfizerOffers.com, PfizerProNP.com, and PfizerProPA.com websites on PfizerPro – launching new PfizerOffers page on PfizerPro in April 2017
0-5 years of experience
- Improved the organizational culture in key areas of employee engagement, organizational development and talent management in partnership with senior leaders
- Successfully managed a variety of complex employee relation issues related to performance, sexual and other unlawful harassment, FMLA leaves, ADA accommodations and workers’ compensation matters
- Led [company name]’s representation at state hearings and partnered with legal teams to ensure a fair process while protecting the hospital’s interests
- Built and implemented a career development program for the Human Resources Development
- Implemented partnership platforms with various HR functions to ensure proper management on employees’ FMLA, disability and workers compensation claims
0-5 years of experience
- Provide HR support to 2 Regional Vice Presidents, including California
- Conducted business needs analysis to isolate problematic errors that were driving up costs and wage and hour claims. Created policies and procedures for meal and rest periods that reduced claims in the first 2 months.
- Review current business practices and recommend solutions for higher efficiencies both in the corporate office and the field.
- Established successful relationships with C-level management as well as field management
- Partner with other HR functions, including Compliance and Learning to drive and leverage HR programs including performance management, compensation and succession planning
- Analyzed employee engagement scores and worked with Senior Leaders to find solutions to increase engagement
0-5 years of experience
Worked as the strategic partner to the senior leadership team members within this large, global manufacturing organization. Managed all aspects of human resource responsibilities to assigned business units to include employee relations, coaching & development, performance management, succession planning, compensation review, training, and facilitate talent acquisition and workforce management. Influenced managers and created an environment of positive employee relations.
- Instrumental in leading the human resources efforts of a full reorganization/transformation of the North America (NA) IT department needed to meet the needs of the future IT organization. Played a key role in the success of the project by acting as a key contributor in decisions throughout the project. Project timeline -14 months.
- Completed job analysis for use in consolidating over 220 job titles into 67 new positions/job descriptions which incorporated career progression in this matrix organization. Oversaw the compensation/grading for all new positions.
- Instrumental in bringing Leadership Development training to the Senior IT Leadership team. Facilitated monthly offsite trainings with Pelorus Leadership Group. Project timeline -2 years.
- Spearheaded a large implementation project to standardize all of the background screening processes throughout North America which resulted in aligning over 150 locations, with cost savings estimated over $100,000 annually, besides reducing the risk of litigation by having all divisions in NA running uniform background screenings. This project included the sourcing and securing of a large employer services vendor to support all screenings for US with international capabilities. Managed the implementation of all decisions, including timelines and training. Project timeline- 5 months.
- Managed the process for the NA Corporate offices very large and complex Affirmative Action Plan reporting. Accountable to external legal counsel throughout project duration. Project timeline averaged 8 weeks annually from creation to reporting.
- Successfully streamlined the contractor consultant vendor initiatives and managed resources of over 100+ contractors throughout NA. Established viable relationships with staffing partners to include rate negotiations, which resulted in average annual cost savings of 7%
- Hand selected to chair the Gerdau Institute Social Responsibilities Team for the Tampa offices. Obtained the highest number of employee participation in Gerdau NA history during my tenure.
- Deployed and championed companywide HR initiatives and processes to include new succession planning tool, SAP HRIS processes, Employee Engagement Survey.
- Trained Global Mobility Consultant on all immigration processes, incorporating consistent business practices for recruiting and retaining Visa sponsored employees.
0-5 years of experience
- Directed five application and report developers focused on creating a wide range of IT solutions to engineering, manufacturing, and process challenges
- Partnered with executive business leaders to provide analytics and IT consultancy
- Captured thousands of hours in cost savings by delivering unique insight into business challenges with Cognos and Tableau dashboard development
- Led initiative to modernize reporting environment architecture, reducing overhead by over $150k a year and mitigating severe risk to manufacturing processes
- Managed a $2 million IT labor budget
0-5 years of experience
Partner with business leaders in the Servicing division leading 700+ employees to ensure that business plans/goals are translated into human capital capabilities to achieve results.
- Conducted onboarding for 4 locations nationally, including the Denver, Houston, Scottsbluff and Phoenix locations. Led new hire orientations and policy training for all of these locations for both managers and employees to ensure consistency of policies within the organization.
- Coordinated and facilitated the closing of the Houston location. Held formal Job Discontinuance conversations with employees whose jobs were being impacted.
- Reviewed, consulted and made recommendations to managers regarding various HR related matters such as performance management, promotions, terminations, job grading, development of job descriptions and salary review.
- Conducted internal investigations including ethics complaints, unemployment compensation claims, disciplinary issues and other compliance related issues. Provided direction and coaching to business partners based on results of investigations, resulting in managers being consistent with all employees regarding policies and procedures.
- Developed and presented various HR related training programs including: New Hire Orientation, Behavioral Interviewing, HR Fundamentals, FMLA, ADA, ADP and NLRB trainings to managers on a quarterly basis.
- Reported and analyzed trends in turnover and recruiting.
- Proposed to senior managers an idea for a talent show and later led a project team of 20 employees to coordinate the show for the Servicing Division. The project team coordinated 7 vendors, 2 stages a DJ and an audition process to select the acts for the final show. This event of 1200 in attendance was an annual event that included singing, dancing, comedy and instrumentals.
6-10 years of experience
Served as IT business partner for rebate, pricing, incentives, order, sales support and reporting teams.
- Worked with business and support teams, generating, prioritizing, funding and implementing ideas for business process improvement and issue resolution.
- Provided systems migration liaison services including system identification, prioritization, planning, documentation, and testing for successful migration of business services systems portfolio during Kimberly-Clark to Halyard spin-off, resulting in elimination of costs and prevention of additional tax penalties for shared processes and operations beyond designated periods
- Led efforts to deliver several enhancement projects, stabilizing processing and increasing accuracy of customer incentive calculations.
- Developed and implemented customer incentive payment detail reports that satisfied customer requirements for reporting and provided necessary payment validation tools for internal business team.
- Designed, developed and implemented medical device tax exemption reporting process, identifying and reducing sales that were exempt from federal medical device taxes.
- Ran efforts integrating contracts and rebate processes for acquired medical devices company, creating smooth transition of operations and minimal disruption for customers.
0-5 years of experience
Operates as the sole HR professional outside of Absolute corporate headquarters (Vancouver, Canada). Responsible for providing strategic and tactical support to the U.S., U.K. and EMEA organizations.
- Work closely with the Business Leaders and corporate HR to align business and HR strategies.
- Initiated benchmarking analysis to ensure competiveness of benefit programs
- Develop new initatives for both US and UK offices to encourage employee engagement and support corporate culture
- Provide leadership and guidance on a global scale for the full scope of Human Resources functions including all aspects of employee relations, performance management, training, change management, benefits and management coaching with the purpose of encouraging a high performance work culture.
- Monitor and ensure compliance with federal and state laws; initiated and oversaw job analysis project to ensure compliance with the FLSA.
- Partner closely with corporate Recruiting team and hiring managers to ensure recruitment needs of USA and EMEA operations are met; participate in sourcing, interview & selection process as required
- Facilitate and helped revamp employee onboarding and orientation programs
0-5 years of experience
Lead HR efforts across the Americas Region covering 48 states and 1200+ employees. Human Resources Business Partner for President and five Regional VPs of Life and Retirement Business Function. Analyze business and performance, identify strengths and gaps, develop solutions, and assist in implementation. Document disciplinary action / warnings and ensure follow-through on action plan to enhance performance. Track employee performance appraisals. Conduct employee feedback surveys and exit interviews to compile critical data and implement initiatives to improve employee retention and satisfaction.
- Became a strategic partner by gaining insight into all aspects of the business, positions, and obstacles encountered to strategize on effective solutions to meet or exceed business goals.
- Lead project to develop HR training programs for Regional VPs and District Managers (DMs). This program expedited the transition of new DMs by enhancing their management skills, improving their rate of contribution, and increasing their retention rate.
- Delivered full range of training including Performance Management, Talent Reviews, Goal Setting, LOA, and Leadership Skills to DMs and Regional/District Staff.
- Advised Regional VPs and DMs in the appropriate actions regarding advisor misconduct or performance related issues. Investigated allegations of wrongdoing thoroughly and responded to regulatory inquiries.
- Partner with Compliance, Legal and Employee Relations to properly address inappropriate behaviors and report terminations to FINRA.
0-5 years of experience
HR business partner responsible for three global business units and the Office of the CEO.
- Successfully led restructuring effort that reduced cost, reduced layers of management, and increased productivity through development of new job descriptions and roles resulting in an overall cost reduction of 20%.
- Participated in the global career development ladder development and implementation – synchronized titles and compensation ranges, collaborated with business unit managers to create job descriptions, progression requirements and communication plan to associates
- Partnered with HR team and subject matter experts to identify and implement effective strategies, programs and policies.
0-5 years of experience
A global branded bio-pharma company that focuses on developing, manufacturing and commercializing branded medicines and biologic products. Manages programs and projects for Global Functions (Corp Affairs, Corp Dev, and Legal) which support overall HR strategies and goals. Deliver HR support in Global PMP (goal setting, mid-year review, YE review and merit planning) for 3 distinctive legacy company (i.e. ACT, AGN, and FRX).
- Facilitated Global Functions leadership consolidation efforts for both companies’ assets in support of Actavis plc acquisition of [company name]. Effort helped business consolidate employee population in order to effectively synchronizes and integrate 2 distinct cultures on day 1 of purchase.
- Supporting Global Functions leadership divestiture efforts of organization generics-drug business to Teva which supports leadership business objective on focusing on its branded pharmaceutical and medical beauty businesses.
- Partnered with business to aligned job grades and titles for the Global Grading – My [company name] Career initiatives for 3 distinctive legacy company (i.e. ACT, AGN, and FRX).
0-5 years of experience
Human Resource Business Partner covering Latin American and the Caribbean Human Resources
- Provided HR guidance to senior management across 3 service lines and 5 industries
- Facilitated strategic staffing discussions through analytics, cost-analysis, expected business requirements for headquarters and 15 countries across Latin America and the Caribbean, including hardship locations such as Haiti
- Reviewed salaries for existing staff and new hires to ensure competitive pay practices for recruitment and retention
- Responsible for the professional development and performance management of all staff, including goal development, performance reviews and career counseling
- Implemented WBG’s new Talent Management Framework and facilitated annual Talent and Performance Reviews with 25 managers for 300 employees
- Facilitated career discussions between employees and managers, and resolved complex employee relations issues
- Implemented WBG’s Caribbean nationals recruitment strategy and Latin America’s recruitment of Sub-Saharan African nationals
- Coordinated the development and co-delivered several trainings around employee benefits, performance management, diversity initiatives, and HR policy
0-5 years of experience
Manage 700 full-time and alternate workforce employees and serve as HR Business Partner for Legal, Strategy, and CIO. Partner with Compensation, Learning and Organizational Development, Recruitment, and Employee Relations teams on HR/employee issues as well as organizational development.
- Design and implement workforce planning, succession planning, and re-organizations to achieve a strong workforce with the right people in the right positions.
- Collaborate with external vendor to deliver a team building workshop to increase engagement and collaboration between staff and management.
- Oversee performance improvements plans (PIPs) for low performing employees with a focus on improving their performance and setting them on the path to success.
- Resolve complex organizational challenges by providing people-related solutions and end-to-end people strategy.
0-5 years of experience
Provide consulting services in areas of operations, data analytics, technology research, business case development and evaluation and lean six sigma process improvement.
- Completed Lean Six Sigma Green Belt Certification.
- Completed Project Management Professional (PMP) Education.
- Board Member of Financial Executives International (FEI) Fort Worth Chapter.
0-5 years of experience
Partnered with multiple business units in several states, successfully driving all employee-related objectives. Proven relationship builder, able to build bridges that predecessors were unable to create. Specifically enjoyed coaching managers and leaders to be more effective with their people. Modeled and championed a people-first culture throughout all levels of the organization.
- Succeeded on my “passion project” of creating and delivering effective, creative employee communications
- Assisted with the creation of job families, descriptions and compensation ranges for my clients’ businesses
- Led clients through all people-focused activities, including talent planning, succession building, performance management, employee relations and investigations.
0-5 years of experience
Currently support 800+ employees within Integrated Supply Chain/Manufacturing where I have successfully built trusting relationships with employees and leadership to provide best in class HR customer service
- Partner with management concerning all HR related topics including performance/behavior issues, headcount, employee relations, talent development, benefits, and training
- Lead organizational culture change by intervention and integration efforts through recent acquisitions
- Investigate and seek resolution to labor relations grievances, maintain communication lines with Union representation and supervision to facilitate mutual agreement
- Drive change initiatives and philosophies to be consistent with the organization’s strategy, goals and values
- Manage all aspects of internal talent movement, leadership development, and identifying talent needs to ensure strong attraction and retention
- Liaison with HR and business COE’s on complex tasks and projects including compensation, benefits, labor relations, legal, finance, training, and talent acquisition
0-5 years of experience
- Provided support to 1800+ employees at multi-state and multi-site non-union locations
- Strategically partnered with local and regional management to implement company initiatives
- Conducted investigations and provided guidance to all levels of management in addressing various employee related issues
0-5 years of experience
Partner with Executive leadership to drive results, improve organizational effectiveness and performance, facilitate effective change efforts and ensure positive employee engagement.
- Liaison with business group and division level management supporting over 2,500 employees to lead the deployment of corporate HR initiatives, support organizational change efforts, and establish and implement effective human capital strategies.
- Assess voluntary attrition levels, identify areas of opportunity and potential root causes, craft action plans to address, and lead implementation with line management.
- Identify and improve leadership and management practices; collaborate with the business and other HR staff to develop resolution strategies when specific ER issues arise.
- Partner with all levels of management team to gain understanding of current and future staffing needs to proactively work with recruiting to ensure talent needs are met.
- Implement comprehensive succession plan and development program to build pipeline of future leaders.
- Provide input into HR system designs and enhancements to corporate Learning & Development to best meet business needs.
- Conduct due diligence for M&A pursuits.
0-5 years of experience
Provide comprehensive human resources support to executive leadership and management in order to enhance the overall business performance of the assigned departments and achieve business imperatives and outlined goals and objectives.
- Operational effectiveness manager for the largest and fastest growing divisions of [company name].
- Provide executive HR support to business leaders across multiple departments to achieve organizational goals with a heavy emphasis on talent management, succession planning, and performance management
- Manage and resolve complex employee relations issues by conducting thorough and objective investigations and advising leaders on appropriate course of action
- Actively collaborate with compensation team to better define and align job titles while developing a compensation structure for the organization
- Partner with executive leadership in planning organizational business strategies and implementing change management, including organizational restructuring, employee engagement, and talent management
- Provide guidance and coaching to executives, management and supervisors on company policies, employment regulations, performance management, and disciplinary and corrective action
6-10 years of experience
- Consulted and influenced Engineering executives on strategic HR issues and business line initiatives aimed at supporting the performance, development, reward, recognition, and retention of employee population. (Approximately 500 employees).
- Provided sourcing leadership and direction to the talent acquisition team, responsible for exempt hiring of senior members of technical staff, principal investigators, information management and other technology positions.
- Developed long range Diversity talent pipeline goals and objectives resulting in supporting the business strategy.
- Created Employee Diversity Council.
- Worked with Human Resources Operations on the redesign of the Applicant tracking system, including process development, training roll-out and technology upgrade.
- Advised on employee relations investigations to ensure consistency.
- Developed and maintained partnerships with senior decision-makers within client groups to effectively achieve business results and manage complex HR activities.
- Provided advice and counsel in relation to organizational planning and execution.
- Worked closely with Compensation on creating and evaluating job descriptions and assisted with market data analysis. Communicated compensation programs to client groups.
0-5 years of experience
- Served as a business partner and trusted advisor when partnering with Friendship leadership on strategic initiatives, employee relations and communications.
- Developed and maintained effective relationships with Executives, Senior Management, and Department Heads in order to anticipate needs and successfully align HR and staffing strategies with business unit goals and overall company objectives.
- Worked closely with HR colleagues in order to utilize centralized HR expertise and in HR Operations, as well as with external vendors.
- Conducted salary survey research for both exempt and non-exempt positions.
- Updated key human resource metrics, including turnover and terminations, using reporting tools on the HRMS database.
- Processed unemployment claims and acted as the company representative at unemployment hearings.
- Position was collapsed due to a reorganization.
0-5 years of experience
- Providing comprehensive human resource support for three business units and a 300 person manufacturing facility
- Driving employee relations improvements to establish human resources as a credible, confidential and accessible resource for all levels of the organization
- Employing exceptional interpersonal and leadership skills to improve communication, morale and overall facility synergy
- Leading significant improvements in employee customer service
- Partnering with operations to drive improvements in operations and safety programs while actively managing workers compensation claims, reducing exposure and mitigating cost
- Providing quality support for operations, engineering, sales, customer service, technical service and field sales representatives throughout North America
0-5 years of experience
- Business Partner to Indirect Procurement to support savings goal of 5% on $1B of non-COGS spend over three years
- Responsible for creating zero-based budget for $70M company-wide 2017 Travel & Entertainment Plan
- Responsible for reporting and analytics for all levels of management on status of new program to bill back $60M of samples annually to vendors
6-10 years of experience
Provide HR Business Partner support to 125 branches / 1000 employees throughout Minnesota and Wisconsin.
- Partner with market and branch management to create and execute initiatives to improve the customer experience, achieve process efficiencies, drive lower costs, and utilize talent more effectively.
- Provide guidance, direction, and problem solving on a variety of critical business issues including talent management, business integration, best practices, employee engagement strategies, and change management.
- Assist with employee relations issues by diagnosing information through analysis and investigation and by counseling and advising managers on handling difficult situations.
- Advise managers on goal setting, development plans, and assessing employee performance.
- Facilitate senior leader discussions to envision future of their business model, identify talent gaps, and planned attrition to effectively leverage and retain talent.
- Lead communication and process management of job eliminations and branch closures.
- Increased employee engagement through effective implementation of engagement action plans, employee input, and manager training/involvement.
- Led project management of successful accelerated banker readiness pilot program.
- Respected partner to corporate teams including compensation, benefits, recruiting, and employee relations.
0-5 years of experience
New position created to serve as a strategic business partner, providing talent management, learning and development and performance management expertise to all functions of the organization. Primary focus is to ensure that the right talent is in place, is engaged and has the appropriate learning and development opportunities to enable the organization to meet its strategic and financial goals.
- Leveraging the strengths based culture, partner with leaders to develop teams to achieve strategic goals. Facilitate engagement conversation with teams and with leaders.
- Design and manage the performance management life cycle including system management and leader education. Successfully executed SuccessFactors system upgrade and redesign.
- Provide direction and oversight for the recruitment and selection process for hiring leaders across the organization.
- Conduct regular talent needs assessments to ensure a right-talent/ right-fit workforce.
- Serve as a primary partner and consultant to leaders and employees on all employee relations issues.
0-5 years of experience
HR Business Partner who provides consultation to management on strategic staffing plans, compensation, benefits, training/development, budget, and labor relations.
- Drive business results by providing professional consultation and advice in the areas of training, benefits, talent acquisition, compensation, performance management, labor relations
- Support Senior Leadership team with implementing strategies that result in improving business performance
- Strategic consultant providing coaching and counseling to all levels of employees regarding policy, performance, conflict resolution, and progressive discipline
- Develop and deliver learning and development programs for leaders
- Develop and maintain partnership with General Counsel and Union Business Agent to ensure the best possible outcome for both the employer and employee
- Dashboard metrics analysis
- HR liaison to stakeholders in a multi-facility Supply Chain plant to include performance management, policy guidance, and procedural practices
0-5 years of experience
- Serves as Lead HR Business Partner for 500+ employees across seven different departments.
- Manages all strategic HR initiatives, partnering with executive leadership to accomplish succession planning, performance management, employee relations, leadership training, compensation redesign, organizational development/implementation, and talent acquisition.
- Partners with Centers of Expertise on talent acquisition, employee/ labor relations investigations, and training.
- Leading strategy in staff planning of 100 additional headcount for creation of Shared Services organization.
- Served as strategic oversight for learning, development and training initiatives for UChicago staff.
- Revitalized training program through marketing campaign, gaining $32,000 in revenue over four months.
- Served campus population on development, integration and execution of Operational Excellence initiatives including, Shared Services, Workday Launch and Fair Labor Standards Act changes.
- Developed Affordable Care Act tracking tool, improving process run time from 16 hours to 20 minutes.
- Interim Business Partner for Communications and Research/National Labs, managing all HR-related initiatives and processes during transition to Shared Services.
0-5 years of experience
Responsible for providing tactical and strategic Human Resources support for multiple lines of business with a focus on employee relations.
- Provides consultation to management on policy interpretation, performance management, workforce management, compensation, and staffing matters.
- Investigates and resolve complex employee relations issues that involves partnering with senior management, legal, and the internal fraud investigations team as needed.
- Reviews and approves corrective action up to and including termination while ensuring compliance with federal and state regulations and company policy.
- Provides guidance and support to managers during the performance management process and coach on delivering positive and negative feedback to employees.
- Develop and foster relationships with various partners including senior management, legal, investigations teams, and other Human Resource professionals.
- Member of the Employee Experience sub-committee with a focus on improving the employee experience for Human Resources.
- Member of Culture Lab focused on providing strategic and tactical consultation to management on methods to improve culture within their line of business.
- Developed standard operating procedures and conducted secondary reviews on others.
- Volunteered and assisted with high visibility project work.
0-5 years of experience
- Provided HR guidance and customer service to directors, practice managers, staff and physicians
- Supported benefits team due to resignation and served as interim FMLA expert
- Recruitment, employee relations, policies and procedures for a select customer group
- First HR Recipient of Company Onboarding Training Award
0-5 years of experience
Direct responsibility for all Talent Acquisition and Development functions. Partner with Sr. Leadership to identify and implement people solutions to meet the needs of the business as well as the individual.
- Strategic planning for the future talent needs of the organization and designing a strategic plan and budget to meet those needs
- Plan, design, develop and facilitate offsite multiple day Emerging Leadership workshops
- Research and design Advanced Leadership program utilizing third party resources for custom curriculum development and delivery
- Oversee and lead the recruitment function including budgeting, strategy, design and implementation of background checking protocol, and complete recruitment cycle
- Research, negotiate and implement ATS to maximize resources to meet business recruiting needs
- Develop and author 100 page Leader’s Guide to Talent Acquisition & Development including best practices, compliance and templates and worksheets to guide leaders through all aspects of the process
- Research and maintain pay ranges and bonus plans in order to remain a competitive employer
- Policy, job description and standard operating procedure development and maintenance
0-5 years of experience
Senior HR Business Partner for a population of 600 employees dispersed in the US and Canada.
- Spearhead re-design of roles based on technology-driven operational changes within accounting operations field service centers
- Work with executive sponsors and management to facilitate and execute change management and communication strategies to support operations transformation initiatives
- Coach and develop senior professional HR business partners on consulting, relationship building, organization design and change management competencies
- Educate, implement, and drive talent management practices including effective selection, talent review, succession planning, HiPo identification, engagement and retention planning
0-5 years of experience
- Primary responsibilities include growing and streamlining the business, rebranding and marketing the business (see HOUZZ.com) Also, responsible for providing estimates, meeting new customers including builders, designers, architects and homeowners.
- Within 3 years, doubled gross sales.
- Cut overhead costs by 25%
- Increased full time crew by 30% and expect to increase by another 20% by end of year.
- Tripled new business pipeline.
- Perform high-end custom residential painting for some of the most discriminating customers.
- Manage projects involving several of New England’s most successful architects, builders and interior designers.
- Utilize the finest techniques and products to produce extremely high quality results.
- Other specialties include historical restoration, boat finishing, and commercial projects.
10+ years of experience
Responsible for the growth, stability, direction and daily operation of the family business.
- Identify problems, make decisions and interpret results based on quantitative techniques
- Develop disciplines of management by planning, strategy, organizing, staffing, leading, control and change
- Improve quality of productivity by streamlining systems and processes
0-5 years of experience
- Professional sales recruiter and talent acquisition business partner consulting with clients and candidates, performing thorough needs analysis, consistent follow-up, negotiations, and executing talent acquisition.
- Aggressively source/search for passive candidates through cold calling, referrals, social media, and searching platforms.
- Having a headhunter/sales mentality to go after the top talent for my clients in their specific regions.
- Actively manage the full-cycle recruiting process of sourcing, recruiting, and interviewing generating an extensive database of qualified professionals.
- Provide regular status updates to applicants, managers, and directors.
6-10 years of experience
Designed multi sensor input Low Power Remote Telemetry electronic schematics to meet company feature list,cost using Altium DXP CAD.
- Designed Remote Telemetry circuit boards to meet company feature list, cost using Altium DXP CAD.
- Designed and maintained data gathering server and website using MYSQL, Coldfusion, HTML and Python.
- Designed and maintained Remote Telemetry device firmware using C++.
- Designed and maintained Rugged Truck to Locomotive delivery system hardware for Union Pacific Railroad.
- Designed and maintained Rugged Lube Truck delivery system hardware for Arch Coal.
- Designed and maintained Rugged In Cab Computer application, using Python, for Union Pacific Railroad and Arch Coal.
- Interface to many third party products using including LCR II, ABB total flow and Thermo scientific gas meters.
0-5 years of experience
Partner with affiliate agencies (Parsons Child and Family Center and Northeast Parent and Child Society)
- Provides strategic recruitment and retention support to program(s)/department(s)
- Provides day to day performance management guidance to supervisors and leadership
- Manages and supports resolution of employee relations issues with support of HR management
- Creates and implements retention strategies with the intent to retain quality staff, improve work relationships, and build morale
- Participates in regular meetings with assigned program(s)/department(s)
- Provides HR policy guidance and interpretation
0-5 years of experience
- Establish self as trusted Business Partner with Grower Marketing Management and Channel Marketing Team. Member of Key Enabler #2 team to achieve Must Win Battles.
- Responsible for ACO Crop and Seeds program rebates, $894M. Evaluate accurate funding requirements to support program offerings and identify/communicate financial implications. Create/maintain market year rebate accruals for US ACO Crop and Seeds.
- Prepare monthly 1372 rebate provision recon for CP, ES and Seeds. Collaborate with Accounting Business Partner where discrepancies.
- Collaborate with Claims/Shared Risk Manager to properly accrue funding for Claims and Shared Risk.
- Analyze 2016 programs for payout to plan and communicate program efficiency to Customer Marketing team members.
- Assist Campaign Managers with developing Go-To-Market Strategies for Distribution, Retail and Grower Marketing programs.
- Provide US Channel Marketing team with Retail Stratification reporting needs and analysis for 2018 Market Year Retail Program.
- Responsible for Gross to Net Pricing for 10-year strategic budget plan.
0-5 years of experience
- Coordinate $20 million dollar outbound food delivery business that spans 11 states
- Act as liaison between store, distribution partners, and HQ teams
- Facilitate business changes with carrier partners and manage daily performance
- Design logistics plans for holiday periods to keep stores fully stocked during high traffic periods
- Utilize analytical skill set to assess complex data sets within the logistics process for trends and possible improvement
0-5 years of experience
- Helped start and run small business with colleague
- Repaired and removed home heating oil tanks
- Disassembled pipes and tanks and recycled oil and metal
- Cleaned area and patched foundations
0-5 years of experience
- Booked appointments for private client sessions
- Managed income and expenses for accounting purposes
- Developed designs for branding / apparel
0-5 years of experience
- Directed the Resource Management office where I designed, developed, recruited and launched the workforce planning process for the consulting department and sales department
- Successfully managed multiple merger and acquisition buyouts of employees who assimilated into the Adobe family.
- Coached and counseled management and employees regarding human resource policies and procedures
- Human Resource Business Partner liaison with all levels of management from VP, Director, Legal and Sales
- Interviewed and staffed all projects in NA with consultants and on boarded new employee consultants
- Oversaw 250 consultants in India and North America who are focused on implementation and optimization projects
- Handled employee relations for consulting department- resolving conflicts between client, consultant.
0-5 years of experience
- Create new business ideas, products, and usable patterns
- Work with Business partner to find venues to market and sell our products
- Provide great customer service at venues and online
- Assist other Creative Designers by providing website and venues to sell their products
0-5 years of experience
- Provide HR support to multiple facilities and geographic locations
- Member of system selection, implementation and configuration team for LMS system
- Partner with subject matter experts to develop and format learning content
- AAP reporting and certification requirements for contractual relationships
- Partner with leaders, managers and supervisor for improvement, deployment and effectiveness of HR initiatives
- Point person for acquisitions and reductions
Human Resources Business Partner Duties and Responsibilities
Rather than simply managing HR duties, the human resources business partner makes complex decisions to improve how human resources departments manage personnel and how HR departments can help organizations become more effective. Core responsibilities include:
Develop and Initiate Human Resources Programs Human resources business partners develop and enact HR policies that support business objectives. They analyze trends related to hiring, employee morale and retention, and employee relations with management and executives to identify opportunities to improve efficiency, aligning HR efforts with company goals related to profitability, efficiency, and performance.
Consult with Executives and Managers As part of developing new HR strategies, human resources business partners spend a significant amount of time consulting with management personnel ranging from department heads to company executives. The human resources business partner may meet with high-level decision-makers to outline the organization’s HR goals, identify opportunities to improve processes, and provide recommendations to improve employee morale and boost performance.
Coordinate HR Efforts between Departments In addition to conferring with executives and management, human resources business partners also work closely with individual departments and business lines to coordinate human resources initiatives including training, employee feedback, and personnel changes. They gather data and feedback from department heads or individual personnel and uses it to guide future HR initiatives.
Prepare Contracts and Training Materials Human resources business partners develop contracts for new hires, promotions, and department transfers. They take an active role in crafting these contracts as these hires and transfers directly impact and support company-wide or departmental HR efforts to enhance business performance. Human resources business partners also develop training materials and presentations, which they provide to other departments.
Address Employee Concerns While human resources business partners are not as actively involved with day-to-day HR tasks, such as resolving employee grievances and overseeing personnel management, they do spend a fair amount of time directly interacting with employees. These one-on-one conversations provide vital information about employee concerns and potential areas of improvement, which can influence new HR initiatives.
Advise HR Personnel Human resources business partners collaborate directly with HR department managers and personnel to gather data, introduce new programs, and oversee the administration of all aspects of HR and personnel management. In a large organization, the human resources business partner is responsible for directing and managing HR departments in several locations, ensuring that programs and processes are consistent and aligned with business goals.
Human Resources Business Partner Skills and Qualifications
Human resources business partners balance consulting and strategic direction with implementing and evaluating HR processes. Companies typically hire individuals with extensive HR experience, a bachelor’s degree, and Senior Professional in Human Resources (SPHR) certification, along with the following skills:
- Strategy development and execution -a solid grasp of organizational development and strategic direction guide efforts to align HR efforts with business goals
- Process analysis – successfully examining and analyzing internal processes are essential to identify what is working within an organization’s HR structure and which areas need improvement
- Human resources management – extensive experience in human resources management, including employee evaluations, contract negotiations, and conflict resolution are vital in this position
- Team coordination – because they frequently communicate with upper management, department managers, and HR personnel, human resources business partners are skilled at building and coordinating cross-functional teams
- Communication and presentation – communication is key as human resources business partners present new initiatives and training materials across all levels of an organization
Human Resources Business Partner Education and Training
In general, human resources business partners have at least a bachelor’s degree in a related field such as business administration or human resources. Many also possess advanced degrees in related fields; an MBA can open up more opportunities for advancement. Additionally, most companies look for human resources business partners who have received Senior Professional in Human Resources (SPHR) certification. This is a position that many companies seek to hire from within. Human resources professionals who show an aptitude for big-picture, strategic thinking and want to have a greater impact on their companies’ overall performance and growth often become human resources business partners after they have worked in HR for several years.
Human Resources Business Partner Salary and Outlook
Glassdoor reports that the average annual salary for human resources business partners is $65,806 per year based on over 2,000 reported salaries. PayScale reports an average salary of $73,632 based on 4,300 reports. It’s worth noting that Glassdoor’s estimate does not include annual an additional cash compensation of $7,846, which would bring its average close to PayScale’s estimates. The position human resources business partner only emerged in the 1990s, but companies are increasingly moving toward this model of aligning HR and organizational efforts. The Bureau of Labor Statistics estimates that HR careers will see steady growth between 2016 and 2026.
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Last edited by: Gabriela Barcenas, CPRW, Content Writer II -
Gabriela Barcenas
CPRW, Content Writer IIGabriela is a Certified Professional Resume Writer (CPRW) and career adviser. With 10 years of digital media experience and five years of resume writing expertise, her publication history includes fashion, education, travel, social justice, equitable design and career advice.
