HR Business Partner Resume Examples

Promoted to manage daily business operations, performance, P&L, and strategy, including coordinating performance and revenue monitoring. Leverage analytics and collaboration with executive staff to define core objectives and business mission. Foster an environment of continuous process and staff improvement. Oversee monthly staff evaluations and any necessary one-on-one coaching, corrective actions, and training programs. Build a world-class leadership team through mentorship and management development, focused on decision making, problem solving, and conflict management. Orchestrate all aspects of staffing and recruitment, ensuring the talent and skills necessary to create a leading workforce of motivated, qualified personnel. Liaise with third-party vendors for payroll.

Responsible for 50 client accounts averaging approximately 4,500 worksite employees. Tasked with the design of comprehensive HR solutions that sustain key business requirements and align with the organizations short and long term business objectives. Analyze and diagnose issues; proactively resolve matters through organizational interventions and strategic solutions. Develop and implement vital business and HR strategies, fundamental programs, and processes that drive business results through effective leadership and change management. Collaborate across the organization in design and development of top initiatives.

Partner with line executives and management to proactively address business issues 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.

HR Business Partner supporting Nutrition & Health’s Global Innovation and Strategy & Business Development teams. In addition, support a Business Unit R&D team.

Managed the HR function supporting 350 employees across the US and Canada.

Led $11M transformation with executive leadership in Enterprise Program Management.

Restructured the reporting process to increase accountability, streamline the expense reporting, and annual appraisal processes

Provided executive level HR direction, strategy and counsel for over 3,000 employees in the Consumer, Business and Media Sales divisions. Developed and grew relationships with senior Sales management to act as advisor; demonstrated extensive understanding of Sales area.

Kemper Services Group – in a shared services environment, provided support for Chattanooga Unitrin Direct group along with Kemper and Unitrin Specialty home workers for the South Central region

Supported executives reporting directly to the CEO and their global teams including CFO, Legal Counsel, Corporate Marketing, as well as The Americas Sales and Service group (North America, Mexico, and South America), and the Americas Sciences group. Worked in a heavily matrixed environment.

[company name], where every connection counts is an electronic manufacturing organization with over 100,000 employee globally and segment focus on Transportation Technologies, Network Solutions, Fiber Connectivity, Industrial Solutions, Green Industrial Solutions and Consumer Device Technology.

Served as HR support for corporate office and energy consulting group. Held responsibility for on-boarding and off-boarding employees, coaching managers, investigating and responding to employee issues, and answering employee questions regarding HR, benefits, and payroll. Helped develop documentation and hold open enrollment meetings for employees. Worked with vendors and IT group to ensure eligibility files were set up and processed accurately. Ensured all data was properly entered and maintained in HR system. Trained new HR Business Partners and provided backup when needed. Filled in for Benefits Administrator. Acted as Training Coordinator, scheduling both management and compliance training for employees. Provided HR support for both union and non union employees at all locations.

Transferred into this role for further professional development and to gain exposure to another side of the business. Responsible for partnering with management at Navajo Mine to maximize organizational effectiveness by developing its workforce and influencing the culture and performance of the organization while managing a workforce reduction. Responsible for providing advice to employees and managers on the effective execution of people processes including workforce planning, talent management, employee/labor relations, recruiting and retention.

HRBP to Technology Solutions and Product Development organizations (300 employees). Provide HR leadership and consultation to employees and leaders at all levels of the organization. Build and maintain a valued advisor relationship with leaders.

Provided HR support and guidance for multi-functional client organizations including manufacturing, engineering, business operations, security, and ethics with various locations and employee levels

Employed with AXA since January, 1999 – HRBP to the Retirement Savings Group; Individual Annuity Sales Force, Customer Service, Business Development and the Funds Management Group. Collaborate with and support senior leadership team in the effective delivery of talent management objectives including the performance management program. Deliver feedback from the business to HR areas, as appropriate, on the effectiveness of programs and policies, provide change management leadership to guide clients and senior leaders on how to effectively navigate new HR programs and policies, create change management plans to support revisions to the business organization structure. Responsible for full-cycle recruitment process for client group, managing vendor relationships and creating diverse sourcing methods. Identify HR metrics relevant for reporting to the business on workforce planning initiatives.

Partner with business management and employees to deliver training, manage employee relations issues, conduct recruitment, manage international movements, review compensation and all HR life cycle processes. Direct responsibility to population including Digital, Enterprise Computing, End User Computing, Quality Assurance, Security, and Data Center employees in California, Arizona, Missouri, Connecticut, Ohio, Jamaica, Mexico, and Brazil.

Accountable for employee relations that drove engagement, improved morale, and promoted company culture; full cycle recruiting, onboarding and new hire orientations. Responsible for the administration of benefits (Medical, Dental, Vision, 401k), leave of absences (FMLA, CFRA, Sick Leave, and Bereavement); and managing workers compensation cases. Collaborated with all levels of management in a multi-state structure to develop business strategies; update all existing job descriptions, develop new job descriptions; provide counsel regarding employment and wage and hour law, compensation, and FMLA status question.

Administered various human resources plans and procedures for all of the Direct Channels groups, inclusive of the call center in New Jersey.

Hybrid role as O&TD Manager responsible for HR projects driving organizational effectiveness and leadership development in addition to SR. HR business partner to two senior leaders and their organizations.

Strategic HR Business Partner to Vice-President & Controller (the Americas). Advised leadership team of finance directors on corporate HR policies and procedures as well as compensation planning, performance and succession planning.

Provided HR management and oversight to multiple Hertz administrative facilities in Oklahoma City and Mobile, Alabama with a staff of 33 direct and indirect reports. Responsibilities included employee recruitment and retention, HR and EEO training of management, worker’s comp administration, employee activities, and employee problem resolution for 3000+ employees in the separate operations.

Aligned with VPs and Directors to support implementing strategic workforce planning in support of business objectives.

Managed HR and led cross-functional teams for multiple practices in a rapidly growing international business consulting firm. Applied strategic planning, business priorities, and management skills to achieve critical HR deadlines while maintaining high quality standards.

Responsible for the implementation of HR strategic initiatives using continuous quality improvement methodologies to support workforce planning, retention, talent acquisition, on-boarding, training and development, succession/replacement planning, leadership development, performance and compensation management, non-union awareness, HRIS Data Management, teammate satisfaction, organizational effectiveness and federal/state legal complaints/issue resolution supporting 7 Divisional Regional Operations Directors and their staffs of over 1,000 teammates in 5 states, 65 centers.

Independently managed the recruitment process for restaurant operation professionals with a focus on sourcing and on boarding “Top Talent”, for multi-brand and multi-regions. Sourced, interviewed and selected candidates; administered background investigations and reference checks. Managed company’s online applicant tracking system.

Joined with technology executives and global senior management to support 600 employees.

Recruited to report to VP of Human Resources and to design Talent Management program to help open new company locations in the Central and Gulf States of the US as well as other locations, guiding management on a full spectrum of HR operations, systems and programs.

Consults with company leaders to set direction and problem solve by providing creative and analytical business alternatives. Provides support to the organization from both a field practitioner and strategic level perspective. Evaluates appropriate company philosophy and policy to apply to HR related activities and helps to develop working action plans that bring immediate and sustained change. Acts as a knowledgeable and resourceful Business Partner by providing hands-on support across field locations throughout assigned territory.

Primary HR Business Partner for C level Executives within Global FT Technology and Franklin Capital Corporation “FCC”; participated as an active member of the leadership team.

Provided tactical HR leadership and consulting in unionized manufacturing plant with 450 Union and Salaried employees.

Responsible for driving talent development by the development of HPTi’s coaching culture, manager development, performance, and workforce retention initiatives. In addition, responsible for the management of the HR business services resources and processes including benefits and compensation, human metrics, employee relations, on-boarding and termination programs.

Strategic Business Partner to EVP of Global Sales and SVP of Strategy & Field Operations.

Serves as the HR point of contact for over 300 professionals in multiple locations within the Advisory service line National Advisory business unit. The practice areas are high growth, very dynamic and extremely fast paced.

Responsible for collaborating with 1 manager and 4 supervisors to address employee issues regarding morale, peer interaction, performance deficiencies, poor conduct, policy violations, and ethical violations.

Responsible for providing Human Resources leadership and support across multiple functions for the Corporate office as well as consultative support to all U.S. locations.

Provided business metrics for Managers, Directors and VPs to identify key trends and analysis to align HR priorities with business needs

Senior HR Generalist accountable over 500 sales managers and employees from Maine to Florida. Work closely with VPs, Directors, and HRBPs in a strategic partnership.

Functioned as onsite HR representative and lead during the BoxTone acquisition, managing all communications.

Senior HR Business Partner at a 1,000+ employee unionized aluminum manufacturing plant

Provided Human Resources support to the global technology and operations business units. (approximately 2,500 employees)