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People Leader / Strategic Business Partner Resume

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SUMMARY

  • Business - Focused Human Resources Leader wif 10+ years’ experience leading execution and administration of HR strategy and operations. Demonstrated skills in mitigating legal risks, organizational change management, and in employment law.
  • Hands-on and consultative talents providing HR function subject matter expertise. Trusted advisor and sounding board to executives, management, and individual contributors through sound straightforward thought leadership. Achieves corporate strategy while striking a balance between business needs and employee advocacy.
  • Thinks “BIG” wif an “out of the box” approach using data along wif business sense to guide HR. Cross-industry effectiveness working wif start-up and well established companies of less than 50 and up to 1,000 plus. Collaborates cross-functionally to develop and rollout group, functional and regional initiatives.
  • Change Management, Reengineering
  • Implementation, HR Systems & Processes
  • HR Business Process & Structure Change
  • Local / State / Federal Compliance
  • Scrum / Agile Project Methodology
  • HR Functional Subject Matter Expert
  • Organizational Restructuring
  • Coaching, Performance Management
  • Communication
  • M & A Due Diligence and Integration
  • Records Management - SOX Compliance
  • Conflict Resolution
  • Project Leader
  • Benefits Administration
  • Talent Management

TECHNICAL SKILLS

  • MS Office Word
  • Excel
  • Outlook
  • PowerPoint
  • SharePoint
  • Dropbox
  • Google Drive
  • Google Docs
  • TeamViewer
  • LogMeInPro
  • Skype
  • WebEx
  • Oracle/Taleo
  • Jobvite;HRIS / ERP: PeopleSoft
  • Workday
  • Microsoft Dynamics GP HR
  • HR Cloud
  • HRsmart SaaS
  • ADP
  • Paychex

PROFESSIONAL EXPERIENCE

Confidential

People Leader / Strategic Business Partner

Responsibilities:

  • Inspires others and leads change from the front while working wif business leaders, HR team, and other operational teams on a wide-range of initiatives focusing on business transformation, cultural change, retention, training and scaling.
  • Project Manager (Scrum, Agile) and/or Active Team Member on HR Systems and other HR data-driven projects and enhancements.
  • Liaison between technical and functional teams for ERP implementations (PeopleSoft HR, SAP HR, Workday Microsoft Dynamics GP HR)
  • Creates, manages, and documents human resources and operational policy and procedure.
  • Provides expertise business leaders on company policy and best practices; influences and recommends appropriate decisions.
  • Manages employee relations matters, engaging other stakeholders as required to resolve matters and manage organizational risk.
  • Analyzes trends and metrics to develop effective solutions to support management planning.
  • Builds quality relationships wif recruitment agencies and other sources to recruit the best. Facilitates compensation surveys (Radford).
  • Oversees onboarding ensuring completion of all required new hire documentation, conflict and background checks.
  • Supports in off-boarding as projects are completed or require reduction in scale.
  • Manages / administers benefits offerings, including Form 5500 and other compliance (ERISA, HIPAA, COBRA, ADA, FMLA, CFRA, PDL).
  • Develops and administers performance management process and corrective actions implemented as necessary.
  • Ensures adherence to corporate and technologies policies and practices; immigration and employment compliance - mandatory compliance training; state and federal regulations; Form I-9; EDD; EEO-1; ADA; Affirmative Action Plan / Title VII; ADEA; USERRA; OSHA filings.
  • HRIS Data Management & Metrics - HR records management, employee privacy, data security, SOX compliance; ad hoc reports.
  • Project Manager for Enterprise resource planning ‘ERP’ software - Executed project deliverables, met milestones, drove project to completion. Communicated vision at all levels during first-level integration of PeopleSoft - conversion to Time and Attendance Module.
  • Decreased hiring cycle from 60+ to less than 30 days after sourcing and implementing Taleo Business Edition ATS. Analyzed and streamlined the requisition to hire approval and workflow process - documented the new process, effectively implemented the change.
  • 95% of new hires met first performance milestone after reengineering New Hire Onboarding Program.
  • 22% retention increase after working wif a Diversity & Inclusion Consultant to assess, recommend, and implement initiatives.
  • Integrated I-9 Remote™ and achieved 100% remote I-9 and E-Verify compliance. Reduced training costs 80%. Eliminated 90 minutes of labor per hire. Simplified process for field managers wif mobile and tablet electronic signature options and secure document imaging.

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