OBJECTIVES:

• Primary goals to coordinate and supervise the execution of programs and projects to avoid risks and ensure their timely completion by proper HR Project planning and scheduling within the budget scope.
• Prepares and maintains documentation of policies and standard operating procedures.
• Responsibility for managing creating a variety high level project plans with focus on key deliverables and realistic schedules.
• I am looking for a challenging position in Human Resource Management, to work in a position as a Human Resource Generalist.
• Human Resources Administrator or Coordinator background including: Payroll, Recruiting, New Hire Orientation, Safety and Training, Benefits Planning and Administration, Workers Compensation Administration and Reporting.
• HRM Core Competencies Strengths
• Oral written communication skills Self-starter and quick learner
• Report writing record keeping Proficiency in computer programs Microsoft Programs
• Team management ability Documentation skills to develop project schedules.
• Experience in Project Management, Business Analysis Business Modeling, and Data Modeling.
• Experience in managing HR projects by following the processes and procedure in the lifecycle methodologies. Confidence at adapting and multitasking Reliable Professionalism performance oriented.
• The ability to accommodate a high degree of change in a complex demanding and fast paced, environment.
• Program scope time resource management while using the coordination of skills to developed cordial relationships with other employees, supervisors senior management, vendors and clients that would carry forward, any program or project policy that would maintain the time management schedule.
• I am a multi-skilled Individual as you can see from my resume that enjoys challenging and diverse roles with the ability of managing complex functional projects in various environments and confident working with technical experts from any industry.
• I am looking to join a company that rewards effort and initiative, whilst at the same time providing plenty of progression and development opportunities to its employees.
• Before relocating to the United States in 2012, I was a Program HR Operations Administrator Manager with the RBPF, government of Barbados. This area dealt with HR, PM and IT full cycle projects. I am now seeking the opportunity to apply for the position of Coordinator/Jr. Recruiter with your organization.
• This enables me to further capitalize on my experiences in the fields of HRM management, Project Management and Information Technology Administration. Working as a Program Operations Administrator allowed me the experience to be a multi-skilled experience organizational administrator.
• During my plus nine years, I was responsible for the development of numerous programs that improved communications between stakeholders and the organization this also lead to the improvement of interaction with co-workers, peers, and management.

EXPERIENCE:

• Overseeing e day to day operations and administration of the organization staff as it relates to HR Management of Resources in the following areas.
• Applying structured change management approaches to developing training requirements
• Applying a structured change management approach and methodology for the people side change caused by projects and change efforts.
• Develop a change management strategy based on a situational awareness of the details of the change and the groups being impacted by the change.
• Full cycle recruiting and staffing
• New hire orientation and training
• Employee performance reviews
• Overseeing the compliance to labor laws
• Strategic management planning and implementation of HR processes and procedure.
• 4 years working with Benefits experience
• Administering with Leave of Absence LOA
• 0ver 5 years working with PeopleSoft 8 9 knowledge of HRIS

EXPERIENCE

Junior HR Project Manager

Summary of Key Functions:

• Administration and implementation of HR strategies and policies
• Administration of human resources provision of HR services
• Staff performance management and career development
• Facilitation of knowledge building and knowledge sharing
• Employee training and development.
• Implementing safety standards, welfare, wellness and health.
• Benefits administration including managing open enrolment and retirement accounts
• HR policy administration including updating employee review processes
• Coordinating organization-employee communication.
• Utilizing HRIS to develop reports

EXPERIENCE

Confidential

• Responsible for all HR functions, including: Strategic planning, organizational development, staffing, training, benefits administration, Employee Relations, Management Development, and Performance Management.
• Development and Operational Effectiveness
• Ability to perform a variety of specialized activities related to HR management, including administration of recruitment, contracting and performance evaluation, monitoring of transactions, reporting.
• Strong IT skills ability to provide input to business processes re-engineering, implementation of new systems
• Leadership and Self-Management
• Member of executive management strategic planning team.
• Advise leadership team on all HR issues.
• Lead an HR department of 10.
• Lead project teams for implementation of HRIS management and employee self-help modules, and reward and recognition programs.
• Oversee the recruitment, hiring, orienting, training and evaluating of employees in assigned locations.
• administer day-to-day interviews and managing internal and external job postings and conduct regular searches on all available job boards.
• Supervise and Coordinate, training, coaching, and evaluating of employees and assist with and overseeing the HR department.
• Develop, maintain trainee-tracking Excel-database and produce monthly training report and calendar.
• HR Administrator on hiring benefits enrolment, setting up banking information, and as Absence Processor, entering and granting absence entitlements annual leave, sick/uncertified leave, paternity/maternity and Compensatory time off in PeopleSoft.
• Preparation of contracts fixed-term, ALD, SSAs, SCs in PeopleSoft Applications. Timely follow up with Finance staff on HR payroll issues.
• Input and tracking of all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivities, recoveries, adjustments and separations through maintenance of the CO staffing table.
• Preparation or review of submissions to the Local Appointment and Promotion Board LAPB .
• Administration of delegated staff entitlements and position funding delegated to COs.
• Provision of information on benefits/entitlements to the International Staff and Experts.
• Maintenance of the rosters including e-rosters.
• Ensures proper staff performance management and career development focusing on achievement of the following results:
• Provision of background information and facilitation of the performance appraisal process and maintenance of the related data.
• Participation in preparation of Whole Office Learning plan and individual learning plans in consultation with the Senior Management, HR Analyst and Learning Manager.
• Management Development of HR initiative: To ensure conduct related surveys focusing on achievement of the following results:
• Collection of information and preparation of reports for comprehensive and interim local salary, hardship and place-to-place surveys. Participation in the work of LSSC.
• Ensures facilitation of knowledge building and knowledge sharing in the CO focusing on achievement of the following results:
• Organization of trainings for the operations/ projects staff on HR issues.
• Synthesis of lessons learnt and best practices in HR.
• Sound contributions to knowledge networks and communities of practice.
• Ensure competency of staff on HIV/AIDS and knowledge of the existing Policy on HIV/AIDS in the workplace
• Facilitation of Learning Sessions on HIV/AIDS Learning strategy through the 'We Care' Programmed/ HIV/AIDS Learning Team.
• Impact of Results of HR initiative:
• The key results have an impact on the overall efficient execution of the CO HR services and consequently, result in the Operations Unit, success in implementation of HR strategies and policies.
• Accurate analysis and presentation of financial information enhances in HR management and ensures proper HR services in the CO. The information provided facilitates decision making of Senior Management.
• Competencies and Critical Success Factors Corporate Competencies:
• Demonstrates commitment to Organization's mission, vision and values.
• Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability
• Functional Competencies: Knowledge Management and Learning
• Shares knowledge and experience
• Encourages office staff to share knowledge and contribute to practice areas
• Develops substantive knowledge of one or more Practice Areas
• Promotes a learning environment in the office
• Provides helpful feedback and advice to others in the office
• Actively works towards continuing personal learning and development in one or more practice areas, acts on learning plan and applies newly acquired skills
• Enter and maintain integrity of data in recruiting database and produce recruiting reports.
• While managing special HR and PM projects to ensure consistency among two separate operating entities where managing multiple project were involved.
• Develop staff performance training materials for Managers, supervisors and employees of other departments.
• Development and Operational Effectiveness
• Ability to perform a variety of specialized activities related to HR management, including administration of recruitment , contracting and performance evaluation, monitoring of transactions, reporting in
• Strong IT skills ability to provide input to business processes re-engineering, implementation of new systems.
• Oversee the contribution with Human Resource management: PeopleSoft HCM 9.0 or 9.1 for Public Sector training design, and delivery of the employees by implementation of targeted employee and manager desktop applications that included the following: profile, eProfileManager Desktop, ePay, eBenefits, eComp, eComp Manager Desktop, ePerformance, succession and Career Planning, Profile Management, and eDevelopment with the used MS Office Word.
• Possess the following Excel Skills: vLookups, lookups, Macros, Create and Modify Pivot Tables, Data Manipulation, Creating Data Tables, Creating Charts, Filtering Data lists, Templates and Importing/Exporting Data.
• Leadership and Self-Management
• Focuses on result for the clients.
• Consistently approaches work with energy and a positive, constructive attitude.
• Demonstrates strong oral and written communication skills.
• Remains calm, in control and good humored even under pressure.
• Demonstrates openness to change and ability to manage complexities and solve Problems in a fast pace Environment.
• Responds positively to critical feedback and differing points of view
• Solicits feedback from staff about the impact of his/her own behavior.
• HR Certification Programme
• Process new hire paper work and ensure all necessary documents are completed.
• As a member of the leadership team, I work on directs aspects, management on full spectrum of HR operations, systems and programs including training and incentive programs, workforce planning implemented various HRISs, revising employee handbook and behavioral interviewing.
• Assist HR Manager in creating talent and succession planning and recruited qualified candidates.
• Analyzed HR data, identify trends, concerns and solutions and implemented action plans
• Controlled aspects of creating group benefits databases and supervision of enrollment and programs.
• Assisted HR Manager in the structured and implementations of programs and policies in the areas of compensation structures and career development.
• Implemented an overhaul of scheduling and performance evaluation processes.

Silver Spring

• HR Generalist/ Staffing/Program Coordinator/ Project Analyst: Promoted Program/ HR Project Supervisor from5 January 1999 December 15 2006
• HR Coordinator: Infrastructure Special HR Projects.1995-1999
• JR HR Project Manager / Program Coordinator: 1993 1995.

Professional Experience

Silver Spring

Infrastructure HR Change Management Project

• Experience: Working with Project and Project Managers having Human Resource Responsibility leadership at LT King Enterprises: HR Upgraded Information Technology, Infrastructure Change Management Project with US Embassy 1990 to 1993, and HR Infrastructure Special HR Projects.
• Supervised HR support staff mentoring, coaching and developing them to move to the next professional level.
• Controlled employee safety programs
• Networked with business partners and vendors.
• Managed HR projects full cycle.
• Revised job descriptions and performance review process.
• Generates maintain consistent positive behavior and professional contact with clients.
• Communicates effectively with customer associates and Management and is flexible to needs and trends of the business.
• RBPF organization, Government of Barbados 1990-2000
• As a HR/Program Operations Administrator Manager at the RBPF organization, Government of Barbados before relocating to the United States, I Preformed duties as both HRM Manager and Junior Project Manager Management roles where I managed the coordination and operations for support activities across the organization in developing strategies for staff, administration infrastructure, communications and information technology planning, developing and implementation, special HR projects.
• Scope of responsibilities RBPF organization
• To prepare payroll and ensure on time dispense of salaries
• Process all insurance claims and forward the for review and sanction
• Make necessary adjustments in the payroll towards advances or accruals, and compensation claims
• Monitor employee leave records and keep the HRIS updated
• Maintain a record of workforce/manpower and track the changes in the planned structure
• Responsible for organizing induction programs for new employees
• Track and maintain record of employee attendance
• Responsible for complete settlement at the time of employee exit
• Assist recruitment team with head hunting, scrutinizing resumes and short-listing them
• Worked with senior management to create HR policies and procedures recruit employees create group benefits databases and develop orientation, training and incentive programs.
• Manage leave-of-absence programs and personnel records administer benefits enrollment and programs administer HR budget and handle HR generalist workplace issues.
• Key Results:
• Played a key role in ensuring the successful launch of RBPF operations office and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.
• Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch's employee-retention rate within an industry where high turnover is the norm.
• Negotiated approximately 50 salary offers and dozens of sign-on bonuses/relocation packages annually at both the exempt and nonexempt level.
• Brought workers' compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.
• Reduced benefits costs by annually through meticulous recordkeeping and ensuring that company did not pay for benefits for which employees were ineligible.
• Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.
• Introduced company's first formal performance review program, creating a flexible and well-received tool that was later adopted company-wide.
• Revised job descriptions across all levels and categories.
• Shadowed and interviewed employees to construct an accurate picture of the duties and skills required for each position.
• I also oversee and manage processes for monitoring and evaluation the development of PeopleSoft applications and HRIS systems. This was achieved by using Microsoft Programs 2003 and 2010 .
• Also to develop human resources and project schedules with applications such MS-Project 2003-2010 Visio 2007 2010 PeopleSoft 8 9.1 applications systems HRIS HRMS systems, Business Research Methods: SPSS 18,Office SharePoint 2007 2010, Office Accounting 2007, Data Analysis Decision Making Using Microsoft Excel 2003-2007 2010, Accounting information systems.
• Both HR and PM management experiences proved to be very valuable in the area as of planning, developing, implementing, and evaluating the HR and PM management methodologies.
• These methods and process were of great value in the developing the Full cycle HR Projects and the full cycle of Project Management in the RBPF Project management Research Division
• This office is a PMO Research program division, for operations in Human Resources, Project management needs, developmental HR training programs and IT project coordination.